Tác động của kết nối liên tục đến địa vị nhân viên: Thông qua vai trò trung gian của thỏa mãn nhu cầu tâm lý cơ bản và vai trò điều tiết của tham gia công việc
DOI:
https://doi.org/10.24311/jabes/2024.35.9.4Từ khóa:
Kết nối liên tục, Nhu cầu tâm lý, Địa vị nhân viên, Tham gia công việcTóm tắt
Kết nối liên tục ngày càng trở nên quan trọng trong môi trường làm việc vì sự thuận tiện, linh hoạt hơn, và tự do làm việc mọi lúc, mọi nơi. Nghiên cứu này kiểm định kết nối liên tục tác động đến địa vị nhân viên thông qua thỏa mãn các nhu cầu tâm lý cơ bản, với vai trò điều tiết của tham gia công việc. Mẫu nghiên cứu gồm 260 nhân viên được dùng để kiểm định mô hình đề xuất và phương pháp mô hình phương trình cấu trúc bình phương tối thiểu riêng phần (Partial Least Squares Structural Equation Modeling ‒ PLS-SEM). Kết quả thể hiện kết nối liên tục tác động tích cực đến địa vị nhân viên. Nhu cầu tự chủ, năng lực, kết nối có vai trò trung gian tích cực trong mối quan hệ giữa kết nối liên tục và địa vị nhân viên. Tham gia công việc đóng vai trò như một yếu tố tăng cường tác động của việc kết nối liên tục đến nhu cầu năng lực, kết nối. Nghiên cứu này thảo luận về hàm ý lý thuyết và thực tiễn quản lý.
Tài liệu tham khảo
Agarwal, U. A., Gupta, M., & Cooke, F. L. (2022). Knowledge hide and seek : Role of ethical leadership, self-enhancement and job-involvement. Journal of Business Research, 141, 770-781. https://doi.org/10.1016/j.jbusres.2021.11.074
Albrecht, S. L. (2002). Perceptions of integrity, competence and trust in senior management as determinants of cynicism toward change. Public Administration & Management: An Interactive Journal, 7(4), 320-343.
Anderson, C., John, O. P., Keltner, D., & Kring, A. M. (2001). Who attains social status? Effects of personality and physical attractiveness in social groups. Journal of Personality and Social Psychology, 81(1), 116-132. https://doi.org/10.1037//0022-3514.81.1.116
Baard, P. P., Deci, E. L., & Ryan, R. M. (2004). Intrinsic need satisfaction: A motivational basis of performance and weil‐being in two work settings. Journal of Applied Social Psychology, 34(10), 2045-2068. https://doi.org/10.1111/j.1559-1816.2004.tb02690.x
Baumeister, R. F., & Leary, M. R. (1995). The need to belong: Desire for interpersonal attachments as a fundamental human motivation. Psychological Bulletin, 117(3), 497-529. https://doi.org/10.1037/0033-2909.117.3.497
Blau, P. M. (1964). Exchange and Power in Social Life. New York, NY: John Wiley.
Boswell, W. R., & Olson-Buchanan, J. B. (2007). The use of communication technologies after hours: The role of work attitudes and work-life conflict. Journal of Management, 33(4), 592-610. https://doi.org/10.1177/0149206307302552
Brown, S. P. (1996). A meta-analysis and review of organizational research on job involvement. Psychological Bulletin, 120(2), 235-255. https://doi.org/10.1037/0033-2909.120.2.235
Brown, S. P., & Leigh, T. W. (1996). A new look at psychological climate and its relationship to job involvement, effort, and performance. Journal of Applied Psychology, 81(4), 358-368. https://doi.org/https://doi.org/10.1037/0021-9010.81.4.358
Brummelhuis, L. L. ten., ter Hoeven, C. L., & Toniolo-Barrios, M. (2021). Staying in the loop: Is constant connectivity to work good or bad for work performance?. Journal of Vocational Behavior, 128, 1-17. https://doi.org/10.1016/j.jvb.2021.103589
Büchler, N., ter Hoeven, C. L., & van Zoonen, W. (2020). Understanding constant connectivity to work: How and for whom is constant connectivity related to employee well-being?. Information and Organization, 30(3), 1-14. https://doi.org/10.1016/j.infoandorg.2020.100302
Cavazotte, F., Heloisa Lemos, A., & Villadsen, K. (2014). Corporate smart phones: Professionals’ conscious engagement in escalating work connectivity. New Technology, Work and Employment, 29(1), 72-87. https://doi.org/10.1111/ntwe.12022
Chen, B., Vansteenkiste, M., Beyers, W., Boone, L., Deci, E. L., Kaap-Deeder, J. Van der, Duriez, B., Lens, W., Matos, L., Mouratidis, A., Ryan, R. M., Sheldon, K. M., Soenens, B., Petegem, S. Van, & Verstuyf, J. (2015). Basic psychological need satisfaction , need frustration , and need strength across four cultures. Motivation and Emotion, 39(2), 216-236. https://doi.org/10.1007/s11031-014-9450-1
Day, A., Paquet, S., Scott, N., & Hambley, L. (2012). Perceived information and communication technology (ICT) demands on employee outcomes: The moderating effect of organizational ICT support. Journal of Occupational Health Psychology, 17(4), 473-491. https://doi.org/10.1037/a0029837
Diaz, I., Chiaburu, D. S., Zimmerman, R. D., & Boswell, W. R. (2012). Communication technology: Pros and cons of constant connection to work. Journal of Vocational Behavior, 80(2), 500-508. https://doi.org/10.1016/j.jvb.2011.08.007
Duan, J., Wang, T., Xu, Y., & Zhu, Y. (2023). Employee status and voice under authoritarian leadership : An attachment perspective. Journal of Business and Psychology, 38(3), 607-619. https://doi.org/10.1007/s10869-022-09845-9
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support : Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573. https://doi.org/10.1037//0021-9010.87.3.565
Fujimoto, Y., Ferdous, A. S., Sekiguchi, T., & Sugianto, L. F. (2016). The effect of mobile technology usage on work engagement and emotional exhaustion in Japan. Journal of Business Research, 69(9), 3315-3323. https://doi.org/10.1016/j.jbusres.2016.02.013
Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331-362. https://doi.org/https://doi.org/10.1002/job.322
Gollwitzer, P. M., Wicklund, R. A., & Hilton, J. L. (1982). Admission of failure and symbolic self-completion : Extending Lewinian theory. Journal of Personality and Social Psychology, 43(2), 358-371.
Hair, J. F., Ringle, C. M., Hult, G. T. M., & Sarstedt, M. (2022). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM) (3rd ed.). Los Angeles: SAGE.
Heissler, C., Kern, M., & Ohly, S. (2022). When thinking about work makes employees reach for their devices: A longitudinal autoregressive Diary Study. Journal of Business and Psychology, 37, 999-1016. https://doi.org/10.1007/s10869-021-09781-0
Holton, E. F., & Russell, C. J. (1997). The relationship of anticipation to newcomer socialization processes and outcomes: A pilot study. Journal of Occupational and Organizational Psychology, 70(2), 163-172. https://doi.org/10.1111/j.2044-8325.1997.tb00640.x
Janssen, O., & Gao, L. (2015). Supervisory responsiveness and employee self-perceived status and voice behavior. Journal of Management, 41(7), 1854-1872. https://doi.org/https://doi.org/10.1177/01492 06312471386
Kock, N., & Lynn, G. (2012). Lateral collinearity and misleading results in Variance-Based SEM: An illustration and recommendations. Journal of the Association for Information Systems, 13(7), 546-580. https://doi.org/10.17705/1jais.00302
Kolb, D. G. (2008). Exploring the metaphor of connectivity : Attributes , dimensions and duality. Organization Studies, 29(1), 127-144. https://doi.org/10.1177/0170840607084574
Kolb, D. G., Caza, A., & Collins, P. D. (2012). States of connectivity : New questions and new directions. Organization Studies, 33(2), 267-273. https://doi.org/10.1177/0170840611431653
Lawler, E. J., & Hall, D. T. (1970). Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation. Journal of Applied Psychology, 54(4), 305-312.
Mazmanian, M. (2013). Avoiding the trap of constant connectivity: When congruent frames allow for heterogeneous practices. Academy of Management Journal, 56(5), 1225-1250. https://doi.org/10.5465/amj.2010.0787
Mazmanian, M., Orlikowski, W. J., & Yates, J. (2013). The autonomy paradox: The implications of mobile email devices for knowledge professionals. Organization Science, 24(5), 1337-1357. https://doi.org//dx.doi.org/10.1287/orsc.1120.0806
McCartney, J., Franczak, J., Gonzalez, K., Hall, A. T., Hochwarter, W. A., Jordan, S. L., Wikhamn, W., Karim, A., & Babalola, M. T. (2023). Supervisor off-work boundary infringements : Perspective-taking as a resource for after-hours intrusions. Work & Stress, 37(3), 373-396. https://doi.org/10.1080/02678373.2023.2176945
Microsoft. (2022). New Future of Work. In Microsoft Research Tech Report. Retrieved from: https://aka.ms/nfw2022
Mudrack, P. E. (2004). Job involvement , obsessive-compulsive personality traits, and workaholic behavioral tendencies. Journal of Organizational Change Management, 17(5), 490-508. https://doi.org/10.1108/09534810410554506
Nguyen, Q. (2023). Office Workers Lose All Weekend Free Time. Retrieved January 14, 2024 from: https://e.vnexpress.net/news/trend/office-workers-lose-all-weekend-free-time-4597940.html
Ninaus, K., Diehl, S., & Terlutter, R. (2021). Employee perceptions of information and communication technologies in work life, perceived burnout, job satisfaction and the role of work-family balance. Journal of Business Research, 136, 652-666. https://doi.org/10.1016/j.jbusres.2021.08.007
Ninaus, K., Diehl, S., Terlutter, R., & Chan, K. (2015). Benefits and stressors perceived effects of ICT use on employee health and work stress: An exploratory study from Austria and Hong Kong. International Journal of Qualitative Studies on Health and Well-Being, 10(28838), 1-15.
Porter, G., & Kakabadse, N. K. (2006). HRM perspectives on addiction to technology and work. Journal of Management Development, 25(6), 535-560. https://doi.org/10.1108/02621710610670119
Rathi, N., & Lee, K. (2017). Role of basic psychological need satisfaction in retaining talent: An investigation in the Indian context. Asia-Pacific Journal of Business Administration, 9(1), 2-15. https://doi.org/https://doi.org/10.1108/APJBA-01-2016-0002
Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617-635. https://doi.org/https://doi.org/10.5465/amj.2010.51468988
Ter Hoeven, C. L., Zoonen, W. Van, & Fonner, K. L. (2016). The practical paradox of technology: The influence of communication technology use on employee burnout and engagement. Communication Monographs, 82(3), 239-263. https://doi.org/10.1080/03637751.2015.1133920
Wajcman, J., & Rose, E. (2011). Constant connectivity: Rethinking interruptions at work. Organization Studies, 32(7), 941-961. https://doi.org/10.1177/0170840611410829
Tải xuống
Đã Xuất bản
Số
Chuyên mục
Giấy phép
Bản quyền (c) 2024 Tạp chí Nghiên cứu Kinh tế và Kinh doanh Châu Á
Tác phẩm này được cấp phép theo Giấy phép quốc tế Creative Commons Attribution-NonCommercial 4.0 .



