Recovery after work experiences, employee well-being and intent to quit Parbudyal Singh School of Human Resource Management,York University,Toronto, Canada Ronald J. Burke Schulich School of Business,York University,Toronto, Canada, and Janet Boekhorst School of Human Resource Management,York University,Toronto, Canada Abstract Purpose – A growing body of research suggests that psychological experiences related to recovery after work may reduce employee fatigue and exhaustion and improve well-being. The purpose of this paper is to extend this literature by examining several correlates and consequences of four recovery experiences: psychological detachment, relaxation, mastery, and control. Design/methodology/approach – Data were collected from 290 nursing staff working in hospitals using a questionnaire study and well-established measures. Hierarchical regression analyses were used to test the hypotheses. Findings – The results suggest that the four recovery experiences were, with one exception, positively and significantly correlated. Personal demographic variables (e.g. work status and level of education) had relationships with the use of particular recovery experiences. Passion was positively related to the use of mastery and control, while work intensity was negatively associated with the use of psychological detachment and relaxation. The use of particular recovery experiences was generally associated with lower intentions to quit and positive indicators of psychological well-being. Research limitations/implications – There are several implications for research and practice. Scholars can use the results to extend the theories such as the job demands-resources model, including the role of work intensity as job demands. At the organizational level, managers and leaders should consider supporting strategies that help employees recover after work. Originality/value – This study extends the empirical research on recovery after work using some variables not previously used. The theory on recovery after work is also extended. Keywords Quantitative, Employee well-being, Intent to quit, Recovery after work Paper type Research paper Introduction There is a large body of research evidence on increased stress levels in workplaces and its associated relationship with individual outcomes, such as psychological well-being and intent to quit (Danna and Griffin, 1999; Giebels and Janssen, 2005; Lim et al. , 2008). In summary, the research suggests that stressors are associated with negative effects on psychological well-being and increased turnover. The reasons for such stress vary. For instance, many employees are increasingly expending more energy and emotions in their workplaces (Brown, 2012; Kelliher and Anderson, 2010). This trend is being influenced by, among other factors, increasing demands for more emotional and intense work as a result Personnel Review Vol. 45 No. 2, 2016 pp. 232-254 © Emerald Group Publishing Limited 0048-3486 DOI 10.1108/PR-07-2014-0154 Received 18 July 2014 Revised 2 March 2015 Accepted 30 March 2015 The current issue and full text archive of this journal is available on Emerald Insight at: www.emeraldinsight.com/0048-3486.htm This research was supported in part by York University and a research grant from the Social Science and Humanities Research Council of Canada. The authors acknowledge the participation of the organizations and the respondents. 232 PR 45,2