Technology-assisted supplemental work: A meta-analysis

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior Pub Date : 2023-04-01 DOI:10.1016/j.jvb.2023.103861

Clara Kühner , Cort W. Rudolph , Daantje Derks , Melina Posch , Hannes Zacher

{"title":"Technology-assisted supplemental work: A meta-analysis","authors":"Clara Kühner , Cort W. Rudolph , Daantje Derks , Melina Posch , Hannes Zacher","doi":"10.1016/j.jvb.2023.103861","DOIUrl":null,"url":null,"abstract":"<div>Due to the increasing digitalization and connectivity of work, more and more employees engage in technology-assisted supplemental work (TASW). TASW refers to the performance of work-related tasks after regular work hours with the aid of technological tools. Based on a conceptual model of TASW, we present a comprehensive meta-analysis of potential antecedents and outcomes of TASW (K = 89 independent samples, N = 39,085 employees). Results showed that TASW is associated with social normative work context characteristics, such as availability expectations after work (<math><mover><mi>ρ</mi><mo>¯</mo></mover></math> = 0.45), and work characteristics, such as job demands (<math><mover><mi>ρ</mi><mo>¯</mo></mover></math> = 0.32). Associations were also found between TASW and person characteristics, such as work identity (<math><mover><mi>ρ</mi><mo>¯</mo></mover></math> = 0.35) and segmentation preference (<math><mover><mi>ρ</mi><mo>¯</mo></mover></math> = −0.20). Moreover, TASW is related to important employee outcomes, including recovery-related outcomes, such as psychological detachment (<math><mover><mi>ρ</mi><mo>¯</mo></mover></math> = −0.38); well-being outcomes, such as job strain (<math><mover><mi>ρ</mi><mo>¯</mo></mover></math> = 0.12); nonwork-related outcomes, such as work nonwork conflict (<math><mover><mi>ρ</mi><mo>¯</mo></mover></math> = 0.32); as well as attitudinal and performance-related outcomes, such as organizational commitment (<math><mover><mi>ρ</mi><mo>¯</mo></mover></math> = 0.16) and work performance (<math><mover><mi>ρ</mi><mo>¯</mo></mover></math> = 0.27). We also found TASW to be related to certain demographic characteristics, such as male gender (<math><mover><mi>ρ</mi><mo>¯</mo></mover></math> = 0.11) and job-level (<math><mover><mi>ρ</mi><mo>¯</mo></mover></math> = 0.23). Exploratory moderator analyses further revealed that gender moderated the relationship between job demands and TASW, such that the relationship was weaker for samples with a higher percentage of females. We conclude by discussing potential directions for future research to advance the understanding of TASW.</div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":null,"pages":null},"PeriodicalIF":5.2000,"publicationDate":"2023-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"3","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Vocational Behavior","FirstCategoryId":"102","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S0001879123000210","RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}

引用次数: 3

Abstract

Due to the increasing digitalization and connectivity of work, more and more employees engage in technology-assisted supplemental work (TASW). TASW refers to the performance of work-related tasks after regular work hours with the aid of technological tools. Based on a conceptual model of TASW, we present a comprehensive meta-analysis of potential antecedents and outcomes of TASW (K = 89 independent samples, N = 39,085 employees). Results showed that TASW is associated with social normative work context characteristics, such as availability expectations after work ( $\bar{ρ}$ = 0.45), and work characteristics, such as job demands ( $\bar{ρ}$ = 0.32). Associations were also found between TASW and person characteristics, such as work identity ( $\bar{ρ}$ = 0.35) and segmentation preference ( $\bar{ρ}$ = −0.20). Moreover, TASW is related to important employee outcomes, including recovery-related outcomes, such as psychological detachment ( $\bar{ρ}$ = −0.38); well-being outcomes, such as job strain ( $\bar{ρ}$ = 0.12); nonwork-related outcomes, such as work nonwork conflict ( $\bar{ρ}$ = 0.32); as well as attitudinal and performance-related outcomes, such as organizational commitment ( $\bar{ρ}$ = 0.16) and work performance ( $\bar{ρ}$ = 0.27). We also found TASW to be related to certain demographic characteristics, such as male gender ( $\bar{ρ}$ = 0.11) and job-level ( $\bar{ρ}$ = 0.23). Exploratory moderator analyses further revealed that gender moderated the relationship between job demands and TASW, such that the relationship was weaker for samples with a higher percentage of females. We conclude by discussing potential directions for future research to advance the understanding of TASW.

查看原文本刊更多论文

技术辅助补充工作:荟萃分析

由于工作的日益数字化和互联化，越来越多的员工从事技术辅助补充工作(TASW)。TASW是指在正常工作时间之外，借助技术工具完成与工作相关的任务。基于TASW的概念模型，我们对TASW的潜在前因和结果进行了全面的meta分析(K = 89个独立样本，N = 39,085名员工)。结果表明，TASW与社会规范性工作环境特征相关，如下班后的可用性期望(ρ¯= 0.45)和工作特征，如工作要求(ρ¯= 0.32)。TASW与个人特征之间也存在关联，例如工作身份(ρ¯= 0.35)和分割偏好(ρ¯= - 0.20)。此外，TASW与重要的员工结果相关，包括与恢复相关的结果，如心理脱离(ρ¯= - 0.38);幸福感结果，如工作压力(ρ¯= 0.12);与工作无关的结果，如工作与非工作冲突(ρ¯= 0.32);以及态度和绩效相关的结果，如组织承诺(ρ¯= 0.16)和工作绩效(ρ¯= 0.27)。我们还发现TASW与某些人口统计学特征有关，例如男性性别(ρ¯= 0.11)和工作水平(ρ¯= 0.23)。探索性调节分析进一步显示，性别调节了工作需求与TASW之间的关系，因此在女性比例较高的样本中，这种关系较弱。最后，我们讨论了未来研究的潜在方向，以促进对TASW的理解。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Journal of Vocational Behavior PSYCHOLOGY, APPLIED-

CiteScore

13.10

自引率

5.40%

发文量

期刊介绍： The Journal of Vocational Behavior publishes original empirical and theoretical articles offering unique insights into the realms of career choice, career development, and work adjustment across the lifespan. These contributions are not only valuable for academic exploration but also find applications in counseling and career development programs across diverse sectors such as colleges, universities, business, industry, government, and the military. The primary focus of the journal centers on individual decision-making regarding work and careers, prioritizing investigations into personal career choices rather than organizational or employer-level variables. Example topics encompass a broad range, from initial career choices (e.g., choice of major, initial work or organization selection, organizational attraction) to the development of a career, work transitions, work-family management, and attitudes within the workplace (such as work commitment, multiple role management, and turnover).