Why people engage in supplemental work: The role of technology, response expectations, and communication persistence

Zoonen, Ward van; Sivunen, Anu; Treem, Jeffrey W.

doi:10.1002/job.2538

Cited by 12 publications

(7 citation statements)

References 107 publications

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“…The use of Google Drive was measured using four items (van Zoonen, Sivunen, & Treem, 2021; van Zoonen, Sivunen, Rice, & Treem, 2021). A sample item is, “I use Google Drive to collaborate on shared files.” Respondents were asked to indicate the frequency with which they used Google Drive for the specified activities in the past 2 weeks.…”

Section: Methodsmentioning

confidence: 99%

Examining communication visibility and social technology platform use in organizations

Treem

Zoonen

Sivunen

2022

New Media & Society

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Organizations are increasingly adopting social technology platforms in an effort to support increased knowledge sharing among workers. Although scholarship has indicated that the use of social technologies can increase multiple forms of communication visibility within organizations, little is known about the nature of these relationships and how the benefits of that visibility may differ based on the use of different functionalities of platforms. This study examines how various uses of a social technology platform in a global organization relate to communication visibility and increased metaknowledge among workers. In addition, our analysis investigates how communication visibility relates to workers’ knowledge-sharing intentions and engagement. Findings extend theory by indicating that metaknowledge from communication visibility does indeed differ based on whether employees use functionalities that connect communication partners, or interact with communal communication available to third parties.

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Section: Methodsmentioning

confidence: 99%

Examining communication visibility and social technology platform use in organizations

Treem

Zoonen

Sivunen

2022

New Media & Society

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“…However, this also raises the question of whether after‐hour connectivity is the result of a workplace demand that employees address at their discretion, or whether after‐hour connectivity is tethering employees to their work, including after hours. Understanding the relationship between connectivity, autonomy and well‐being is increasingly important at times when boundaries between work and nonwork are particularly porous (van Zoonen et al, 2021). We specifically focus on connectivity behaviour that extends beyond the workday (e.g., Boswell & Olson‐Buchanan, 2007; Büchler et al, 2020; Mazmanian et al, 2013), rather than connectivity during work (e.g., Sonnentag et al, 2018; Ten Brummelhuis et al, 2021).…”

Section: Figurementioning

confidence: 99%

Staying connected and feeling less exhausted: The autonomy benefits of after‐hour connectivity

Zoonen

Treem²,

Sivunen

2023

J Occupat & Organ Psyc

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This study investigates the longitudinal relationship between after-hour connectivity, autonomy and exhaustion. In doing so, we seek to illuminate the role of individuals' connectivity to work in relation to their autonomy and well-being. We juxtapose different effective directions of the relationship between connectivity and autonomy to shed light on whether and how connectivity and autonomy are related to employees' well-being. This is important because research has both often problematized after-hour connectivity and suggested that connectivity is an inherent feature of contemporary workplaces that may benefit employees. In this study, we hypothesize that after-hour connectivity increases autonomy and that the autonomy to work anywhere and anytime leads to working everywhere all the time, thus increasing after-hour connectivity. We further shed light on whether this behaviour has negative consequences for employees' well-being or not. The three-wave survey study (N = 192) demonstrates that after-hour connectivity may operate as a resource that potentially empowers employees (increases autonomy). The freedom to work anytime, anywhere, does not itself increase after-hour connectivity. Notably, we demonstrate that connectivity is negatively related to emotional exhaustion, through increased autonomy.

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“…Empirical studies have shown that bringing work home to perform supplemental overtime work can increase time pressure and psychological distress (Duxbury et al, 1996;Ojala et al, 2014). Organizational research has found connections between supplemental work from home and team-level response expectations, suggesting that people do supplemental work at home because of work pressure and, at the same time, this intensifies work pressure (Zoonen et al, 2021).…”

Section: Indirect Associations Of Working From Home With Parenting Pr...mentioning

confidence: 99%

Work-to-family conflict and parenting practices: Examining the role of working from home among lone and partnered working mothers

Bernhardt¹,

Recksiedler

2022

JFamRes

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Objective: This study investigates associations between work-to-family conflict and parenting practices among lone and partnered working mothers and the role of working from home as a potential resource gain or drain for acting empathetically and supportively towards their children. Background: Emerging evidence suggests that work-to-family conflict reduces responsive parenting practices, yet prior studies have rarely examined disparities by family structure. Although working from home has recently gained in importance in the workforce, there is still little research on its implications for the relationship between work-to-family conflict and the quality of parenting practices. If working from home is not used to do supplemental work during overtime hours, it may free up mothers’ time and emotional resources. In turn, this may either buffer the harmful impact of work-to-family conflict on parenting practices or indirectly enhance the quality of parenting practices by reducing work-to-family conflict. This could be particularly beneficial for lone mothers, who experience more role and time strain. Method: Analyses were based on 1,723 working mothers and their reports on 2,820 schoolchildren drawn from a German probability sample that was collected in 2019 (i.e., before the outbreak of the COVID-19 pandemic). Using OLS regression models, we first examined whether work-to-family conflict was associated with four dimensions of verbal parenting practices (i.e., responsive and hostile communication, responsive decision-making, and school involvement at home). Second, we conducted moderation analyses to test differences by working from home (within contract hours and for supplemental work) and family structure with two-way and three-way interactions. Third, we performed mediation analyses to examine the indirect effect of working from home on each parenting dimension mediated by work-to-family conflict. Results: Higher levels of work-to-family conflict were associated with less responsive and more hostile parenting practices. The moderation analyses did not indicate a buffering effect of working from home. Instead, the mediation analyses showed that compared to mothers who worked from home within their contract hours, those who did not work from home or who did supplemental work from home tended to report less empathic parenting practices transmitted through higher levels of work-to-family conflict. Results showed no significant associations for mothers’ school involvement at home. Furthermore, no major differences emerged between lone and partnered mothers. Conclusion: Our pre-pandemic results challenge the buffering hypothesis and suggest that working from home can be either a resource gain or drain for the mother-child relationship regardless of family structure, but depending on mothers’ opportunity to work from home within the scope of contract hours.

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Why people engage in supplemental work: The role of technology, response expectations, and communication persistence

Cited by 12 publications

References 107 publications

Examining communication visibility and social technology platform use in organizations

Examining communication visibility and social technology platform use in organizations

Staying connected and feeling less exhausted: The autonomy benefits of after‐hour connectivity

Work-to-family conflict and parenting practices: Examining the role of working from home among lone and partnered working mothers

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