Beyond hours: how conformity-driven overtime influences work withdrawal behavior via dual psychological mechanisms

These findings extend JD-R theory by demonstrating that a single job demand-conformity-driven overtime-can elicit distinct, opposing psychological responses (depletion vs. compensation) that are contingent upon the organizational context. Practically, organizations are advised to scrutinize the underlying motives of overtime behavior and mitigate conformity pressures by shifting from a presence-based to a results-oriented performance evaluation system, thereby fostering a healthier work climate.