ECU College of Business Research: will after-hours technology-mediated work make employees leave

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Article

Will after-hours technology-mediated work make employees leave? A mediated moderation model

Publication Name

Internet Research

Authors

Sun, X., Zhu, J., Liang, H., Xue, Y.(ECU COB), & Yao, B

Background

In today’s world, Information Communication Technology (ICT) has become an integral part of communication within organizations. ICT tools like email, social media, instant messaging and video conferencing have made it easier for employees to communicate efficiently. However, the downside is that technology has also made it possible for work demands to extend beyond traditional office hours and reach employees even when they are off-work and outside the office (Boswell and Olson-Buchanan, 2007). As a result, after-hours technology mediated work (ATW) becomes a common phenomenon in many organizations (Ferguson et al., 2016; Boswell and Olson-Buchanan, 2007).

What does your research explore?

The research explores the impact of after-hours technology-mediated work (ATW) on employee turnover intention, focusing on how intrinsic and extrinsic motivations for ATW influence turnover intention through work-life conflict. Using data from a survey of 484 employees from Chinese companies, we find that intrinsic motivation for ATW indirectly reduces turnover intention via reduced work-life conflict, while extrinsic motivation increases turnover intention both directly and indirectly through increased work-life conflict.

In addition, the time spent on ATW strengthens the positive impact of extrinsic motivation on turnover intention but does not moderate the impact of intrinsic motivation.

What are the practical implications of your findings?

The practical implications suggest that organizations should recognize and manage the reasons employees engage in after-hours technology-mediated work to mitigate its negative effects on work-life balance and turnover intentions. Strategies could include fostering a culture that values work-life balance, providing support for intrinsic motivations, and carefully managing extrinsic motivators like workload and expectations.

What types of practitioners can take action based on your research? Industry titles?

Human Resource Managers, Organizational Development Professionals, and IT Managers can take action based on this research to develop policies and technologies that support a healthy work-life balance and address the underlying motivations for after-hours technology-mediated work.

What are the top three takeaways from your findings?

Intrinsic motivation for after-hours technology-mediated work can reduce turnover intention by reducing work-life conflict.
Extrinsic motivation for ATW can increase turnover intention both directly and through increased work-life conflict.
The amount of time spent on ATW can amplify the negative effects of extrinsic motivations on turnover intentions.

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