PurposeThe ongoing dispute as to whether using technology extensively at work may cause harm continues to gain momentum. Thus, the need for more research on the harmful effect of using technology at work and on the indirect effects on work performance is needed. The call for additional moderators in technostress research is still ongoing. The research contributes to the abovementioned gaps in the literature by analyzing a model with two moderators.Design/methodology/approachThe sample population was chosen randomly from the lists provided by civil-servant unions and the chamber of commerce subsidiaries in the northwest region of Turkey. The employees received letters that explained the purpose of the study; the questionnaires sent to them. Out of 500 forms, 328 were returned. PLS-SEM technique was selected for hypothesis testing.FindingsThe results revealed support for all the hypotheses, and proposed moderators can be used to mitigate the harms of technostress and burnout. The findings have implications for both theory and practice.Research limitations/implicationsThe limitation of this research is its sample characteristics. Due to the cross-sectional nature of the data set, it is difficult to claim causality. Therefore, readers should use caution when extending generalizations to a broader population. As for the theoretical implications, the interest in the challenges posed by various technologies in the workplace on human psychology and health over the long term is quite new. And there is still room for other mediating and moderating mechanism for the interplay between technostress and related outcomes.Practical implicationsOne of the practical implications is that technology at work might have the potential to create stress, sometimes greater than its benefits. The effects that might be created by other sources of stress when combined with stress related to technology in the workplace should also be taken seriously. There are tools to reduce the harm caused by technostress that practitioners could make use of such as time-management interventions.Originality/valueThe dispute whether using technology extensively at work may cause harm rather than advantage continues to confuse people, and with time it is gaining momentum. Thus, there is necessity for more research on the harms of technology, and especially on the indirect effects on work performance. Second, the vast technostress literature seems to neglect to discern task performance from contextual one as the dependent variable. Lastly, the call for additional moderators in technostress research is still prevailing. The research contributes to the abovementioned gaps in the literature by analyzing a model with two moderators.

Aim:This study examined a model investigating how social interaction variables (leader-member exchange (interactions between managers and nurses), trust, and communication frequency) and work meaningfulness influence nurses' experiences of workplace loneliness. Background:As workplace loneliness can result in lower job satisfaction and a decrease in workers' health, understanding the contributing factors to loneliness at work is important. Method:In this cross-sectional study, Turkish nurses (N = 864) completed self-report scales measuring social exchange between leaders and members, trust in leaders, communication frequency, work meaningfulness, and loneliness. To avoid fatigue and method variance influence, scales were completed over two testing times (separated by a month). Results:Workplace loneliness was associated with less social interaction with leaders (lower leader-member exchange and frequency of communication), less trust in leaders, and lower reports of meaningful work. Conclusion:The results suggest that workplace loneliness can be reduced when managers exchange more information and communicate more frequently with their nurses. Workplace loneliness is also reduced when nurses trust their leaders and find their work meaningful. Implications for Nursing Management:Managers supervising nurses need to be aware that workplace loneliness occurs and that their interactions and relationships with the nurses will have an impact on experienced workplace loneliness. K E Y W O R D S communication frequency, LMSX, nurses, trust in leader, Turkey, work meaningfulness, workplace loneliness | 711 ARSLAN et AL.

Serdar YENER* ÖZET Bu çalıĢmanın amacı özel ortaöğretim kurumlarında paylaĢılan liderlik davranıĢının iĢten ayrılma niyetine olan etkisinde psikolojik rahatlık algısının aracı değiĢken rolünü analiz etmektir. 2013-2014 eğitim döneminde Konya"da görev yapan 577 öğretmen ve yönetici araĢtırmanın evrenini ve bu evren içindeki 326 öğretmen ve yönetici örneklemini oluĢturmaktadır. Olgular arasındaki iliĢkiyi ölçmek için kullanılan Warppls sonuçları APC = 0.538, (P < 0.001), ARS = 0.628

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Bu çalışmada örgütlerde otantik liderliğin sinizm üzerindeki etkisinde psikolojik rahatlık algısının aracı rolü sorgulanmıştır. Otantik liderlik davranışı liderlerin örgütte bireylerin düşünce, inanış, kültürüne farkındalığını öne çıkaran davranışlarını ifade etmektedir. Otantik liderliğin oluşturacağı güven ve hoşgörü kültürüyle psikolojik rahatlık algısının ortaya çıkacabileceği düşünülmektedir. Psikolojik rahatlık algısı bireylerin saygıya dayalı kişilerarası ilişkilerde psikolojik risk hissetmeden konuşması ya da davranmasını ifade etmektedir. Sinizm bireylerin umutsuzluk, hayal kırıklığı vb. olumsuz duygularla karşı tarafa olan güveninin sarsılması ve inancının kaybolmasını ifade etmektedir. Sinop ilinde aynı sektörde üretim yapan yerel fabrikaların 200 çalışanı üzerine uygulanan anket sonuçlarına göre otantik liderlik davranışlarının sinizme olumsuz etkisi gözlenirken psikolojik rahatlık algısının kısmi aracılık etkisi de gözlenmiştir.