New York : The new mantra to boost productivity is: Give your employees internet breaks during work hours to help kids in school homework or pay utility bills and not offline during lunch or coffee breaks, reports IANS.
The consequences of online work breaks are momentary recovery, learning and satisfaction to begin afresh, a study has found. “Workers engage in online work breaks when they report a high need for recovery like feeling tired after an intense work period or recovering from a reported significant loss of physical or emotional energy,” said Sung Doo Kim, a doctoral candidate at University of Cincinnati.
Other triggers for going online during work hours are to break monotony or boredom, check on demands at home and other personal demands, or emotional work-related events that triggered anger or frustration. “Employees reported benefits on going online to balance their work and personal responsibilities such as checking on their children on social media or chatting with them,” Sung added.
After reassuring themselves about their children, they were better able to focus on their work. Employees who took online breaks also reported greater levels of satisfaction at work, perhaps because of the freedom to be able to occasionally check in on their personal life.
The researchers, however, cautioned that if taken in an undisciplined manner, online breaks could turn into cyberloafing, resulting in the excessive loss of time and productivity. Workers whose jobs required extensive computer time or sitting at a desk for prolonged periods were less likely to find online breaks rejuvenating.
The respondents for the study included 14 healthcare workers and 19 full-time working MBA students. The reported online activities were categorized into pleasure-seeking and non-work-related duties and responsibilities.
The former includes listening to music, reading entertaining articles and checking the sports scores while the latter includes checking in with family members, paying bills and doing school work. The findings were presented at the 74th annual meeting of the Academy of Management in Philadelphia.