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This study aims to develop a framework that explains how and when telework is related to emotional exhaustion and task performance, by conceiving work overload as a mediator and self-leadership as a moderator. For this purpose, two studies were conducted. Study 1 aims to understand whether telework would be related to emotional exhaustion and task performance and if work overload would mediate such relationships. Study 2 aims to analyze whether self-leadership was a significant moderator of the mediated relations found in Study 1.

The hypotheses were tested in a sample of 207 (in Study 1) and 272 (in Study 2) participants, which were exclusively teleworking. The results were analyzed using PROCESS macro in SPSS.

The results of Study 1 showed that telework dimensions were negatively related to work overload, which consequently decreased emotional exhaustion and increased task performance. In Study 2, self-leadership moderated the indirect effect of work overload on the relationship between telework and emotional exhaustion, such that the indirect effect was stronger for those who scored higher in self-leadership. However, it was not significant for task performance.

This paper adds to research on telework by focusing on the employee's mental health and performance, in the context of mandatory confinement. The authors identified telework dimensions that may act as resources to cope with the increased work overload inherent to telework, as well as the importance of personal resources in these relationships.

The contemporary world's pressure, oriented on flexibility and quick actions, has permanently changed work characteristics. Taking the employees' perspective into account, it seems important to identify whether and which of the employees' individual resources help them cope with those job demands. Therefore, the main research question is what is the relation between holistically conceptualised employees' individual resources and perceived work overload?

Based on the literature on individual resources and job demands, the authors test for relations between three components of individual resources (physical, emotional, spiritual potentials) and job characteristics (work variability and work diversity) and the perceived work overload. Data were collected using a survey method amongst 336 Polish knowledge workers.

The results partially supported the posed hypotheses. Both work variability and work diversity relate positively to work overload. Only the physical potential is related directly and negatively to perceived work overload. The spiritual potential relates indirectly to work overload through work diversity. The authors also found that age moderates the relation between physical and spiritual potential and overload.

Human resource management (HRM) practitioners and supervisors need to consider the level of employee's individual resources, especially when dealing with older employees and their physical resources.

This study contributes to research on the causes of work overload perception by identifying the role of individual resources and employees' age, thereby indicating that taking care of those resources could be another way of preventing occupational burnout in demanding work conditions.

The purpose of the study is to examine the mediating effect of perceived work–life balance (WLB) between work overload and career commitment among law enforcement officers in India. The study also explores whether satisfaction with organizational WLB strategies moderates the relationship between work overload and perceived WLB.

This research is based on a sample of 819 law enforcement officers through a structured questionnaire based data collection. The reliability coefficient of the scales varied between 0.86 and 0.94. The study adopted a hierarchical multiple regression analysis to test the hypotheses.

The result supported the mediating role of perceived WLB in the relationship between work overload and career commitment. It also demonstrated that the impact of work overload on perceived WLB would be diminished among employees having high levels of satisfaction on organizational WLB strategies.

The research findings have significant policy implications for the organization under study and a reference for many others with deteriorating WLB to amend the existing policy or formulate new measures.

The present study expands the scant literature on the mediating role of perceived WLB between work overload and career commitment. The study also furthers the literature by exploring the moderating roles of WLB strategies between work overload and perceived WLB.

The present study first explored the different dimensions of work–family conflict and job stress. It then evaluated the mediating role of time and strain-based work–family conflict on the relationship between role overload and psychological stress and role overload and physiological stress.

The study utilized a quantitative data collection approach through a questionnaire design. With the aid of the questionnaire, 308 samples were collected from the project-level staff of ten construction organizations in Sri Lanka. The collected data were analyzed using a structural equation modeling approach to address the research hypotheses.

Results supported the mediating role of work–family conflict on the relationship between role overload and job stress. Specifically, the time and strain-based work–family conflict combined partially mediated the effect of role overload on psychological stress. While strain-based work–family conflict fully mediated the effect of role overload on physiological stress. Hence, the organizations that seek employee well-being should focus on developing a conducive working environment with a focus on a reasonable workload for everyone. Besides, the management should give special consideration to working hours as it affects both the employees' stress levels and family life.

This study added the mediating role of time and strain-based work–family conflict to the previous empirical research on the relationship between role overload and job stress dimensions. Besides, this study discusses the different dimensions of work–family conflict and job stress, which is a less explored area in the construction literature.

A paradigm shift toward a corporate model of higher educational settings has led to complex and excess work demands, yet the potential long-run ramifications of work overload are still under-examined. Building the arguments on the “spiral of resource loss” corollary of the conservation of resources (COR) theory, the authors have bridged this gap by testing how work overload spills over into career resilience via reduced harmonious passion. In addition, the authors compare how the employees having standardized workloads differ in their harmonious passion and career resilience from those having excessive (non-standardized) workloads.

Through a longitudinal natural field experiment of 402 faculty members [N = 198 in the standardized group (optimal load) and N = 204 in the non-standardized group (overload)] working in higher educational institutions of Pakistan, data were collected in three waves (each six months apart). The group comparison, trend analysis and longitudinal mediation analysis done through SPSS and MPlus affirmed the hypothesized associations.

The results have shown that work overload impacts career resilience through the mediating role of harmonious passion. The faculty members in the standardized workload had more passion and career resilience as compared to the non-standardized workload group. In addition, these impacts intensified overtime for the overloaded faculty members while faculty members with optimal workload sustained their passion and resilience for the teaching profession.

Taking the COR perspective, this study sheds light on how faculty members' work overloads reduce their capability to retain their passion and resilience for teaching from a longitudinal and experimental perspective.

Though a number of demographics (e.g. sex, age) have been associated with work overload, scholars have yet to consider the potential impact of immigrant status. This is important because immigrants constitute a significant proportion of the workforce, and evidence suggests many employers believe they are easier to exploit. This paper aims to examine work hours, interpersonal justice, and immigrant status as predictors of work overload.

The hypotheses were tested using a large, national random telephone survey of employees in the United States (n=2,757).

As expected, employees who worked more hours tended to perceive more work overload. Importantly, however, this effect interacted with interpersonal justice differently for immigrant and native‐born employees. Justice attenuated the effect of work hours for the former but seemed to exacerbate it somewhat for the latter. Of note, the interactive effect was more than five times larger for immigrants than for natives.

The study shows that supervisors might require their employees to work longer hours without necessarily being perceived as abusive (i.e. overloading them). Doing so, however, requires treating employees justly in the form of respect, courtesy, and dignity. Though this form of just treatment is important for all employees, its effects are especially pronounced for immigrants.

The relationship between the number of hours worked and perceptions of work overload is examined for immigrant and non‐immigrant workers in the USA.

This paper aims to investigate the importance of knowledge management as a moderator in the relationship between two of the burnout variables, namely, role ambiguity and work overload. In addition, the paper tests a conceptual model where emotional exhaustion is a moderator in the relationship between role ambiguity, work overload and performance.

Using a structured survey instrument, this paper gathered data from 692 respondents from the information technology industry in the southern part of India. The first psychometric properties of the instrument were tested and then hierarchical regression was used as a statistical technique for analyzing the data.

Results show that role conflict is positively related to role ambiguity and work overload, role ambiguity is negatively related to performance, work overload is positively related to performance, knowledge management moderates the relationship between role conflict and role ambiguity and role conflict and work overload. The hierarchical regression results also support that emotional exhaustion moderates the relationship between role ambiguity and performance and work overload and performance.

As the present research is based on self-report measures, the limitations of social desirability bias and common method bias are inherent. However, this study attempts to minimize these limitations by following appropriate statistical techniques and procedures.

This study contributes to both practicing managers and the literature on conflict management. The study suggests that managers use knowledge management practices to mitigate the ill-effects of role conflict and enhance performance. This study also highlights the role of emotional exhaustion in organizations.

This study provides new insights about the importance of knowledge management practices and emotional exhaustion in the relationship between role conflict and performance. To the knowledge, the importance of knowledge management practices is underemphasized in conflict management research. The study also provides insights into the role of one of the burnout variables i.e. emotional exhaustion in its influence on performance. The implications of this relationship for organizational role theory and organizational learning theory and for management practice, are discussed.

In an effort to study the effects of stress factors i.e. work overload and social overload, the authors integrate causal attribution research to develop a stress outcome model. Drawing on Affective Events theory, this study aims to investigate how work and social overload lead to turnover intentions with the mediating role of emotional exhaustion.

A quantitative approach to examine the direct linkage of stress factors to turnover intention was tested for 409 respondents working at middle and senior manager level posts in the banking sector of Lahore, Pakistan. Partial least square structure equation modeling technique was applied through Smart_PLS3.0 for hypothesis testing.

Results revealed a strong relationship between stress factors (i.e. social overload and work overload) and turnover intentions in the presence of emotional exhaustion as a significant mediator.

The study adds value to the theory and practice by examining the understudied stress factors (social overload) along with work overload and their consequences on the employees.

The purpose of this paper is to investigate the effects of social network sites (SNS) overload on individual job performance and discontinuous usage intention.

Based on the Stressor-Strain-Outcome (SSO) framework, a research model was proposed and tested empirically. The partial least squares structural equation modeling (PLS-SEM) method was applied to data collected online through a questionnaire.

Findings highlighted that social overload is related positively to information overload and communication overload. Information overload affected only the perception of work overload, while communication overload was a significant stressor affecting work overload and dissatisfaction towards SNS. Although results revealed a positive relationship between these two strains, only dissatisfaction influenced job performance and discontinuous usage intention.

As much as SNS are a useful tool in the workplace, they can have significant drawbacks. Prior studies have investigated this dark side. However, they scantily explored the effects of SNS overload on both job performance and discontinuous usage intention. Moreover, the relationships between types of overload are understudied. This paper proposes an enrichment of the literature by validating a model of the relationships between information overload, communication overload and social overload, job performance and discontinuous usage intention. It extends prior research on SNS stressors and points out the communication overload as the main SNS stressor affecting strains in the workplace.

This study is based on the stimulus–organism–response (SOR) model to examine how job demands and technology overload affect work stress for workers using video conferencing apps (VCAs) in organizations during the COVID-19 pandemic. Moreover, the moderating effect of technology self-efficacy was tested in the model on the relationship between technology overload and work stress.

An online survey was conducted to investigate workers on PTT forums in Taiwan. A sample was obtained of 253 workers, and structural equation modeling was conducted using AMOS to test the hypotheses.

Job demands positively affect work stress through information overload, communication overload and system feature overload. Moreover, high technology self-efficacy may weaken the relationship between technology overload and work stress.

The study may have sample bias because our sample was obtained from an online survey on social networking sites. Regarding the theoretical implications, this study demonstrated that technology overload, as an internal organism, is a critical mediator influencing the relationship between job demands (stimulus) and work stress (response). Thus, this study extended the applicability of the SOR model in the context of working with VCAs in organizations.

Company managers need to effectively control the information amount, communication interruptions and system features of social media at optimum levels for workers. Moreover, companies should recruit workers with high technology self-efficacy or provide technology training and technology-related consulting to those with low technology self-efficacy.

The extant work stress knowledge is extended to workers using VCAs in organizations.