Purpose Bring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources (JD-R) model and the task-technology fit (TTF) model, the purpose of this paper is to develop a model that explains how BYOD affects employee well-being (through job satisfaction), job performance self-assessment, and organizational commitment through perceived job autonomy, perceived workload and TTF. Design/methodology/approach Survey data from 400 full-time employees in different industry sectors in Mauritius were used to test a model containing 13 hypotheses using confirmatory factor analysis and structural equation modeling. Findings The SEM results support the hypothesized model. Findings indicate that BYOD indirectly affects job satisfaction, job performance and organizational commitment via job demands (perceived workload), job resources (perceived job autonomy) and TTF. Further, job resources influences job demands while TTF predicted job performance. Finally, job satisfaction and job performance self-assessment appear to be significant determinants of organizational commitment. Practical implications The findings are congruent with the JD-R and TTF models, and confirm that BYOD has an impact on job satisfaction, job performance self-assessment and organizational commitment. This could inform organizations’ policies and practices relating to BYOD, leading to improved employee well-being, performance and higher commitment. Originality/value The expanded model developed in this study explains how employee well-being, performance and organizational commitment are affected by BYOD, and is one of the first studies to investigate these relationships.

The effect of BYOD adoption on job performance and work motivation Many organizations are considering BYOD (Bring Your Own Device) programs, in which employees are permitted to use personal mobile devices for work-related purposes. Based on the Job Demands-Resources model, this study empirically investigated the effects of BYOD adoption on employees' motivation and perceived job performance. Using a sample of 400 full-time employees from different occupational sectors in Mauritius, this study adopted Structural Equation Modelling to test the hypotheses using AMOS version 22. Results show that BYOD has a significant positive relationship with Technology Self-Efficacy, perceived workload and perceived job autonomy, while perceived job autonomy is a positive antecedent to perceived workload. In addition, Technology Self-Efficacy, perceived job autonomy and perceived workload in turn influence perceived job performance, while perceived job autonomy and perceived job performance were found to be significant determinants of work motivation. Implications of these findings, limitations and potential research avenues are also discussed.

PurposeAs employees’ adoption of Bring Your Own Device (BYOD) has increased, so has research interest into the impact of BYOD on human resources outcomes. The present study aims at understanding the relationship between BYOD and human resources outcomes.Design/methodology/approachThe study employs the inductive data-driven content analysis approach to analyze the data collected through qualitative semi-structured interviews with a sample of 28 knowledge workers from different occupational sectors in Mauritius.FindingsThe results show the double-edged sword brought about by BYOD implementation. This trend is associated with perceived job performance, job satisfaction, organizational commitment and work motivation while also having an effect on work-life conflict and stress.Practical implicationsThis study has implications for organizations that are concerned about formulating guidelines and policies in relation to workers' adoption of BYOD in the workplace. This trend permits employees to continue to communicate and work irrespective of new working conditions and social distancing since the Covid-19 pandemic has changed the way organizations operate around the globe.Originality/valueDriven by the JD-R theory, themes and sub-themes were linked by the emerging relationships to present a conceptual framework to understanding employees' well-being since this is a pertinent research area for scholars and practitioners, as well as a topic of growing prominence for modern organizations.