Impact of BYOD on organizational commitment: an empirical investigation
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...
| Main Authors: | , |
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| Format: | Journal Article |
| Published: |
Emerald Publishing Limited
2018
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| Online Access: | http://hdl.handle.net/20.500.11937/69511 |
| _version_ | 1848762060916129792 |
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| author | Doargajudhur, M. Dell, Peter |
| author_facet | Doargajudhur, M. Dell, Peter |
| author_sort | Doargajudhur, M. |
| building | Curtin Institutional Repository |
| collection | Online Access |
| description | 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. |
| first_indexed | 2025-11-14T10:41:34Z |
| format | Journal Article |
| id | curtin-20.500.11937-69511 |
| institution | Curtin University Malaysia |
| institution_category | Local University |
| last_indexed | 2025-11-14T10:41:34Z |
| publishDate | 2018 |
| publisher | Emerald Publishing Limited |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | curtin-20.500.11937-695112019-07-31T03:40:43Z Impact of BYOD on organizational commitment: an empirical investigation Doargajudhur, M. Dell, Peter 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. 2018 Journal Article http://hdl.handle.net/20.500.11937/69511 10.1108/ITP-11-2017-0378 Emerald Publishing Limited fulltext |
| spellingShingle | Doargajudhur, M. Dell, Peter Impact of BYOD on organizational commitment: an empirical investigation |
| title | Impact of BYOD on organizational commitment: an empirical investigation |
| title_full | Impact of BYOD on organizational commitment: an empirical investigation |
| title_fullStr | Impact of BYOD on organizational commitment: an empirical investigation |
| title_full_unstemmed | Impact of BYOD on organizational commitment: an empirical investigation |
| title_short | Impact of BYOD on organizational commitment: an empirical investigation |
| title_sort | impact of byod on organizational commitment: an empirical investigation |
| url | http://hdl.handle.net/20.500.11937/69511 |