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Turning Interruptions Into Engagement? A Daily Approach to the Study of Interruptions on the Employee Engagement of Knowledge Workers

Wise, Shelby
http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1563132936916241

Abstract Details

2019, Doctor of Philosophy (Ph.D.), Bowling Green State University, Psychology/Industrial-Organizational.
Workplace interruptions are a job demand that are becoming a reality of work, primarily because of advances in technology and increased connectivity. This is particularly true for knowledge workers who are constantly connected, largely autonomous, and often flexible to work anywhere, anytime. This is concerning as research shows that interruptions negatively influence employee’s satisfaction, performance, and well-being (e.g. Bailey & Konstan, 2006; Eyrolle & Cellier, 2000; Trafton, Altmann, Brock, & Mintz, 2003). However, through the evolution of the Job-Demands Resource Model, it was found that job demands may not be all bad. Demands that are perceived as challenging rather than hindering, motivate employees thus influencing performance and well-being outcomes like employee engagement. The present study examined whether task-based interruptions that have inherently motivating qualities positively affect employee engagement. Additionally, I assessed whether the context (frequency, length, and unexpectedness) of task-based interruptions negatively influence engagement. Results of this study suggested that neither the frequency with which one is interrupted nor the length of time it takes to resolve a task-based interruption influenced engagement. However, the extent to which a task-based interruption was unexpected did negatively relate to engagement in that those that were more unexpected were more detrimental to this construct. All of the job characteristics tested, positively and significantly related to engagement suggesting that the extent to which interruptions provide opportunities for challenging and interesting work may increase employee investment and motivation. Overall, this study suggests that all interruptions are not inherently negative or harmful to employees. Rather, there are conditions under which knowledge workers may benefit from the participation in task-based interruptions. Future research is needed to better understand the boundary conditions under which interruptions may influence other well-being and organizational outcomes.
Margaret Brooks, Dr. (Advisor)
Dena Eber, Dr. (Other)
Clare Barrett, Dr. (Committee Member)
Eric Dubow, Dr. (Committee Member)
78 p.
Psychology
Psychology; Interruptions; Employee Engagement

Recommended Citations

Citations

  • Wise, S. (2019). Turning Interruptions Into Engagement? A Daily Approach to the Study of Interruptions on the Employee Engagement of Knowledge Workers [Doctoral dissertation, Bowling Green State University]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1563132936916241

    APA Style (7th edition)

  • Wise, Shelby. Turning Interruptions Into Engagement? A Daily Approach to the Study of Interruptions on the Employee Engagement of Knowledge Workers. 2019. Bowling Green State University, Doctoral dissertation. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1563132936916241.

    MLA Style (8th edition)

  • Wise, Shelby. "Turning Interruptions Into Engagement? A Daily Approach to the Study of Interruptions on the Employee Engagement of Knowledge Workers." Doctoral dissertation, Bowling Green State University, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1563132936916241

    Chicago Manual of Style (17th edition)

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This open access ETD is published by Bowling Green State University and OhioLINK.