Research Areas

What we're currently investigating

Through confidential interviews, we're exploring how workplace stress develops in organizations. These are early-stage investigations, not established findings.

Written interview
Share your perspective on work pressure
Complete the written interview (8 questions). It takes about 10–15 minutes and helps us understand how workload shows up in HR practice.
Under investigation
Understanding cognitive load and recovery in organizations
How do employees experience mental workload in different contexts? When does cognitive load become overwhelming, and what helps people recover? We investigate these patterns through structured interviews.

Research questions:

  • How do different types of work affect mental load?
  • When do employees report needing recovery time?
  • What distinguishes sustainable pressure from chronic strain?

Example contexts: Healthcare, knowledge work, customer service: sectors where mental demands are high.

Under investigation
How work structures affect stress and recovery
We're investigating how scheduling, workload patterns, and break policies influence when employees experience stress. We explore these patterns through interviews, not monitoring systems.

Research questions:

  • Which structural conditions help or hinder recovery?
  • What organizational patterns relate to chronic vs. sustainable stress?
  • Where do organizations see opportunities for change?

Example contexts: High-stress teams, organizations with cyclical workloads, shift-based environments.

Future Research Direction (Exploratory Only)
How might stress insights be shared responsibly? (Theoretical)
IF we were to collect workplace stress data, how could insights be shared with management without compromising privacy? This is a theoretical question we're exploring through interviews, not an active data collection system.

Research questions:

  • What information would be useful to managers vs. HR?
  • How could data be aggregated to protect individual privacy?
  • What safeguards would prevent misuse?

Important note: This explores what MIGHT be possible if co-designed with employees and legally reviewed. No data collection systems currently exist.

Exploratory
How to evaluate interventions responsibly
If organizational friction points are validated, how can potential interventions be tested responsibly? We investigate what meaningful change looks like and how it can be measured rigorously.

Research questions:

  • Which outcome measures are both relevant and feasible?
  • What pilot duration is required for meaningful results?
  • How can comparison groups work in organizational settings?

Example contexts: Research institutions, organizations committed to evidence-based approaches.

Interested in collaborative exploration?

We seek organizations willing to co-investigate these areas. This may range from discovery interviews to participation in small-scale pilots.

Initial contact establishes no obligation to proceed or share information beyond what you choose.

Or email us: info@chill-in.nl