Due to the increasing digitalization and connectivity of work, more and more employees engage in technology-assisted supplemental work (TASW). TASW refers to the performance of work-related tasks after regular work hours with the aid of technological tools. Based on a conceptual model of TASW, we present a comprehensive meta-analysis of potential antecedents and outcomes of TASW (K = 89 independent samples, N = 39,085 employees). Results showed that TASW is associated with social normative work context characteristics, such as availability expectations after work ($\overline{\mathrm{\rho }}$ = 0.45), and work characteristics, such as job demands ($\overline{\mathrm{\rho }}$ = 0.32). Associations were also found between TASW and person characteristics, such as work identity ($\overline{\mathrm{\rho }}$ = 0.35) and segmentation preference ($\overline{\mathrm{\rho }}$ = −0.20). Moreover, TASW is related to important employee outcomes, including recovery-related outcomes, such as psychological detachment ($\overline{\mathrm{\rho }}$ = −0.38); well-being outcomes, such as job strain ($\overline{\mathrm{\rho }}$ = 0.12); nonwork-related outcomes, such as work nonwork conflict ($\overline{\mathrm{\rho }}$ = 0.32); as well as attitudinal and performance-related outcomes, such as organizational commitment ($\overline{\mathrm{\rho }}$ = 0.16) and work performance ($\overline{\mathrm{\rho }}$ = 0.27). We also found TASW to be related to certain demographic characteristics, such as male gender ($\overline{\mathrm{\rho }}$ = 0.11) and job-level ($\overline{\mathrm{\rho }}$ = 0.23). Exploratory moderator analyses further revealed that gender moderated the relationship between job demands and TASW, such that the relationship was weaker for samples with a higher percentage of females. We conclude by discussing potential directions for future research to advance the understanding of TASW.

由于工作的数字化和连接性不断提高，越来越多的员工从事技术辅助工作 (TASW)。TASW 是指在正常工作时间之后借助技术工具执行与工作相关的任务。基于 TASW 的概念模型，我们对 TASW 的潜在前因和结果进行了全面的元分析（K  = 89 个独立样本，N  = 39,085 名员工）。结果表明，TASW 与社会规范工作环境特征相关，例如下班后的可用性预期（$\overline{\mathrm{\rho }}$= 0.45)，以及工作特征，例如工作需求 ($\overline{\mathrm{\rho }}$= 0.32）。在 TASW 和个人特征之间也发现了关联，例如工作身份（$\overline{\mathrm{\rho }}$= 0.35) 和细分偏好 ($\overline{\mathrm{\rho }}$= −0.20)。此外，TASW 与重要的员工结果相关，包括与恢复相关的结果，例如心理脱离（$\overline{\mathrm{\rho }}$= −0.38); 幸福感结果，例如工作压力（$\overline{\mathrm{\rho }}$= 0.12); 与工作无关的结果，例如工作与工作之间的冲突（$\overline{\mathrm{\rho }}$= 0.32); 以及与态度和绩效相关的结果，例如组织承诺（$\overline{\mathrm{\rho }}$= 0.16) 和工作绩效 ($\overline{\mathrm{\rho }}$= 0.27）。我们还发现 TASW 与某些人口统计特征有关，例如男性（$\overline{\mathrm{\rho }}$= 0.11) 和工作级别 ($\overline{\mathrm{\rho }}$= 0.23）。探索性调节分析进一步表明，性别调节了工作需求与 TASW 之间的关系，因此对于女性比例较高的样本而言，这种关系较弱。最后，我们讨论了未来研究的潜在方向，以促进对 TASW 的理解。