Hot Buttons and Time Sinks: The Effects of Electronic Communication During Nonwork Time on Emotions and Work-Nonwork Conflict

By M. Butts, W. Becker, W. Boswell. 2015

322 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/c52b068a0920b80e11a3e7dfec70630ad73eb3c4

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

The Digital Workforce and the Workplace of the Future (2016, background): “Finally, as we noted above, technologically mediated communications not only interrupt employees during the work-day, but also follow people home at night, increasing perceptions of stress (Barley et al., 2011), anger, and work – family conflict (Butts et al., 2015).”
Experience Sampling Methods: A Discussion of Critical Trends and Considerations for Scholarly Advancement (2018, background): “In an effort to be frugal and/or motivate interest, other scholars created lotteries in which participants were entered (e.g., Butts et al., 2015; Liu, Song, Li, & Liao, 2017; Matta et al., 2017) and only a portion rewarded.6 A smaller number of researchers (11”
Mastering digital transformation: The nexus between leadership, agility, and digital strategy (2022, methodology): “We used the procedure used in other studies (Butts et al., 2015; Ng et al., 2019) to collect data from the target sample.”
The Meaning of My Feelings Depends on Who I Am: Work-Related Identifications Shape Emotion Effects in Organizations (2017, background): “Prior work has addressed the importance of studying discrete emotions to move beyond the valence-only (i.e., positive and negative) treatment of emotion (e.g., Butts et al., 2015; Lench et al., 2011; Scott & Judge, 2006).”
Affect and leader-member exchange in the new millennium: A state-of-art review and guiding framework (2017, background): “…and in particular the nature of subsequent emotional expressions and behaviors that arise from LMX events (Ashkanasy, 2002; Ashkanasy, Humphrey, & Huy, 2017; Butts et al., 2015; Dasborough, 2006; Gaddis, Connelly, &Mumford, 2004; Gooty et al., 2010; Humphrey et al., 2016; Rajah et al., 2011).”
Pardon the Interruption: An Integrative Review and Future Research Agenda for Research on Work Interruptions (2019, background): “With regard to affective mediators, Butts et al. (2015) showed that emotional reaction to e-mail interruptions in nonwork hours was shaped by whether the sender was a supervisor and whether the supervisor was abusive such that people experienced more anger when interrupted by an abusive supervisor.”
The Short-lived Benefits of Abusive Supervisory Behavior for Actors: An Investigation of Recovery and Work Engagement (2017, methodology): “As recommended by Hofmann, Griffin, and Gavin (2000), and following previous research (e.g., Butts et al., 2015; Koopman et al., 2016), we used group-mean centering for all Level 1 variables in order to examine daily within-person fluctuation while controlling for between-personconfounds.”
A review and agenda for examining how technology-driven changes at work will impact workplace mental health and employee well-being (2020, background): “anger) and, in turn, predicted increased work–non-work conflict (Butts et al., 2015).”
My Family Made Me Do It: A Cross-Domain, Self-Regulatory Perspective on Antecedents to Abusive Supervision (2016, background): “Furthermore, other researchers (e.g., Butts et al., 2015; Foo, Uy, & Baron, 2009) have suggested that same-source problems are less of a concern for repeated-measure research usingwithin-person analyses.”