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This research develops a mediated moderation model to explain how employees' intrinsic and extrinsic motivations for ATW affect their turnover intention through work\u2013life conflict.<\/jats:p><\/jats:sec><jats:sec><jats:title content-type=\"abstract-subheading\">Design\/methodology\/approach<\/jats:title><jats:p>A survey was conducted to collect data of 484 employees from Chinese companies. Partial Least Square was used to perform data analysis.<\/jats:p><\/jats:sec><jats:sec><jats:title content-type=\"abstract-subheading\">Findings<\/jats:title><jats:p>The results show that intrinsic motivation for ATW has an indirect negative impact on turnover intention via work\u2013life conflict, whereas extrinsic motivation for ATW has both a positive direct impact and a positive indirect impact (via work\u2013life conflict) on turnover intention. This study also helps find that time spent on ATW can strengthen the positive impact of extrinsic motivation for ATW on turnover intention but has no moderation effect on the impact of intrinsic motivation for ATW. Furthermore, this study reveals that the interaction effect of time spent on ATW and extrinsic motivation on turnover intention is mediated by employees' perceived work\u2013life conflict.<\/jats:p><\/jats:sec><jats:sec><jats:title content-type=\"abstract-subheading\">Originality\/value<\/jats:title><jats:p>By discovering the distinct impact of employees' intrinsic and extrinsic motivations for ATW on turnover intention, this research provides a contingent view regarding the impact of ATW and offers guidance to managers regarding how to mitigate ATW-induced turnover intention through fostering different motivations.<\/jats:p><\/jats:sec>","DOI":"10.1108\/intr-08-2022-0595","type":"journal-article","created":{"date-parts":[[2024,1,3]],"date-time":"2024-01-03T08:51:07Z","timestamp":1704271867000},"page":"55-81","source":"Crossref","is-referenced-by-count":7,"title":["Will after-hours technology-mediated work make employees leave? 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