Positioning Technostress in the JD-R Model Perspective: A Systematic Literature Review

Abstract

This paper aims to describe the effects of Technostress on employees’ well-being and productivity. We adopted the Job Demands Resources Model as a theoretical framework to analyze the “Technostress” phenomenon in order to clarify whether and how technology can be considered a job demand, a job resource, or part of the effects of personal resources in the workplace. The sources search and selection process was conducted according to the PRISMA guidelines and regarded papers published from 2010 to 2022. Overall, the findings show that most selected papers consider ICT a job demand negatively affecting human behavior, thoughts, and attitudes. In contrast, some report that ICT acts as a job resource, thus reducing the impact of job demands and their physiological and psychological costs. Finally, a third category of studies does not consider the effects of ICT itself but gives more space to the interaction among ICT, the organizational context in which it is used, and the personal characteristics of ICT users. More specifically, the findings show how individual features and organizational procedures can shape the interpretations employees make about their ICT-related experiences at work and, consequently, their performance or well-being. Findings suggest that when ICT tools are strategically planned and used within organizations, they can enrich the employee experience at work, positively affecting the individual and the organizational level.

The Power of Integration Towards Sustainable Performance: A Model to Minimize Technostress Among Frontline Restaurant Employees by Combining Job and Employee Resources

“…The JD-R model is a theoretical framework that explains how job demands and resources affect employee performance (Radic et al, 2020). According to the JD-R model, job demands refer to a job's physical, psychological, and social aspects that require sustained physical and mental effort and are associated with physiological and psychological costs (Pansini et al, 2023). On the other hand, job resources refer to those aspects of the job that are functional in achieving work goals and reducing job demands and are associated with motivation, engagement, and learning (Helal, 2022).…”

The Effects of ICT on Performance and Well-Being According to Employee Position Level in the Gabonese Civil Service: A Longitudinal Study

“…Their effects are also measured on employee activities such as the enrichment of knowledge at work, speed in managing les and shortening of processing times [7,8]. Other studies [9,10,11] have shown that the use of ICTs most often generates additional workload causing health problems for employees in organisations.…”

Exploring the Relationship Between Techno-Unreliability at Work and Burnout

“…3,10,11 Others, look specifically at job demands changed by technology 4,12,13 and thus also consider different dimensions of the technostress model. The empirical findings are summarized in at least three recently published literature reviews, 4,10,11 which also reflect the hitherto largely unclear relationship between ICT use and burnout. 3,13,14 A meta-analysis by Baumeister et al 10 focuses on studies that examine the relationship between work-related ICT use and employee well-being, that is, burnout and engagement.…”

“…Some studies consider the mere use of (new) technologies, especially information and communication technologies (ICT), as a stressor at work. 3,10,11 Others, look specifically at job demands changed by technology 4,12,13 and thus also consider different dimensions of the technostress model. The empirical findings are summarized in at least three recently published literature reviews, 4,10,11 which also reflect the hitherto largely unclear relationship between ICT use and burnout.…”

“…However, several empirical studies have already been carried out. Some studies consider the mere use of (new) technologies, especially information and communication technologies (ICT), as a stressor at work 3,10,11 . Others, look specifically at job demands changed by technology 4,12,13 and thus also consider different dimensions of the technostress model.…”