To examine the impact of using work-related information and communication technology (ICT) during off-job hours on employees' emotional exhaustion and to elucidate the role of…
Abstract
Purpose
To examine the impact of using work-related information and communication technology (ICT) during off-job hours on employees' emotional exhaustion and to elucidate the role of psychological detachment (PD) and positive work reflection (PWR). Additionally, the study investigated the influence of the frequency of remote work on this relationship.
Design/methodology/approach
Structural equation modeling was conducted using a three-wave online survey with 507 full-time employees consisting of 170 non-remote workers, 75, 77, 63, 61, and 61 remote workers for one to five days weekly, respectively.
Findings
Work-related ICT use during off-job hours inhibited PD and encouraged PWR, exacerbating emotional exhaustion. Furthermore, remote work frequency promotes boundary crossing and moderates the relationship between PWR and emotional exhaustion.
Originality/value
This study contributes to the literature by highlighting the complex interplay between boundary crossing, coping strategies, and emotional exhaustion in remote work. It highlights the importance of fostering PD and minimizing boundary crossing to promote employees’ well-being in increasingly flexible work environments.
Details
Keywords
Yuta Morinaga, Yuki Sato, Shohei Hayashi and Tomoyuki Shimanuki
This study aims to examine the impact of managers’ inclusive leadership (IL) on knowledge-sharing (KS) behavior. Additionally, the authors consider the cross-level moderation…
Abstract
Purpose
This study aims to examine the impact of managers’ inclusive leadership (IL) on knowledge-sharing (KS) behavior. Additionally, the authors consider the cross-level moderation effect of diversity in the biological sex of employees on the relationship between IL and employee KS behaviors.
Design/methodology/approach
A two-wave questionnaire survey was conducted in a large Japanese company. The sample included 827 employees (254 men and 573 women) in 129 groups. The authors, then, conducted a cross-level analysis using hierarchical linear modeling (HLM).
Findings
IL promotes two types of KS among employees: knowledge donating (KD) and knowledge collecting (KC). Additionally, the moderating effects of employee biological-sex diversity on the relationship between IL and KS varied according to the KS type. IL had a positive effect on KD only in groups with higher biological-sex diversity, and did not affect groups with lower biological-sex diversity. Biological-sex diversity did not moderate the relationship between IL and KC.
Practical implications
This study has practical implications, especially for personnel departments with high diversity in employees’ biological sex. Further, to improve employees’ KS behaviors, it may be important to develop managers’ IL skills.
Originality/value
This is the first study that explores the relationship between IL and KS and the first to provide evidence of the moderating effect of diversity of employee’s biological sex.