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The purpose of this study is to understand the impact of techno-overload and techno-invasion on work and family. Specifically, we focus on intention to turnover in the work domain, work-family conflict in the work-family domain, and family burnout in the family domain. Furthermore, this study examines the moderating role of entitlement, a personality variable, in this process.

Using a sample of 253 people who were using technology to complete their work over two time periods, the relationships were examined using hierarchical moderated regression analysis.

The results revealed that both techno-overload and techno-invasion were significantly related to greater turnover intentions, higher work-family conflict, and greater family burnout. In addition, entitlement played a moderating role such that those who were higher in entitlement had stronger techno-overload-outcome and technostress invasion-outcome relationships.

These findings may provide managers key insights to help manage employees, especially those with an inflated sense of entitlement, to mitigate the serious negative outcomes associated with techno-overload and techno-invasion. In particular, both techno- overload and techno-invasion had minimal impact on negative outcomes when employee entitlement was lower. However, when employee entitlement was higher, techno-overload and techno-invasion had considerable negative effects.

Due to the ubiquitous nature of information-communication technology (ICT) in organizations today, individuals often experience techno-overload and techno-invasion. This research utilized conservation of resources theory to examine these relationships. This study established the relationships of both techno-overload and techno-invasion with key organizational and family outcomes and points to the critical role of the personality variable, entitlement, in this process. The results provide theoretical and practical advancement in the role of technology with people in organizations today.

This study focuses on unintended negative consequences of IT, called technostress. Given that employees are recognized as a major information security threat, it makes sense to investigate how technostress resulting from employees' constant interaction with IT influences the likelihood of security incidents. Although past research studied the concept of security-related technostress, the effect of IT use itself on employees’ extra-role activities such as security-related behaviors is unanswered. Thus, this paper aims to provide an understanding of the negative impact of technostress on employee information security policy (ISP) compliance.

Drawing on technostress literature, this research develops a research model that investigates the effect of technostress on employee intention to violate ISPs. It also extends the dimensionality of technostress construct by adding a new dimension called “techno-unreliability” that shows promising results. The authors use online survey data from a sample of 356 employees who have technology-based professions. We apply the structural equation modeling technique to evaluate the proposed research model.

Findings showed that IT use imposes high-level perceptions of a set of technostress creators, which makes users rationalize their ISP violations and engage in non-compliant behaviors. Further analysis of each dimension of technostress showed that techno-complexity, techno-invasion and techno-insecurity account for higher ISP non-compliant behaviors.

This study provides a new understanding of technostress to the context of information security and emphasizes on its negative impact on employee ISP compliance behaviors.

The aim of the current study was to examine the previously unexplored relationship between positive reframing as a mediator between gratitude and technostress in Indian students. By examining this relationship, the authors aim to expand the theoretical domain of gratitude research by examining its potential influence on technology-induced stress.

A cross-sectional survey was used to collect and analyze data from 552 Indian college students who participated in graduate and postgraduate programs across various educational institutions in India. Regression and mediation analyses were performed with both IBM SPSS 25 and AMOS.

This study’s data suggest that positive reframing plays an important mediating role between gratitude and technostress. Gratitude also encourages positive reframing, which reduced technostress among the students. Taken together, our data showed that gratitude induces positive reframing, which in turn reduces techno-stress among Indian students in the current study.

The sample size in this study is relatively small in relation to the student population in India. The current study relied primarily on quantitative data and analysis and further research could use a mixed-method approach to better understand the underlying mechanisms between positive reframing, gratitude and technostress. The results are derived under an extreme coronavirus disease 2019 (COVID-19) pandemic situation; therefore, the results cannot be generalized to normal times.

The paper includes implications for teachers, academic leaders, parents and civil society.

Overall, the relationship between positive reframing, gratitude and technostress has not been thoroughly explored. To the best of the authors' understanding, this is the first study to examine the influence of gratitude on technology-induced stress and the role of reframing.

This paper aims to highlight the positive and negative effects of technostressors on employee attitudes using psychological need satisfaction as an explanatory mechanism and mindfulness as an individual resource, thereby developing an integrative conceptual model.

A narrative literature review was performed in the technostress, job demands-resources and mindfulness literature to develop the propositions of the integrative conceptual model.

This paper posits psychological need satisfaction as a mediator in the process by which technostressors impact important employee outcomes. It also proposes mindfulness as a personal resource that helps alleviate technostressor induced burnout and foster work engagement.

The proposed integrative conceptual framework provides some useful directions for future empirical research on this topic of growing importance.

Based on the findings of this paper, managers can devise and implement a technostressor-specific mitigation strategy to cope with information and communication technology–induced work demands. They can also introduce mindfulness-based programs to support positive outcomes when technostressors are present.

This paper is the first to theoretically delineate specific characteristics of technostressors as challenge and hindrance demands and makes interdisciplinary contributions by extending the role of psychological mechanisms such as psychological need satisfaction and personal resources such as mindfulness in work-related technology use research.

Amid the coronavirus disease 2019 (COVID-19) pandemic, higher education institutions (HEI) all over the world have transitioned to online teaching. The purpose of this study is to examine the impact of technostress and negative emotional dissonance on online teaching exhaustion and teaching staff productivity.

Survey methodology was used to collect data from faculty members in Jordanian universities. A total of 217 responses were analyzed to test the research model.

The research findings reveal that technostress creators have various impact on online teaching exhaustion and teaching staff productivity. Negative emotional dissonance has positive impact on both online teaching exhaustion and teaching staff productivity. Further, online teaching exhaustion is negatively associated with teaching staff productivity.

This research extends prior literature on technostress by examining the phenomenon in abnormal conditions (during a crisis). It further integrates technostress theory with emotional dissonance theory to better understand the impact of technostress creators on individual teaching staff productivity while catering for the interactional nature of teaching which is captured through emotional dissonance theory.

The research offers valuable insights for HEI and policymakers on how to support teaching staff and identifies strategies that should facilitate a smooth delivery of online education.

Unlike prior research that have examined technostress under normal operational conditions, this research examines the impact of technostress during a crisis. This study shows that technostress creators vary in their impact. Moreover, this study integrates technostress theory with emotional dissonance theory. While technostress theory captures the impact of technostress creators on individual teaching staff productivity, emotional dissonance theory captures the dynamic nature of the teaching process that involves interactions among teachers and students.

The study assessed the impact of technostress creators, work–family conflict and perceived organisational support (POS) on work engagement for employees operating within the virtual and hybrid work settings. The idea is to redefine the antecedents of work engagement in work settings that are characterised by excessive technology and work–family conflict.

Data gathered from 302 academics and support staff employees at a selected university in South Africa were utilised to assess the abovementioned relationships via variance-based structural equation modelling.

The combined effect of technostress, work–family conflict and POS on work engagement indicates that work–family conflict is a critical component in the relationship between technostress and work engagement. Although POS is seen as a job resource that lessens stress, the study found that the influence of work–family conflict is stronger than that of POS; hence, a negative influence is reported on work engagement. Despite the presence of support, overwhelming technostress creators and work–family conflict issues increase demands and influence work engagement negatively.

The results noted that, in hybrid and virtual work settings, managers can drive employee engagement by focussing on designing more favourable work–life balance (WLB) policies, providing adequate information communication technology (ICT) support, fostering aspects of positive technology and defining the boundaries between work life and family time.

The managers need to realise the detrimental effects of both technostress and work–family conflict on work engagement in virtual and hybrid work settings. Expanding the personal and job resources of individuals in hybrid and virtual settings is critical to enable them to meet the additional work demands and to manage the strain imposed by technostress. Instituting relevant organisation support has proved to be inadequate to address the challenges relating to technostress and work–family conflict. Therefore, introducing WLB policies that assist employees to set clear boundaries between work and family time to avoid burn out and spillover is critical. This is especially important when dealing with technostress creators in the remote work setting. Additionally, providing adequate ICT support as well as training related to use of different devices and software should be part of the organisational culture.

A manageable and reasonable workload should be maintained bearing in mind the complexity and ambiguity associated with the hybrid work setting. Managers should make allowances for employees to adjust managers' schedules to accommodate personal obligations, as well as adjust employees' workloads to accommodate family responsibilities. As for the coping strategy of technostress and work–family conflict, considering the positive effects of the supportive work environment is important.

This study provides a model on the interaction of the redefined antecedents (technostress and work–family conflict) of work engagement in high-tech environments such as virtual and hybrid work settings.

This research aims to explore the potential negative effects of social media on employees' work performance in a stressful working environment.

This study model was tested using a sample of 398 social media users from China.

Structural equation modeling analysis provide support for most of the hypothesized relationships as results reveal that social stressors and technical stressors are related to exhaustion and anxiety of employees using social media. Furthermore, results reveal that exhaustion and anxiety exhibit a negative influence on employees' work performance.

This study extends the authors’ understanding of how social stressors and technical stressors are related to work performance. The integration of the transactional theory of stress and coping with socio-technical systems offers a holistic view to explain the phenomenon of stress in the social media context.

Employees may see technostress, that is, the stress experienced by individuals as a result of the use of Information and Communication Technology (ICT), as a threat to their jobs. In other words, employees may have a strong sense of job insecurity because of the ICT. This study aims to examine why and when employees might respond to technology-induced job insecurity (techno-insecurity) by engaging in workplace deviance – an activity that is costly for organizations.

The authors apply partial least squares structural equation modeling to test the hypotheses, using a sample of 354 valid responses.

The authors found that job-related technostress creators and technology-related technostress creators are positively associated with techno-insecurity. Techno-insecurity affects deviant behavior by increasing employees' moral disengagement. The authors also found that informal sanctions moderated the relationship between techno-insecurity and moral disengagement, while formal sanctions moderated the relationship between moral disengagement and deviance.

This study contributes to a better understanding of employee techno-insecurity and deviance by expanding the technostress literature and applying moral disengagement theory.

The purpose of this paper is to investigate the negative impact the invasive nature of social media technologies (SMTs) can have on a user’s continued intention to use it.

In order to understand the impact technology invasiveness (TI) has on people’s continued SMT behavior, a research model and corresponding survey were developed based on a comprehensive literature review and data collected from actual SMT users.

The authors found perceived usefulness has a large impact on user’s attitudes. Additionally, social networking (SN) has a significant and direct impact on both attitude toward the use of the SMT and its continued use. Another interesting finding is how strongly SN increases a user’s TI. The negative impact technology has on users’ lives comes from the need users feel to continue to update and manage their online persona.

Social media tools are becoming part of the workplace environment. If not careful, companies may introduce increased pressures on their workers to constantly be “connected” to SMTs. In order to obtain the advantages of SMT usage, companies would be wise to set expectation standards that alleviate some of this pressure.

This growth in social media would lead one to assume that all is well with SMTs and their usage is similar to other web-based technologies. However, there are some negative effects of SMT that warrant society and companies pausing to rethink the focus on these technologies.

Previous research has looked at IT from system success and acceptance. In this paper, we investigate the negative impact the invasive nature of SMTs can have on a user’s continued intention to use it.

Based on the conservation of resource theory, this study aims to develop and test the relationship between workplace technostress and affective organizational commitment. It assumes that the direct relationship between workplace technostress and affective organizational commitment is moderated by perceived organizational support.

For this, this study used a survey method and multiple regression analyses with multisource data from 257 Korean employees.

The results suggest the following. First, workplace technostress was negatively associated with affective organizational commitment fully. Second, there was a stronger negative relationship between workplace technostress and affective organizational commitment for employees with low as opposed to those with high levels of leader–member exchange.

This study provides practical implications that are directly related to the performance management of employees under technostress.

To the best of the authors’ knowledge, this study is the first one to examine the moderating effect of leader–member exchange on the relationship between technostress and affective organizational commitment.