1 discussion of findings 1 two attributes of ohs have

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6.1 DISCUSSION OF FINDINGS 1) two attributes of OHS have impact on work overload but no direct impact on W-T-L C: only by mediation of work over load indirectly Flexibility: increases work overload (contrary to IT road warrior case); OHS users recognise they can be reached and have to do more work Productivity: in terms of work quality – decreases work overload; OHS improves work efficiency and effectiveness 2) segmentation culture play mitigating role in W-T-L C of employees: segmentation culture helps although individual preference for segmentation did not significantly increase / decrease W-T-L 3) W-T-L conflict is powerful antecedent of job stress 4) work overload due to OHS and W-T-L conflict have effect on user resistance to accept further changes to job-related use of OHS 5.2 LIMITATIONS & FUTURE RESEARCH DIRECTIONS 1) type of mobile applications used were few and communication application were mainly email, scheduling and instant messenger can thus be seen as preliminary findings 2) possible that in some instances less busy professionals opened email invitation and participated 3) construct of W-T-L C may be sensitive to cultural differences need for cross-cultural studies 4) comparison of participant perceptions before and after using OHS was not available need for longitudinal data study 5.3 IMPLICATIONS FOR PRACTICE 1) opposite effects on OHS of flexibility and productivity: company should provide mobile applications that allow improved productivity (quality of work + more access to decision making tools) rather than flexibility (ubiquitous access + expanding number of locations) 2) fostering culture that separates work / personal life needed to mitigate W-T-L conflict: adopting specific IT solutions that help foster segmentation 5.4 IMPLICATIONS FOR THEORY
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Zoe Zwiebelmann Maastricht University IM Session 3 • first study to specifically adapt W-L-T conflict construct to smartphone use • comprehensive research model that can be replicated in other countries 6. CONCLUSION • if OHS is only used to expand flexility in terms of hours + location, work-to-life conflict increases • if OHS allows worker to improve quality and productivity, work overload and W-T-L conflict decreases
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