Introduction:  Work-related Information and Communication Technology (W-ICT) use outside working hours (OWH) has become increasingly prevalent, raising important questions about its implications for employee wellbeing. While W-ICT use and non-use are embedded within broader organizational climates and cultures that shape norms, expectations, and practices regarding after-hours connectivity, these contextual influences have not yet been examined in an integrated manner. Specifically, we lack a comprehensive understanding of how organizational environments surrounding W-ICT OWH are associated with employee wellbeing. Therefore, this systematic review synthesizes empirical research on this relationship, guided by Boundary and Signaling theories and framework of wellbeing.
Methods: Both quantitative and qualitative original research articles published in English or Dutch, on the association of organizational culture and climate related to W-ICT OWH and (self-reported) employee wellbeing were included. Following Prefered Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, 24 papers comprising 25 studies were identified through searches in Web of Science, EBSCOhost, and Scopus. Risk of bias was assessed with appropriate tools for quantitative [National Institutes of Health (NIH) Quality Assessment Tool for Observational Cohort and Cross-Sectional Studies, EPHPP] or qualitative studies (Hawker's critical appraisal tool). A narrative synthesis was conducted across three levels of wellbeing: facet, domain, and context-free wellbeing.
Results:  Across all levels of wellbeing, organizational expectations and norms encouraging availability and connectivity OWH were consistently associated with poorer employee wellbeing, including lower psychological detachment, greater work-life interference, higher stress, and emotional exhaustion. In contrast, organizational support for segmentation and boundary management was generally linked to more favorable wellbeing. Findings regarding organizational practices were more nuanced: while some practices promoting after-hours connectivity were associated with impaired wellbeing, employees occasionally experienced them as beneficial when these facilitated flexibility, task completion, or alignment with personal boundary preferences.
Discussion:  Overall, findings suggest that organizational cultures and climates relate to employee wellbeing via the extent to which they support or constrain employees' ability to manage boundaries between work and private life. These findings are limited by those of the included studies, that mainly consisted of cross-sectional studies predominantly investigating negatively framed domain wellbeing, so future research on longitudinal or experimental designs on other wellbeing outcomes is needed to complement these conclusions.