Please respond ASAP: workplace telepressure and employee recovery
Organizations rely heavily on asynchronous message-based technologies (e.g., e-mail) for the purposes of work-related communications. These technologies are primary means of knowledge transfer and building social networks. As a by-product, workers might feel varying levels of preoccupations with and urges for responding quickly to messages from clients, coworkers, or supervisors--an experience we label as workplace telepressure. This experience can lead to fast response times and thus faster decisions and other outcomes initially. However, research from the stress and recovery literature suggests that the defining features of workplace telepressure interfere with needed work recovery time and stress-related outcomes. The present set of studies defined and validated a new scale to measure telepressure. Study 1 tested an initial pool of items and found some support for a single-factor structure after problematic items were removed. As expected, public self-consciousness, techno-overload, and response expectations were moderately associated with telepressure in Study 1. Study 2 demonstrated that workplace telepressure was distinct from other personal (job involvement, affective commitment) and work environment (general and ICT work demands) factors and also predicted burnout (physical and cognitive), absenteeism, sleep quality, and e-mail responding beyond those factors. Implications for future research and workplace practices are discussed..
| Medienart: |
Artikel |
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| Erscheinungsjahr: |
2015 |
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| Erschienen: |
2015 |
| Enthalten in: |
Zur Gesamtaufnahme - volume:20 |
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| Enthalten in: |
Journal of occupational health psychology - 20(2015), 2, Seite 172-189 |
| Sprache: |
Englisch |
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| Beteiligte Personen: |
Barber, Larissa K [VerfasserIn] |
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| Links: |
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| doi: |
10.1037/a0038278 |
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| funding: |
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| Förderinstitution / Projekttitel: |
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| 245 | 1 | 0 | |a Please respond ASAP: workplace telepressure and employee recovery |
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| 520 | |a Organizations rely heavily on asynchronous message-based technologies (e.g., e-mail) for the purposes of work-related communications. These technologies are primary means of knowledge transfer and building social networks. As a by-product, workers might feel varying levels of preoccupations with and urges for responding quickly to messages from clients, coworkers, or supervisors--an experience we label as workplace telepressure. This experience can lead to fast response times and thus faster decisions and other outcomes initially. However, research from the stress and recovery literature suggests that the defining features of workplace telepressure interfere with needed work recovery time and stress-related outcomes. The present set of studies defined and validated a new scale to measure telepressure. Study 1 tested an initial pool of items and found some support for a single-factor structure after problematic items were removed. As expected, public self-consciousness, techno-overload, and response expectations were moderately associated with telepressure in Study 1. Study 2 demonstrated that workplace telepressure was distinct from other personal (job involvement, affective commitment) and work environment (general and ICT work demands) factors and also predicted burnout (physical and cognitive), absenteeism, sleep quality, and e-mail responding beyond those factors. Implications for future research and workplace practices are discussed. | ||
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| 650 | 4 | |a Workplace - psychology | |
| 650 | 4 | |a Stress, Psychological - etiology | |
| 650 | 4 | |a Burnout, Professional - etiology | |
| 650 | 4 | |a Employment - psychology | |
| 650 | 4 | |a Burnout, Professional - psychology | |
| 650 | 4 | |a workplace telepressure | |
| 650 | 4 | |a Workplace Telepressure Measure [Appended] | |
| 650 | 4 | |a Boundary Creation and Crossing Measure | |
| 650 | 4 | |a International Personality Item Pool | |
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| 650 | 4 | |a article | |
| 650 | 4 | |a Techno-Overload Measure | |
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| 650 | 4 | |a information and communication technology | |
| 650 | 4 | |a Utrecht Work Engagement Scale | |
| 650 | 4 | |a Revised Self-Consciousness Scale | |
| 650 | 4 | |a Female | |
| 650 | 4 | |a Male | |
| 650 | 4 | |a Dutch Workaholism Scale | |
| 700 | 1 | |a Santuzzi, Alecia M |4 oth | |
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