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Ahead of World Mental Health Day on October 10, attention is turning to the question of what causes psychological strain at work. A study by Bielefeld University shows that inappropriate tasks are not the only factor associated with exhaustion. Changes in day-to-day work can also leave employees feeling exhausted, even when the number of burdensome tasks decreases. Perceived uncertainty plays an important role.
Key facts at a glance:
• A study by Bielefeld University examines how changes in unnecessary or unreasonable tasks relate to employees’ well-being.
• Surprising finding: Even when burdensome tasks decrease, exhaustion can increase.
• The uncertainty employees experience during such changes plays a key role.
Changes in everyday work can be stressful
Working life often involves a wide range of tasks, but not every task feels necessary or appropriate to employees. Researchers refer to these as “illegitimate tasks.” These are tasks that employees perceive as unnecessary or unreasonable, for example because they do not fit their actual role.
A recent study examines a question that has received less attention so far: What happens when the extent of such tasks changes? Researchers at Bielefeld University repeatedly surveyed employees in two studies – once a day in one study and once a week in the other. This allowed them to examine how changes in everyday work relate to employees’ experiences.
“This makes visible an aspect of workload that can easily be overlooked in a one-time survey. From a practical perspective, the findings suggest that changes in tasks should be explained clearly and that employees should have the opportunity to ask questions,” says Professor Kai C. Bormann, a co-author of the study.
Changes can create uncertainty
The findings are surprising: Both increases and decreases in illegitimate tasks were associated with higher levels of emotional exhaustion than a stable level of such tasks. One possible explanation is perceived uncertainty. When tasks change, it can also become less clear what will be expected of employees in the future.
The study thus highlights an aspect of workplace stress that often remains invisible: It is not only the the extent of illegitimate tasks that matters. Changes and the uncertainty associated with them can also draw on psychological resources. This does not mean that organizations should maintain burdensome tasks. Rather, the findings suggest that it is important to communicate changes clearly and give employees opportunities to ask questions.
Implications for the workplace and family businesses
The findings may also be relevant to family businesses. Responsibilities in such companies often develop over many years and through informal arrangements. When roles and tasks change, it becomes important to consider how employees understand and interpret the new situation.
Bormann and his team are part of the iFUn – Institute for Family Businesses in Ostwestfalen-Lippe at Bielefeld University. The institute connects academic research with questions arising from business practice. In another research project, the team is examining how introverted and extraverted leaders respond to uncertainty at work – and when it becomes a source of psychological strain.
Comment by Professor Kai Bormann:
“Fewer burdensome tasks are generally good news. However, our study shows that even a reduction in such tasks can raise questions – for example, about what will be expected of me in the future. That is why managers should not only make changes to employees’ tasks, but also explain them.”
Professor Kai Bormann, Bielefeld University
Faculty of Business Administration and Economics
Phone: +49 521 106-5100 (secretariat)
Email: kai.bormann@uni-bielefeld.de
Schaefer, A., & Bormann, K. C. (2026). The less the better? The effects of changes in illegitimate tasks on exhaustion and uncertainty. Work & Stress, 1–23. https://doi.org/10.1080/02678373.2026.2615297. First published on 13.01.2026.
https://www.uni-bielefeld.de/fakultaeten/wirtschaftswissenschaften/lehrbereiche/... The Human Resource and Family Business Management research group led by Professor Kai Bormann
https://www.uni-bielefeld.de/fakultaeten/wirtschaftswissenschaften/einrichtungen... The Family Businesses Institute (iFUn) - Ostwestfalen-Lippe
Kai Bormann is a professor of human resources and family business management in the School of Econom ...
Source: Bielefeld University
Copyright: Bielefeld University
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Kai Bormann is a professor of human resources and family business management in the School of Econom ...
Source: Bielefeld University
Copyright: Bielefeld University
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