{"title":"Technology Intense Workplaces, Boundary Preferences and Work–Life Conflict: Evidence from Sri Lanka","authors":"S. Alwis, Patrik Hernvall","doi":"10.1177/2322093720965326","DOIUrl":null,"url":null,"abstract":"Workplaces today are more technologically pervasive than ever before, and communication devices such as smartphones have blurred traditional boundaries between work and non-work spheres of people. In fact, employers need to be mindful about this phenomenon when they have technology-based work expectations from their employees. Within this backdrop, this study attempts to reveal how the technological intensity at workplaces affects work–life conflict of employees who have different boundary preferences. The analysis based on 225 respondents shows that technological intensity is a significant mediator between work–life boundary preferences and work–life conflict of employees. Further, this study validates the findings of prior research based on Western samples on non-Western countries, followed by a discussion on the implications to practice and avenues for future research.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":"19 1","pages":"29 - 53"},"PeriodicalIF":1.4000,"publicationDate":"2020-11-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"5","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"South Asian Journal of Human Resource Management","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1177/2322093720965326","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 5
Abstract
Workplaces today are more technologically pervasive than ever before, and communication devices such as smartphones have blurred traditional boundaries between work and non-work spheres of people. In fact, employers need to be mindful about this phenomenon when they have technology-based work expectations from their employees. Within this backdrop, this study attempts to reveal how the technological intensity at workplaces affects work–life conflict of employees who have different boundary preferences. The analysis based on 225 respondents shows that technological intensity is a significant mediator between work–life boundary preferences and work–life conflict of employees. Further, this study validates the findings of prior research based on Western samples on non-Western countries, followed by a discussion on the implications to practice and avenues for future research.
期刊介绍:
South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.