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This study aims to examine some of the benefits and drawbacks of communication visibility. Specifically, building on communication visibility theory, the authors study how and why message transparency and network translucence may increase knowledge reuse and perceived overload through behavioral responses of vicarious learning and technology-assisted supplemental work.

Drawing on survey data obtained from 1,127 employees of a global company operating in the industrial machinery sector, the authors used structural equation modeling to test the hypothesized model.

The results demonstrate that the two aspects of communication visibility yield somewhat differential benefits and drawbacks in terms of knowledge reuse and communication overload, through vicarious learning and supplemental work practices.

The results demonstrate the relationship between different aspects of communication visibility and knowledge reuse, specifically through vicarious learning. Furthermore, the findings highlight a potential drawback of visibility – communication overload – specifically through technology-assisted supplemental work. Overall, network translucence seems more beneficial compared to message transparency in terms of knowledge reuse and communication overload.

The study connects with recent work on communication visibility by distinguishing differential direct and indirect effects of message transparency and network translucence. It also extends this work by testing relationships between communication visibility and a potential drawback of visibility – communication overload – specifically through technology-assisted supplemental work.

To analyze the relationship between technology-assisted supplemental work (TASW) and well-being in the workplace – burnout and engagement. Furthermore, this study aims to test the relationship between TASW and burnout, mediated by work-to-family conflict (WFC) and the relationship between TASW and engagement mediated by work-to-family enrichment (WFE).

The data was collected from a service company operating in Portugal. A total of 338 responses from a services company in Portugal were analyzed. Two statistical programs were used for the data analysis: IBM statistical package for the social sciences (SPSS 25.0) and SPSS analysis of moment structures (AMOS 25.0).

The results highlight the positive relationship between TASW and engagement and the relationship between TASW and burnout, which only exists when WFC is present. Moreover, the relationship between TASW and engagement is stronger through WFE.

Using the conservation of resources theory as a framework, the results contribute to the literature by shedding further light upon the positive effects of TASW on employees’ well-being and the work and family relationship.

This chapter examines the role of leader workaholism in relation to their own and their followers’ well-being. We begin with an overview of workaholism, along with a description of how workaholism may relate to typical leader behaviors. We propose a conceptual model linking the various components of workaholism to leaders’ well-being and followers’ well-being. In our model, we propose that leaders’ workaholism can negatively influence their own well-being, and also their followers’ well-being through interindividual crossover of affective, cognitive, and behavioral components of workaholism. Furthermore, the negative well-being outcomes experienced by the workaholic leader can also crossover to the followers through interindividual strain–strain crossover. Several moderating factors of these relationships are discussed, as well as avenues for future research.

In this chapter, the authors study work from home (WFH) and work from office (WFO) formats using institutional logic. Four start-ups in India have been studied using qualitative interview data reflecting their transition to WFH during the COVID-19 crisis and subsequent nationwide lockdown. Institutional logics is the framework drawn upon to enhance our understanding of the phenomenon. While conceptualising institutional logics in the context of WFH and WFO, the authors discuss the implications of WFH for both entrepreneurs and entrepreneurship. Finally, it is proposed that hybrid workspaces may be the way for the future.

This chapter examines the extent to which Working from Home (WfH) affects the temporal alignment of work and private life, i.e., the consideration of personal and family interests in work scheduling, for male and female employees with and without children. A distinction is made between telework that is formally recognized home working time by the employer, and informal overtime at home that is not recorded. It is argued that while the first represents a job resource, by increasing flexibility in work scheduling, the latter constitutes a job demand, which hinders the consideration of personal and family responsibilities in work time planning. Due to differences in status beliefs, identification and the distribution of childcare, gender gaps as well as differences according to family responsibilities are predicted in these associations. Using data from the German BIBB/BAuA Employment Survey 2018, the temporal alignment of work and private life is found to be positively associated with telework, particularly so for men, and negatively associated with informal overtime at home, particularly so for women. While mothers do not benefit from telework during regular working hours in particular, they have the worst temporal alignment of work and private life when they work informal overtime at home.

The purpose of this paper is to develop a theoretical framework for measuring public sector managers' career success.

The theoretical foundation used in this study is social cognitive career theory. To conduct a literature search, several keywords were identified, i.e. career success, objective and subjective career success, managers, managerial career development and social cognitive career theory. Several electronic databases available in the university's library, such as Emerald, EBSCOHost, SAGE, Science Direct and Blackwell Synergy, were used to search for resources. Literature includes sources written in both English and Malay.

The four factors that have predictive potential on managers' career success are individual‐related factors, organizational‐related factors, managerial competencies‐related factors, and the person‐environment fit factor. Career success should be operationalized using both objective and subjective career success.

The study was exploratory, based on a literature review. Empirical study is needed to examine the predictive potential of the four key factors (i.e. individual‐related factors, organizational‐related factors, managerial competencies‐related factors, and person‐environment fit factor) for public sector managers' career success.

Strengthening the HRD framework through organizational development, personnel training and development and career development may develop and unleash individual potential which leads to positive career outcomes (objective and subjective career success).

The research constructs a theoretical framework which outlines the predictive potential of four key factors on public sector managers' career success. The four key factors can be developed through HRD practices.

The impact of technology on the health and well-being of workers has been a topic of interest since computers and computerized technology were widely introduced in the 1980s. Of recent concern is the impact of rapid technological advances on individuals’ psychological well-being, especially due to advancements in mobile technology that have increased many workers’ accessibility and expected productivity. In this chapter we focus on the associations between occupational stress and technology, especially behavioral and psychological reactions. We discuss some key facilitators and barriers associated with users’ acceptance of and engagement with information and communication technology. We conclude with recommendations for ongoing research on managing occupational health and well-being in conjunction with technological advancements.

Employees have gained increased flexibility in organizing their work in time and space, that is boundaryless work. Managing the boundaries between work and personal life would seem to be crucial if one is to psychologically detach from work during leisure in order to unwind and get sufficient sleep. Drawing from a sample of Swedish professional workers (N = 3,846), a theoretical model was proposed testing the inter-relationships between boundaryless work in time and space, weekly work hours, psychological detachment, sleeping problems and sleep duration using a structural equation modelling (SEM) analysis. Findings showed that working boundlessly in time, that is spread out during the working day and week, was directly associated with both long weekly work hours and lack of psychological detachment. In contrast, working boundlessly in space, that is at several different places, was inversely associated with weekly work hours and had no association with psychological detachment. Psychological detachment, in turn, was directly associated with sleeping problems and inversely associated with sleep duration. Sleeping problems were inversely associated with sleep duration. Employees with long weekly work hours had a low degree of sleeping problems. There was also no association between long weekly work hours and sleep duration. These findings contradict earlier research, however, we interpret these findings as that if one works a great deal but is able to mentally detach from work-related feelings and thoughts during free time, then sleep will not be hampered because perseverative cognitions associated with prolonged biological activation will have been interrupted. As such, psychological detachment can be regarded as the mechanism that mediates the relationships between working ‘anytime’ and long weekly work hours, and sleep. It was concluded working boundlessly in time increases the likelihood for long weekly work hours and lack of psychological detachment. Hence, employees working ‘anytime – all the time’ run the risk of ‘always being on’ resulting in disturbed sleep.

To assess: (1) the prevalence of specific work practices that incorporate use of information and communication technology (ICT), (2) whether these practices are connected to employee distress or productivity via work extension or social network processes; (3) the implications of ICT-based work practices for the work/family interface.

We draw on the 2008 Pew Networked Workers data collected from a nationally representative sample of workers and use logistic regression methods to investigate links among use of specific ICT-based practices and increases in distress or productivity.

(1) Use of e-mail, instant messaging, texts, and social networking sites at work varies by demographic, organization, and job characteristics, and (2) ICT-based work extension, social network expansion, and connectivity to work colleagues are linked to increases in distress and productivity. Connecting with family or friends while at work can reduce the likelihood that an employee reports an increase in work stress.

Limitations include a cross-sectional design, age of the data, missing data, and measurement issues. Even with these limitations, there are few investigations drawing from national samples of employees that can assess work-related ICT use with this level of depth.

Findings point to technological innovation as an important factor influencing work extension and social network processes and connect this to changes in employee distress and productivity. The focus on productivity is especially important given the emphasis that previous research has placed on linking ICT use and employee distress.