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.
ABSTRACT
Background: The impact of technologies on workers has been a recurring theme in occupational health psychology. In particular, the sudden digital transformation of the last two decades, accelerated by the COVID-19 pandemic, has stressed the urgency to investigate new ways of working that are characterized by flexibility and a constant increase of autonomy. In this perspective, this study aims to investigate the state of the art of the innovation process in Italian factories, explore whether and how digitalization can be seen as an opportunity, and imagine a new way of working characterized by adaptability, resilience, and openness to change. Methods: Thirty in-depth interviews of Italian experts in HR management were collected and analyzed using a mix-method approach. Results: The findings underline the Italian HR experts' perceptions of the risks associated with rapid changes required by technological progress in terms of workers' wellbeing and satisfaction and suggest how important it is that organizations rapidly set up learning and training programs to guide workers to the acquisition of new skills required by Industry 4.0. Conclusions: Future workplaces will be characterized by extreme versatility, which requires workers to increasingly have both technical and soft skills as well as the ability to collaborate and build functional relationships.
ABSTRACT
The COVID-19 pandemic forced organizations across all sectors and sizes to undertake crucial changes in order to remain productive during the emergency. Among these, the shift towards remote working arrangements is still present in our workplaces, impacting employees' well-being and productivity. This systematic review aims to describe the pandemic's consequences on work organization by analyzing whether and how the shift towards remote or home-working impacted employees' productivity, performance, and well-being. Furthermore, it describes the role of individual and organizational factors in determining employees' adjustment to remote work. Sixty-seven peer-reviewed papers published from 2020 to 2022, written in English, were selected through the preferred reporting items for systematic reviews and meta-analyses (PRISMA) guidelines. Findings describe how remote working arrangements, the workplace and organizational factors, and the employees' individual traits and skills impacted employees' productivity and well-being. Furthermore, they provide a description of the organizational enforcement actions reported in the literature. Managerial and practical implications, such as enforcement actions, team management strategies, and initiatives to promote employees' physical and mental health, will be discussed in the paper.