Relationship Between E-mail Communication and Work Engagement – an Exploratory Study
Keywords:
work engagement, communication, e-mail, e-mail overloadAbstract
The aim of this study was a preliminary empirical verification of the hypothetical relationship between work engagement and e-mail communication characteristics. It has been shown that the perception of email as a resource (β = 0.36) explains about 13% of the work engagement variation. There was no significant relation between e-mail overload and work engagement. The relation of engagement (β = 0.44) and mail overload (β = 0.41) predicts about 36% of variation in email access outside of work. There was no relation between mail perception as a resource and mail overload in predicting employee engagement. The amount and importance of e-mail messages do not show a significant relation with work engagement and mail overload. The obtained results allow a better understanding of the relationship between e-mail communication and work engagement, and are the basis for forming further research questions.References
Airila, A., Hakanen, J. J., Schaufeli, W. B., Luukkonen, R., Punakallio, A. i Lusa, S. (2014). Are job and personal resources associated with work ability 10 years later? The mediating role of work engagement. Work & Stress, 28(1), 87-105. DOI: 10.1080/02678373.2013.872208.
Ankieta Ocena Komunikacji Mailowej (2015). Ankieta wykorzystana w badaniu https://docs.google.com/forms/d/1ebrK3NJVY87PkNfF3xleGVAadb-hUfC_GqJSG2p_HWY/viewform
Baka, Ł. (2013). Wymagania i zasoby w pracy a wypalenie zawodowe i zaangażowanie w pracy nauczycieli. Empiryczna weryfikacja modelu Wymagania w Pracy-Zasoby. Częstochowa: Wydawnictwo Akademii im. Jana Długosza.
Bakker, A. B. i Bal, M. P. (2010). Weekly work engagement and performance: A study among starting teachers. Journal of Occupational and Organizational Psychology, 83(1), 189- 206. DOI: 10.1348/096317909X402596.
Bakker, A. B. (2009). Building engagement in the workplace. W: R. J. Burke i C. L. Cooper (red.), The peak performing organization (s. 50-72). Oxon: Routledge.
Bakker, A. B. i Demerouti, E. (2014). The Job Demands-Resources Theory. W: P. Y. Chen i C. L. Cooper (red.), Work and Wellbeing: A Complete Reference Guide (s. 37-65). West Sussex: John Wiley & Sons.
Bakker, A. B., Hakanen J. J., Demerouti E. i Xanthopoulou D. (2007). Job resources boost work engagement, particularly when job demands are high. Journal of Educational Psychology, 99(2), 274-284. DOI: 10.1037/0022-0663.99.2.274.
Barley, S. R., Meyerson, D. E. i Grodal, S. (2011). E-mail as a Source and Symbol of Stress. Organization Science, 22(4), 887-906. DOI: 10.1287/orsc.1100.0573.
Bakker, A. B. i Sanz-Vergel, A. I. (2013). Weekly work engagement and flourishing: The role of hindrance and challenge job demands. Journal of Vocational Behavior, 83(3), 397-409. DOI:10.1016/j.jvb.2013.06.008.
Baumruk, R. (2006). Why managers are crucial to increasing engagement: Identifying steps managers can take to engage their workforce. Strategic HR Review, 5(2), 24-27. DOI: 10.1108/14754390680000863.
Burgess, A., Jackson, T. W. i Edwards, J. E. (2005). Email training significantly reduces email defects. International Journal of Information Management, 25(1), 71-83. DOI: 10.1016/j. ijinfomgt.2004.10.004.
Christian, M. S., Garza, A. S. i Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89-136. DOI: 10.1111/j.1744-6570.2010.01203.x.
Chui, M., Manyika, J., Bughin, J., Dobbs, R., Roxburgh, C. i Westergren, M. (2012). The social economy: Unlocking value and productivity through social technologies McKinsey Global Institute. http://www.mckinsey.com/insights/high_tech_telecoms_internet/ the_social_economy
Corporate Leadership Council (2004). Driving Performance and Retention Through Employee Engagement, Corporate Leadership Council 2004. http://www.usc.edu/programs/cwfl/ assets/pdf/Employee%20engagement.pdf
Crawford, E. R., Lepine, J. i Rich, B. L. (2010). Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test. The Journal of Applied Psychology, 95(5), 834-848. DOI: 10.1037/a0019364.
Dabbish, L. A. i Kraut, R. E. (2006). Email Overload at Work : An Analysis of Factors Associated with Email Strain. Proceeding CSCW ‘06 Proceedings of the 2006 20th anniversary conference on Computer supported cooperative work, 431-440. DOI: 10.1145/1180875.1180941.
Farhoomand, A. F. i Drury, D. H. (2002). Managerial information overload. Communications of the ACM, 45(10), 127-131. DOI: 10.1145/570907.570909.
Gallup (2012). Gallup Study: Engaged Employees Inspire Company Innovation, Gallup Business Journal 2012. http://missionfacilitators.com/wp-ontent/uploads/2013/03/Engaged-Employees-Drive-Organizations-Forward.pdf
Hair, M., Renaud, K. V. i Ramsay, J. (2007). The influence of self-esteem and locus of control on perceived email-related stress. Computers in Human Behavior, 23(6), 2791-2803. DOI: 10.1016/j.chb.2006.05.005.
Hakanen, J. J. i Schaufeli, W. B. (2012). Do burnout and work engagement predict depressive symptoms and life satisfaction? A three-wave seven-year prospective study. Journal of Affective Disorders, 141(2-3), 415-24. DOI: 10.1016/j.jad.2012.02.043.
Halbesleben, J. R. B. i Wheeler A. R. (2008). The relative roles of engagement and embeddedness in predicting job performance and intention to leave. Work & Stress: An International Journal of Work, Health & Organizations, 22(3), 242-256. DOI: 10.1080/02678370802383962.
Halbesleben, J. R. B. (2010). A meta-analysis of work engagement: Relationships with burnout, demands, resources, and consequences. W: A. B. Bakker i M. P. Leiter (red.), Work engagement: A handbook of essential theory and research (s. 102-117). New York, NY: Psychology Press.
Harter, J. K., Schmidt, F. L. i Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of Applied Psychology, 87(2), 268-279. DOI: 10.1037/0021-9010.87.2.268.
Innstrand, S. T., Langballe, E. M. i Falkum, E. (2012). A longitudinal study of the relationship between work engagement and symptoms of anxiety and depression. Stress and Health, 28(1), 1-10. DOI: 10.1002/smi.1395.
Jerejian, A. C. M., Reid, C. i Rees, C. S. (2013). The contribution of email volume, email management strategies and propensity to worry in predicting email stress among academics. Computers in Human Behavior, 29(3), 991-996, DOI: 10.1016/j.chb.2012.12.037.
Jeung, C. W. (2011). The concept of employee engagement: a comprehensive review from a positive organizational behavior perspective. Performance Improvement Quarterly, 24(2), 49-69. DOI: 10.1002/piq.20110.
Karr-Wisniewski, P. i Lu, Y. (2010). When more is too much: Operationalizing technology overload and exploring its impact on knowledge worker productivity. Computers in Human Behavior, 26(5), 1061-1072. DOI:10.1016/j.chb.2010.03.008.
Konarski, R. (2009). Modele równań strukturalnych. Teoria i praktyka. Warszawa: Wydawnictwo Naukowe PWN.
Kulikowski, K. i Madej, M. (2014). Zaangażowanie - problem z pomiarem. Problemy zarządzania, wkład badań psychologicznych w naukach o zarządzaniu, 45(1), 99-112. DOI: 10.7172/1644-9584.45.7.
Kushlev, K. i Dunn, E. W. (2015). Checking email less frequently reduces stress. Computers in Human Behavior, 43, 220-228. DOI:10.1016/j.chb.2014.11.005.
Lu, C., Wang, H., Lu, J., Du, D. i Bakker, A. B. (2014). Does work engagement increase person-job fit? The role of job crafting and job insecurity. Journal of Vocational Behavior, 84(2),142-152. DOI:10.1016/j.jvb.2013.12.004.
Mano, R. S. i Mesch, G. S. (2010). E-mail characteristics, work performance and distress. Computers in Human Behavior, 26(1), 61-69. DOI:10.1016/j.chb.2009.08.005.
McMurtry, K. (2014). Managing Email Overload in the Workplace. Performance Improvement, 53(7), 31-37. DOI: 10.1002/pfi.21424.
Mertena, F. i Gloorb P. (2010). Too Much E-Mail Decreases Job Satisfaction. Procedia - Social and Behavioral Sciences, 2(4), 6457-6465. DOI: 10.1016/j.sbspro.2010.04.055.
Nahrgang, J. D., Morgeson, F. P. i Hofmann, D. A. (2011). Safety at work: A meta-analytic investigation of the link between job demands, job resources, burnout, engagement, and safety outcomes. Journal of Applied Psychology, 96(1), 71-94. DOI: 10.1037/a0021484.
Reinke, K. i Chamorro-Premuzic, T. (2014). When email use gets out of control: Understanding the relationship between personality and email overload and their impact on burnout and work engagement. Computers in Human Behavior, 36, 502-509. DOI: 10.1016/ j.chb.2014.03.075.
Rich, B. L., LePine, J. A. i Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617-635. DOI:10.5465/ AMJ.2010.51468988.
Salanova, M i Llorens, S. (2009). Exposure to Information and Communication Technology and its Relationship to Work Engagement. Ciencia & Trabajo, 11(32), 55-62.
Schaufeli, W. B. i Bakker, A. B. (2003). Test Manual for the Utrecht Work Engagement Scale,Utrecht University. http://www.beanmanaged.com/doc/pdf/arnoldbakker/articles/articles_arnold_bakker_87.pdf
Schaufeli, W. B. i Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study. Journal of Organizational Behavior, 25(3), 293-315. DOI: 10.1002/job.248.
Schaufeli, W. B., Bakker, A. B. i Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701-716. DOI: 10.1177/0013164405282471.
Schaufeli, W. B., Bakker, A. B. i Van Rhenen W. (2009). How Changes in Job Demands and Resources Predict Burnout, Work Engagement, and Sickness Absenteeism. Journal of Organizational Behavior, 30(7), 893-917. DOI: 10.1002/job.595.
Schaufeli, W., Salanova, M., González-Roma, V. i Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. The Journal of Happiness Studies, 3, 71-92. DOI: 10.1023/A:1015630930326.
Seppälä, P., Mauno, S., Kinnunen, M., Feldt, T., Juuti, T., Tolvanen, A. i Rusko, H. (2012). Is work engagement related to healthy cardiac autonomic activity? Evidence from a field study among Finnish women workers. The Journal of Positive Psychology: Dedicated to furthering research and promoting good practice, 7(2), 95-106. DOI: 10.1080/17439760. 2011.637342.
Sonnentag, S. (2003). Recovery, work engagement, and proactive behavior: A new look at the interface between non work and work. Journal of Applied Psychology, 88(3), 518-528. DOI:10.1037/0021-9010.88.3.518.
Soucek, R. i Moser, K. (2010). Coping with information overload in email communication: Evaluation of a training intervention. Computers in Human Behavior, 26(6), 1458-1466. DOI: 10.1016/j.chb.2010.04.024.
Sumecki, D., Chipulu, M. i Ojiako, U. (2011). Email overload: Exploring the moderating role of the perception of email as a “business critical” tool. International Journal of Information Management, 31(5), 407-414. DOI: 10.1016/j.ijinfomgt.2010.12.008.
Szóstek, A. M. (2011). “Dealing with My Emails”: Latent user needs in email management. Computers in Human Behavior, 27(2), 723-729. DOI: 10.1016/j.chb.2010.09.019.
Taylor, H., Fieldman, G. i Altman, Y. (2008). E-mail at work : A cause for concern? The implications of the new communication technologies for health, wellbeing and productivity at work. Journal of Organisational Transformation & Social Change, 5(2), 159-174. DOI: 10.1386/jots.5.2.159/1.
Trejtowicz, M. i Jaśko, K. (2010). Analiza przyczynowa poza metodą eksperymentalną. Dwa przykłady modeli przyczynowych wykraczających poza schemat eksperymentalny (wraz z rozwiązaniami statystycznymi). Psychologia Społeczna, 5(2-3), 260-272. http://www.spoleczna.psychologia.pl/pliki/2010_2_3/Trejtowicz_Jasko_PS_2010_ 2_3.pdf
Van Knippenberg, D. (2000). Work motivation and performance: A social identity perspective. Applied psychology, 49(3), 357-371. DOI: 10.1111/1464-0597.00020.
Whittaker, S., Bellotti, V. i Gwizdka, J. (2007). Everything Through Email. W: W. Jones i J. Teevan (red.), Personal information management (s. 167-189). Seattle: University of Washington Press.
Wolf, E. J., Harrington, K. M., Clark, S. L. i Miller, M. W. (2013). Sample size requirements for structural equation models an evaluation of power, bias, and solution propriety. Educational and Psychological Measurement, 73(6), 913-934. DOI: 10.1177/0013164413495237.
Xanthopoulou, D., Bakker, A. B., Demerouti, E. i Schaufeli, W. B. (2009). Work engagement and financial returns: A diary study on the role of job and personal resources. Journal of Occupational and Organizational Psychology, 82(1), 183-200. DOI: 10.1348/096317908X 285633.
Xiang, Y. (2009). Managing email overload with an automatic nonparametric clustering system. Journal of Supercomputing, 48(3), 227-242. DOI: 10.1007/s11227-008-0216-y.
Zelenski, J. M., Murphy, S. A. i Jenkins, D. A. (2008). The Happy-Productive Worker Thesis Revisited. Journal of Happiness Studies, 9(4), 521-537. DOI: 10.1007/s10902-008-9087-4.
Ankieta Ocena Komunikacji Mailowej (2015). Ankieta wykorzystana w badaniu https://docs.google.com/forms/d/1ebrK3NJVY87PkNfF3xleGVAadb-hUfC_GqJSG2p_HWY/viewform
Baka, Ł. (2013). Wymagania i zasoby w pracy a wypalenie zawodowe i zaangażowanie w pracy nauczycieli. Empiryczna weryfikacja modelu Wymagania w Pracy-Zasoby. Częstochowa: Wydawnictwo Akademii im. Jana Długosza.
Bakker, A. B. i Bal, M. P. (2010). Weekly work engagement and performance: A study among starting teachers. Journal of Occupational and Organizational Psychology, 83(1), 189- 206. DOI: 10.1348/096317909X402596.
Bakker, A. B. (2009). Building engagement in the workplace. W: R. J. Burke i C. L. Cooper (red.), The peak performing organization (s. 50-72). Oxon: Routledge.
Bakker, A. B. i Demerouti, E. (2014). The Job Demands-Resources Theory. W: P. Y. Chen i C. L. Cooper (red.), Work and Wellbeing: A Complete Reference Guide (s. 37-65). West Sussex: John Wiley & Sons.
Bakker, A. B., Hakanen J. J., Demerouti E. i Xanthopoulou D. (2007). Job resources boost work engagement, particularly when job demands are high. Journal of Educational Psychology, 99(2), 274-284. DOI: 10.1037/0022-0663.99.2.274.
Barley, S. R., Meyerson, D. E. i Grodal, S. (2011). E-mail as a Source and Symbol of Stress. Organization Science, 22(4), 887-906. DOI: 10.1287/orsc.1100.0573.
Bakker, A. B. i Sanz-Vergel, A. I. (2013). Weekly work engagement and flourishing: The role of hindrance and challenge job demands. Journal of Vocational Behavior, 83(3), 397-409. DOI:10.1016/j.jvb.2013.06.008.
Baumruk, R. (2006). Why managers are crucial to increasing engagement: Identifying steps managers can take to engage their workforce. Strategic HR Review, 5(2), 24-27. DOI: 10.1108/14754390680000863.
Burgess, A., Jackson, T. W. i Edwards, J. E. (2005). Email training significantly reduces email defects. International Journal of Information Management, 25(1), 71-83. DOI: 10.1016/j. ijinfomgt.2004.10.004.
Christian, M. S., Garza, A. S. i Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89-136. DOI: 10.1111/j.1744-6570.2010.01203.x.
Chui, M., Manyika, J., Bughin, J., Dobbs, R., Roxburgh, C. i Westergren, M. (2012). The social economy: Unlocking value and productivity through social technologies McKinsey Global Institute. http://www.mckinsey.com/insights/high_tech_telecoms_internet/ the_social_economy
Corporate Leadership Council (2004). Driving Performance and Retention Through Employee Engagement, Corporate Leadership Council 2004. http://www.usc.edu/programs/cwfl/ assets/pdf/Employee%20engagement.pdf
Crawford, E. R., Lepine, J. i Rich, B. L. (2010). Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test. The Journal of Applied Psychology, 95(5), 834-848. DOI: 10.1037/a0019364.
Dabbish, L. A. i Kraut, R. E. (2006). Email Overload at Work : An Analysis of Factors Associated with Email Strain. Proceeding CSCW ‘06 Proceedings of the 2006 20th anniversary conference on Computer supported cooperative work, 431-440. DOI: 10.1145/1180875.1180941.
Farhoomand, A. F. i Drury, D. H. (2002). Managerial information overload. Communications of the ACM, 45(10), 127-131. DOI: 10.1145/570907.570909.
Gallup (2012). Gallup Study: Engaged Employees Inspire Company Innovation, Gallup Business Journal 2012. http://missionfacilitators.com/wp-ontent/uploads/2013/03/Engaged-Employees-Drive-Organizations-Forward.pdf
Hair, M., Renaud, K. V. i Ramsay, J. (2007). The influence of self-esteem and locus of control on perceived email-related stress. Computers in Human Behavior, 23(6), 2791-2803. DOI: 10.1016/j.chb.2006.05.005.
Hakanen, J. J. i Schaufeli, W. B. (2012). Do burnout and work engagement predict depressive symptoms and life satisfaction? A three-wave seven-year prospective study. Journal of Affective Disorders, 141(2-3), 415-24. DOI: 10.1016/j.jad.2012.02.043.
Halbesleben, J. R. B. i Wheeler A. R. (2008). The relative roles of engagement and embeddedness in predicting job performance and intention to leave. Work & Stress: An International Journal of Work, Health & Organizations, 22(3), 242-256. DOI: 10.1080/02678370802383962.
Halbesleben, J. R. B. (2010). A meta-analysis of work engagement: Relationships with burnout, demands, resources, and consequences. W: A. B. Bakker i M. P. Leiter (red.), Work engagement: A handbook of essential theory and research (s. 102-117). New York, NY: Psychology Press.
Harter, J. K., Schmidt, F. L. i Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of Applied Psychology, 87(2), 268-279. DOI: 10.1037/0021-9010.87.2.268.
Innstrand, S. T., Langballe, E. M. i Falkum, E. (2012). A longitudinal study of the relationship between work engagement and symptoms of anxiety and depression. Stress and Health, 28(1), 1-10. DOI: 10.1002/smi.1395.
Jerejian, A. C. M., Reid, C. i Rees, C. S. (2013). The contribution of email volume, email management strategies and propensity to worry in predicting email stress among academics. Computers in Human Behavior, 29(3), 991-996, DOI: 10.1016/j.chb.2012.12.037.
Jeung, C. W. (2011). The concept of employee engagement: a comprehensive review from a positive organizational behavior perspective. Performance Improvement Quarterly, 24(2), 49-69. DOI: 10.1002/piq.20110.
Karr-Wisniewski, P. i Lu, Y. (2010). When more is too much: Operationalizing technology overload and exploring its impact on knowledge worker productivity. Computers in Human Behavior, 26(5), 1061-1072. DOI:10.1016/j.chb.2010.03.008.
Konarski, R. (2009). Modele równań strukturalnych. Teoria i praktyka. Warszawa: Wydawnictwo Naukowe PWN.
Kulikowski, K. i Madej, M. (2014). Zaangażowanie - problem z pomiarem. Problemy zarządzania, wkład badań psychologicznych w naukach o zarządzaniu, 45(1), 99-112. DOI: 10.7172/1644-9584.45.7.
Kushlev, K. i Dunn, E. W. (2015). Checking email less frequently reduces stress. Computers in Human Behavior, 43, 220-228. DOI:10.1016/j.chb.2014.11.005.
Lu, C., Wang, H., Lu, J., Du, D. i Bakker, A. B. (2014). Does work engagement increase person-job fit? The role of job crafting and job insecurity. Journal of Vocational Behavior, 84(2),142-152. DOI:10.1016/j.jvb.2013.12.004.
Mano, R. S. i Mesch, G. S. (2010). E-mail characteristics, work performance and distress. Computers in Human Behavior, 26(1), 61-69. DOI:10.1016/j.chb.2009.08.005.
McMurtry, K. (2014). Managing Email Overload in the Workplace. Performance Improvement, 53(7), 31-37. DOI: 10.1002/pfi.21424.
Mertena, F. i Gloorb P. (2010). Too Much E-Mail Decreases Job Satisfaction. Procedia - Social and Behavioral Sciences, 2(4), 6457-6465. DOI: 10.1016/j.sbspro.2010.04.055.
Nahrgang, J. D., Morgeson, F. P. i Hofmann, D. A. (2011). Safety at work: A meta-analytic investigation of the link between job demands, job resources, burnout, engagement, and safety outcomes. Journal of Applied Psychology, 96(1), 71-94. DOI: 10.1037/a0021484.
Reinke, K. i Chamorro-Premuzic, T. (2014). When email use gets out of control: Understanding the relationship between personality and email overload and their impact on burnout and work engagement. Computers in Human Behavior, 36, 502-509. DOI: 10.1016/ j.chb.2014.03.075.
Rich, B. L., LePine, J. A. i Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617-635. DOI:10.5465/ AMJ.2010.51468988.
Salanova, M i Llorens, S. (2009). Exposure to Information and Communication Technology and its Relationship to Work Engagement. Ciencia & Trabajo, 11(32), 55-62.
Schaufeli, W. B. i Bakker, A. B. (2003). Test Manual for the Utrecht Work Engagement Scale,Utrecht University. http://www.beanmanaged.com/doc/pdf/arnoldbakker/articles/articles_arnold_bakker_87.pdf
Schaufeli, W. B. i Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study. Journal of Organizational Behavior, 25(3), 293-315. DOI: 10.1002/job.248.
Schaufeli, W. B., Bakker, A. B. i Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701-716. DOI: 10.1177/0013164405282471.
Schaufeli, W. B., Bakker, A. B. i Van Rhenen W. (2009). How Changes in Job Demands and Resources Predict Burnout, Work Engagement, and Sickness Absenteeism. Journal of Organizational Behavior, 30(7), 893-917. DOI: 10.1002/job.595.
Schaufeli, W., Salanova, M., González-Roma, V. i Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. The Journal of Happiness Studies, 3, 71-92. DOI: 10.1023/A:1015630930326.
Seppälä, P., Mauno, S., Kinnunen, M., Feldt, T., Juuti, T., Tolvanen, A. i Rusko, H. (2012). Is work engagement related to healthy cardiac autonomic activity? Evidence from a field study among Finnish women workers. The Journal of Positive Psychology: Dedicated to furthering research and promoting good practice, 7(2), 95-106. DOI: 10.1080/17439760. 2011.637342.
Sonnentag, S. (2003). Recovery, work engagement, and proactive behavior: A new look at the interface between non work and work. Journal of Applied Psychology, 88(3), 518-528. DOI:10.1037/0021-9010.88.3.518.
Soucek, R. i Moser, K. (2010). Coping with information overload in email communication: Evaluation of a training intervention. Computers in Human Behavior, 26(6), 1458-1466. DOI: 10.1016/j.chb.2010.04.024.
Sumecki, D., Chipulu, M. i Ojiako, U. (2011). Email overload: Exploring the moderating role of the perception of email as a “business critical” tool. International Journal of Information Management, 31(5), 407-414. DOI: 10.1016/j.ijinfomgt.2010.12.008.
Szóstek, A. M. (2011). “Dealing with My Emails”: Latent user needs in email management. Computers in Human Behavior, 27(2), 723-729. DOI: 10.1016/j.chb.2010.09.019.
Taylor, H., Fieldman, G. i Altman, Y. (2008). E-mail at work : A cause for concern? The implications of the new communication technologies for health, wellbeing and productivity at work. Journal of Organisational Transformation & Social Change, 5(2), 159-174. DOI: 10.1386/jots.5.2.159/1.
Trejtowicz, M. i Jaśko, K. (2010). Analiza przyczynowa poza metodą eksperymentalną. Dwa przykłady modeli przyczynowych wykraczających poza schemat eksperymentalny (wraz z rozwiązaniami statystycznymi). Psychologia Społeczna, 5(2-3), 260-272. http://www.spoleczna.psychologia.pl/pliki/2010_2_3/Trejtowicz_Jasko_PS_2010_ 2_3.pdf
Van Knippenberg, D. (2000). Work motivation and performance: A social identity perspective. Applied psychology, 49(3), 357-371. DOI: 10.1111/1464-0597.00020.
Whittaker, S., Bellotti, V. i Gwizdka, J. (2007). Everything Through Email. W: W. Jones i J. Teevan (red.), Personal information management (s. 167-189). Seattle: University of Washington Press.
Wolf, E. J., Harrington, K. M., Clark, S. L. i Miller, M. W. (2013). Sample size requirements for structural equation models an evaluation of power, bias, and solution propriety. Educational and Psychological Measurement, 73(6), 913-934. DOI: 10.1177/0013164413495237.
Xanthopoulou, D., Bakker, A. B., Demerouti, E. i Schaufeli, W. B. (2009). Work engagement and financial returns: A diary study on the role of job and personal resources. Journal of Occupational and Organizational Psychology, 82(1), 183-200. DOI: 10.1348/096317908X 285633.
Xiang, Y. (2009). Managing email overload with an automatic nonparametric clustering system. Journal of Supercomputing, 48(3), 227-242. DOI: 10.1007/s11227-008-0216-y.
Zelenski, J. M., Murphy, S. A. i Jenkins, D. A. (2008). The Happy-Productive Worker Thesis Revisited. Journal of Happiness Studies, 9(4), 521-537. DOI: 10.1007/s10902-008-9087-4.
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2015-12-01
How to Cite
Kulikowski, K. (2015). Relationship Between E-mail Communication and Work Engagement – an Exploratory Study. Annales Universitatis Paedagogicae Cracoviensis Studia Psychologica, 8(1), 79–94. Retrieved from https://studia-psychologica.uken.krakow.pl/article/view/5614
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