Strategies of control: workers’ use of ICTs to shape knowledge and service work

Ticona, Julia

doi:10.1080/1369118x.2015.1012531

Cited by 28 publications

(12 citation statements)

References 26 publications

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“…Research has also addressed how social media have modified workplace relationships (Archer‐Brown et al ., ); the use of personal social media for work, and their potential to reduce autonomy and increase work pressure (van Zoonen and Rice, ); and how Twitter can help deal with emotions in service workplaces, such as restaurants (Ticona, ). Charoensukmongkol (: 340) suggests that ‘social media use at work may not necessarily lead to negative job‐related outcomes,’ but focuses on neither boundaries nor private life.…”

Section: Introductionmentioning

confidence: 99%

Online boundary work tactics: an affordance perspective

Siegert

Löwstedt

2019

New Technol Work Employ

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Studies of work/life balance have focussed on offline settings, and even though technology is considered as a boundary‐influencing feature, social media have not been the focus. Social technologies challenge the relationship between work and private life in new ways, due to their identified affordances: visibility, persistence, association and editability (Treem and Leonardi, 2012). In this paper, we present the results of a study of social media use (Facebook and Twitter) by employees of non‐governmental organisations (NGOs), and show how, through their affordances, these technologies influence the relationship and boundaries between work and non‐work, increasing visibility and reducing individual privacy. Consequently, we observe boundary work tactics that aim to protect private life from both public and professional scrutiny, in prohibitive, reactive or active ways. Our results call for organisations to develop explicit policies or guidelines for social media use, in both their own interests and those of their employees.

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Section: Introductionmentioning

confidence: 99%

Online boundary work tactics: an affordance perspective

Siegert

Löwstedt

2019

New Technol Work Employ

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“…Employees in office jobs had a higher probability of being in the "rarely available"-class than the other classes. This implies that the extensive study of knowledge workers within the field of extended work availability (Ticona, 2015) might not be sufficient to gain a comprehensive understanding of this phenomenon and its consequences. Moreover, long working hours were associated with both the "illegitimate available"-class and the "legitimate available"-class, which suggests that extended work availability often prolongs regular working hours.…”

Section: Discussionmentioning

confidence: 99%

Work availability types and well-being in Germany – a latent class analysis among a nationally representative sample

2021

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Employees who remain available for work outside regular work hours often experience strain and work-home conflicts. This study clusters employees in distinct availability types based on different aspects of unregulated extended work ability, which are contacting frequency, availability expectations and perceived legitimacy of availability. Moreover, we examined covariates of class membership and relationships with employees' well-being. We used data from 17,410 employees who took part in a representative survey of the German working population. Latent class analysis with double cross-validation revealed three availability types. Satisfaction with work-life balance was higher and internal work-home interference was lower in the "rarely available"-class than in the "legitimate available"-class and the "illegitimate available"-class. Members of the "illegitimate available"-class reported worse subjective health, more psychovegetative health complaints, and higher levels of exhaustion than members of the "legitimate available"-class and the "rarely available"-class. Several socio-demographic variables, job characteristics, and factors associated with boundary management predicted class membership. Overall, the study highlights the risks for employees' well-being associated with unregulated extended work availabilityparticularly when it is perceived as illegitimateand points towards implications on the individual, organisational, and political level that may help reduce and better manage extended work ability.

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“…For example, accountants have a challenge related to their unique working cycle based on the year-end close, which may affect occupational resilience (Kossek & Perrigino, 2016). Also, service workers may perceive technology use as gaining control over their work, while knowledge workers may deem such technology use as a threat to their self-control (Ticona, 2015). does not need to be restricted to married couples in its applicability.…”

Section: Limitations and Future Directionsmentioning

confidence: 99%

Activated at home but deactivated at work: How daily mobile work leads to next‐day psychological withdrawal behavior

Lee

2021

J Organ Behavior

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Drawing from the effort-recovery model and the work-home resources model, we investigate the linking mechanisms between daily mobile work and next-day psychological withdrawal behavior. Using a recovery lens, we propose that an employee's mobile work negatively relates to state resilience via psychological detachment from work on a daily basis. In light of a work-to-home process, we suggest that the focal employee's daily mobile work negatively relates to the spouse's relationship satisfaction via spouse perception of the employee's psychological detachment. In light of a home-to-work process, we also focus on state resilience as a mediator that translates diminished recovery and home outcomes into psychological withdrawal behavior.We tested our hypotheses using experience sampling data from 106 couples for 15 consecutive workdays. Results showed that the focal employee's mobile work was negatively associated with state resilience through decreased psychological detachment. On days when the employee engaged in mobile work more frequently, the spouse perceived the employees' psychological detachment as being weaker; moreover, the spouse experienced lower relationship satisfaction. Overall, the employee's daily mobile work was positively and indirectly associated with next-day psychological withdrawal behavior via psychological detachment and state resilience. The spouse's relationship satisfaction did not relate to the employee's state resilience.

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Strategies of control: workers’ use of ICTs to shape knowledge and service work

Cited by 28 publications

References 26 publications

Online boundary work tactics: an affordance perspective

Online boundary work tactics: an affordance perspective

Work availability types and well-being in Germany – a latent class analysis among a nationally representative sample

Activated at home but deactivated at work: How daily mobile work leads to next‐day psychological withdrawal behavior

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