Impact of BYOD on organizational commitment: an empirical investigation
MetadataShow full item record
© 2018, Emerald Publishing Limited. 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.
Showing items related by title, author, creator and subject.
Heritage, Brody John (2012)My research examines the measurement and properties of values and culture, specifically the integration of Finegan's (2000) four factor values model with Cameron and Quinn's (1999, 2006) Competing Values Framework (CVF). ...
The Influence of Participation in Decision-Making within the Enterprise Bargaining Context: Implications for Job Satisfaction and Affective CommitmentScott-Ladd, Brenda D. (2001)This thesis explores the role and relationships of employee participation in decision-making (PDM) within the enterprise bargaining context. The advent of the enterprise bargaining to facilitate labour market restructuring ...
Wahab, Eta (2010)This research focuses on the antecedents of perceived organizational support (POS) that may influence the perceptions held by employees of medium enterprises on organizational commitment. This research further investigates ...