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Blake H, Hassard J, Singh J, Teoh K. Work-related smartphone use during off-job hours and work-life conflict: A scoping review. PLOS DIGITAL HEALTH 2024; 3:e0000554. [PMID: 39078844 PMCID: PMC11288435 DOI: 10.1371/journal.pdig.0000554] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 02/27/2024] [Accepted: 06/15/2024] [Indexed: 08/02/2024]
Abstract
Over recent decades the use of smartphones for work purposes has burgeoned both within and beyond working hours. The aim of the study was to conduct a scoping review to explore the association between the use of smartphone technology for work purposes in off-job hours with employees' self-reported work-life conflict. Arksey and O'Malley's methodological framework was adopted. Searches were conducted in PsycINFO, International Bibliography of the Social Sciences (IBSS), Academic Search Complete, ProQuest Central, Web of Science, ProQuest Theses, Emerald, Business Source Complete, ScienceDirect, Scopus, Google Scholar. Articles were eligible that reported on a sample of workers, were published in English between 1st January 2012 and 29th November 2023. The review was conducted and reported using a quality assessment checklist and PRISMA-ScR (Preferred Reporting Items for Systematic reviews and Meta-Analyses extension for Scoping Reviews). Data charting and synthesis was undertaken narratively, using the framework approach and thematic analysis. Twenty-three studies were identified, conducted in nine countries. Nineteen studies (83%) showed a significant association between increased use of smartphone for work purposes in off job-hours and increased work-life conflict, with small-to-moderate effect sizes. This relationship was mediated by psychological detachment from work, and communication about family demands with one's supervisor. Moderators either strengthened or attenuated the relationship between use of smartphone for work purposes in off job-hours and increased work-life conflict. Findings suggest that smartphone use during off-job hours is likely to impact negatively on work-life conflict, which has implications for employee wellbeing. Managers could play a key role in clarifying expectations about after-hours availability, reducing job pressure, advocating psychological detachment from work in off-job hours where it is appropriate, and creating a workplace culture where communication about the interplay between work and home life is encouraged. The protocol is registered on the Open Science Framework (OSF) (https://doi.org/10.17605/OSF.IO/WFZU6).
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Affiliation(s)
- Holly Blake
- School of Health Sciences, University of Nottingham, Nottingham, United Kingdom
- NIHR Nottingham Biomedical Research Centre, Nottingham, United Kingdom
| | - Juliet Hassard
- Queen’s Business School, Queen’s University Belfast, Belfast, Northern Ireland
| | - Jasmeet Singh
- Department of Psychology, Nottingham Trent University, Nottingham, United Kingdom
| | - Kevin Teoh
- Birkbeck Business School, Birkbeck University of London, London, United Kingdom
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Shi S, Chen Y, Cheung CMK. How technostressors influence job and family satisfaction: Exploring the role of work–family conflict. INFORMATION SYSTEMS JOURNAL 2023. [DOI: 10.1111/isj.12431] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/08/2023]
Affiliation(s)
- Si Shi
- School of Business Administration, Faculty of Business Administration Southwestern University of Finance and Economics Chengdu China
| | - Yang Chen
- School of Business Administration, Faculty of Business Administration Southwestern University of Finance and Economics Chengdu China
| | - Christy M. K. Cheung
- Department of Management, Marketing, and Information Systems Hong Kong Baptist University Kowloon China
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Kost D, Kopperud K, Buch R, Kuvaas B, Olsson UH. The competing influence of psychological job control on family‐to‐work conflict. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2023. [DOI: 10.1111/joop.12426] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/05/2023]
Affiliation(s)
| | | | - Robert Buch
- BI Norwegian Business School Oslo Norway
- Oslo Business School Oslo Metropolitan University Oslo Norway
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Wang F, Li Y. Social media use for work during non-work hours and work engagement: Effects of work-family conflict and public service motivation. GOVERNMENT INFORMATION QUARTERLY 2023. [DOI: 10.1016/j.giq.2023.101804] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 02/24/2023]
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Effects of segmentation supply and segmentation preference on work connectivity behaviour after hours: a person–environment fit perspective. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03899-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
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Calderwood C, Meyer RD, Minnen ME. Situational Strength as a Lens to Understand the Strain Implications of Extra-Normative Work. JOURNAL OF BUSINESS AND PSYCHOLOGY 2022; 38:637-655. [PMID: 36254320 PMCID: PMC9556288 DOI: 10.1007/s10869-022-09846-8] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Accepted: 09/21/2022] [Indexed: 05/03/2023]
Abstract
Employees must often perform work outside of the time and/or space requirements that typically define their job role (e.g., working after-hours, teleworking), especially during the COVID-19 pandemic. We introduce the concept of extra-normative work to capture this idea and draw on situational strength theory to test the seemingly paradoxical hypotheses that (1) the effects of extra-normative work are more harmful to employee strain when this work represents a stronger situation (i.e., one that unambiguously prescribes expected behavior), relative to when this work represents a weaker situation (i.e., one that allows for greater personal choice and behavioral latitude), but that (2) this strain is diminished when situational strength is achieved by maximizing the clarity and consistency of extra-normative work, while this strain is enhanced when situational strength is achieved by imposing greater constraints and consequences surrounding extra-normative work. These predictions were supported in an experimental vignette study, a survey focused on after-hours work experiences, and an investigation of telework in response to COVID-19. We discuss the theoretical implications of viewing extra-normative work through the lens of situational strength, while also outlining how our findings inform best practices surrounding how to communicate about and frame extra-normative work to employees.
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Affiliation(s)
- Charles Calderwood
- Department of Psychology, Virginia Tech, 109 Williams Hall, 890 Drillfield Drive, Blacksburg, VA 24061 USA
| | - Rustin D. Meyer
- Department of Psychology, Penn State University, 141 Moore Building, University Park, PA 16802 USA
| | - Molly E. Minnen
- Department of Management, Radford University, P.O. Box 6954, Kyle Hall, Radford, VA 24141 USA
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The association of work-related extended availability with recuperation, well-being, life domain balance and work: A meta-analysis. ORGANIZATIONAL PSYCHOLOGY REVIEW 2022. [DOI: 10.1177/20413866221116309] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Work-related extended availability (WREA; the availability of employees for work-related matters in their leisure time) seems to be associated with decreases in well-being and life-domain balance, but to date there is no quantitative synthesis of the scattered evidence. We conducted a random-effects meta-analysis (113 articles with 121 studies relying on k = 117 independent samples with N = 131,872) on the associations between WREA and employee outcomes while examining potential moderators as well as differences between availability demands and behaviors. WREA was adversely associated with recuperation, well-being and private life, but favorably with some work-related criteria. There were no systematic differences in effect sizes between availability demands and behaviors; however, segmentation preferences were a moderator. Overall, these results suggest that WREA may pose a threat to employee recuperation, well-being and private lives, especially when employees prefer separating work and private life. However, positive potentials of WREA should not be overlooked. Plain Language Summary Work-related extended availability (WREA) refers to the availability of employees for work-related matters in their leisure time. Studies have shown that WREA may go along with primarily negative consequences for employees, but to date, there is no comprehensive overview of the literature statistically summarizing the current state of research, which was done in the study at hand. We assumed that WREA be related to problems with recovery, poorer well-being and difficulties to find a balance between work and private life. We also assessed in how far WREA goes along with attitudes towards work, absence from work and the intention to change jobs. Moreover, we considered differences between demands to be available and behaviors of actually taking care of work-related matters during leisure time. Finally, we investigated factors that may be associated with stronger consequences of WREA. We included 113 scientific papers with a total of 131,872 participants. WREA was related to problems with recovery, poorer well-being and difficulties to find a balance between work and private life, but also to more positive attitudes towards work. We did not find systematic differences between demands to be available and availability behaviors. However, we found that the relationship between WREA and work creating conflict with family life were stronger in samples with higher preferences to segment work and private life. Our findings suggest that WREA may pose a threat to employee recuperation, well-being and private lives, especially when employees prefer separating life domains. Still, positive potentials of WREA should not be overlooked.
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Assessing the impact of negative workplace gossip on family satisfaction: Evidence from employees in China. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03241-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
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Sustainability Analysis, Implications, and Effects of the Teleworking System in Romania. SUSTAINABILITY 2022. [DOI: 10.3390/su14095273] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/16/2022]
Abstract
The COVID-19 pandemic is a mobilizing circumstance for rethinking the economic activities of companies, as well as reorganizing the way employees work. To comply with the regulations imposed worldwide, most economic activities were transferred to the online environment. The purpose of the paper is to carry out an investigation of the Romanian telework system implemented during the pandemic based on the perception of employees and employers. Our research was conducted based on an online opinion poll in which 438 respondents participated. The questionnaire included the socio-demographic characteristics of the respondents, methods and techniques for implementing telework among Romanian companies, and a correlation of the advantages and opportunities with the limits experienced both among companies and employees in carrying out this process. The results showed that 7.80% of companies wanted to maintain the conditions implemented for telework, 12.30% wanted to expand flexible practices to promote telework, and 27.60% would not make any changes in terms of telework methods. At the same time, 81.10% of employees preferred office work rather than teleworking. Successful implementation of the telework system involves efficient management that coordinates and motivates the performance of remote employees.
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Chan XW, Kalliath P, Fan SX, Kalliath T. Examining work–home segmentation as a coping strategy for frontline workers: a mixed method study of social workers across Australia. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.1080/09585192.2022.2045620] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Xi Wen Chan
- Centre for Work, Organisation and Wellbeing, Griffith University, Nathan, QLD, Australia
| | - Parveen Kalliath
- School of Allied Health, Faculty of Health Sciences, Australian Catholic University, Canberra, Australia
| | - Shea X. Fan
- School of Management, College of Business and Law, RMIT University, Melbourne, Australia
| | - Thomas Kalliath
- Research School of Management, College of Business and Economics, The Australian National University, Canberra, Australia
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Wang Z, Qiu X, Jin Y, Zhang X. How Work-Family Conflict and Work-Family Facilitation Affect Employee Innovation: A Moderated Mediation Model of Emotions and Work Flexibility. Front Psychol 2022; 12:796201. [PMID: 35087457 PMCID: PMC8787063 DOI: 10.3389/fpsyg.2021.796201] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/16/2021] [Accepted: 11/29/2021] [Indexed: 11/13/2022] Open
Abstract
This paper aims to verify the effects of work-family conflict and work-family facilitation on employee innovation in the digital era. Based on resource conservation theory, this study regards the work-family relationship as a conditional resource. Employees who are in a state of lack of resources caused by work-family conflict will maintain existing resources by avoiding the consumption of further resources to perform innovation activities; employees who are in a state of sufficient resources are more willing to invest existing resources to obtain more resources. In this study, 405 employees from enterprises in the Chinese provinces of Jiangsu, Anhui, Sichuan, and Guangdong, and in the municipality of Tianjin were selected as the research object. These enterprises are knowledge-based companies, and their employees frequently transfer knowledge at work. We collected questionnaires from the frontline employees of these companies. The results show that negative and positive emotions mediate the effect of work-family conflict and work-family facilitation on employee innovation. Moreover, work flexibility has a significant moderating effect on the mediating role of emotions between work-family facilitation and employee innovation behavior. In the digital era, when facing different work-family situations, employees need to pay attention to and dredge their negative emotions to avoid reducing their innovative behaviors due to self-abandonment; in parallel, they need to guide their positive emotions toward innovation, so as to promote their innovative consciousness and behavior. This paper expands the research perspective of employee innovation behavior.
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Affiliation(s)
- Zhicheng Wang
- School of Business, Nanjing University, Nanjing, China.,School of Business, Jiangxi University of Finance and Economics, Nanchang, China
| | - Xingyu Qiu
- School of Business, Jinan University, Guangzhou, China
| | - Yixing Jin
- School of Tourism, Huangshan University, Huangshan, China
| | - Xinyan Zhang
- School of Business, Chungnam National University, Daejeon, South Korea
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Althammer SE, Reis D, Beek S, Beck L, Michel A. A mindfulness intervention promoting work–life balance: How segmentation preference affects changes in detachment, well‐being, and work–life balance. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2021. [DOI: 10.1111/joop.12346] [Citation(s) in RCA: 20] [Impact Index Per Article: 6.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/07/2023]
Affiliation(s)
- Sarah Elena Althammer
- Heidelberg University Germany
- Federal Institute for Occupational Safety and Health (BAuA) Dortmund Germany
| | | | | | | | - Alexandra Michel
- Heidelberg University Germany
- Federal Institute for Occupational Safety and Health (BAuA) Dortmund Germany
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