# The more the better? The non-linear effect of workload on workplace well-being

## TL;DR

This paper explores how workload affects workplace well-being, finding that higher workloads can improve well-being after a moderate level.

## Contribution

The study introduces a non-linear model of workload effects on well-being and examines the role of autonomous motivation.

## Key findings

- Workplace well-being increases when workload rises from moderate to high levels.
- Autonomous motivation mediates the workload-well-being relationship in some contexts.
- A positive U-shaped relationship was found, contrary to the expected inverted U-shape.

## Abstract

It is unclear what level of workload is best for workplace well-being, in part because researchers have only tested linear relationships. We tested an inverted U-shaped model in which workplace well-being is optimal at a moderate level of workload. The mediation effect of autonomous motivation were also tested.

We conducted two studies with employees. Study 1 (N = 324) used a cross-sectional survey design and was analyzed using SPSS20.0. Study 2 (N = 152) used experience sampling methodology and was analyzed using Mplus8.3. The data were analyzed using non-linear analytical techniques and mediation analyses conducted with the PROCESS macro.

The data were analyzed using non-linear analytical techniques and mediation analyses conducted with the PROCESS macro. The results of both studies showed a U-shaped curve, but contrary to expectations, the curve was positive rather than inverted: an increase in workload from low to moderate was associated with decreased workplace well-being, but an increase in workload from moderate to high was associated with increased workplace well-being. The mediation effect of autonomous motivation emerged in study 1, but not Study 2.

These results suggest that employees should be given a moderate workload that can be increased, rather than starting with a low workload.