PurposeThe authors investigated how personality traits are associated with workplace technostress (perception of stressors related to the use of information and communication technologies (ICTs).Design/methodology/approachThe authors collected 95 self-rated and 336 observer-rated questionnaires using the personality audit and a shortened version of the technostress scale. To analyze relationships between personality dimensions and technostress, the authors applied partial least squares structural equation modeling (PLS-SEM).FindingsThis study shows that in line with previous studies, self-esteem is negatively related to levels of technostress. Contrary to our expectations, conscientiousness is positively related to technostress. Finally, the gap between a person's self-ratings and observer ratings in all personality dimensions is positively associated with technostress.Practical implicationsThe authors showed that the experience of technostress varies significantly amongst individuals. By taking personality differences into account when allocating responsibilities and creating guidelines for ICT use at work, technostress could be addressed. Instead of setting organization-wide norms for availability and use, the authors suggest it would be more effective to acknowledge individual needs and preferences.Originality/valueThis study contributes to current technostress research by further examining antecedents and by focusing on the role of personality. In addition, the authors examined how differences in “self” and “observer” ratings of personality characteristics may point to variations in the way individuals experience technostress. The authors outlined concrete best practice guidelines for ICTs in organizations that take interindividual differences into account.

Título: Reconceptualización de la resiliencia en el lugar de trabajo -Una perspectiva interdisciplinar. Resumen: Las situaciones estresantes, la presión laboral y los contratiempos son parte de la organización de la vida contemporánea. La naturaleza dinámica de los avances tecnológicos y la globalización del comercio conduce a mayores presiones competitivas y a un cambio constante. Las respuestas de las personas a estas complejas circunstancias son muy diferentes. Algunos se recuperan y se adaptan a los nuevos retos y adversidades, mientras que otros ven su salud seriamente afectada. Aunque la resiliencia es reconocida como un asunto crucial en el lugar de trabajo, la prevalencia de casos de estrés laboral y depresión se ha mantenido constante durante más de diez años. La investigación en resiliencia dentro de la Psicología Aplicada normalmente se ha centrado en el aspecto psicológico del funcionamiento de la persona. Por tanto, los entrenamientos o intervenciones para mejorar la resiliencia se han centrado solo en un área. El objetivo de este artículo es construir una conceptualización comprensiva de la resiliencia en el lugar de trabajo, a fin de ayudar al diseño de intervenciones específicas y desarrollar un modelo para avanzar en el área de investigación en su conjunto. Una comprensión y un enfoque interdisciplinar de la resiliencia individual en el lugar de trabajo permitiría comprender mejor el mecanismo de por qué algunas personas se recuperan de eventos adversos, mientras que el bienestar de otros disminuye. Proponemos un enfoque de la resiliencia que tenga en cuenta aspectos psicológicos (cognitivos y emocionales) y fisiológicos (cardiovasculares, gastrointestinales y metabólicos). Palabras clave: Resiliencia; individual; lugar de trabajo; salud; interdisciplinar.Abstract: Stressful situations, performance pressure, and setbacks are part of contemporary organizational life. The dynamic nature of technological advances and globalisation of business leads to tougher competitive pressures and constant change. People's responses to these challenging circumstances vary widely. Some bounce back and adapt to increasing challenges and adversity, others' healthy functioning is significantly impaired. Even though resilience is recognised as a crucial issue in the workplace, the rates of new cases of work-related stress and depression have remained broadly flat for more than 10 years. Resilience research within Applied Psychology typically focuses on the psychological domain of a person's functioning. This means that also resilience trainings or interventions focus on only one area. The present paper aims to build a comprehensive conceptualization of workplace resilience ultimately to assist in informing targeted intervention and in developing a model to move the research area forward as a whole. A cross-disciplinary understanding of and approach to individual resilience in the workplace would allow to better understand the mechanism of why some people bounce back from adverse events whereas others' well-being dec...

This article has aimed to better understand employee engagement in a post-COVID-19 workplace ecosystem. We identified a knowledge gap in the relationship between employee engagement and the physical workplace environment through an interdisciplinary literature review. We subsequently tested this gap by comparing employee engagement metrics proposed by leading academics in the field of organisational psychology with a sample of commonly used real estate industry approaches to monitoring workplace design/management. We focused specifically on industry-projected post-COVID-19 workplace ecosystem scenarios, and the results suggest that traditional employee engagement metrics and industry approaches to monitoring workplace design and management do not fully reflect the recent shift to hybrid work patterns. We shed light on the implications that this can have on our existing knowledge of “sustainable” property markets in a wider city context.

No abstract

PurposeWorkplace stress is becoming an acknowledged problem, and employee assistance programmes are widely invested into reducing workplace stress. However, there is still a group of people who are neglected: senior executives. There is a taboo among this group about admitting to overwhelming stress, as the executives themselves can consider it a sign of weakness. Executive coaches often pick up symptoms of underlying stress, including sleep deprivation, or substance abuse in leadership development programmes or executive coaching sessions. However, unless the coach is a trained stress expert, medical doctor, or psychotherapist, he or she may feel unequipped to help a senior executive deal with stress. This article introduces an interpretative protocol to gage senior executive stress to flag up potential stress issues and areas to be addressed in coaching or by health professionals.MethodsBased on a literature review on common workplace stress factors and symptoms, we identified five areas in which senior executive stress may arise. In a next step, following a psychodynamic approach, we developed an interpretative protocol that can be used in conversational or observational approach to gage stress in these areas.ConclusionsOur intent was to achieve a delicate balance between flexibility, face validity, and academic rigour. The protocol helps the coach to detect and interpret stress indicators despite possible self-deception and impression management by the coachee.