A Person-Environment Fit Model to Explain Information and Communication Technologies-Enabled After-Hours Work-Related Interruptions in China
Abstract
:1. Introduction
2. Theoretical Background
2.1. Person-Environment Fit Theory
2.2. Polychronicity
2.3. Hypothesis Development
3. Methodology
4. Analyses and Results
4.1. Statistical Data Analysis
4.2. Profile of Respondents
4.3. Results of Assessing the Measurement Model
4.4. Results of the Analysis of the Path Model
5. Discussion of the Findings
6. Theoretical Contribution and Practical Implications
7. Limitations and Future Research Directions
8. Conclusions
Author Contributions
Funding
Informed Consent Statement
Data Availability Statement
Acknowledgments
Conflicts of Interest
Appendix A
Study | Method | Context | Theories Used | Constructs in the Model |
---|---|---|---|---|
[24] | Survey | Use of mobile phones | N/A | Polychronicity, age, memories of past cognitive overload, memories of past emotional overload, information and communication technology-related overload |
[82] | Survey | Work-home segmentation or integration | P-E fit theory | Work-family conflict, work-home conflict stress, segmentation preferences, supplies, job satisfaction |
[58] | Survey | Social media usage | Uses and gratification theory, affordances theory | Social use, hedonic use, cognitive use, social capital (number of expressive ties, number of instrumental ties, relational dimension, cognitive dimension), job performance |
[5] | Survey | Life interrupted | N/A | Interruption overload, after-hours work interruptions, work performance, work exhaustion |
[6] | Survey | Use of a mobile device for work during family time (mWork) | Conservation of resources (COR) theory and family systems theory | mWork, job incumbent time-based work–life conflict (WFC), job incumbent strain-based WFC, job incumbent behavior-based WFC, incumbent, spousal resentment towards job incumbent’s organization, job incumbent organizational commitment, spousal commitment to job incumbent’s organization, job incumbent turnover intentions |
[7] | Quantitative and qualitative research methodologies | E-mail as a stress in people’s life | N/A | Total hours worked, overload, coping, number of e-mails |
[8] | Survey | Use of communication technologies beyond normal work hours | Boundary theory and related research on role integration | Communication technologies use after hours, affective commitment, job involvement, ambition, employee work-to-life conflict |
[9] | Survey | Information technology-mediated interruptions | Conservation of resources theory | Congruent IT-mediated information interruption, incongruent IT-mediated information interruption, sequential processing, sequential processing, interruption overload, emotional exhaustion |
[83] | Survey | Technology-mediated cross-domain interruptions | N/A | Technology mediated work-to-nonwork interruptions, work-to-nonwork conflict, nonwork performance, technology mediated nonwork-to-work Interruptions, nonwork-to-work conflict, work performance |
[84] | Survey | Mobile usage | Rational actor theory | Level of uncertainty, cost/benefit evaluation, predicted interruption value, interruption response decision |
[85] | Survey | Work–life Balance | Conservation of resources theory | Supervisors’ technology-mediated interruption behavior, information overload, sense of control, work/non-work exhaustion, work/non-work performance, supervisors’ work–life balance |
[86] | Qualitative research methodology | Technology mediated work–life | Utilization of sociomaterial theory | Work–life balance, boundary management, technology, sociomateriality, power distance, collectivism |
[87] | Survey | Conflict and quality of life in the digital age | Conservation of resources theory | Frequency of interruptions outside of work, frequency of interruptions at work mediated by technology, conflicts outside of work, conflicts at work, performance at work, performance outside of work |
[88] | Survey | Online interruptions on task performance | Information richness theory | Perceived interruption, task performance, the rate’s types of interruptions, richness of interruption, the interruption rate on task performance |
[89] | Survey | Telework | N/A | Fixed site telework, mobile telework, flexiwork, individual characteristics, organizational and technological contexts, the impacts on their work |
[90] | Survey | Mobile devices in older users | Inhibitory deficit theory | Age, demands from technology-mediated interruptions, role-based stress, use of mobile technology for work |
Construct | Source | Items |
---|---|---|
Information and communication technologies enabled after-hours work-related interruptions | Adapted from Chen and Karahanna [5] | To what extent do you agree or disagree with the following? AHWI1: During my cyber-life, I frequently get interrupted about work-related matters through technology (by phone, e-mail, messaging, Dingding, WeChat). AHWI2. I frequently stop what I am doing during my cyber-life to initiate work-related activities through technology (by phone, e-mail, messaging, Dingding, WeChat). AHWI3. During my cyber-life, dealing with work-related interruptions initiated by others (by phone, e-mail, messaging, Dingding, WeChat) is time-consuming. AHWI4. Dealing with work interruptions I initiate during my cyber-life (by phone, e-mail, messaging, Dingding, WeChat) is time-consuming. |
In-role job performance | Adapted from Williams and Anderson [59] | To what extent do you agree or disagree with the following? RJP1. I adequately complete assigned duties during my in-role job. RJP2. I fulfill responsibilities specified in the job description during my in-role job. IJP3. I always complete the duties specified in my job description. IJP4. I meet all the formal performance requirements of the job. IJP5. I fulfill all responsibilities required by this job. IJP6. I successfully perform essential duties. |
Innovative job performance | Adapted from Janssen and Van Yperen [60] | How often do you perform the following work activities? IJP1.I often create new ideas for improvements. IJP2. I often mobilize support for innovative ideas. IJP3. I often search out novel working methods. IJP4. I often transform innovative ideas into useful applications. |
Polychronicity | Adapted from Slocombe and Bluedorn [61] | To what extent do you agree or disagree with the following? PLO1.I like to juggle several activities at the same time. PLO2.I like to multi-task. |
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Variables | Frequency (Percent) | Mean (Standard Deviation) | |
---|---|---|---|
Age (enter age): | 32.04 (14.82) | ||
Gender: | 1.49 (0.50) | ||
Male | 141 | 50.9% | |
Female | 136 | 49.1% | |
Education: | 4.05 (0.69) | ||
Less than high school/secondary school | 2 | 0.7% | |
High school/secondary school | 5 | 1.8% | |
Associate degree/Higher Diploma | 23 | 8.3% | |
Bachelor’s degree | 204 | 73.6% | |
Master’s degree | 34 | 12.3% | |
Doctorate/Ph.D. | 9 | 3.3% | |
Income | 3.46 (0.88) | ||
Below 3500 | 4 | 1.4% | |
3501–5000 | 22 | 7.9% | |
5001–10,000 | 125 | 45.1% | |
10,001–20,000 | 100 | 36.1% | |
20,001–50,000 | 20 | 7.2% | |
Above 50,001 | 6 | 2.2% | |
Industry | 4.67 (3.09) | ||
Agriculture, forestry and fishing | 6 | 2.2% | |
Internet/information systems | 93 | 33.6% | |
Construction/manufacturing | 49 | 17.7% | |
Transportation, storage, postal and courier services | 20 | 7.2% | |
Import/export and wholesale | 15 | 5.4% | |
Retail trades | 11 | 4% | |
Financial, insurance and real estate activities | 29 | 10.5% | |
Accommodation and food service activities | 14 | 5.1% | |
Public administration | 11 | 4% | |
Education | 12 | 4.3% | |
Health | 4 | 1.4% | |
Others | 13 | 4.7% | |
Company size: | 2.29 (0.92) | ||
Below 100 | 50 | 18.1% | |
100–500 | 137 | 49.5% | |
501–1000 | 51 | 18.4% | |
Over 1000 | 139 | 14.1% | |
Working years | 3.75 (0.96) | ||
Below 1 year | 5 | 1.8% | |
1–3 years | 29 | 10.5% | |
3–5 years (not include 3 years) | 53 | 19.1% | |
5–10 years (not include 5 years) | 132 | 47.7% | |
Above 10 years | 58 | 20.9% | |
Occupation-ranking | 1.81 (0.92) | ||
Employee | 136 | 49.1% | |
Basic-level manager | 66 | 23.8% | |
Middle-level manager | 68 | 24.5% | |
Senior leadership | 5 | 1.8% | |
Other | 2 | 0.7% |
Component | Initial Eigenvalues | ||
---|---|---|---|
Total | Variance (%) | Cumulative (%) | |
1 | 4.237 | 26.482 | 26.482 |
2 | 2.292 | 14.326 | 40.808 |
3 | 1.835 | 11.47 | 52.277 |
4 | 1.752 | 10.953 | 63.23 |
5 | 0.894 | 5.586 | 68.816 |
6 | 0.832 | 5.199 | 74.015 |
7 | 0.668 | 4.175 | 78.19 |
8 | 0.573 | 3.583 | 81.773 |
9 | 0.545 | 3.408 | 85.181 |
10 | 0.475 | 2.969 | 88.151 |
11 | 0.426 | 2.66 | 90.811 |
12 | 0.395 | 2.467 | 93.278 |
13 | 0.374 | 2.34 | 95.618 |
14 | 0.296 | 1.851 | 97.47 |
15 | 0.217 | 1.355 | 98.825 |
16 | 0.188 | 1.175 | 100 |
Extracted sums of squared loadings | |||
1 | 4.237 | 26.482 | 26.482 |
Construct | Item | Factor Loading | Substantive Factor Loading (R1) | R12 | Method Factor Loading (R2) | R22 |
---|---|---|---|---|---|---|
Information and communication technologies enabled after-hours work-related interruptions (IAWI) | IAWI1 | 0.884 | 0.7678 | 0.590 | 0.0290 | 0.001 |
IAWI2 | 0.859 | 0.7018 | 0.493 | 0.0657 | 0.004 | |
IAWI3 | 0.617 | 0.8287 | 0.687 | −0.0582 | 0.003 | |
IAWI4 | 0.602 | 0.7916 | 0.627 | −0.0295 | 0.001 | |
In-role job performance (RJP) | RJP1 | 0.769 | 0.7221 | 0.521 | −0.0121 | 0.000 |
RJP2 | 0.677 | 0.7403 | 0.548 | −0.0284 | 0.001 | |
RJP3 | 0.660 | 0.6515 | 0.424 | −0.0026 | 0.000 | |
RJP4 | 0.697 | 0.8247 | 0.680 | −0.0954 | 0.009 | |
RJP5 | 0.769 | 0.6873 | 0.472 | −0.0002 | 0.000 | |
RJP6 | 0.708 | 0.6882 | 0.474 | 0.1274 | 0.016 | |
Innovative job performance (IJP) | IJP1 | 0.837 | 0.8662 | 0.750 | −0.0470 | 0.002 |
IJP2 | 0.800 | 0.8429 | 0.710 | −0.0818 | 0.007 | |
IJP3 | 0.819 | 0.7765 | 0.603 | 0.0680 | 0.005 | |
IJP4 | 0.787 | 0.7606 | 0.579 | 0.0575 | 0.003 | |
Polychronicity (POL) | POL1 | 0.909 | 0.9466 | 0.896 | 0.0247 | 0.001 |
POL2 | 0.969 | 0.9388 | 0.881 | −0.0247 | 0.001 | |
Average | 0.621 | 0.003 |
Mean | Standard Deviation | Cronbach’s α | CR | AVE | 1 | 2 | 3 | 4 | |
---|---|---|---|---|---|---|---|---|---|
1. IAWI | 5.07 | 1.14 | 0.776 | 0.840 | 0.566 | 0.752 | |||
2. RJP | 5.92 | 0.70 | 0.812 | 0.859 | 0.511 | 0.125 | 0.715 | ||
3. IJP | 5.59 | 0.89 | 0.823 | 0.883 | 0.657 | 0.190 | 0.400 | 0.811 | |
4. POL | 4.37 | 1.57 | 0.875 | 0.937 | 0.883 | −0.020 | 0.125 | −0.075 | 0.940 |
Tested Path | Path Coefficient (β) | t-Value (df = 277) | Hypothesis Supported? |
---|---|---|---|
Hypotheses | |||
H1. IAWI → In-role job performance | 0.139 | 2.020 * | Yes |
H2. IAWI → Innovative job performance | 0.200 | 3.013 ** | Yes |
H3. IAWI * Polychronicity → In-role job performance | −0.093 | 1.762 | Not supported |
H4. IAWI * Polychronicity → Innovative job performance | 0.112 | 2.143 * | Yes |
Covariates | |||
Age → In-role job performance | 0.041 | 0.874 | |
Gender → In-role job performance | 0.089 | 0.523 | |
Education → In-role job performance | −0.018 | 0.401 | |
Income → In-role job performance | 0.152 * | 1.971 | |
Industry → In-role job performance | −0.052 | 1.062 | |
Company size → In-role job performance | −0.055 | 1.101 | |
Working years → In-role job performance | 0.127 | 1.545 | |
Occupation-ranking → In-role job performance | −0.089 | 1.421 | |
Age → Innovative job performance | −0.031 | 0.303 | |
Gender → Innovative job performance | 0.035 | 0.842 | |
Education → Innovative job performance | −0.092 | 1.509 | |
Income → Innovative job performance | 0.170 * | 2.284 | |
Industry → Innovative job performance | −0.056 | 1.139 | |
Company size → Innovative job performance | 0.068 | 1.322 | |
Working years → Innovative job performance | −0.009 | 0.135 | |
Occupation-ranking → Innovative job performance | 0.123 | 1.802 |
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Zhang, S.; Huang, F.; Zhang, Y.; Li, Q. A Person-Environment Fit Model to Explain Information and Communication Technologies-Enabled After-Hours Work-Related Interruptions in China. Int. J. Environ. Res. Public Health 2023, 20, 3456. https://doi.org/10.3390/ijerph20043456
Zhang S, Huang F, Zhang Y, Li Q. A Person-Environment Fit Model to Explain Information and Communication Technologies-Enabled After-Hours Work-Related Interruptions in China. International Journal of Environmental Research and Public Health. 2023; 20(4):3456. https://doi.org/10.3390/ijerph20043456
Chicago/Turabian StyleZhang, Shanshan, Fengchun Huang, Yuting Zhang, and Qiwen Li. 2023. "A Person-Environment Fit Model to Explain Information and Communication Technologies-Enabled After-Hours Work-Related Interruptions in China" International Journal of Environmental Research and Public Health 20, no. 4: 3456. https://doi.org/10.3390/ijerph20043456