This study addressed the question of how two sides of being constantly connected to work (i.e., availability and interruptions) affect work performance. Applying Self-Determination Theory's (SDT) three basic human needs to the communication realm, we examine how being available for others versus being interrupted by others affects feelings of communication control (autonomy), communication effectiveness (competence), and social support given to and received from coworkers (relatedness). In turn, we examine how availability and interruptions relate to work performance through those three mechanisms. The results of Study 1, a five-day diary study among 317 employees (n = 1135 days) show that daily availability is positively related to work performance through higher levels of communication effectiveness. Daily interruptions are directly negatively related to work performance. Whereas daily availability is positively related to experienced communication control, daily interruptions undermine feelings of control. Study 2, a five-day diary study among 72 employees (n = 324 days) replicates those findings. The two studies further reveal that on days on which employees are more available they provide more emotional support, and they receive more instrumental support from coworkers. On days with more interruptions, employees provide more instrumental support to colleagues. The findings advance theory by applying insights from SDT to the organizational communication literature, developing and testing a model that explains why constant connectivity has pros and cons for work performance.

这项研究解决了以下问题：持续连接工作的两个方面（即可用性和中断）如何影响工作绩效。将自我决定理论（SDT）的三个基本人类需求应用于沟通领域，我们研究了对他人可用和被他人打扰如何影响沟通控制感（自主性），沟通有效性（能力）以及对他人的社会支持。从同事那里收到的（相关性）。反过来，我们通过这三种机制研究可用性和中断与工作绩效之间的关系。研究317的员工进行了为期五天的日记研究（研究1）（n = 1135天）表明，每天的可用性通过更高水平的沟通效率与工作绩效成正比。日常中断与工作绩效直接负相关。日常可用性与经验丰富的沟通控制成正比，而日常中断则破坏了控制感。研究2，一项针对72名员工的为期五天的日记研究（n = 324天）复制了这些发现。两项研究进一步表明，在员工有空的日子里，他们会提供更多的情感支持，并且会得到同事的更多工具性支持。在出现更多中断的日子里，员工会为同事提供更多的工具支持。这项发现通过将SDT的见解应用于组织交流文献，开发和测试了一种模型，该模型解释了持续连接对工作绩效有何利弊的作用，从而推动了理论的发展。