The effects of uncompensated-telework on work withdrawal and personal initiative via energy: the moderating role of fairness

Pak, Sunjin

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https://hdl.handle.net/2142/106494 Copy

Description

Title

The effects of uncompensated-telework on work withdrawal and personal initiative via energy: the moderating role of fairness

Author(s)

Pak, Sunjin

Issue Date

2019-12-06

Director of Research (if dissertation) or Advisor (if thesis)

Kramer, Amit

Doctoral Committee Chair(s)

Kramer, Amit

Committee Member(s)

• Restubog, Simon Lloyd
• Park, YoungAh
• Liu, Yihao
• Kramer, Karen

Department of Study

School of Labor & Empl. Rel.

Discipline

Human Res & Industrial Rels

Degree Granting Institution

University of Illinois at Urbana-Champaign

Degree Name

Ph.D.

Degree Level

Dissertation

Date of Ingest

2020-03-02T22:38:58Z

Keyword(s)

• information communication technology
• work withdrawal
• personal initiative
• emotional exhaustion
• vigor
• fairness
• uncompensated-telework

Abstract

Research has given conflicting results regarding the relationship between the use of information and communication technologies (ICTs) for work-related tasks during non-work time and the outcomes for employees and organizations. In this study, I use self-determination theory to examine the interactive effects of uncompensated work using ICTs during non-work hours (uncompensated-telework) and uncompensated-telework fairness on potential positive and negative work behaviors – work withdrawal and personal initiative; and whether human energy mediates these linkages. I argue that when employees perceive uncompensated-telework is unfair, they will subsequently report losing energy when using ICTs to work outside of the work domain. Furthermore, these perceptions of energy loss can initiate undesirable coping strategies in which employees with low level of energy begin to withdraw from work in the work domain. In addition, I demonstrate that perception of energy gain lead to personal initiative in the work domain. Data collected in three phases over six weeks from more than 700 US employees provide support for these hypotheses. A latent moderated and mediation structural equation procedure approach is used to test the hypotheses.

Graduation Semester

2019-12

Type of Resource

text

Permalink

http://hdl.handle.net/2142/106494

Copyright and License Information

Copyright 2019 Sunjin Pak

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