Evidence for the need to distinguish between self-initiated and organizationally imposed overload in studies of work stress

an article by Gregory A. Laurence (University of Michigan, Flint, USA), Yitzhak Fried (Texas Tech University, Lubbock, USA) and Steffen Raub (University of Applied Sciences Western Switzerland, Delémont) published in Work & Stress: An International Journal of Work, Health & Organisations Volume 30 Issue 4 (2016)

Abstract

This study attempts to enhance our understanding of the inconsistencies reported in the literature concerning the relationship between work overload and work outcomes.

We tested the proposition that work overload should be divided into two constructs based on its source: self-initiated overload (SIO), and organization-imposed overload (OIO). Based on the work stress and job crafting literatures, we expected that SIO and OIO would tend to relate differentially to the work outcomes of job satisfaction, emotional exhaustion, work–family conflict, job performance, and helping organizational citizenship behaviours.

A study was conducted using three samples, the first consisting of full-time employed students in three countries (N = 116), the second consisting of the nursing staffs of six private hospitals in Switzerland, and the third consisting of 161 middle manager-supervisor dyads in Switzerland.

Two different measures of SIO and OIO were used. SIO was found to have a more beneficial relationship with the work outcomes than OIO, general supporting our hypothesis. Theoretical and practical implications are discussed.

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Relations of work identity, family identity, situational demands, and sex with employee work hours

an article by Jeffrey H. Greenhaus (Drexel University, USA), Ann C. Peng (Michigan State University, USA) and Tammy D. Allen (The University of South Florida, USA) published in Journal of Vocational Behavior Volume 80 Issue 1 (February 2012)

Abstract

This study examined relations of multiple indicators of work identity and family identity with the number of weekly hours worked by 193 married business professionals. We found that men generally worked long hours regardless of the situational demands to work long hours and the strength of their work and family identities. Women’s work hours, on the other hand, were associated with their work and family identities when weak situational demands permitted discretion over their work hours. We suggest that these sex differences can be explained by the ways in which women and men construe their work and family identities.

Hazel’s comment:
I’ve not read the full article [note to self: must do so] but these findings, which may be obvious, indicate that men and women view their priorities differently.

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Family and work-related consequences of addiction to organizational pervasive technologies

an article by Ofir Turel (California State University – Fullerton), Alexander Serenko (Lakehead University, Ontario), and Nick Bontis (McMaster University, Ontario) published in Information & Management (Volume 48 Issues 2-3 (March 2011))

Abstract

While organizational pervasive technologies, such as mobile computing, can contribute to increased productivity, their nature can also result in technology addiction. We applied the behavior–environment interface of social cognitive theory to explain several negative familial and organizational consequences of addiction to work-related pervasive technologies. Our empirical study of 241 organizational mobile email users revealed that their levels of addiction to mobile email increased their perceived work overload and technology–family conflict. Perceived work overload, in turn, reduced their organizational commitment. Furthermore, elevated levels of perceived work overload together with augmented technology–family conflict fostered work–family conflict. Implications for research and practice are suggested.

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