Always available, never free: The dark side of ICT

Photo: Andrej Lisakov/Unsplash.

Sulakshana De Alwis has studied both employees and managers to understand how recent developments in information and communication technologies (ICT) has an impact on our lives. The setting is Sri Lanka, a non-western context where collectivism and power distance are high.

He successfully defended his PhD thesis on October 6, 2023. The defence took place at the Department of Computer and Systems Sciences (DSV), Stockholm University. We had a brief chat with Sulakshana De Alwis.

Tell us about your PhD thesis!

“The big picture is how ubiquitous ICT devices are changing the work–nonwork experiences of individuals. We all know that smartphones have made us hyper-connected. We are available to anyone, anytime, anywhere. That has caused changes in working patterns. It is not unusual to receive a call, message or e-mail from your boss, colleague or client even after working hours. The problem is that this affects the work-life balance. Are we really supposed to work after hours? What happens if employees decide not to respond to work-related communications when they’re off work? Will they be labelled as low committed? These are all aspects that I’ve studied. This is important as many of these after-hour communications are not formalised and not recognised in formal employment contracts. And if they are not given the necessary attention, it could lead to work-life conflict and work-related stress.”

What are your main findings?

“Leadership plays a vital role in developing after-hour work via ICTs. If leaders believe that employees need to be available even after hours and serve organisational interests, then these ideologies become part of the organisational culture. Employees who do not respond after hours could be labelled as uncommitted, they may even get low performance ratings. It is a problem if employees have to be available to work after hours – even if they do not like it or have important non-work responsibilities to attend to. Some of my interviewees said that they had replied to work e-mails when they were away on overseas holidays.”

What are the implications of this?

“My results have a special implication for female employees, especially in countries like Sri Lanka where females are expected to fulfil the caring responsibilities of family. When they have to attend work even though they are at home, it puts them in an uncomfortable situation. My studies show that some managers are reluctant to recruit female employees to their teams due to such issues. But I also found that if the organisational leaders are focusing on employee well-being, the norms related to after-hours work are not strong. More importantly, female employees are not marginalized due to gender norms in society. This means that organizations need to give formal attention to availability expectations after hours: Formal policies need to be developed. My study can help HRM practitioners to devise better policies related to the work-life balance of employees.”

Sulakshana De Alwis. Photo: Åse Karlén.

How did you develop your interest in this topic?

“It’s a long story, I have to start by mentioning professor Bhadra Arachchige. She is the person who mentored me to enter the field of academics. When I was an undergraduate, she shared a seminal paper in work-life boundary management with my class. This paper inspired me a lot and I actually wrote my master’s thesis in the area of work-life conflict. After that, I noticed that so many friends were experiencing limitless availability due to smartphones. Sometimes I also had to reply to e-mails after hours. This made me decide to devote my PhD studies to the role of technology in work-life experiences.”

Was there something that surprised you during your studies?

“Well, I was kind of surprised when I realized that it’s not the technology itself that is the problem. Technology is entangled with human beliefs, feelings and behaviours and that could lead to problems. I’ve seen that the same technology can create after-hour work in some organisations, but not in others.”

What was it like to do a PhD at DSV in Sweden?

“It was a transformative experience. With the guidance of my supervisor, associate professor Patrik Hernwall, I delved deep into academic research while honing my critical thinking. DSV’s blended program of coursework and independent research uniquely positioned me for real-world challenges. Notably, my entire journey was through distance learning from Sri Lanka, an approach that became invaluable during the COVID-19 pandemic. Despite the geographical and pandemic-induced barriers, DSV’s robust digital interface ensured uninterrupted progress. This remote collaboration not only highlighted my adaptability but also underscored DSV’s commitment to delivering a comprehensive, modern PhD experience. The program has equipped me with both academic depth and practical agility, making it a beacon for aspiring scholars in today’s dynamic world.”

Finally – what will you do next?

“After a decade in academia, my passion for this field remains unwavering. I am committed to continuing my academic journey. The successful completion of my PhD at DSV has not only enriched my understanding but has also ushered in exciting opportunities. Notably, I have been presented with the privilege to join Abertay University in Scotland, a renowned institution known for its commitment to innovation and research. In terms of research focus, the intrigue of understanding the intricacies of ICT at workplaces remains. I plan to delve deeper into how ICTs shape and transform the work-life experiences of individuals. The rapid evolution of technology and its profound impact on the modern workplace offers a plethora of research avenues. My aim is to provide meaningful insights into these dynamics. With the knowledge and experience I’ve accumulated, I am optimistic about becoming an even more impactful researcher, contributing valuable perspectives to the academic community.”

A shorter version of this article is available in Swedish

Text: Åse Karlén