Studies on Managing Energy and Time

On the home page we highlight the importance of managing your energy and time. This is reflected in the studies below, although these are categorized under the broader concept of self-management.

The first category is Productivity and Performance. This is a Time related topic. The other categories: Stress and Burn-Out, and Work Satisfaction and Engagement are primarily connected to Energy.

We can even refine this further if we look at the different types of (personal) energy. Stress and Burn-Out have strong link with the ability to manage our mental energy, whereas Work Satisfaction and Engagement have a strong tie with managing our spiritual energy.

Increased productivity and performance: 

  • Studies suggest self-management practices like time management, goal setting, and prioritizing tasks lead to higher efficiency and completion rates. (e.g., Van der Voordt, 2004; Druckenmiller & Bosco, 2018). Improved Career Advancement:
  • A study by Ng et al. (2016) found that employees with higher self-management were more likely to receive promotions and higher salaries.
  • A study by the Harvard Business Review found that managers with strong self-management skills were twice as likely to be promoted.
  • A study by the Center for Creative Leadership found that self-management was one of the most important skills for developing leadership potential.
  • A study by the American Psychological Association found that employees with strong self- management skills were 20% more likely to report feeling satisfied with their jobs and 23% more likely to exceed expectations.
  • A meta-analysis by De Clercq et al. (2014) concluded that self-management training led to 15% increase in employee performance and reduced stress. : 
  • Demonstrating strong self-management skills portrays individuals as reliable, responsible, and adaptable, positively impacting career opportunities and promotions (e.g., Burke & Nouns, 2008; Ng & Burke, 2005).
  • A longitudinal study by Ng et al. (2010) found that individuals with high self-efficacy, a core self-management component, had faster career advancement.

.

Reduced Stress and Burnout:

  • Research by Burke (2017) and Leiter & Maslach (2009) suggests that self-management skills like stress management and emotional regulation are crucial in preventing burnout. These skills help employees manage workload, set boundaries, and maintain a healthy work-life balance.
  • A meta-analysis by de Jonge et al. (2014) found that self-management interventions significantly reduced stress and improved well-being in employees.
  • Research shows good self-management skills help employees manage workloads, set boundaries, and maintain work-life balance, lessening stress and preventing burnout (e.g., Sonnentag & Niessen, 2000; Demerouti et al., 2009).
  • A study published in the Journal of Occupational Health Psychology found that self-management interventions helped employees reduce their stress levels by 12%.
  • A review by the University of California, Berkeley, found that self-management skills were associated with a 50% reduction in burnout risk.
  • A study by Sonnentag & Niessen (2000) demonstrated that employees with better self-regulation skills experienced less exhaustion and stress, leading to higher job satisfaction.

.

Improved Satisfaction and Engagement:

  • A study by the Society for Human Resource Management found that employees with good self-management skills were more likely to feel in control of their work-life balance.
  • A study published in the Journal of Applied Psychology found that self-management interventions helped employees reduce their work-related stress and improve their work-life balance.
  • When employees effectively manage their work through self-management, they experience greater control, autonomy, and achievement, leading to higher satisfaction and engagement (e.g., Bakker & Demerouti, 2007; Xanthopoulou et al., 2007).
  • A study by the Hay Group found that employees with good self-management skills were more engaged in their work and more satisfied with their jobs.
  • A study by the University of Michigan found that self-management skills were associated with higher levels of job satisfaction and organizational commitment.

.

Additional Benefits:

  • Beyond these direct effects, research suggests self-management can also lead to improved decision-making, communication, and collaboration, further enhancing work performance and team dynamics.
  • Self-management skills are highly valued by employers. Employees who demonstrate strong self-management are often seen as more reliable, responsible, and adaptable, increasing their chances of career advancement.

.

Specific studies:

  • The impact of workplaces and self-management practices on the productivity of knowledge workers.
  • Self-Management and Work Performance: An Exploratory Cross-Cultural Study.
  • The effects of self-management training on employee work performance and burnout.

.

It’s important to remember that self-management is a complex skill, and its impact can vary depending on individual differences, organizational culture, and other factors. However, the research overwhelmingly suggests that cultivating good self-management skills is a worthwhile investment for both individuals and organizations.

Studies on Managing Energy and Time

On the home page we highlight the importance of managing your energy and time. This is reflected in the studies below, although these are categorized under the broader concept of self-management.

The first category is Productivity and Performance. This is a Time related topic. The other categories: Stress and Burn-Out, and Work Satisfaction and Engagement are primarily connected to Energy.

We can even refine this further if we look at the different types of (personal) energy. Stress and Burn-Out have strong link with the ability to manage our mental energy, whereas Work Satisfaction and Engagement have a strong tie with managing our spiritual energy.

Increased productivity and performance: 
  • Studies suggest self-management practices like time management, goal setting, and prioritizing tasks lead to higher efficiency and completion rates. (e.g., Van der Voordt, 2004; Druckenmiller & Bosco, 2018). Improved Career Advancement:
  • A study by Ng et al. (2016) found that employees with higher self-management were more likely to receive promotions and higher salaries.
  • A study by the Harvard Business Review found that managers with strong self-management skills were twice as likely to be promoted.
  • A study by the Center for Creative Leadership found that self-management was one of the most important skills for developing leadership potential.
  • A study by the American Psychological Association found that employees with strong self- management skills were 20% more likely to report feeling satisfied with their jobs and 23% more likely to exceed expectations.
  • A meta-analysis by De Clercq et al. (2014) concluded that self-management training led to 15% increase in employee performance and reduced stress. : 
  • Demonstrating strong self-management skills portrays individuals as reliable, responsible, and adaptable, positively impacting career opportunities and promotions (e.g., Burke & Nouns, 2008; Ng & Burke, 2005).
  • A longitudinal study by Ng et al. (2010) found that individuals with high self-efficacy, a core self-management component, had faster career advancement.

.

Reduced Stress and Burnout:
  • Research by Burke (2017) and Leiter & Maslach (2009) suggests that self-management skills like stress management and emotional regulation are crucial in preventing burnout. These skills help employees manage workload, set boundaries, and maintain a healthy work-life balance.
  • A meta-analysis by de Jonge et al. (2014) found that self-management interventions significantly reduced stress and improved well-being in employees.
  • Research shows good self-management skills help employees manage workloads, set boundaries, and maintain work-life balance, lessening stress and preventing burnout (e.g., Sonnentag & Niessen, 2000; Demerouti et al., 2009).
  • A study published in the Journal of Occupational Health Psychology found that self-management interventions helped employees reduce their stress levels by 12%.
  • A review by the University of California, Berkeley, found that self-management skills were associated with a 50% reduction in burnout risk.
  • A study by Sonnentag & Niessen (2000) demonstrated that employees with better self-regulation skills experienced less exhaustion and stress, leading to higher job satisfaction.

.

Improved Satisfaction and Engagement:
  • A study by the Society for Human Resource Management found that employees with good self-management skills were more likely to feel in control of their work-life balance.
  • A study published in the Journal of Applied Psychology found that self-management interventions helped employees reduce their work-related stress and improve their work-life balance.
  • When employees effectively manage their work through self-management, they experience greater control, autonomy, and achievement, leading to higher satisfaction and engagement (e.g., Bakker & Demerouti, 2007; Xanthopoulou et al., 2007).
  • A study by the Hay Group found that employees with good self-management skills were more engaged in their work and more satisfied with their jobs.
  • A study by the University of Michigan found that self-management skills were associated with higher levels of job satisfaction and organizational commitment.

.

Additional Benefits:

  • Beyond these direct effects, research suggests self-management can also lead to improved decision-making, communication, and collaboration, further enhancing work performance and team dynamics.
  • Self-management skills are highly valued by employers. Employees who demonstrate strong self-management are often seen as more reliable, responsible, and adaptable, increasing their chances of career advancement.

.

Specific studies:

  • The impact of workplaces and self-management practices on the productivity of knowledge workers.
  • Self-Management and Work Performance: An Exploratory Cross-Cultural Study.
  • The effects of self-management training on employee work performance and burnout.

.

It’s important to remember that self-management is a complex skill, and its impact can vary depending on individual differences, organizational culture, and other factors. However, the research overwhelmingly suggests that cultivating good self-management skills is a worthwhile investment for both individuals and organizations.