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Smart device use for work during family time is a growing issue of concern and is likely exacerbated by the COVID-19 pandemic. The authors test a broad range of well-being outcomes (job anxiety, job depression and insomnia) to extend the literature. Work–family conflict was included as a mediator with age as a moderator.

The study uses representative data from 422 New Zealand employees across a wide range of occupations, sectors, and industries from late 2020. Confirmatory factor analysis (CFA) of the data was used and moderated mediation analysis was conducted.

Overall, hypotheses were supported, with mWork positively influencing work–family and family–work conflict, and all well-being outcomes. Work–family and family–work conflict acted as mediators and age interacted with mWork leading to more conflict for older workers. Finally, moderated mediation effects were supported with age acting as a boundary condition, whereby the indirect effect of mWork on well-being outcomes increases as age increases.

The findings highlight the danger of using mobile devices to work in family time and highlight the additional risks for older workers.

The mWork literature has a limited focus on well-being outcomes, and the New Zealand data provides insights from a largely underrepresented population in the literature. Further, the use of age as a moderator of mWork towards well-being outcomes provides further originality.

As after-hours technology-mediated work (ATW) becomes common in organizations, the increased workload and interference to life caused by ATW has induced employee turnover. This research develops a mediated moderation model to explain how employees' intrinsic and extrinsic motivations for ATW affect their turnover intention through work–life conflict.

A survey was conducted to collect data of 484 employees from Chinese companies. Partial Least Square was used to perform data analysis.

The results show that intrinsic motivation for ATW has an indirect negative impact on turnover intention via work–life conflict, whereas extrinsic motivation for ATW has both a positive direct impact and a positive indirect impact (via work–life conflict) on turnover intention. This study also helps find that time spent on ATW can strengthen the positive impact of extrinsic motivation for ATW on turnover intention but has no moderation effect on the impact of intrinsic motivation for ATW. Furthermore, this study reveals that the interaction effect of time spent on ATW and extrinsic motivation on turnover intention is mediated by employees' perceived work–life conflict.

By discovering the distinct impact of employees' intrinsic and extrinsic motivations for ATW on turnover intention, this research provides a contingent view regarding the impact of ATW and offers guidance to managers regarding how to mitigate ATW-induced turnover intention through fostering different motivations.

The authors investigated how and when work connectivity behavior after-hours (WCBA) spilled over to cyberloafing, considering ego depletion as a mediator and motivations and workaholism as moderators. This paper aims to discuss the aforementioned objective.

In Study 1, 380 employees participated in a scenario experiment with a 2 × 2 between-subjects design. Studies 2 and 3 involved 483 and 406 employees, respectively in two two-wave surveys.

WCBA was indirectly linked to cyberloafing via ego depletion. However, when WCBA was driven by high autonomous and low controlled motivation, it exerted less influence on ego depletion, thus weakening the mediating effect of ego depletion. Moreover, the association between WCBA and ego depletion was not significant among employees accustomed to excessive work. The indirect effect of ego depletion also operated contingently on the level of excessive work.

The findings shed light on the spillover effects of WCBA, suggesting that WCBA may lead to cyberloafing by depleting resources. However, the influence of WCBA on ego depletion is concealed when employees engage in WCBA autonomously or are habituated to excessive work.

This study aims to explore the double-edged sword effect of work connectivity behavior after-hours (WCBA) on employees’ occupational mental health. Drawing on job demand-resource theory, the authors examined the double mediating mechanism of work autonomy and work-family conflict on the relationship of WCBA, work engagement and work burnout. At the same time, the authors examined the moderating role of responsiveness from superiors, hoping to clarify how WCBA brings employees positive experiences (engagement) or negative experiences (burnout).

Under the mediating mechanism of work autonomy and work-family conflict, the authors built a dual-path model and moderated mediation model to examine the effect of WCBA on work engagement and burnout. Two-stage paired data were collected from various industries in China by distributing questionnaires to employees. The hypotheses were tested using the structural equation model and the bootstrap test method.

The results showed that WCBA positively affects work engagement and burnout. Work autonomy plays a mediating role both in the relationship between WCBA and work engagement and in the relationship between WCBA and work burnout. In addition, work-family conflict plays a mediating role both in the relationship between WCBA and work burnout and in the relationship between WCBA and work engagement. Responsiveness from superiors not only moderated the relationship between WCBA and work autonomy and between WCBA and work-family conflict but also moderated the mediating effects of work autonomy and work-family conflict.

This study examined the double-edged sword effect of WCBA on employees’ occupational mental health, the dual mediation of work autonomy and work-family conflict and the moderating effect of responsiveness from superiors. This study can enrich the understanding of the effects of WCBA as well as the influential factors and boundary conditions related to employees’ occupational mental health. Organizations (represented by superiors) and individuals were integrated into one model, providing a new perspective for studying WCBA. The research will help managers and individuals gain a comprehensive understanding of WCBA, and how to enhance its positive effects and circumvent its negative effects.

This research examined the presence of career orientation profiles by investigating how young workers combined protean career orientation attitudes, motivation to learn to develop one's career and an optimistic future perspective on their career. It explored how a differentiated endorsement of these attitudes and motivation (i.e. career orientation profiles) were associated with the adoption of multiple career-enhancing behaviors, namely proactive career behaviors (i.e. career planning, networking and skill development) and learning behaviors with technologies.

Latent profile analysis was conducted among young individuals starting their career (N = 767) and found four distinct profiles.

The first profile revealed that 17.2% of workers in this sample were displaying low levels in protean career orientation, motivation to learn and optimistic future time perspective (profile 1). Two differentiated profiles showed either low levels of protean career orientation and high levels of motivation to learn (profile 2) or high levels of protean career attitudes and low levels of motivation to learn (profile 3). These profiles presented an average level of future time perspective and represented 13.8 and 40.6% of the sample. Finally, 28.4% of the sample showed high levels on all these variables (profile 4).

Only young workers who showed high levels on all these indicators also presented high levels of proactive behaviors and learning with technologies. The other three profiles were associated with suboptimal levels on these outcomes. Taken together, these results offer new insights into the psychological state of mind of workers most adapted to succeed in a modern career.

Drawing on Suchman’s conception of cognitive legitimacy and Boswell’s account of the political functions of expert knowledge, this paper aims to study the due process followed by the International Integrated Reporting Council (IIRC) prior to the publication of the first version of the International Integrated Reporting Framework (IIRF). Specifically, the author analyses the lobbying strategies used in the comment letters sent by a subset of lobbyists, “the experts”, represented by accounting bodies and firms, regulators and academics.

From both a form- and meaning-oriented analysis, this paper focuses on how the experts resorted to the functions of knowledge when they took part in the IIRF’s public consultation. The author first carries out a quantitative content analysis of the responses to the 2013 Consultation Draft submitted by those constituents considered as accounting expert lobbyists. Then, the author analyse how these actors framed their comments under expert knowledge to legitimise the IIRC, the IIRF and the accounting profession itself.

The findings suggest that the expert groups welcomed the opportunity, not simply to legitimise the IIRC through their democratic support, but to provide a technocratic settlement that ensures the due process is based on the mobilisation of expert knowledge as a legitimate source. By drawing on the cognitive legitimacy of expert lobbyists, the IIRC drew on the political functions of expert knowledge to reduce uncertainty and gain stability.

Analysis of the lobbying strategies used by the accounting experts whose position could make a difference and receive more attention from the IIRC makes this contribution of particular interest, especially since the first version of the IIRF sought to guide disclosure and sustainable business practices around the world.

Experts as political actors play a legitimising role since they are capable of producing relevant knowledge that, due to its nature and scope, certainly affects policymaking and sustainable development.

This research provides a sociopolitical perspective to comprehend how some lobbying strategies, in this case, of expert actors, contribute to legitimising a standard-setter body and its endeavours in the context of voluntary standards.

Drawing on the elaboration likelihood model (ELM), the authors examine the influence of perceived professor teaching qualities, as central cues, on online professor ratings. Also, our study investigates how the volume and period of reviews, as peripheral cues, affect online professor ratings.

Leveraging stratified random sampling, the authors collect reviews of 892 Information Systems professors from 250 American universities. The authors employ regression models while conducting robustness tests through multi-level logistic regression and causal inference methods.

Our results suggest that the central route from perceived professor qualities to online professor ratings is significant, including most qualitative pedagogical factors except positive assessment. In addition to course difficulty, the effect of the peripheral route is limited due to deficient diagnosticity.

Our primary concern about the data validity is a lack of a competing and complementary dataset. However, an institutional evaluation survey or an experimental study can corroborate our findings in future research.

Online professor review sites can enhance their perceived diagnosticity and credibility by increasing review vividness and promoting site interactivity. In addition to traditional institutional evaluations, professors can obtain insightful feedback from review sites to improve their teaching effectiveness.

To our best knowledge, this study is the first attempt to employ the ELM and accessibility-diagnosticity theory in explicating the information processing of online professor reviews. It also sheds light on various determinants and routes to persuasion, thus providing a novel theoretical perspective on online professor reviews.

Because many cutting fluids contain hazardous chemical constituents, industries and researchers are looking for alternative methods to reduce the consumption of cutting fluids in machining operations due to growing awareness of ecological and health issues, government strict environmental regulations and economic pressures. Therefore, the purpose of this study is to raise awareness of the minimum quantity lubrication (MQL) technique as a potential substitute for environmental restricted wet (flooded) machining situations.

The methodology adopted for conducting a review in this study includes four sections: establishment of MQL technique and review of MQL machining performance comparison with dry and wet (flooded) environments; analysis of the past literature to examine MQL turning performance under mono nanofluids (M-NF); MQL turning performance evaluation under hybrid nanofluids (H-NF); and MQL milling, drilling and grinding performance assessment under M-NF and H-NF.

From the extensive review, it has been found that MQL results in lower cutting zone temperature, reduction in cutting forces, enhanced tool life and better machined surface quality compared to dry and wet cutting conditions. Also, MQL under H-NF discloses notably improved tribo-performance due to the synergistic effect caused by the physical encapsulation of spherical nanoparticles between the nanosheets of lamellar structured nanoparticles when compared with M-NF. The findings of this study recommend that MQL with nanofluids can replace dry and flood lubrication conditions for superior machining performance.

Machining under the MQL regime provides a dry, clean, healthy and pollution-free working area, thereby resulting the machining of materials green and environmentally friendly.

This paper describes the suitability of MQL for different machining operations using M-NF and H-NF.

The peer review history for this article is available at: https://publons.com/publon/10.1108/ILT-05-2023-0131/

This study examines the theoretical and empirical relationships between LM&SS, human resource management (HRM), climate for LM&SS and outcomes (employee well-being and performance) in hospitals. As part of this research, the authors examine the interplay between “hard” and “soft” practices for LM&SS and “soft” HR practices.

A cross-sectional, multisite survey study covering all internal service units at all eight Dutch university hospitals was conducted (42 units, N = 218 supervisors, N = 1,668 employees), and multivariate multilevel regression analyses were performed.

A systems approach involving “soft” LM&SS practices that are specifically HR-related has a positive effect (β is 0.46) on a climate for LM&SS. A climate for LM&SS is not related to perceived performance or employee health. It is, however, positively related to employee happiness and trusting relationships (both βs are 0.33). We did not find that a climate for LM&SS had a mediating effect.

This study shows that a balanced approach involving both “hard” and “soft” factors is crucial to achieving the desired breadth and depth of LM&SS adoption at the macro, meso, and micro levels. The authors found that a climate for LM&SS positively affects employee well-being in hospitals.

In their attempt to create mutual gains for both their organization and their employees, hospitals that adopt LM&SS should foster a climate for LM&SS by embracing a balanced approach consisting of both “hard” and “soft” practices, thereby internalizing LM&SS at the macro, meso, and micro levels.

This is one of the first studies to examine in-depth the impact of “hard” and “soft” LM&SS on both employee well-being (subdivided into different components) and performance in healthcare, as well as the role of “soft” HRM in this relationship. Linking LM&SS, HRM and outcomes to a climate for LM&SS is relatively a new approach and has led to a deeper understanding of the mechanisms underpinning the internalization of LM&SS in healthcare.

Despite much attention being devoted to shared leadership, the negotiation of such arrangements remains underexplored. In parallel, the revival of interest in matrix structures reveals their challenges but neglects the dynamics of shared leadership. In this case study, the author analyzes the tensions experienced by senior managers of a healthcare organization transitioning from a hierarchical to matrix structure as they negotiate their leadership roles in this new arrangement.

The author interviewed 16 senior managers, observed their meetings and analyzed documents. These data were combined with secondary data including previous interviews and observations of this top leadership team. The author then conducted an inductive data analysis.

The author's analysis reveals that the tensions experienced by senior managers as they negotiate their roles reflect the co-existence of leadership surpluses (too much leadership) and deficits (too little leadership) in matrix organizations. The author argues that surpluses and deficits are not mutually exclusive but are interrelated and shows how leadership surpluses can create leadership deficits.

The author’s findings suggest that in contexts of leader abundance, actors should explore leadership voids. Particular attention should be paid to incidents of intrusion and exclusion, moments of transition and intense role negotiation, as those contexts are particularly conducive to leadership deficits.

While previous work on matrix structures focuses on leadership surpluses, the author discusses leadership deficits. The author explores how more leaders do not necessarily mean more leadership, but instead how more leaders may result in leadership voids.