1. Gender Differences in E-mail Use, Work Performance and Stress Rita S. Mano Department of Human Services ritamano@research.haifa.ac.il

2. Research questions which e-mail features affect work performance; which e-mail features affect work performance; How these features generate positive (work effectiveness) and negative (stress and distress) effects; How these features generate positive (work effectiveness) and negative (stress and distress) effects; How employee characteristics are associated with “positive” performance- and “negative” – stress- aspects of work. How employee characteristics are associated with “positive” performance- and “negative” – stress- aspects of work.

3. Theories Two distinct but overlapping perspectives: The "technological" approach focuses on what the new technologies can offer to promote organizational practices (Boisot, 1998) The "technological" approach focuses on what the new technologies can offer to promote organizational practices (Boisot, 1998) the “human focus” or “socio-technical” (McGregor, 1960; Olson & Lucas 1982) approach emphasizing the social aspect, claiming that information is essentially the property of both individuals and groups (Boisot, 1998; Markus, 1994a). the “human focus” or “socio-technical” (McGregor, 1960; Olson & Lucas 1982) approach emphasizing the social aspect, claiming that information is essentially the property of both individuals and groups (Boisot, 1998; Markus, 1994a).

4. Research rationale E-mail’s inherent properties low cost, speed of communication, ease of use, technical low cost, speed of communication, ease of use, technical Recent research: doubts the appropriateness and effectiveness of electronic messages, doubts the appropriateness and effectiveness of electronic messages, raises questions in regard to the impact of information management on employees’ wellbeing (Sproull & Kiesler, 1991; Hogg, 2000; Ingham, 2003). raises questions in regard to the impact of information management on employees’ wellbeing (Sproull & Kiesler, 1991; Hogg, 2000; Ingham, 2003).

5. Combining three aspects Women and technology Women and technology Management and women Management and women Communication and management Communication and management

6. Variables E-mail features: E-mail features: (a) extent –number of people you have regular exchange of mail with- (a) extent –number of people you have regular exchange of mail with- (b) intensity - frequency of checking mail before and after work -, (b) intensity - frequency of checking mail before and after work -, (c) content - proportion of work-related e-mails sent daily - and (c) content - proportion of work-related e-mails sent daily - and (d) increase - the proportion of work-related e-mail recently sent and received – (d) increase - the proportion of work-related e-mail recently sent and received – Outcomes Outcomes (a) managers’ work effectiveness (a) managers’ work effectiveness (b) managers’ work-related stress (b) managers’ work-related stress All items examined here are included in the Pew and American Life data set (2002). All items examined here are included in the Pew and American Life data set (2002).

7. RESULTS e-mail received and sent are positively related to work performance e-mail received and sent are positively related to work performance e-mail communication exerts a positive effect on work stress e-mail communication exerts a positive effect on work stress extensive mail, while providing essential information, creates information overload. extensive mail, while providing essential information, creates information overload. Only one out of four email features –extent- causes stress to male managers whereas for women managers both extent and intensity of checking email raises stress levels. Only one out of four email features –extent- causes stress to male managers whereas for women managers both extent and intensity of checking email raises stress levels.

8. CONCLUSIONS Email: has a significant effect on both men and women managers work quality has a significant effect on both men and women managers work quality increases the potential for higher work performance for both men and women managers increases the potential for higher work performance for both men and women managers adds a “ dysfunctional ” effect – stress- that should be considered because of the differences in preferred communication style between men and women. adds a “ dysfunctional ” effect – stress- that should be considered because of the differences in preferred communication style between men and women.

9. CONCLUSIONS (end) The association between gender differences in email usage and work performance and stress may emphasize the existence of the “gender divide” in some “undercover” form in the work place. The association between gender differences in email usage and work performance and stress may emphasize the existence of the “gender divide” in some “undercover” form in the work place. This 'undercover' gender divide suggests that women are neither afraid nor are they incapable to successfully use technology based media. This 'undercover' gender divide suggests that women are neither afraid nor are they incapable to successfully use technology based media. Email does not promote women’s potential to manage effectively and it therefore increases their stress levels more than those of men. Email does not promote women’s potential to manage effectively and it therefore increases their stress levels more than those of men.