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Technology and work-life integration: introducing the nomological network…
Technology and work-life integration: introducing the nomological network of job connectedness
Introduction
psychological processes behind staying connected to work matters through communication technologies
Gajendran & Harrison (2007) - increased flexibility, locus of control -> greater work satisfaction, lower work-family conflict
Golden (2021) - burnout, work-family conflict (permeate personal boundaries more easily through higher connectivity)
varying responses to boundary interruptions (open VS upset or annoyed in preferring to keep work, nonwork boundaries separate)
control over work form different locations VS los of control (personal boundaries)
Boundary management theory
multiple important roles across different domains, navigate boundaries by transitioning between roles within, between domains
Integration (higher control over desired level of work-life balance, higher levels of wellbeing)
Segmentation
Nomological network of job connectedness
work-family as sub-dimension of work-life boundary
Moderators (job connectedness, psychological control over work-life balance)
[2] Voluntariness
Increased control over work-life boundaries
tailor daily schedule to fit work, personal obligations
eg. look through emails for a head start in planning the day
sense of loss, pressure when feeling compelled to connect (eg. social) VS work-life balance they want
[2] Voluntariness moderates r/s between job connectedness, psychological control over WLB (+ve when high)
[1] Integration preference
High
Flexibility, autonomy - how, when work goals
favor FWA facilitating job connectedness
connected to work while fulfilling family, personal responsibilities
schedule work, personal
not as additional demands
Low
Lower flexibility, autonomy (disengage from work outside workplace)
disruptions as additional demands
[1] Integration preference moderates r/s between job connectedness, psychological control over WLB (+ve when high)
Results: Job connectedness -ve related with psychological control over WLB -> perceive control loss VS not to be connected = increased control of work, personal domains = positive well-being outcomes
(potential obligation, not align levels according to personal preferences)
Psychological control over work-life balance
different definitions of WLB
greater wellbeing, more motivated to maintain the WLB
whether the level of connectedness coincides with individuals' preferences in the pursuit of WLB
Result: Psychological control over WLB +ve related to job satisfaction, -ve related to work-family conflict, -ve related to burnout
fully mediated r/s with job satisfaction, work-family conflict
partially mediated r/s with burnout
Measures
Job satisfaction
Work-family conflict
Psychological control over work-life balance
Integration preference
Burnout
Voluntariness
Controls
Job Connectedness Scale (Study 1)
Telecommuting
formal work arrangements between employees, superiors, colleagues to have set amount of time to work away from physical office
Items
technology-assisted supplemental work (TASW)
outside of traditional working hours
using technological devices
in-role work behaviors
Items
Outside of the workplac, I remain connected to work-related matters via communication-based technology (eg. emails, mobile phones, etc)
Online survey
(N=122 SG FT employees)
mean age = 40.69 (SD = 13.4)
51% men
1st phase: structured qualitative interviews (N=4) who use ICT devices for work-related matters remotely
attitude towards being connected to work
usage of communication technologies for work
16-item scale (conceptualization of job connectedness, participants reported behaviors)
refined to 10 based on experts feedback
Job connectedness
remote location away from workplace
connected for job-related matters
communication technologies used
Objective behavior free of attitudinal attachment
Outcomes
[4] Work-family conflict (-)
[4a] Integration preference, [4b] Voluntariness moderate job connectedness, work-family conflict (-ve when high)
Result: [4a] direct effect but no interaction effect on job connectedness
Result: [4] Job connectedness +ve related to work-family conflict
tailor environments to fulfill duties including family responsibilities VS interrole conflict
[5] Burnout (-)
additional demands, obligations with constant job connectedness
less capable of maintaining desired WLB
High intergration preference - welcome virtual communications while engaging in personal, social domains
[5a] Integration preference, [5b] voluntariness moderaes r/s between job connectedness, burnout (-ve when high)
Result: [5a] direct effect but no interaction effect on job connectedness
Result: [5] Job connectedness +ve effect on burnout
[3] Job satisfaction (+)
FWA as caring for well-being
(flexibility, autonomy over working conditions)
Tools to enable job connectedness as resources
and support
[3a] Integration preference, [3b] Voluntariness moderate job connectedness, satisfaction (+ve when high)
Result: [3a] direct effect but no interaction effect on job connectedness
Result: [3] Job connectedness -ve related to job satisfaction
Method
Sample
Study 1 (122 FT SG working adults to validate job connetedness scale)
Study 2 (ESM for 115 FT SG working adults to test hypotheses using Study 1 scale)
26.96% other industries, 16.52% banking or finance, 13.04% education, 6.96% engineering, 6.96% retail, 3.48% communications, 3.48% manufacturing, 1.74% transportation, 0.87% hospitality
Procedure
Study 2
one-time survey (integration preference, demographic information)
5-days ESM (Monday to Friday), complete online survey when receive researcher's notifications on phones (level of job connectedness, voluntariness, psychological control over WLB, job satisfaction, work-family conflict, burnout at end of day)
Morning (6am-12pm)
Afternoon (12pm - 6pm)
Night (6om - EOD)
Study 1
web link for validation study