دانلود رایگان مقاله انگلیسی تاثیر BYOD بر تعهد سازمانی: تحقیق تجربی - امرالد 2018

Abstract

Purpose – Bring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources ( JD-R) model and the task-technology fit (TTF) model, the purpose of this paper is to develop a model that explains how BYOD affects employee well-being (through job satisfaction), job performance self-assessment, and organizational commitment through perceived job autonomy, perceived workload and TTF. Design/methodology/approach – Survey data from 400 full-time employees in different industry sectors in Mauritius were used to test a model containing 13 hypotheses using confirmatory factor analysis and structural equation modeling. Findings – The SEM results support the hypothesized model. Findings indicate that BYOD indirectly affects job satisfaction, job performance and organizational commitment via job demands (perceived workload), job resources (perceived job autonomy) and TTF. Further, job resources influences job demands while TTF predicted job performance. Finally, job satisfaction and job performance self-assessment appear to be significant determinants of organizational commitment. Practical implications – The findings are congruent with the JD-R and TTF models, and confirm that BYOD has an impact on job satisfaction, job performance self-assessment and organizational commitment. This could inform organizations’ policies and practices relating to BYOD, leading to improved employee well-being, performance and higher commitment. Originality/value – The expanded model developed in this study explains how employee well-being, performance and organizational commitment are affected by BYOD, and is one of the first studies to investigate these relationships.

8. Conclusion

This study tested a model with 13 hypotheses. The model was based on the JD-R theory and the TTFM, and examined the impact of BYOD on job performance, job satisfaction and organizational commitment, and was tested using SEM. Data were collected from Mauritian employees.

Contribution

The most notable theoretical contribution of the study is the use of the JD-R theory as well as the TTFM to explain the impact of BYOD on employees. While previous research has considered the impact of BYOD on job performance (Niehaves et al., 2012; Köffer et al., 2014), to the best of our knowledge, no previous BYOD studies used these theoretical lenses. Existing BYOD models in the literature have also not considered the role of organizational commitment and to our knowledge, no prior studies of BYOD have investigated its impact on organizational commitment; our findings confirm that BYOD hasa positive impact on organizational commitment. In addition, the study also identifies job performance as a mediating variable. A further theoretical contribution of this study is that it adds to the flexibility of the JD-R theory by expanding the model to explain employee well-being (through job satisfaction), job performance and organizational commitment. No prior model has used these constructs in an integrated theoretical framework to determine the impact that BYOD has on these outcomes. Future research could expand the scope of this study by also investigating the effect of BYOD on burnout and exhaustion.