The dilemma of connectivity to work: investigating the impact of constant connectivity to work on psychological well-being of employees

Frame of the research: Existing studies highlight the benefits and drawbacks of digital connectivity for work flexibility and efficiency. However, the literature largely overlooks how constant connectivity during non-work hours undermines employees' psychological well-being by intensifying work-life conflict. Moreover, prior research has not sufficiently addressed how individual boundary management strategiessegmentation versus integration-moderate these effects. Purpose of the paper: This study examines the effects of constant connectivity to work through digital devices on employees' psychological well-being and worklife conflict. It investigates how boundary management practices moderate these relationships, providing insights into their impact on employee well-being.Methodology: This study is grounded in boundary management theory and digital work-life conflict frameworks.We hypothesize that constant connectivity to work negatively impacts psychological well-being through work-life conflict and that boundary enactment moderates these effects.The study tests these relationships using structural equation modeling (SEM) with data from IT professionals in India.Additionally, a multi-group analysis is conducted to explore the moderating effect of boundary management practices (segmentation vs. integration).Findings: Results indicate that employees who remain constantly connected to work during non-work hours experience heightened work-life conflict, leading to a significant decline in psychological well-being.Furthermore, segmentation-oriented employees report lower levels of work-life conflict and better psychological detachment than integration-oriented employees, emphasizing the role of boundary management strategies in mitigating digital stress.Research limits: The study does not consider different connectivity and boundary behavior with respect to different mobile applications.In addition, different sectors might report varied levels of connectivity, suggesting a need to explore the underlying variables in different organizational contexts. Practical implications: Organizations should implement structured digital disconnection policies to regulate after-hours connectivity and promote healthier worklife boundaries. Employees should be encouraged to adopt segmentation strategies to minimize work-life conflict. Training programs on digital boundary management can enhance well-being by fostering autonomy and psychological detachment from work.