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<p>This study examines the relationship between getting off work on time (GOWOT) and organizational commitment, using work-life balance and perceived organizational support as mediators, with workaholism acting as a moderator. Guided by border theory and social exchange theory, we developed and validated a three-dimensional GOWOT scale that includes (1) leaving on time, (2) no obligation for after-work electronic communication, and (3) no compulsory activities after work. In Study 1, we used two samples of full-time workers in Taiwan to assess the scale’s psychometric properties, including convergent, discriminant, and incremental validity. Results from Study 2 indicated that GOWOT is positively related to work-life balance, which, in turn, enhances perceived organizational support and subsequently, organizational commitment. A sequential mediation effect was confirmed. While workaholism did not moderate the overall relationship between GOWOT and work-life balance, it did moderate the connection between GOWOT and personal life interference with work. Findings emphasize the importance of respecting employees’ time after work and provide practical insights into promoting organizational commitment through supportive work-life practices.</p>

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The relationship between getting off work on time and organizational commitment via work–life balance and perceived organizational support: workaholism as a moderator

  • 期刊论文

  • 发表日期：

    2026年1月10日

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  • Chia-hao Hsu,
  • Cheng-Hsien Li

摘要

This study examines the relationship between getting off work on time (GOWOT) and organizational commitment, using work-life balance and perceived organizational support as mediators, with workaholism acting as a moderator. Guided by border theory and social exchange theory, we developed and validated a three-dimensional GOWOT scale that includes (1) leaving on time, (2) no obligation for after-work electronic communication, and (3) no compulsory activities after work. In Study 1, we used two samples of full-time workers in Taiwan to assess the scale’s psychometric properties, including convergent, discriminant, and incremental validity. Results from Study 2 indicated that GOWOT is positively related to work-life balance, which, in turn, enhances perceived organizational support and subsequently, organizational commitment. A sequential mediation effect was confirmed. While workaholism did not moderate the overall relationship between GOWOT and work-life balance, it did moderate the connection between GOWOT and personal life interference with work. Findings emphasize the importance of respecting employees’ time after work and provide practical insights into promoting organizational commitment through supportive work-life practices.