“…Technostress research has used the techno-stressors defined by Tarafdar et al ( 2011 ) or Ayyagari et al ( 2011 ) to analyze their work-related antecedents and consequences. In terms of antecedents, studies have found different organizational environments (e.g., decision centralization; Wang et al 2008 ), job characteristics (e.g., job autonomy; Suh & Lee, 2017 ), technology features (e.g., complexity; Qi, 2019 ), and personal characteristics, such as demographics (e.g., age or gender; Marchiori et al 2019 ), attitudes (e.g., dispositions to job; Bala and Bhagwatwar 2018 ), personality (e.g., extraversion; Korzynski et al 2020 ), or cultural values (Ma and Turel 2018 ), to be drivers of technostress. In terms of consequences, technostress produces strain (Galluch et al 2015 ; Lee et al 2016a ) and affects negatively other outcomes, such as technology end-user satisfaction (Fuglseth and Sørebø 2014 ; Tarafdar et al 2011 ; Tu et al 2008 ), job satisfaction (Jena 2015 ; Kumar et al 2013 ; Ragu-Nathan et al 2008 ), performance (Ioannou and Papazafeiropoulou 2017 ; Jena 2015 ; Li and Wang 2021 ), and organizational commitment (Jena, 2015 ; Tarafdar et al 2011 ).…”