Will after-hours technology-mediated work make employees leave? A mediated moderation model
研究下班后技术媒介工作（ATW）如何通过工作与生活冲突影响员工离职意愿，发现内在动机间接降低离职意愿，而外在动机则直接和间接增加离职意愿，且ATW时间会强化外在动机的负面影响。
Purpose As after-hours technology-mediated work (ATW) becomes common in organizations, the increased workload and interference to life caused by ATW has induced employee turnover. This research develops a mediated moderation model to explain how employees' intrinsic and extrinsic motivations for ATW affect their turnover intention through work–life conflict. Design/methodology/approach A survey was conducted to collect data of 484 employees from Chinese companies. Partial Least Square was used to perform data analysis. Findings The results show that intrinsic motivation for ATW has an indirect negative impact on turnover intention via work–life conflict, whereas extrinsic motivation for ATW has both a positive direct impact and a positive indirect impact (via work–life conflict) on turnover intention. This study also helps find that time spent on ATW can strengthen the positive impact of extrinsic motivation for ATW on turnover intention but has no moderation effect on the impact of intrinsic motivation for ATW. Furthermore, this study reveals that the interaction effect of time spent on ATW and extrinsic motivation on turnover intention is mediated by employees' perceived work–life conflict. Originality/value By discovering the distinct impact of employees' intrinsic and extrinsic motivations for ATW on turnover intention, this research provides a contingent view regarding the impact of ATW and offers guidance to managers regarding how to mitigate ATW-induced turnover intention through fostering different motivations.