Does digital transformation increase firms' productivity perception? The role of technostress and work engagement

Abstract

PurposeTo understand how organizations, public or private, must increase their productivity perception (PP), independently of the sector. This article aims to analyze PP in the digital transformation (DT) process to determine how it is affected by technostress (TS) and work engagement (WE), two concepts that seem to be forces opposing PP.Design/methodology/approachThe authors use data from a questionnaire addressed to personnel in two organizations (public and private). The analysis applies partial least squares technique to the 505 valid responses obtained from these organizations. This analysis is based not on representativeness but on uniqueness.FindingsThe results suggest a positive, significant relationship between DT and PP. This article integrates DT and its effects on aspects of people's health, PP and WE. The model thus includes interactions of technology with human elements. In both business and administrative environments, PP is key to optimizing resources and survival of organizations.Research limitations/implicationsDT processes are different and complex because every organization is different. The authors recommend expanding this study to other sectors in both spheres, public and private. Aligning the objectives of the institutions for aid with DT is also quite complicated.Practical implicationsThis study contributes to improving participating organizations. It also provides government institutions with a clear foundation from which to encourage actions that promote the health and WE of their workforce without reducing productivity. In addition, this study adds novelty to the research line.Originality/valueThe authors have deepened this line of research by developing fuller knowledge of the relationships among novel and necessary variables in organizations. The authors provide complementary, different and inspiring value in addressing this line of research.

How Is Job Insecurity Related to Workers’ Work–Family Conflict during the Pandemic? The Mediating Role of Working Excessively and Techno-Overload

“…Interventions could also be designed and implemented to strengthen the perceptions of organizational resources (e.g., good communication) and non-contextual resources (e.g., career management skills) [11]. In parallel, technological workload monitoring mechanisms should be introduced together with techno-effectiveness training to increase the mastery of ICTs, and time management training programs, as well as reverse mentoring in the use of ICTs, should also be introduced, especially for older remote workers [88]. For example, stress management programs could be useful to increase awareness about the reasons for and risks of working excessively, reinforcing the individual's ability to psychologically detach in order to have moments of "recovery" and digital disconnection.…”

Value Identification and Its Creation Mechanism of Digital Transformation at Enterprises

“…Zhai and Liu [25] report DT can help enterprises improve their human resource utilization efficiency, then improve the productivity of enterprises. At the same time, Picazo Rodrí guez et al [26] find that DT will bring positive employees with technical pressure and work engagement, and eventually have a positive effect on enterprises. Besides, some articles point out that organizations' willingness will be changed by DT; Su et al [27] report that DT enhances corporate social responsibility, willingness, and ability, while Hou et al [28] find that DT can enhance enterprises' environmental responsibility, both of which will improve enterprise productivity ultimately.…”