Abstract
While many studies have suggested that techno-stressors lead to employee distress, much less is known regarding the organizational climate variables that can influence how employees experience techno-stress. We theorize that (1) leadership and competitive climates in organizational units can contribute, in addition to the existence of techno-stressors, to the stress employee experience, (2) such climate variables also serve as regulators that moderate the translation of techno-stressors into stress, and (3) this stress increases work exhaustion. The proposed model was tested in two studies/cases (n1 = 175 state government employees in the US, n2 = 178 IT professionals from Italian firms), each focusing on one climate facet (leadership and competitive climates, correspondingly). The findings suggest that high leadership climate and low competitive climate prevent the translation of techno-stressors into distress, and can serve as buffers for reducing adverse organizational consequences of techno-stressors.
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Notes
We use the term "distress" to describe negative stress and distinguish it from eustress, which is stress having positive consequences.
In this study the focus is on negative outcomes of techno-stressors, i.e., distress. It should be acknowledged that it is possible that low levels of techno-stressors and stress can possibly be positive (a form of eustress), but such positive effects are beyond the scope of this study. Regardless, the mechanisms we examine can help organizations reach desired levels of stress, rather than to totally eliminate stress.
Consistent with the literature, we use the term "leadership climate" with a positive orientation; i.e., we refer to positive (supportive, friendly, and participative) rather than negative (hostile, and abusive) leadership climate.
We later tested the model with a five-dimensional conceptualization of techno-stressors. While the fit indices were marginally worsened, the results remained the same and all hypotheses were supported.
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Appendix A: Survey items
Appendix A: Survey items
1.1 Techno-stressors: Studies 1 & 2 (Ragu-Nathan et al. 2008)
Please indicate your level of agreement with each of the following statements with regards to your work environment and to information technologies you use for work (computers, smartphones, emails, software etc.) [1 = strongly disagree, 7 = strongly agree].
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1.
Techno-invasion
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I spend less time with my family due to these technologies.
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I have to be in touch with my work even during my vacation due to these technologies.
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I have to sacrifice my vacation and weekend time to keep current on new technologies.
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I feel my personal life is being invaded by these technologies.
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2.
Techno-overload
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I am forced by these technologies to work much faster.
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I am forced by these technologies to do more work than I can handle.
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I am forced by these technologies to work with very tight time schedules.
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I am forced to change my work habits to adapt to new technologies.
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I have a higher workload because of increased technology complexity.
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3.
Techno-complexity
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I do not know enough about these technologies to handle my job satisfactorily.
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I need a long time to understand and use new technologies.
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I do not find enough time to study and upgrade my technology skills.
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I find new recruits to this organization know more about computer technology than I do.
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I often find it too complex for me to understand and use new technologies.
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4.
Techno-insecurity
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I feel constant threat to my job security due to new technologies.
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I have to constantly update my skills to avoid being replaced.
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I am threatened by coworkers with newer technology skills.
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I do not share my knowledge with my coworkers for fear of being replaced.
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I feel there is less sharing of knowledge among coworkers for fear of being replaced.
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5.
Techno-uncertainty
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There are always new developments in the technologies we use in our organization.
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There are constant changes in computer software in our organization (kind of program, kind of operative system, kind of applications, etc.).
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There are constant changes in computer hardware in our organization (kind of computer, kind of smartphone, etc.).
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There are frequent upgrades in computer networks in our organization.
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1.2 Leadership climate: Study 1 (Schyns and Van Veldhoven 2010)
How Often… [1 = never, 7 = every/all the time]
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1.
Atmosphere and support
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If necessary, can you ask your boss for help?
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Do you get on well with your boss?
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In your work, do you feel appreciated by your boss?
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Is your boss friendly toward you?
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Is there a good atmosphere between you and your boss?
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2.
Participation in decision making
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Can you participate in decisions affecting issues related to your work?
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Can you participate in decisions concerning what does and what does not belong to your tasks?
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Do you have a direct influence on your department’s/company’s decisions?
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Do you have an influence on the distribution of work among you and your colleagues?
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1.3 Competitive climate: Study 2 (Brown et al. 1998)
Please indicate your level of agreement with each of the following statements regarding your work unit/department. [1 = strongly disagree, 7 = strongly agree]
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My supervisor frequently compares my performance with this of other coworkers.
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The amount of recognition you get in this department/work unit depends on how your job performance ranks compared to other coworkers.
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Everybody is concerned with finishing at the top of the job performance rankings.
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My coworkers frequently compare their job performance with mine.
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My coworkers are generally very competitive.
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My colleagues are aggressively trying to outperform others in this department/work unit.
1.4 Distress on the job: Studies 1 and 2 (Cohen et al. 1983)
In the last couple of months… [1 = never, 7 = every/all the time]
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How often have you felt that you were unable to control the important things in your job role?
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How often have you felt unconfident about your ability to handle your job demands?
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How often have you felt that things were not going your way at work?
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How often have you felt job-related difficulties were piling up so high that you could not overcome them?
1.5 Work exhaustion: Studies 1 & 2 (Schaufeli et al. 1996)
Please indicate your level of agreement with each of the following statements regarding your work. [1 = strongly disagree, 7 = strongly agree]
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I feel emotionally drained from my work.
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I feel used up at the end of the work day.
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I feel fatigued when I get up in the morning and have to face another day on the job.
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I feel burned out from my work.
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Working all day is really a strain for me.
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Turel, O., Gaudioso, F. Techno-stressors, distress and strain: the roles of leadership and competitive climates. Cogn Tech Work 20, 309–324 (2018). https://doi.org/10.1007/s10111-018-0461-7
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DOI: https://doi.org/10.1007/s10111-018-0461-7