The field of boredom studies has seen considerable advances in recent years. The present article fits into that line of research, focusing on boredom in the workplace and integrating various literatures in cognitive, social, health, and occupational psychology within a novel organising framework. After drawing up a streamlined nomological network, we propose a new self-regulatory conceptual model based on self-determination theory that parsimoniously fills a theoretical gap and lays the foundations for further empirical research. The critical components of the emotion of boredom, that is, meaninglessness and inadequate stimulation of attention, are posited to stem from unfavourable job-person appraisals. This mismatch is ascribable to states of amotivation brought about by the inability of the job characteristics (skillset, control, sociality) to satisfy workers’ basic psychological needs (competence, autonomy, relatedness) that conceptually mirror those job features. The model describes how, when boredom sets in, individuals and organisations can self-regulate their behaviour through various adaptive coping strategies in order to restore conditions of homeostatic balance. It also highlights dysfunctional strategies that in the long run turn out to be either ineffective or even harmful in terms of individuals’ well-being as well as organisational health and performance. We discuss the theoretical and practical significance of the new conceptual model as well as its limitations, and call for empirical research in the field.
La noia sul posto di lavoro
Bella, A. F., & Messina, I. (2026). Workplace boredom: a self-regulatory conceptual model based on Self-Determination Theory. Current Psychology, 45, 781. https://doi.org/10.1007/s12144-026-09254-8.
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