Journal of Positive School Psychology [Link]

com
2022, Vol. 6, No. 2, 4663 – 4673

Disconnect to Reconnect: Employee Wellbeing through Digital

Detoxing

1Umasankar M, 2Boopathy S, 3Padmavathy S, 4Leena N Fukey, 5Rubee Singh*

124Christ (Deemed to be University), Bangalore, India
3M Kongu Engineering College, Tamil Nadu, India
5Institute of Business Management, GLA University, Mathura, U.P, India

corresponding author email id: [Link]@[Link]

Abstract
The human life on the earth moving far from eco life and marching towards a digital life. In the 21st
century, any white-collar employee cannot imagine a gadget-free work practice in his/her work life.
While the Digital workplace becomes the order of the day, employee wellbeing became the million-
dollar question that needs an answer. Will digital wellbeing possible through digital detoxing? This
paper aimed to address the issues in achieving employee wellbeing at the digital workplace and provide
a viable solution to ensure digital wellbeing in the post covid era. Few of the existing literature answers
become contrary after the implementation during the pandemic. Holding this as a research gap, this
research would be carried out using descriptive research design with survey technique using a structured
questionnaire containing multiple constructs measuring various aspects of employee digital detoxing
and digital wellbeing. The study's target population would be the Employees working in the IT sector
who has adopted remote work. A simple random sampling technique will be assumed to reach them
and collect primary data. This research would incorporate prevailing changes in the current working
condition due to covid-19 and tries to bring a great addition to the existing body of knowledge. This
study proposes a conceptual model with multiple constructs tested on the Structural Equation Modelling
technique using AMOS. Few of the study outcomes may contrast with the existing literature and suggest
the practitioners' implications in human resource management by bringing a new dimension to
employee wellbeing.

Keywords: Digital Wellbeing, Digital Workplace, Digital Detoxing, Work Unplugged, Post Covid
Era, Reverse Domestication, Structural Equation Modelling.

1. INTRODUCTION financial aspect, it is a kind of investment that an

organization guarantees uninterrupted employee
Employee wellbeing is an enduring demand for performance. With the arrival of technology, the
an organization to achieve higher employee workplace becomes more sophisticated and
performance. Employee wellbeing can be supported both the employee and the employer
categorized as Physical wellbeing, Emotional to meet their expectation. As organizations
wellbeing, social wellbeing, and financial move towards industry 4.0, technology becomes
wellbeing. Among the four, physical and an unavoidable element, where computers are
emotional wellbeing can be ranked as vital communicating and controlling [Link]
factors that affect employee performance as they won't be a false statement if it is said that
are directly related to the work environment and technology is ruling the current industrial sector
people around. Understanding this, employers globally.
have taken various steps in ensuring employee
wellbeing in the workplace. Ranging from As the workplace becomes more digitally
ergonomic work settings to statutory welfare driven, especially in IT and ITES industries,
facilities, organizations are keen on providing employee wellbeing needs a different
many things to improve employee wellbeing. perspective. In industrial revolution 4.0, the
Though it may be an expenditure in terms of the employees are connected with gadgets more
Umasankar M 4664

than machines. A significant portion of their performers’ mind' will be hyper which is
work is one way or other done through these instigated through online programs (Carr, 2010:
gadgets such as desktops, laptops, and 115).Detoxing the use of digital gadgets through
smartphones. Though these gadgets are more clinical cycle is less hazardous, when compared
convenient and efficient, they have their to alcoholic detoxing and comparative
demerits as well. This digital workplace is more strategies. As opposed to the prescribed
vulnerable to the employee's physical and abstention to digital detox is suggested to have a
emotional wellbeing, especially during the less time frame to 'purifying' – which stay
pandemic where employees are asked to work mainstream and, when comparedto other
from home and are virtually connected. Though advanced detox(Palermo, 2015) like alcoholic
it looks desirable and an employee-friendly detox.
decision, the outcome is not as expected.
Because of this digital workplace, the employees Just like allculturaland social trend, digital detox
lose their sense of time, sense of place, and self. attracts an assortment of motivations, and
Organizations are devising strategies to ensure intentions in rehearsing advanced detox
the wellbeing of employees through digital fluctuate. Advanced detox will fit inside a
detox. Hence, this paper aimed to identify the practice of corporate self-improvement(Guyard
common ways to digital detox and its impact on and Kaun, 2018) where people are encouraged
employees' emotional and physical wellbeing to enhance effectiveness using innovation and
leading towards their performance. programming, including programming to
decrease computerized interruptions (Gregg,
1.1 Digital Detox 2015;). Besides, computerized detox kindles the
thoughts of equilibrium, carewhich includes
As an idea, a digital detox is not exactly ten both physical and mental health. From the
years old, yet the utilization has quickly middle of 2010s, occasion bundles arose for
expanded. In 2013, the idea was included in the computerized detox name as side projects and
Oxford word reference characterized as 'A the mainyoga market,otherworldliness, and
timeframe during which an individual ceases maintenance (Euromonitor, 2012). Glomb et al.
from utilizing electronic gadgets, for example, (2011: 123)indicates, practices based on careare
cell phones or PCs, viewed as a chance to not, at this point, attached to their beginnings in
decrease pressure or spotlight on friendly Buddhist reflection rehearses yet are generally
collaboration in the actual world.' In self- instructed to develop self-guideline of
improvement guides (Price, 2018and considerations, feelings, and patterns, just as to
Zahariades,2016)the periods to computerized improve strength among laborers despite
detox vary from going through a bit of while challenges. An equal effort to be drawn among
without a cell phone to occasions of half a month work environment utilization of care to improve
of not using a computer. The media projects it laborers' execution and advanced detox to
differently that not using a computer to watch accomplish a ‘more adjusted media life.
programmes, while computerized detox
unavoidably intends to avoid utilizing web
media and games, it might again infer abstaining
from other media like TV and other business- 2. Literature Review
related instruments and projects. Digital Detoxing is a new term with minor
Notwithstanding common-sense contrasts, a literature available. The study has to lean on
typical reason in everyportrayal of other related phrases like employee wellbeing,
detoxingdigital gadgetsis that the existing client usage of gadgets to complete the work, meeting,
designs used to be risky and undesirable. etc. The gadgets help the employees' access
Accordingly, the term is similitudewith information (Chen & Yan, 2016) from the server
wellbeing utilized by media pundits and those and help work from home, which was used
who oppose it (Syvertsen, 2017: 121ff). Almost earlier to communicate with [Link] used
immediately, mainstream media was compared in between the work, the same gadgets affect the
to contaminations, junk, sewage, toxic employees' productivity (Duke & Montag,
substance, and real allegories proceeded with 2017), which increases the stress among the
articulations, such as 'habitually lazy person' for employees at the workplace(Tarafdar et al.
portraying TV-prompted aloofness, and a few 2007) which is known as technostress. It
4665 Journal of Positive School Psychology

explains the distortion of using smartphones and depression (Wolniewicz et al. 2018;
during work which has a negative impact on Stepanikova, Nie& He, 2010). The sleepless
their productivity. The advancement in nights will reduce the employee's productivity
technology and the information available in (Lanaj, Russell & Barnes, 2014), as the
social media facilitates the job if not overused employee needs more time to get sleep as they
(Lepp, Barkley, &Karpinski, 2014). It had work late at night. Many persons tend to keep
revealed that gadgets' overuse reduces the mobile near their bed to be available at all
productivity (Montag & Walla, 2016). times (Perlow, 2012). Chang and Choi (2016)
examine the variables which affect youngster's
The stress is created as the employees feel that sleep and their addictive behaviour of using
they may miss out on work-related work, which smartphones. Haug et al. (2015) study young
negatively affects their long-term productivity people's addiction and use smartphones as soon
(Scott, Valley &Simecka, 2017). As the as they are raised from the bed. This results in
employees use smartphones during work hours, depression, stress, and anxiety.
which reduces their ability, like the same, it
affects their work-life balance. Smartphones Excessive use of screen time will affect digital
make them available 24 x 7, which affects the wellbeing (Lupton, 2018) and affects the
quality of time they spent at home. This directly employee and may have a chronic illness.
affects the Work-Life Balance. The employees Digital wellbeing reduces the use of
are forced to attend the calls from customers or smartphones (Lee et al., 2019), their withdrawal
superiors without any delays that affect the from addictive behavior (Eyal, 2019; Roffarello
relationship and affect the health as the sleeping and De Russis, 2019) is very much needed
time is extended (Shallcross, 2012). Late-night during the [Link] (2020)
sleeping (Son et al. 2008) affects the efficiency argues that digital wellbeing is essential for
in the morning and reduces employee health, reduces depression, stress, etc., and can
engagement in the job (Lanaj, Johnson & control smartphone usage.
Barnes, 2014). The usage of smartphones
minimizes the difference between office and
home. This results in an overload of work 3. Objectives
(Bucher, Fieseler & Suphan, 2013). The
employees are forced to work even though they The study's main objective is to study the impact
are at home and not in the workplace or during of digital detoxing on employees' emotional and
their family outings (Lanaj, Johnson & Barnes, physical wellbeing and find the influence of
2014). these two on achieving employee performance.
For this, the study identified seven different
Elhai et al. (2016) discussed the Fear of Missing digital detox strategies with the help of an
Out (FoMO), apersonality construct; the extensive literature review.
employees constantly keep in touch with their
smartphones. It interferes with their worklife
balance (Przybylski, Murayama, DeHaan&
4. Methodology
Gladwell, 2013), overuse of social media, and
their tendency to use digital technology because There are very few studies discussing the need
of peer pressure (Reinecke et al., 2017; Alt, for digital detox among human beings in
2015); The overuse will result in depression, general. Almost no studies found links between
anxiety which reduces efficiency and the impact of digital detoxing, employee
productivity. wellbeing, and employee performance. Hence
this study adopted a descriptive research design
The youngsters are worried too much if they are
to address the research gap. The research
not able to touch the smart phone (Kim, 2018),
selected employees of the IT industry as the
and the distress of poor connectivity and results
target population as they will be more
in loneliness (Dongre, Inamdar, and Gattani,
appropriate for the study context. Since the
2017) and techostressis discussed (Tams,
study uses a structured questionnaire as the
Legoux and Leger; 2018).Digital technology
primary data collection tool through virtual
using smartphones makes the sleepless night for
mode, it doesn't restrict geographical
the employees affect the wellbeing negatively
boundaries. The sample size for this study is
(Chang & Choi, 2016; Perlow, 2012) and stress
Umasankar M 4666

calculated based on the standard deviation variables. To measure the digital detoxing
formula suggested by Israel, 2009. The target strategies, new 29 item scales have been
population was selected based on simple random developed on the basis of reverse domestication
sampling techniques using LinkedIn data. Four theory proposed by (Silverstone el al. 1992). The
hundred sixty-three final completed datasets model contains two mediating variables namely
were taken for statistical analysis and analyzed mental wellbeing (9 item scale adopted from
with SPSS and AMOS software packages. The Warwick Edinburgh Mental Wellbeing Scale
questionnaire consists of four components. (WEMWBS)(Tennant et al., 2007)) Physical
Questions fetching demographic details of the wellbeing (7 item scale adopted from (Chan et
employee are the first component, followed by al., 2014)). Employee Performance has been
statements measuring the different strategies of treated as endogenous variable measure with 7
digital detoxing—the third and fourth item scale adopted from (Koopmans et al., 2013)
components of the questionnaire related to
employee wellbeing and employee
performance, respectively. 5. Result and Discussion
4.1 Research Framework The study includes employees working in
The study devised the following research various IT and ITES companies as target
framework to achieve the study's objective and respondents. As displayed in table 1, the
answer the research questions raised. The respondents were mostly females (60%) aged
proposed conceptual model is devised using between 31-40 years (33%), mostly working in
model proposed by (Grawitch et al. 2006) and Foreign MNCs (46%), have the professional
subsequently modified to suit the current context qualification required for the job (42%), spread
along with reverse domestication theory over all the job levels, most of them with
(Silverstone et al. 1992). The model consists of permanent employment (82%), experience
seven components under the digital detoxing between 1-3 years and their monthly income
strategies which are treated as exogenous spread over all the levels. 54% of the employees
responded that their spouse is working in IT.

Digital Detoxing
Strategies
Emotional
No-TechMeetings Wellbeing
Employee
One ScreenLimit Performance
Screen Break
Tech-FreeWindow Physical
Wellbeing
NoNotifications
Digital Diet
Buddy System

Figure – 1: Research Framework

Table No.1: Demographic profile of the respondents
Number of % of
Demographic Profile Categories
Respondents Respondent
Age 21-30 123 26.6%
31-40 153 32.9%
41-50 120 26.0%
51-60 67 14.5%
Gender Male 185 40.0%
Female 278 60.0%
 4667 Journal of Positive School Psychology

Company type Indian MNC 157 33.9%

Foreign MNC 213 45.9%
Individually Owned 17 3.8%
Others 76 16.4%
Education Diploma 34 7.3%
Graduate 138 29.9%
Post Graduate 4 0.8%
Non-professional 19.8%
92
Qualification
Professional Qualification 195 42.2%
Job Level General Manager 27 5.9%
Deputy Manager 19 4.2%
Senior Project Manager 53 11.5%
Project manager 94 20.2%
Team Leader 80 17.2%
Specialist/Staff 106 22.8%
Others 84 18.2%
Category of Employment Permanent Employee 378 81.6%
Probationary Employee 40 8.7%
Part-Time Employee 12 2.6%
Others 33 7.1%
Experience Below 1 years 12 2.6%
1 – 3 years 177 38.2%
4 – 6 years 130 28.1%
7 – 9 years 102 22.0%
10 years and above 42 9.1%
Monthly Income Below 25,000 30 6.5%
25000-50000 140 30.3%
50001-75000 153 32.9%
75001-100000 130 28.1%
Above 100000 10 2.2%
Spouse in IT No 213 45.9%
Yes 250 54.1%
Family Type Nuclear Family 298 64.4%
Single Parent Family 54 11.7%
Joint family with parents of 24.0%
111
the spouse

Table No.2 displays the values of Cronbach constructs which have high levels of
Alpha, Composite Reliability, AVE, and convergence, which says the data is appropriate
squared correlations. The Cronbach's alpha for for further analysis and model building. Values
the final data is greater than 0.7, which in diagonal should be greater than the squared
establishes the reliability of the constructs. The correlation values to establish the non-existence
value of Composite Reliability is higher than of any relationship. From the above table, it is
0.7, which indicates that those constructs have a inferred that no relationship exists among the
high level of internal consistency reliability. The constructs, and the discriminant validity is
AVE values are above the threshold value of 0.5. established.
Thus, it can be inferred that the twelve
Table No.2: Reliability and Validity of the study constructs

CR AVE MSV ASV PW NTM OSL SB TFW NN DD BS EW EP

PW 0.914 0.728 0.329 0.201 0.853
NTM 0.921 0.538 0.646 0.424 0.574 0.734
OSL 0.885 0.564 0.378 0.309 0.436 0.571 0.751
SB 0.956 0.845 0.462 0.088 0.015 0.680 0.555 0.919
 Umasankar M 4668

TFW 0.870 0.574 0.429 0.306 0.462 0.625 0.580 0.082 0.757
NN 0.904 0.654 0.410 0.277 0.386 0.523 0.574 -0.014 0.552 0.809
DD 0.877 0.589 0.493 0.328 0.427 0.663 0.552 -0.025 0.566 0.614 0.768
BS 0.829 0.620 0.540 0.310 0.434 0.642 0.552 -0.012 0.575 0.555 0.615 0.788
EW 0.903 0.650 0.646 0.396 0.521 0.804 0.552 0.063 0.655 0.640 0.702 0.735 0.806
EP 0.919 0.621 0.540 0.358 0.530 0.735 0.615 -0.085 0.650 0.582 0.677 0.575 0.685 0.788

Table No. 3 depicts the path relationship strategies followed by a digital break. A higher
between seven digital detox strategies, two level of emotional wellbeing can be achieved
dimensions of employee wellbeing, and through a Digital diet and No notification
employee performance. The result revealed that strategies as they reduce FOMO (fear of missing
employee performance is more influenced by out) and improves mental health. Tech free
emotional wellbeing than physical wellbeing. window is the prominent strategy that positively
Tech-Free window is the highly influencing influences the physical wellbeing of the
strategy among the seven digital detoxing employees.
Table No.3: Result of hypothesized path relationship between the study constructs
Unstandar
Standardized
Hypothesized Path dized SE. CR. P R2
Estimate
Estimate
No-Tech Emotional
→ .125 .125 .024 5.265 ***
Meetings Wellbeing
Tech-Free → Emotional
.146 .132 .023 5.730 ***
Window Wellbeing
One Screen → Emotional
.157 .195 .030 6.486 ***
Limit Wellbeing
0.69
→ Emotional
Screen Break .047 .043 .018 2.467 .014
Wellbeing
No → Emotional
.315 .330 .029 11.266 ***
Notifications Wellbeing
→ Emotional
Digital Diet .254 .340 .034 10.059 ***
Wellbeing
Tech-Free → Physical
.618 .535 .021 25.813 ***
Window Wellbeing
→ Physical
Buddy System .112 .149 .027 5.498 ***
Wellbeing
No → Physical
.120 .120 .028 4.257 *** 0.68
Notifications Wellbeing
Emotional → Physical
.154 .148 .028 5.212 ***
Wellbeing Wellbeing
No-Tech → Physical
-.065 -.062 .023 -2.747 .006
Meetings Wellbeing
Emotional → Employee
.277 .259 .034 7.618 ***
Wellbeing Performance
Physical → Employee
.134 .131 .035 3.723 ***
Wellbeing Performance
Tech-Free → Employee
.291 .246 .031 7.838 ***
Window Performance 0.85
→ Employee
Screen Break .152 .133 .019 6.948 ***
Performance
One Screen → Employee
.091 .106 .032 3.263 .001
Limit Performance
Digital Diet → Employee .149 .186 .038 4.873 ***
4669 Journal of Positive School Psychology

Unstandar
Standardized
Hypothesized Path dized SE. CR. P R2
Estimate
Estimate
Performance
No → Employee
-.137 -.134 .033 -4.049 ***
Notifications Performance

6. Conclusion and up to make a couple of strides when you need to

Recommendations check your telephone. At the point when you're
set, set it aside and plunk down once more. For
The study has identified seven strategies through some, advanced detox will be a culture stun, yet
which the employees in the IT industry can it can offer numerous prizes. It very well may be
adopt digital detoxing in their digital workplace. helpful to observe your efficiency and feelings
Though there are many dimensions of employee before establishing one-screen practice and
wellbeing have been listed in the literature, the afterward again at stretches in the hours, days,
study narrows down to only two dimensions as and weeks that follow.
they are highly suited to the study context. The
result imposes the importance of promoting the 6.3 Screen breaks
digital detoxing strategies by the organization
among the employees. The study will help 75% of respondents in this research said that
policymakers revisit the existing rules and limiting screen time in the working hours would
regulations of employee wellbeing or employee assist them with dealing with their emotional
welfare. wellness better. This fits with examines that
recommend screen breaks can prompt a gigantic
6.1 No-tech meetings arrival of stress just as a helping stance and make
us more ready. If you're concerned that taking
It's normal for individuals to checking gadgets breaks will make you less useful, research has
during gatherings. While taking notes on a PC likewise tracked down that the most valuable
may not be a wellspring of stress, it can hold individuals labour for 52 minutes and afterward
numerous interruptions of its own, from take splits for as long as 17 minutes. This may
Googling around conversation points to not be ideal for those with requesting
troublesome notices from online media, email, occupations. Yet, the UK's Health and Safety
and different apparatuses. While quantitative Executive (HSE) proposes that short, continuous
investigations regarding the matter are breaks are superior to more minor regular,
restricted, recounted reports propose that longer breaks, so take a stab at requiring a 5-10-
performing multiple tasks hinders usefulness minute break following an hour.
and that without tech gatherings can helps
efficiency. Studies additionally suggest that in 6.4 Tech-free window
addition to the fact that people think that gadget
use in meetings is impolite or inadmissible, yet Ring-fence a period during which you won't
composing is superior to writing for utilize advanced innovation by any stretch of the
maintenance. Why not utilize a notepad and pen imagination. You may use any opportunity to
to help you detox? peruse a book or something you've printed from
the web, or even timetable an up close and
6.2 One-screen limit personal gathering with somebody, as and
whenever the situation allows. For some,
Jesse Fox, says: "Performing multiple tasks is innovation is vital for each part of our working
truly downright terrible for us. On the off chance life. On the off chance that you need to utilize
that you are zeroing in on an errand and you get innovation, you may very well decide to un-plug
diverted, it requires a few minutes to recalibrate for an entire hour while you take your lunch —
our minds back to the first undertaking." no telephone, no messages, no online media
Utilizing each screen is a little advanced towards connection.
computerized detox and is ideal for customary 6.5 No notifications
practice in the workplace. To do this, keep your
telephone far away or off your work area and get
Umasankar M 4670

The network has carried new proficiency to 7. Managerial Implications

correspondence, yet it has also diminished our
capacity to center, thus lessening our efficiency. The current study finds that the Tech-free
76% of workers feel that decreased or confined window positively links employee physical
out-of-hours innovation use could assist them wellbeing and employee performance.
with dealing with their actual wellbeing better Managers can adopt Tech-free window culture
whenever upheld by their boss, and email is a for at least a week to improve employees'
crucial factor. Contingent upon your work, you creativity and performance. This study shows
could turn off during mornings to zero in on that no notification and digital diet can improve
expectations, or in any event, for an hour daily. employee emotional wellbeing; hence, the
You may pick a solitary day or even a couple of organization can promote digital diet among
hours every week when you turn off notices. employees and practice notification-free hours,
which will eventually improve employees'
Guarantee, let your partners and important emotional health. No notification has a negative
customers know and turn on your out-of-office relationship with employee performance, which
reaction with a pertinent message. For instance, indicates that employee performance can be
'Hello, I am not browsing my messages between disturbed by screen notifications. Managers can
1-2 pm every day. I will peruse your message set a time limit for notification, and employees
after 2 pm, yet on the off chance that it is earnest, can be allowed to respond to the notification in
kindly call me/my partner [NAME] on [phone a fixed time after office hours. Surprisingly the
number]'.Representatives are progressively study identifies. No tech meeting has a negative
feeling the strain to browse work messages relationship with the physical wellbeing of the
outside of work. This study tracked down that employees. So managers can avoid meeting with
62% of workers concur that this makes them employees' physical presence, which will be
more focused. If you don't do anything else, employee love to practice to reduce their
attempt to quit browsing messages when you're physical burden.
at home — define a boundary between your
work life and your home life. Once more, set up
a pre-programmed message to oversee 8. Future Research Scope
assumptions and give a contact in the occasion a
dire circumstance emerges. This research has many limitations related to the
use of cross-sectional data. Future studies may
6.6 Digital diet be able to capture these phenomena over
Indeed, even brief times of contemplation and different periods. Although data in this study
care can help advanced detox and allow the were obtained from self-report, the survey is
employee to de-stress at work, so consider based on anonymous data. This study
adding short meetings into your computerized investigates the influence of other digital
diet. detoxing practices on employee wellbeing a
performance. This study captures the very early
6.7 Buddy system signs of the digital workplace on employee
wellbeing, especially during the covid-19
Whatever you decide to do, don't do it single- pandemic. Future studies suggest investigating
handedly. Specialists realize that individuals the post effect of digital detoxing programs on
prevail at quitting any pretense of smoking employee performance and its impact on
better if they have a 'mate,' somebody to stop employee mental, physical wellbeing in an
with. Additionally, detoxing at work might organizational context. As the concept of Flexi
benefit from some intervention because you work and remote work is getting momentum,
partner with the employee who can talk about future studies may also consider these.
plans and support with its difficulties.
If the organization upholds advanced detox as a
feature of a solid computerized culture, it might Reference
help track down a fitting buddy.
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