Concentration, Competence, Confidence, and Capture: An Experimental Study of Age, Interruption-based Technostress, and Task Performance

The proliferation of information and communication technologies such as instant messenger has created an increasing number of workplace interruptions that cause employee stress and productivity losses across the world. This growth in interruptions has paralleled another trend: the graying of the workforce, signifying that the labor force is aging rapidly. Insights from theories of stress and cognitive aging suggest that older people may be particularly vulnerable to the negative consequences of interruptions. Hence, this study examines whether, how, and why technology-mediated interruptions impact stress and task performance differently for older compared to younger adults. The study develops a mediated moderation model explaining why older people may be more susceptible to the negative impacts of technology-mediated interruptions than younger people, in terms of greater mental workload, more stress, and lower performance. The model hypothesizes that age acts as a moderator of the interruption-stress relationship due to age-related differences in inhibitory effectiveness, computer experience, computer self-efficacy, and attentional capture. We refer to these age-related differences as concentration, competence, confidence, and capture, respectively, or the four Cs. We tested our model through a laboratory experiment with a 2 x 2 x 2 mixed-model design, manipulating the frequency with which interruptions appear on the screen and their salience (e.g., reddish colors). We found that age acts as a moderator of the interruption-stress link due to differences in concentration, competence, and confidence, but not capture. This study contributes to IS research by explicitly elucidating the role of age in IS phenomena, especially interruption-based technostress

A Study on the Relationship between Technostress and Employee Creativity with Perceived Organizational Support

Employee creativity is important to all kinds of organizations whether they're small or large whether they're for-profit or not-for-profit it doesn't matter. There has been a lot of research done in the past on employee creativity to assess how significant it is. This research has been done not just from the perspective of the organization, but also from the perspective of the employee's work happiness and job performance. In this essay, we made an effort to investigate the influence that technostress now exists in the organization has on employee creativity and how it will continue to do so in the future. We tried to foresee the result by focusing on the link between the two to indicate its future consequences and explain how it would be beneficial to both the organization and the individual. This was accomplished by highlighting the connection between the two

Factors Influencing Employee’s Well-Being and Job Performance: The Perspective of State-Owned Enterprise Employee

State-Owned Enterprises (SOEs) play a crucial role in ensuring stability and control in Indonesia's economy, especially before and after the COVID-19 pandemic. The pandemic COVID-19 has accelerated the digitization of public and private sector activities in Indonesia and other countries. To adapt to the accelerated digitization caused by the pandemic, SOEs must continue to grow and develop to achieve their targets and goals. The intended goal of this study is to inquire into the impact of technostress, perceived organizational support (POS), total reward systems (TRS), and work-life balance (WLB) on job performance, as mediated by employee well-being (study of SOEs employee). This research employs a quantitative approach to investigate the direct and indirect impacts of the dependent variable through the utilization of the Structural Equation Modelling (SEM) technique. The study focuses on a sample of 263 respondents who are employees of State-Owned Enterprises (SOEs). This research highlights the role of perceived organizational support as a key driver of job performance mediated by employee well-being. The findings emphasize the significance of effectively engaging all generations, particularly Generation Y and Generation Z, within SOEs to strengthen job performance and accomplish organizational success. Furthermore, the study uncovers that employee well-being acts as a full mediator in constructing the connection between the variables under consideration and job performance. This finding emphasizes the importance for companies to continuously maintain perceived organizational support, ensuring that employees feel their well-being is being taken care of and their contributions are valued, especially for the younger generations (Generation Y and Z) who are the successors within the company

Examining the Influence of Job Satisfaction on Individual Innovation and Its Components: Considering the Moderating Role of Technostress

Background: Employee innovation is a crucial aspect of organizations in the current era. Therefore, studying the factors influencing individual innovation is vital and unavoidable. Undoubtedly, job satisfaction is a significant variable in management sciences. Nowadays, all organizations are interconnected with technology. Objective: This research explores the relationship between job satisfaction and individual innovation, including its components, and the moderating role of technostress. Research Method: This study, in terms of purpose, is applied, and in terms of data collection method, it is a descriptive survey. Data collection tools included the Technostress Inventory by Tarafdar and colleagues (2007), Janssen's Individual Innovation Questionnaire (2000), and the Job Satisfaction Survey (JSS) by Spector (1994). The validity and reliability of these questionnaires were confirmed. The sample size for this study was 215, and data analysis was performed using SPSS and SMART-PLS software. Findings: Job satisfaction has a significant and positive relationship with individual innovation, idea generation, idea promotion, and idea implementation. Technostress moderates the relationship between job satisfaction and individual innovation, as well as idea generation and idea promotion. However, technostress does not play a moderating role in the relationship between job satisfaction and idea implementation. Conclusion: Based on the obtained results, organizations should take necessary measures to increase job satisfaction and reduce technostress among their employees.Comment: 13 pages, 2 figures, 4 table

Technostress:negative effect on performance and possible mitigations

We investigate the effect of conditions that create technostress, on technology-enabled innovation, technology-enabled performance and overall performance. We further look at the role of technology self-efficacy, organizational mechanisms that inhibit technostress and technology competence as possible mitigations to the effects of technostress creators. Our findings show a negative association between technostress creators and performance. We find that, while traditional effort-based mechanisms such as building technology competence reduce the impact of technostress creators on technology-enabled innovation and performance, more empowering mechanisms such as developing technology self-efficacy and information systems (IS) literacy enhancement and involvement in IS initiatives are required to counter the decrease in overall performance because of technostress creators. Noting that the professional sales context offers increasingly high expectations for technology-enabled performance in an inherently interpersonal-oriented and relationship-oriented environment with regard to overall performance, and high failure rates for IS acceptance/use, the study uses survey data collected from 237 institutional sales professionals

Technostress Revisited at Work-From-Home: The Impact of Technostress Creators on the Perception of Eustress Moderated by Work-Home-Conflict and Job Satisfaction

With the COVID-19 pandemic, organizations were ultimately forced to introduce remote work where possible. Many companies have introduced information and communication software to replicate on-site teamwork as closely as possible that keeps employees in close contact with the team, such as Microsoft Teams. Studies confirm that the use of technology, and thus software, is related to the perception of stress, known as technostress. So far, research has predominantly focused on the negative concept of stress, namely distress. To examine the effects of technostress creators on perceived eustress, data of 207 employees using regularly Microsoft Teams during the pandemic were collected with an online survey. The analysis reveals that the classic technostress creators are generally negatively associated with perceived eustress. However, this study shows that techno-insecurity particularly induces positive stress. Furthermore, the analysis reveals that work-home conflict and job satisfaction moderate the effects of technostress creators on perceived eustress

The role of techno-stress and psychological detachment in the relationship between workload and well-being in a sample of Italian smart workers: a moderated mediated model

Well-being conditions at work are determined by the balance between the demands from the organizational context and the perception of people to possess resources concerning the ability to cope with such requests. The pandemic caused by COVID-19 has changed working conditions, and employees have had to adapt to smart working (SW) by bringing new resources into play to meet new demands. Many organizations are questioning how to implement SW after the pandemic. According to the JD-R model, the present study considered workload during smart working and Techno-stress (the perceived stress concerning the use of technologies) as new requests (i.e., demands) coming from the organization and Psychological Detachment (the ability to create psychological distancing from work) as a personal resource. We investigated the moderator role of Psychological Detachment in the relationship between workload in SW and Well-being, mediated by Techno-stress (in its three dimensions: Techno-Overload, Techno-Invasion, and Techno-Complexity). The sample is made up of 622 Italian public administration employees who completed a questionnaire containing the following scales: Quantitative Workload Inventory, Well-being Index, Psychological Detachment, Techno-stress Creator Scale. Mediation and moderate-mediation models have been tested with PROCESS Macro. Findings showed that Techno-Invasion and Techno-Complexity fully mediate the relationship between workload in SW and well-being. Psychological detachment moderates the effect of the workload on Well-being, which in turn is mediated by Techno-Invasion. Furthermore, findings suggest the importance of identifying protective factors that can mitigate the workload effects on the employees’ well-being in SW

The Role of Leadership Style on Technostress and Job Satisfaction

The study examined if the technostress of information and communication technologies (ICT) employees determine job satisfaction based on the moderating impact of leadership styles within full-range leadership theory (FRLT). The theoretical framework was grounded in FRLT by Bass and Avolio. Three research questions examined how technostress determined employee job satisfaction among ICT employees, to what extent leadership styles determine employee job satisfaction among ICT employees and the relationship between technostress and ICT employee job satisfaction. A quantitative nonexperimental research design was used to examine if the technostress of ICT employees determined job satisfaction based on the moderating impact of leadership styles within FRLT. The study included 116 randomly selected participants within a six-state southern region of the United States working in the ICT who rated their supervisor’s leadership style as measured by the MLQ-5X instrument and self-rated their job satisfaction as measured by the Job Satisfaction Survey instrument. The study included multiple linear regression analyses in determining employee job satisfaction based on technostress and three leadership styles and a moderated regression analysis for determining if leadership styles were a moderator between technostress and employee job satisfaction. The study revealed a positive significant relationship between technostress and employee job satisfaction. Also, the study revealed positive and significant results for employee job satisfaction based on transformational and passive-avoidant leadership styles. The study\u27s results can affect positive social change by increasing knowledge on mitigating technostress and assessing employee job satisfaction based on FRLT styles