Table of Contents
Abstract
The Employee After-Hour Connectivity, Autonomy, and Exhaustion–Model, developed by van Zoonen, Treem, & Sivunen in 2023, was created for a study focused on exploring the longitudinal relationship between after-hour connectivity, autonomy, and exhaustion among workers. Drawing upon the principles of the conservation of resources theory (COR; Hobfoll, 1989), the model’s proposed items were adapted from previous research conducted by Büchler et al. (2020), Breaugh (1985), and Maslach & Jackson (1981). The measure was evaluated through structural equation modeling and confirmatory factor analysis and was administered to a sample of employees from a large natural resources company in Scandinavia. The study reported findings on the measure’s factor structure, reliability, and validity.
Keywords
After-Hour Connectivity; Autonomy; Conservation of Resources Theory; Employee Characteristics; Exhaustion
Authors
Zoonen, Ward van; Treem, Jeffrey W.; Sivunen, Anu E.
Purpose
The purpose of this measurement model is to assess the relationship between workers’ after-hour connectivity, autonomy and exhaustion.
Construct
This instrument is designed to measure the following constructs: Organizational Autonomy; Organizational Connectivity; and Work Exhaustion. The measure is composed of the following constructs and subscales: Connectivity; Autonomy (which includes Work method autonomy; Work scheduling autonomy; Work criteria autonomy); and Exhaustion.
Validity
The test’s validity was assessed, and the Average Variance Extracted (AVE) was found to range between .49 for autonomy at T2 and .82 for connectivity at T1 and T3.
Reliability
Regarding test reliability, Omega reliabilities (Ω) ranged from .74 to .95, and the maximum reliability (H) ranged between .75 and .95.
Factor Analysis
A confirmatory factor analysis indicated that the model demonstrated an excellent fit to the data: χ² (522) = 682.83; TLI = .97; CFI = .98; RMSEA = .040 (CI: .031, .048) and SRMR = .06. For factorial invariance, the results suggested that weak measurement invariance (Δχ² (24) = 30.78, p = .160) and strong measurement invariance (Δχ² (6) = 5.25, p = .513) can be assumed. Strict measurement invariance was not established (Δχ² (30) = 49.62, p = .014); however, this assumption rarely holds and does not obstruct the comparison of regression coefficients across waves.
Instrument
Test Type: This is the Original version of the Inventory/Questionnaire.
Format: The measure consists of 18 items. Responses are captured using 7-point Likert-type scales. The test is administered electronically.
Language Available: English
Population Group: Human; Male; Female
Age Group: No data is Available
Population Details: The instrument is intended for use with organizational employees.
Test Methodology: The development and validation of this instrument involved Test Validity, Test Reliability, Factor Analysis, Confirmatory Factor Analysis, Measurement Invariance, Measurement Model, and Structural Equation Modeling.
Keywords
After-Hour Connectivity; Autonomy; Burnout; Conservation of Resources Theory; Employee Attitudes; Employee Characteristics; Employee Engagement; Employee Well Being; Exhaustion; Fatigue; Organizational and Occupational Measures; Theories
Authors
Zoonen, Ward van
Author ORCID Identifier: http://orcid.org/0000-0002-8531-8784
Affiliation: Erasmus University Organizational Dynamics in the Digital Society
Email address: [email protected]
Correspondence Address: Erasmus University, Organizational Dynamics in the Digital Society, Burgemeester Oudlaan 342T, Rotterdam, Netherlands, 3062PA, [email protected]
Treem, Jeffrey W.
Author ORCID Identifier: http://orcid.org/0000-0003-3269-5559
Affiliation: University of Texas-Austin Moody College of Communication
Sivunen, Anu E.
Author ORCID Identifier: http://orcid.org/0000-0001-7068-2260
Affiliation: University of Jyväskylä Department of Language and Communication Studies
Permissions & Fee and Test Year
Permissions: May be used for Research/Teaching.
Commercial Use: No
Fee: No
Test Year: 2023
Reference’s
van Zoonen, W., Treem, J. W., & Sivunen, A. E. (2023). Staying connected and feeling less exhausted: The autonomy benefits of after‐hour connectivity. Journal of Occupational and Organizational Psychology, 96(2), 242–263. https://doi.org/10.1111/joop.12422
Items of the Employee After-Hour Connectivity, Autonomy, and Exhaustion–Model
This measure includes 18 items. The test items are available in the Appendix of the source publication on page 263.
(Büchler et al., 2020)
| Item |
| Through my (mobile) work devices, I am always available for my colleagues and/or clients, also during nonwork hours. |
| During nonwork hours, I monitor my work through my (mobile) work devices (e.g., checking emails or similar work-related messages and enterprise social media). |
| For me, it is common to check and answer emails or other work-related messages during nonwork hours. |
| Through the use of my (mobile) work devices, I stay connected during nonwork hours. |
Note. Items are rated using a scale ranging from 1 = strongly disagree and 7 = strongly agree.
(Breaugh, 1985)
| Item |
| Work method autonomy |
| I am allowed to decide how I get my job done (the methods to use). |
| I am able to choose the way to go about my job (the procedures to utilize). |
| I am free to choose the method(s) to use in carrying out my work. |
| Work scheduling autonomy |
| I have control over the scheduling of my work. |
| I have some control over the sequencing of my work activities (when I do what). |
| My job is such that I can decide when to do particular work activities. |
| Work criteria autonomy |
| My job allows me to modify the normal way we are evaluated so that I can emphasize some aspects of my job and play down others. |
| I am able to modify what my job objectives are (what I am supposed to accomplish). |
| I have some control over what I am supposed to accomplish (what my supervisor sees as my job objectives). |
Note. Items are rated using a scale ranging from (1) disagreement to 7 (agreement).
(Maslach & Jackson, 1981)
| Item |
| I feel emotionally drained from my work. |
| I feel used up at the end of the workday. |
| I feel tired when I get up in the morning and have to face another day on the job. |
| Working all day is really a strain for me. |
| I feel burned out from my work. |
Note. Items are rated using a scale ranging from 0 (never) to 6 (always, every day).
Cite this article
Mohammed looti (2026). Employee After-Hour Connectivity, Autonomy, and Exhaustion- Model Inventory. PSYCHOLOGICAL SCALES. Retrieved from https://scales.arabpsychology.com/s/employee-after-hour-connectivity-autonomy-and-exhaustion-model-inventory/
Mohammed looti. "Employee After-Hour Connectivity, Autonomy, and Exhaustion- Model Inventory." PSYCHOLOGICAL SCALES, 6 Apr. 2026, https://scales.arabpsychology.com/s/employee-after-hour-connectivity-autonomy-and-exhaustion-model-inventory/.
Mohammed looti. "Employee After-Hour Connectivity, Autonomy, and Exhaustion- Model Inventory." PSYCHOLOGICAL SCALES, 2026. https://scales.arabpsychology.com/s/employee-after-hour-connectivity-autonomy-and-exhaustion-model-inventory/.
Mohammed looti (2026) 'Employee After-Hour Connectivity, Autonomy, and Exhaustion- Model Inventory', PSYCHOLOGICAL SCALES. Available at: https://scales.arabpsychology.com/s/employee-after-hour-connectivity-autonomy-and-exhaustion-model-inventory/.
[1] Mohammed looti, "Employee After-Hour Connectivity, Autonomy, and Exhaustion- Model Inventory," PSYCHOLOGICAL SCALES, vol. X, no. Y, ص Z-Z, April, 2026.
Mohammed looti. Employee After-Hour Connectivity, Autonomy, and Exhaustion- Model Inventory. PSYCHOLOGICAL SCALES. 2026;vol(issue):pages.