The purpose of this study is to examine how generational
membership moderates the relationship between well-being and intensified communication technology within the workplace. The increase of work pressure
and expectations on employees, both during and outside of work hours, is becoming a topic of growing concern and is often referred to as work
intensification (LeFevre, Boxal, & Macky, 2015). Green (2014) found that work intensification is partially the result of the rise in technology in the
workplace, technology used to increase work efficiency and mangers ability to track productivity. Communication technology is defined as any technology that
is used to mediate communication. Furthermore, LeFevre and colleague found that certain workers are more vulnerable to work intensification. Specifically, the
effect of work intensification differs between men and women in such a way that women are more susceptible to experiencing higher levels of work
intensification (2015).
This relationship will be tested in this study. Demertouti, Derks, Lieke, and Bakker (2014) found that the rise of technology
use in the workplace often results in information overload and social overload. This overload is expected to have a negative impact on an employee’s
well-being. Specifically, the increase of communication technology will positively correlate with role ambiguity and role conflict in the organization,
their home/work balance, and their relationships at work. Job Demands-Resource Theory (JD-R) suggests that the negative effects of job demands, such as
emotional or physical demands, can be alleviated through job resources. Job resources include anything that reduce the cost or effect of demands or help
employees complete their task (Tims, Bakker, & Derks, 2013). It is expected that employees’ relationship with communication technology will vary depending
on their generational membership. Generational membership theory states that individuals who were born within the same period of time share a political,
economic, and global environment that results in shared traits, values, and norms (Parry & Urwin, 2011). Based on this theory, it is suggested that
employees who were born between the years of 1981 and 2000, also known as Millennials, were raised utilizing technology for work and communication
purposes (Twenge, Campbell, Hoffman, & Lance, 2010). Specifically, it is hypothesized that generational membership will moderate the relationship
between communication technology and employee well-being in such a that millennial employees experience higher levels of well-being when higher levels
of communication technology is required. However, those who are a part of previous generational groups will experience lower levels of well-being when
presented with higher levels of communication technology. Participants will be recruited using a survey vendor and asked to complete measures intended to
assess generational membership, intensification of communication technology, and well-being. Implications and suggestions for future research will be
discussed.
Keywords: Generational Membership, Work Intensification, Communication Technology Intensification, Well-Being
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