Journée Thématique FLUPA "Technostress" - Ludivine Martin : Usage d’Internet,...

TECHNOLOGY USE, INNOVATIVE WORKPLACE PRACTICES

& EMPLOYEES’ PERFORMANCE AND WELL BEING

DR. LUDIVINE MARTIN RESEARCH FELLOW IN ECONOMICS

 TECHNOLOGIES ET BIEN-ÊTRE AU TRAVAIL

LUXEMBOURG, JEUDI 14 NOVEMBRE 2013

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“You want to know the difference information and communication technologies make? Try to live

without them”

International Telecommunication Union – 2006

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CONTEXT

•  Advent of the knowledge society: Large diffusion of ICT within firms (computer, Internet, e-mail, ERP, ... ) à Strengthen the acquisition and the transfer of information and knowledge between employees

•  Associated with innovative work practices:

Tayloristic organization

Holistic organization

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STYLIZED FACTS IN THE ECONOMIC LITERATURE

•  At the firm level: •  Technologies and innovative work practices increase

firms' productivity

•  At the employee level: •  Technologies and innovative work practices influence

working conditions quality

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REPORTS ON THE TOPIC

•  EUROFOUND – European level December 2008:

•  “Use of technology and working conditions in the European Union”

www.eurofound.europa.eu •  Centre d’analyse stratégique (CAS) – France

February 2012: •  “L’impact des TIC sur les conditions de travail”

www.strategie.gouv.fr

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MAIN CONCLUSIONS FROM THOSE REPORTS

•  Diffusion of ICT strengthens: •  the acquisition of new competencies •  the transfer of information and knowledge inside firms

•  ICT play a central role in workplaces: •  enabling a faster production of goods and services •  facilitating innovation processes

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MY RESEARCHES

1.  Technology use, innovative workplace practices and employee’s performance

2.  Technology use, innovative workplace practices and employee’s well being

3.  Main current conclusions

4.  New preliminary results on Luxembourg

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1. Technology use, innovative workplace practices and employee’s

performance

16 European countries – EWCS 2005 - 2010

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RESEARCH ARTICLE

"The complementarities between ICT use, new organizational practices and employees’ contextual performance: Evidence from Europe in 2005 and 2010" with A. Ben Youssef (University of Nice Sophia Antipolis) and N. Omrani (Ecole Polytechnique)

•  Work in progress presented at the 62th Annual Meeting of French Economic Association (AFSE)

•  Data: Eurofound Europe (EWCS) 2005 and 2010 à 11 100 observations in 2005 and 16 400 in 2010 in 16 European countries

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TECHNOLOGY USE AND EMPLOYEE’ PERFORMANCE

3 measures of contextual performance:

•  Interpersonal Citizenship Performance (ICP): behaviours to assist, support and cooperate with co-workers

•  Organizational Citizenship Performance (OCP): citizenship behaviours that demonstrate commitment to the organization

•  Job/Task Conscientiousness (JTC): extra efforts demonstrating dedication to the job

Technology  use  (computer  and  Internet)  

Contextual  performance  New  organiza=onal  

prac=ces  (HRM,  quality  management,  Just-­‐in-­‐

=me)  

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SOME FIGURES

1,0

1,5

2,0

2,5

3,0

3,5

4,0

Interpersonal Citizenship

Performance (1-5)

Organizational Citizenship

Performance (1-5)

Job/Task Conscientiousness

(1-4)

Internet use

Average

Non users

Almost never

Around 1/4 of time

Around 1/2 or 3/4 of time

Almost all of the time or all of the time

Source: EWCS 2005

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USE OF AN ECONOMETRIC MODEL

•  To highlight significant links between two variables… •  Here computer, Internet use and employee’s contextual

performance

•  … when controlling for several other variables: •  Employees’ characteristics (gender, age, etc.) •  Jobs characteristics (occupation, tenure, etc.) •  Firms characteristics (size, business sector, etc.) •  Work practices (HRM, quality management, just-in-time)

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MAIN ECONOMETRIC RESULTS

•  The frequency of Internet use is positively associated with all facets of contextual performance

•  Asymmetric effects between Internet and computer use:

•  The recent generation of ICT (Internet) is more likely to induce changes in workers’ behaviour than the previous one (computers)

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MAIN ECONOMETRIC RESULTS

•  HRM: formal assessment, telework, team work are posit ively associated with al l facets of contextual performance

•  To t a l q u a l i t y m a n a g e m e n t e n h a n c e s t h e commitment to organizational rules

•  Contraints on work rythm (Just-in-time) is negatively associated with almost all facets of contextual performance

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2. Technology use, innovative workplace practices and employee’s

well being

France – EPCV 2005

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RESEARCH ARTICLE

•  "Usage des TIC, conditions de travail et satisfaction des salariés" (ICT usage, working conditions and employees' job satisfaction) with N. Colombier and T. Pénard (University of Rennes 1)

•  Published in 2007 in Vol. 25, No. 143, pp. 115-146 http://reseaux.revuesonline.com/

•  Data: INSEE France (EPCV) 2005

2 400 employees

IFMA – WORKPLACES GETTING SMARTER

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Autonomy  

TECHNOLOGY USE AND WORKING CONDITIONS: SATISFACTION AND/OR STRESS?

Technologies:  Computer,  Internet  and  mobile  phone  

Enriching  work  

Promo=on  opportuni=es  

Must  handling  incidents  alone  

Conflict    delay/quality  

Need  to  rush  

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SOME FIGURES

0%

20%

40%

60%

80%

100%

Enriching work Promotion opportunities

Must handling incidents alone

Conflict delay/quality

Need to rush

Satisfaction Autonomy Stress

Average

Computer non users

Computer users

Internet non users

Internet users

Mobile phone non users

Mobile phone users

Source: EPCV 2005

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USE OF AN ECONOMETRIC MODEL

•  To highlight significant links between two variables… •  Here ICT use (computer, Internet, mobile phone) and

employee’s well being

•  … when controlling for several other variables: •  Employees’ characteristics (gender, age, etc.) •  Jobs characteristics (occupation, tenure, etc.) •  Firms characteristics (size, business sector, etc.) •  Work practices (work schedule flexibility, repetitive work)

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MAIN ECONOMETRIC RESULTS, IN 2005:

•  Intensive use of a computer: •  + satisfaction •  + autonomy •  - stress

Use of Internet: •  + satisfaction •  autonomy and stress: no additional link

Intensive use of mobile phone after working hours: •  + satisfaction •  + autonomy •  + stress

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3. Main conclusions

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MAIN CURRENT RESULTS ON ICT USE BY EMPLOYEES

Computer during working t ime: + sat isfact ion and - stress Internet use: + sat isfact ion E-contact after working hours : + sat isfact ion but + stress

Internet use: Contextual performance

improved

+ behaviours to assist, support and cooperate with co-workers

+ behaviours that demonstrate commitment to the organization

+ extra efforts demonstrating

dedication to the job

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4. New preliminary results on

Luxembourg

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TWAIN (2012-2015)

New research project supported by

TWAIN: Technology use at Work And INnovative work practices: Assessing the impact on work environment, employees’ motivations and effort in Luxembourg

•  3 research questions: •  What are the impacts of ICT use and new work models on employees'

work environment, motivations and performance?

•  How do ICT affect the decentralization of the decision making and its consequences on work motivation and effort?

•  How does the virtualization of contacts affect the outcome of a team?

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SOME FIGURES ON IT AND SATISFACTION

Source: QVT 2013

0,0  

1,0  

2,0  

3,0  

4,0  

5,0  

6,0  

7,0  

8,0  

Sa=sfac=on  (0-­‐10)  

Average  

Internet  non  users  

Internet  users  

Email  pro  non  users  

<30'  

30'-­‐1h  

1-­‐2h  

 >2h  

Smartphone  non  users  

Smartphone  users  

No  IT  

Never  IT  failure  

Some=mes  

O\en  

Email Pro smartphone IT failure Internet

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SOME FIGURES ON IT AND STRESS

2,5  

2,6  

2,7  

2,8  

2,9  

3,0  

3,1  

3,2  

3,3  

3,4  

Stress  (1-­‐4)  

Average  

Internet  non  users  

Internet  users  

Email  pro  non  users  

<30'  

30'-­‐1h  

1-­‐2h  

 >2h  

Smartphone  non  users  

Smartphone  users  

No  IT  

Never  IT  failure  

Some=mes  

O\en  

smartphone Internet Email pro IT failure

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USE OF AN ECONOMETRIC MODEL

•  To highlight significant links between two variables… •  Here 3 ICT uses and IT failure and employee’s well being

•  … when controlling for several other variables: •  Employees’ characteristics (gender, age, nationality, education) •  Jobs characteristics (occupation, tenure, income, full time, CDI) •  Firms characteristics (size, business sector, etc.) •  Incentives (monitoring and pay-for-performance) •  Work practices (norms, hierarchical constraint on work

schedule, teamwork, telework, job rotation, assessment)

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MAIN PRELIMINARY ECONOMETRIC RESULTS

•  Internet use: •  + satisfaction •  - stress

•  Email pro: •  No link with satisfaction •  + stress

•  Smartphone: •  + satisfaction •  + stress

•  IT failure: •  - satisfaction •  + stress

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MAIN PRELIMINARY ECONOMETRIC RESULTS

Innovative work practices: •  Norms: + satisfaction ; + stress •  Hierarchical constraint on work schedule:

- satisfaction ; + stress •  Teamwork: No link with satisfaction ; + stress •  Job rotation: +satisfaction ; - stress •  Job assessment: + satisfaction ; No link with stress •  Telework: + satisfaction ; - stress

Incentives: •  Monitoring: - satisfaction; + stress •  pay-for-performance: + satisfaction ; + stress

Dr. Ludivine Martin  ludivine.martin@ceps.lu https://sites.google.com/site/ludivinemartinceps/