Did you get that thing I sent you? Mediating effects of strain and work‐family conflict on the telepressure and burnout relationship

Abstract

Employees who feel the urge and preoccupation to respond to workplace asynchronous communication quickly may be suffering from workplace telepressure (WPT). Although information and communication technologies have many organizational benefits, it is imperative to understand the cost of blurring work and family roles. Using the Job Demands‐Resources model, the relationship between WPT and key outcomes, such as strain, work‐family conflict, family‐work conflict (FWC), and burnout was examined. In Study 1, a sample of 220 working students supported the mediation of strain in the WPT and work‐family and family‐work relationship. Additionally, Study 2 expanded this model using a sample of 269 working individuals. Specifically, the relationship between WPT and burnout was sequentially mediated by strain and either work‐family or FWC. Implications are discussed.

Supervisor expectations regarding work-related messages: their differential effects among remote and on-site workers

“…Similar associations between job demands and employees' levels of job satisfaction, ill-health and turnover intentions (Huynh et al, 2014;Koon and Pun, 2018) have been found to be mediated by their levels of emotional exhaustion. Thus, and in line with previous studies demonstrating similar indirect effects of workplace connectivity on the work-family interface and well-being (Barber et al, 2019;Page et al, 2021), we hypothesize that:…”

“…family satisfaction, life satisfaction and sleep quality) based on theoretical grounds (Bakker et al. , 2010; Page et al. , 2021), our cross-sectional design makes it impossible to confirm the directionality of these associations.…”

“…emotional exhaustion) or outcomes (i.e. family satisfaction, life satisfaction and sleep quality) based on theoretical grounds (Bakker et al, 2010;Page et al, 2021), our cross-sectional design makes it impossible to confirm the directionality of these associations. It would be fruitful for future studies to explore the issue of directionality through longitudinal research designs.…”

“…As such, SE can be considered as a job demand (Day et al, 2012) associated with sustained mental and emotional effort (Bakker et al, 2010) that can interfere with employees' psychological well-being (Gillet et al, 2015). Moreover, LODJ 43,3 because they are driven to work beyond the boundaries of their work role as a result of external sources of pressure (Gillet et al, 2016), employees exposed to SE also tend to experience frustration, annoyance and anxiety (Page et al, 2021). Supporting these assertions, research has shown that the urge to respond quickly to work-related messages during their off-time tends to be associated with lower levels of well-being (Barber and Santuzzi, 2015;Derks et al, 2015) and with higher levels of emotional exhaustion (Page et al, 2021).…”

Colleagues' norms regarding work-related messages: their differential effects among remote and onsite workers

“…Numerous studies have demonstrated the detrimental effects of job demands on workers' attitudes (e.g., job satisfaction), behaviors (e.g., work performance), and health (e.g., psychological well-being; Park et al, 2020;Voydanoff, 2015). In addition, many researchers working with the JD-R model have emphasized the need to try and identify the mediating variables explaining the effects of job demands, and the dimensions (e.g., job resources) that moderate these effects (e.g., Derks et al, 2015;Page et al, 2021). In this regard, research has shown that the negative effects of job demands may be explained by a variety of individual (e.g., psychological need satisfaction) and collective (e.g., team effectiveness) variables (Gillet et al, 2015;Leicht-Deobald et al, 2022).…”