Tackling the Problem of Workplace Telepressure: Are Disconnection Policies Helpful?
研究调查了断连政策（鼓励员工下班后不处理工作消息）对工作场所远程压力（即感到必须立即回复工作消息的心理压力）的影响，发现政策本身与远程压力无关，而隐性规范（如对下班后回复的期望和低家庭支持的工作环境）才是预测因素。
Employees often feel obligated to respond to work messages like emails and texts immediately – a psychological experience known as workplace telepressure. Telepressure is an important problem to address given its link to work burnout. Disconnection policies that encourage employees to unplug after work hours have been a popular solution adopted by many organizations. Yet the benefits of such policies – or explicit norms – for addressing telepressure are unknown. Surveys among two worker samples suggest that the presence of disconnection policies is not associated with telepressure among employees. Only implicit norms about e-work communications specifically (after-hours availability expectations) and work prioritization generally (low family-supportive work environments) predicted telepressure. Most employees also did not think a policy would be beneficial and anticipated problems (with flexibility). Therefore, interventions aimed at creating a supportive disconnection culture for both e-work communications and work generally may be more helpful than policies.