People who are ‘always on’ technologically tend to be more engaged at work, but also report more stress and a poorer work-life balance, according to research presented at the British Psychological Society’s Division of Occupational Psychology’s (BPS DOP) annual conference in January.
Organisations with cultures that encourage staff to resist the pressure to be always connected can help them be happier and more productive, according to business psychologists, Nikhita Blackburn and Helen Rayner.
Their study examined factors that influence how people use technology. Some 1,116 workers completed the Myers-Briggs Type Indicator (MBTI) personality assessment and answered questions on the advantages and disadvantages of being ‘always on’, as well as behaviours like compulsive checking of mobile phones, the ability to switch off and distraction caused by phone use. Their levels of job satisfaction, work-related stress and work-life conflict were also assessed.
Some 28% of respondents found it difficult to switch off mentally, 26% reported interference with their personal life and 20% mental exhaustion. Allowing employees to switch off after work had a positive impact on their wellbeing.
They also found that people who had an Introversion preference, Sensing preference (those who are practical and factual) or Judging preference (those who deal with the world in a more structured way), were keener to keep home and work separate. The latter two personalities also found it difficult to switch off.
Quoted in a report on the BPS website, Blackburn said:
“Technology has revolutionised how we communicate and how we manage our work and personal life, and people can feel under pressure to be available for work-related communication at all times. This is unlikely to suit every personality.
“In the short term, people who are more engaged in their job may be tempted to be always on, but this may impair wellbeing and job performance over the longer term.”
She called for organisations to help staff recognise “the ‘sweet spot’ between using technology to increase engagement and becoming a slave to it, as well as setting clear expectations about technology use outside work.”