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Online, On Call, On Your Mind? Coping with Extensive Connectivity to Work
Abstract
Connectivity has become the hallmark of modern work and has shaped the social life of many. Originating from a technical discourse, connectivity to work is reflected in numerous disciplinary discourses. While previous studies have identified negative effects on employees, the specific mechanisms which cause these effects are still poorly understood. The broadening of the term “connectivity” and the profound changes in the technical connectivity infrastructure require an adjusted conceptualization of connectivity, its structural causes and dimensions, how these dimensions interact, and how they explain different outcomes of connectivity. Based on a review of extant literature on connectivity and interviews with consultants, we develop a framework of connectivity that conceptualizes individual connectivity to work (social and technical) and its psychological impact (emotional, cognitive, behavioral). We derive extensive connectivity to work as a cause of strain. We develop two strategies, which allow employees to control extensive connectivity to work and cope with its effects. Preventive detachment aims to control the extent of connectivity and the psychological responses that lead to extensive connectivity if not controlled. Therapeutic detachment aims to reduce the strain resulting from extensive connectivity to work.
... We, thus, suggest that during EWFH, IT professionals experienced a high level of individual connectivity to work. Individual connectivity to work is a state in which employees possess the technical and social ability to connect to other technical and social entities Mattern & Klein, 2022). Individual connectivity to work is required in many work environments and is often considered a prerequisite for modern work (Kolb et al., 2012). ...
Purpose
Positive experiences with working from home (WFH) during the Corona pandemic (COVID-19) have motivated many employees to continue WFH after the pandemic. However, factors influencing employees' WFH intentions against the backdrop of experiences during pandemic-induced enforced working from home (EWFH) are heterogeneous. This study investigates factors linked to information technology (IT) professionals' WFH intentions.
Design/methodology/approach
This mixed-methods study with 92 IT professionals examines the effects of seven predictors for IT professionals' WFH intentions. The predictors are categorized according to the trichotomy of (1) characteristics of the worker, (2) characteristics of the workspace and (3) the work context. Structural equation modeling is used to analyze the quantitative survey data. In addition, IT professionals' responses to six open questions in which they reflect on past experiences and envision future work are examined.
Findings
Quantitative results suggest that characteristics of the worker, such as segmentation preference, are influencing WFH intentions stronger than characteristics of the workspace or the work context. Furthermore, perceived productivity during EWFH and gender significantly predict WFH intentions. Contextualizing these quantitative insights, the qualitative data provides a rich yet heterogeneous list of factors why IT professionals prefer (not) to work from home.
Practical implications
Reasons influencing WFH intentions vary due to individual preferences and constraints. Therefore, a differentiated organizational approach is recommended for designing future work arrangements. In addition, the findings suggest that team contracts to formalize working patterns, e.g. to agree on the needed number of physical meetings, can be helpful levers to reduce the complexity of future work that is most likely a mix of WFH and office arrangements.
Originality/value
This study extends literature reflecting on COVID-19-induced changes, specifically the emerging debate about why employees want to continue WFH. It is crucial for researchers and practitioners to understand which factors influence IT professionals' WFH intentions and how they impact the design and implementation of future hybrid work arrangements.
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