Life has become more complicated due to technological advancements, and mobile working (mWork) encapsulates how employees' smart-device use (e.g., smartphones, laptops, etc.) may influence working during family time at home, and the associated consequences of this use. Employee outcomes including job and wellbeing are likely to suffer as a result of participating in mWork. mWork is investigated in this dissertation using two empirical studies from 2020 on the New Zealand workforce. Study One (n=419) employees focuses on turnover intentions and work-family conflict, with work-family conflict predicted to mediate the impact on turnover. This study includes gender and parental status as moderators and ultimately, a moderated moderated mediation model is tested. Study Two (n=422) employees focuses on a range of wellbeing outcomes (job anxiety, job depression, and insomnia). Again, work-family conflict is included and predicted to mediate the impact of mWork on wellbeing outcomes. This study includes age as a moderator and ultimately, a mediation model is tested. Overall, mWork diminishes wellbeing and results in higher turnover intentions, typically through blurring the distinction between work and life (via higher work-family and family-work conflict). This dissertation adds to our understanding of mWork and the potential perils of technology around work and life.