The role of intrinsic and external motivation in after-hours work and employee well-being
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20.06.2024
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06 - Presentation
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Stuttgart
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Abstract
In today's digital age, engaging in work-related activities after regular work hours has become increasingly common. This phenomenon, known as "after-hours work", has emerged as a prevalent issue in contemporary workplaces, with potential implications for employee well-being and organizational productivity. While some individuals engage in after-hours work out of genuine enjoyment, others may feel compelled due to external pressures or a sense of obligation.
This study investigates the effects of after-hours work on employees' vigor, tension, and fatigue, focusing on the underlying motivational factors. Drawing from the Effort-Recovery Model (Meijman & Mulder, 1998) and Self-Determination Theory (SDT; Deci & Ryan, 2000; Ryan & Deci, 2000, 2008), it explores whether the type of motivation—intrinsic or external—modulates the impact of after-hours work on these outcomes. The Effort-Recovery Model suggests that workers expend mental and physical resources throughout their workday, and adequate recovery periods are crucial to replenish these resources and prevent stress and strain accumulation. SDT posits that intrinsically motivated work, driven by inherent interest and enjoyment, is positively linked to work satisfaction, commitment, and performance, while external motivation, driven by external pressures and obligations, can lead to negative outcomes like exhaustion and burnout. Integrating these theories, the nature of motivation plays a crucial role in the impact of after-hours work on well-being. On one side, externally motivated after-hours work can exacerbate resource depletion, leading to increased fatigue and impaired well-being. On the other side, intrinsically motivated after-hours work can lead to enhanced well-being as individuals engage in fulfilling tasks.
The research employs a diary study design, collecting data over 10 working days from 240 participants, resulting in 2,055 observations. Measurements are taken at three time points: morning, end of work, and bedtime. This design allows for a detailed examination of daily fluctuations in vigor, tension, fatigue, and motives to work after-hours. Multilevel modeling will be used to analyze the nested structure of the diary entries within individuals.
While past research has often shown the impairing role of supplemental work, individual factors such as motivation to work after-hours have been understudied. Thus, this study seeks to offer nuanced insights into how motivation to work after-hours affects an individual’s well-being.
Keywords
well-being, motivation, after-hours work
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21st DGPs Early Career Workshop AOW
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20.06.2024
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22.06.2024
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English
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Yes
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New Work
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No peer review
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Dépraz, S., & Knecht, M. (2024, June 20). The role of intrinsic and external motivation in after-hours work and employee well-being. 21st DGPs Early Career Workshop AOW. https://irf.fhnw.ch/handle/11654/47530