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      Negative effects of time autonomy in digital collaboration Translated title: Negative Effekte der Zeitautonomie in der digitalen Kollaboration

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          Abstract

          This article in the journal Group. Interaction. Organization (GIO) focuses on the effects of time autonomy on job-to-home spillover and emotional exhaustion when employees face high time pressure in digital collaboration. We assume time autonomy to strengthen rather than to buffer the detrimental indirect effects of high time pressure on emotional exhaustion via job-to-home spillover, and that high digital collaboration amplifies this effect even further. In a sample of N = 111 employees, we investigated this research question using conditional process analysis. Results support our assumptions as for high digital collaboration high time autonomy amplified the detrimental indirect effect of time pressure on emotional exhaustion via job-to-home spillover, whereas for low digital collaboration high time autonomy buffered this indirect effect. Thus, employees’ risk for emotional exhaustion is higher when time pressure, time autonomy and digital collaboration are high. Therefore, employees and leaders should carefully consider their choices concerning the use of time in the context of digital collaboration.

          Supplementary Information

          The online version of this article (10.1007/s11612-023-00671-y) contains supplementary material, which is available to authorized users.

          Translated abstract

          Dieser Artikel in der Zeitschrift Group. Interaction. Organization (GIO) befasst sich mit den Wirkungen der Zeitautonomie auf das Übergreifen der Arbeit auf das Privatleben und die emotionale Erschöpfung, wenn Mitarbeiter bei digitaler Zusammenarbeit unter hohem Zeitdruck stehen. Wir gehen davon aus, dass Zeitautonomie die schädlichen indirekten Auswirkungen von hohem Zeitdruck auf die emotionale Erschöpfung durch das Übergreifen von der Arbeit auf das Privatleben eher verstärkt als abpuffert, und dass eine hohe digitale Zusammenarbeit diesen Effekt noch weiter verstärkt. In einer Stichprobe von N = 111 Arbeitnehmern haben wir diese Forschungsfrage mit Hilfe der bedingten Prozessanalyse untersucht. Die Ergebnisse stützen unsere Annahmen, da bei hoher digitaler Zusammenarbeit eine hohe Zeitautonomie den schädlichen indirekten Effekt von Zeitdruck auf die emotionale Erschöpfung durch das Übergreifen der Arbeit auf das Privatleben verstärkt, während bei niedriger digitaler Zusammenarbeit eine hohe Zeitautonomie diesen indirekten Effekt abpuffert. Somit ist das Risiko der emotionalen Erschöpfung bei Arbeitnehmern höher, wenn Zeitdruck, Zeitautonomie und digitale Zusammenarbeit hoch sind. Daher sollten Mitarbeiter und Führungskräfte ihre Entscheidungen bezüglich der Zeitverwendung im Rahmen der digitalen Zusammenarbeit sorgfältig abwägen.

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          Most cited references42

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          Job demands–resources theory: Taking stock and looking forward.

          The job demands-resources (JD-R) model was introduced in the international literature 15 years ago (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). The model has been applied in thousands of organizations and has inspired hundreds of empirical articles, including 1 of the most downloaded articles of the Journal of Occupational Health Psychology (Bakker, Demerouti, & Euwema, 2005). This article provides evidence for the buffering role of various job resources on the impact of various job demands on burnout. In the present article, we look back on the first 10 years of the JD-R model (2001-2010), and discuss how the model matured into JD-R theory (2011-2016). Moreover, we look at the future of the theory and outline which new issues in JD-R theory are worthwhile of investigation. We also discuss practical applications. It is our hope that JD-R theory will continue to inspire researchers and practitioners who want to promote employee well-being and effective organizational functioning. (PsycINFO Database Record
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            Common Method Bias in Regression Models With Linear, Quadratic, and Interaction Effects

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              Achieving Effective Remote Working During the COVID‐19 Pandemic: A Work Design Perspective

              Existing knowledge on remote working can be questioned in an extraordinary pandemic context. We conducted a mixed‐methods investigation to explore the challenges experienced by remote workers at this time, as well as what virtual work characteristics and individual differences affect these challenges. In Study 1, from semi‐structured interviews with Chinese employees working from home in the early days of the pandemic, we identified four key remote work challenges (work‐home interference, ineffective communication, procrastination, and loneliness), as well as four virtual work characteristics that affected the experience of these challenges (social support, job autonomy, monitoring, and workload) and one key individual difference factor (workers’ self‐discipline). In Study 2, using survey data from 522 employees working at home during the pandemic, we found that virtual work characteristics linked to worker's performance and well‐being via the experienced challenges. Specifically, social support was positively correlated with lower levels of all remote working challenges; job autonomy negatively related to loneliness; workload and monitoring both linked to higher work‐home interference; and workload additionally linked to lower procrastination. Self‐discipline was a significant moderator of several of these relationships. We discuss the implications of our research for the pandemic and beyond.
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                Author and article information

                Contributors
                antoni@uni-trier.de
                Journal
                Gr Interakt Org
                Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO)
                Springer Fachmedien Wiesbaden (Wiesbaden )
                2366-6145
                2366-6218
                21 February 2023
                21 February 2023
                : 1-10
                Affiliations
                GRID grid.12391.38, ISNI 0000 0001 2289 1527, Work and Organizational Psychology, FB I, , Trier University, ; 54286 Trier, Germany
                Author information
                http://orcid.org/0000-0001-5767-4784
                http://orcid.org/0000-0003-0635-825X
                Article
                671
                10.1007/s11612-023-00671-y
                9942660
                a7212856-8799-40ed-983a-f376ab4ad91e
                © The Author(s) 2023

                Open Access This article is licensed under a Creative Commons Attribution 4.0 International License, which permits use, sharing, adaptation, distribution and reproduction in any medium or format, as long as you give appropriate credit to the original author(s) and the source, provide a link to the Creative Commons licence, and indicate if changes were made. The images or other third party material in this article are included in the article’s Creative Commons licence, unless indicated otherwise in a credit line to the material. If material is not included in the article’s Creative Commons licence and your intended use is not permitted by statutory regulation or exceeds the permitted use, you will need to obtain permission directly from the copyright holder. To view a copy of this licence, visit http://creativecommons.org/licenses/by/4.0/.

                History
                : 8 August 2022
                Funding
                Funded by: None
                Funded by: Universität Trier (3163)
                Categories
                Hauptbeiträge - Offener Teil

                emotional exhaustion,job-to-home spillover,time-pressure,digital collaboration,job demands,emotionale erschöpfung,entgrenzung,zeitdruck,digitale kollaboration,arbeitsanforderungen

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