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This study aims to propose the four different typologies for understanding local information.

This study applied a conceptual approach to analyze and clarify how the concept local information can be understood in wildly different ways. Furthermore, this study employed conceptual analysis of 36 studies. For the conceptual analysis, coding was applied to formulate and abstract four typologies for understanding local information with specific focus on the Thai cultural heritage setting.

The four different typologies include local information as an array of different interpretations as diverse meanings of local, local information as cultural heritage, local information as subject of information management and situated local information.

This study mainly focuses relevant typologies for understanding local information in the Thai context.

This study contributes and extends the literature in the local information field and the cultural heritage context. In addition, an eclectic strategy of using several alternative typologies for dealing with essentially contested concepts is suggested. This can be useful not only for supporting librarians working with local information but also in other practices dealing with broadly defined concepts.

As after-hours technology-mediated work (ATW) becomes common in organizations, the increased workload and interference to life caused by ATW has induced employee turnover. This research develops a mediated moderation model to explain how employees' intrinsic and extrinsic motivations for ATW affect their turnover intention through work–life conflict.

A survey was conducted to collect data of 484 employees from Chinese companies. Partial Least Square was used to perform data analysis.

The results show that intrinsic motivation for ATW has an indirect negative impact on turnover intention via work–life conflict, whereas extrinsic motivation for ATW has both a positive direct impact and a positive indirect impact (via work–life conflict) on turnover intention. This study also helps find that time spent on ATW can strengthen the positive impact of extrinsic motivation for ATW on turnover intention but has no moderation effect on the impact of intrinsic motivation for ATW. Furthermore, this study reveals that the interaction effect of time spent on ATW and extrinsic motivation on turnover intention is mediated by employees' perceived work–life conflict.

By discovering the distinct impact of employees' intrinsic and extrinsic motivations for ATW on turnover intention, this research provides a contingent view regarding the impact of ATW and offers guidance to managers regarding how to mitigate ATW-induced turnover intention through fostering different motivations.