The Phenomenon of Technostress during the COVID-19 Pandemic Due to Work from Home in Indonesia

Farmania, Aini; Elsyah, Riska Dwinda; Fortunisa, Ananda

doi:10.3390/su14148669

Cited by 15 publications

(22 citation statements)

References 79 publications

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“…The variables in this study can be stated to have consistent reliability because they have a Cronbach alpha above 0.7, as presented in Table 4. Farmania et al (2022) found that technostress positively affected productivity and also found the possibility that productivity was not triggered by their desires but by pressure due to the pandemic. In addition, other studies also support this research, i.e.…”

Section: Measurement Model Evaluationmentioning

confidence: 99%

The Effect of Techno-stressor and Psychological Capital on Task Performance with Burnout as a Mediation

Aprilia¹,

Riani²

2023

IJEBMR

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This study examines the effect of techno-stressor and psychological capital on task performance through burnout mediation. Data collection used an online survey using a self-enumeration previous research questionnaire. The research sample is 181 employees in the public sector. Data analysis was performed using the Partial Least Square Structural Equation Model (PLS-SEM) with the SmartPLS 3.0 statistical program. The results showed that the techno-stressor had a significant positive effect on burnout and a negative effect on task performance but not significant. Psychological capital has a significant negative effect on burnout and a significant positive effect on task performance. In addition, burnout has a significant negative effect on task performance. From the role of mediating burnout between techno-stressor and psychological capital on task performance, the direction of the relationship supports previous research, but it is not significant. This study concludes that organizational management needs to pay attention to techno-stressor factors and psychological capital in managing employee task performance. Efforts to reduce technostress and increase employee psychological capital can help improve task performance and reduce the risk of burnout. The implications of this research can be used as a basis for developing better human resource management strategies in overcoming technostress and increasing employee psychological capital to improve task performance and productivity in the workplace

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Section: Measurement Model Evaluationmentioning

confidence: 99%

The Effect of Techno-stressor and Psychological Capital on Task Performance with Burnout as a Mediation

Aprilia¹,

Riani²

2023

IJEBMR

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“…Thus, being hyperconnected also increases technostress-stress caused by workrelated technology usage, which can lead to fatigue, restlessness, and physical discomfort (Singh et al, 2022). Owing to the increased use of new and familiar digital technologies (Farmania et al, 2022), technostress can increase psychological strain, causing technology exhaustion and decreased well-being (Singh et al, 2022). Given that remote employees rely on higher usage of digital technologies, unmitigated technostress serves to increase their risks of burnout and distress.…”

Section: Hyperconnectivitymentioning

confidence: 99%

The call for hybrid work arrangement post-pandemic

Abdul Aziz,

Ong

2024

Hum. Resour. Manag. Serv.

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<p>COVID-19 has led to abrupt changes in work norms and practices. Despite receding pandemic restrictions, the popularity of remote or hybrid work has not subsided. As employees around the world continue to call for more flexibility and autonomy in the way they work, human resource leaders must continuously consider and evaluate decisions based on ever-changing sentiment, balancing the interests of employees and employers alike. In this perspective article, we review the current state of work in the Southeast Asian region, focusing on Malaysia, Singapore, Indonesia, the Philippines, and Thailand, and present preliminary results from a region-wide mental health assessment that was conducted in late 2022. We argue for the continuation of hybrid work in the region and elaborate on the mental health risks that come with remote working.<strong></strong></p>

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“…Many firms have started implementing a new working method to effectively adapt to these transitions, i.e., teleworking or a policy allowing employees to work from home. This change has significantly impacted how businesses operate and the interaction between employees and employers, adversely resulting in job stress (Irawanto et al, 2021) and technostress (Farmania & Elsyah, 2022) due to technological devices and limited social encounters. COVID-19 also brings implications for management control change that theoretically influences employee behavior in desirable ways (Merchant & Van der Stede, 2017).…”

Section: The Situation In the Covid-19 Pandemicmentioning

confidence: 99%

Types of Control, Ethical Work Climates, and Organizational Citizenship Behavior in the Work-from-Home Setting: Lesson Learned from the Covid-19 Pandemic

Mursita,

Mustafida,

Rachmadia

2023

IJAR

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The COVID-19 pandemic has encouraged companies worldwide to adjust their working methods using digital technology, especially with the work-from-home policy. This paper's objective is to investigate the effect of the type of management control on organizational citizenship behavior (OCB) in the work-from-home setting, in which the initial design of the job is not intended to be remote. This study also identifies the mediating role of ethical work climates between the two variables. The data are collected through an online survey with 116 respondents comprising employees who previously worked in non-remote workplace settings before the pandemic. SmartPLS4.0 is utilized to analyze the data. This study suggests that action control (formal control), personnel control (informal control), and cultural control (informal control) have a positive effect on the ethical work climate. At the same time, the effect further escalates positively to organizational citizenship behavior. Therefore, the ethical work climate fully mediates the three types of control on organizational citizenship behavior. The other finding shows no effect of results control on the ethical work climate. This paper provides evidence that the most effective type of control in involuntary enabled remote working settings is the non-results control or so-called behavioral control. This attempt to reveal the implication of sudden remote working on the effect of control practice on OCBs has not been made by previous research, which makes it the novelty of this research.

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The Phenomenon of Technostress during the COVID-19 Pandemic Due to Work from Home in Indonesia

Cited by 15 publications

References 79 publications

The Effect of Techno-stressor and Psychological Capital on Task Performance with Burnout as a Mediation

The Effect of Techno-stressor and Psychological Capital on Task Performance with Burnout as a Mediation

The call for hybrid work arrangement post-pandemic

Types of Control, Ethical Work Climates, and Organizational Citizenship Behavior in the Work-from-Home Setting: Lesson Learned from the Covid-19 Pandemic

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