| Autor: |
Bareket-Bojmel L; School of Behavioral Sciences, Peres Academic Center, Rehovot, Israel., Icekson T; School of Behavioral Sciences, Peres Academic Center, Rehovot, Israel.; Department of Management, School of Education, Ben-Gurion University of the Negev, Beer-Sheva, Israel., Toshav-Eichner N; Business School, Peres Academic Center, Rehovot, Israel., Sela Y; The Research Center for Internet Psychology, Reichman University, Herzliya, Israel. |
| Jazyk: |
angličtina |
| Zdroj: |
Cyberpsychology, behavior and social networking [Cyberpsychol Behav Soc Netw] 2024 May; Vol. 27 (5), pp. 347-352. Date of Electronic Publication: 2024 Mar 08. |
| DOI: |
10.1089/cyber.2023.0354 |
| Abstrakt: |
In organizations, employees actively manage the immediacy with which they respond to instant messages to cope with mobile connectivity overload caused by continuous interactions. This research conducted a naturalistic observational design to examine real-life mobile connectivity behaviors in organizations and measure their occupational well-being consequences. Specifically, we focused on the use of a feature (WhatsApp's blue checkmark) that enables senders to know precisely when recipients choose to read their messages. In the study, 192 participants sent important messages to their supervisors through WhatsApp. The study used Confirmatory Factor Analysis and moderation analyses to explore the relationship between supervisors' attentiveness (indicated by WhatsApp's blue checkmark), negative emotions, work engagement, and the quality of leader-member exchange (LMX). Drawing on the perspective of 'digital well-being,' we investigated the role of relationship quality between supervisors and employees (LMX) as a moderator. We hypothesized that relationship quality would buffer against negative feelings and decreased work engagement when employees await a response after sending important messages to their supervisors. Indeed, supervisor's inattentiveness was positively correlated with negative affect and negatively correlated with employee engagement. Surprisingly, we found that employees with strong relationship quality (high LMX) with their supervisors experienced lower work engagement while waiting for an indication that their message had been read. These results suggest that timely indications of message read by supervisors play an important role in mitigating negative emotions and fostering higher work engagement among employees. |
| Databáze: |
MEDLINE |
| Externí odkaz: |
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