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PurposeThe purpose of this study is to understand the impact of techno-overload and techno-invasion on work and family. Specifically, we focus on intention to turnover in the work domain, work-family conflict in the work-family domain, and family burnout in the family domain. Furthermore, this study examines the moderating role of entitlement, a personality variable, in this process.Design/methodology/approachUsing a sample of 253 people who were using technology to complete their work over two time periods, the relationships were examined using hierarchical moderated regression analysis.FindingsThe results revealed that both techno-overload and techno-invasion were significantly related to greater turnover intentions, higher work-family conflict, and greater family burnout. In addition, entitlement played a moderating role such that those who were higher in entitlement had stronger techno-overload-outcome and technostress invasion-outcome relationships.Practical implicationsThese findings may provide managers key insights to help manage employees, especially those with an inflated sense of entitlement, to mitigate the serious negative outcomes associated with techno-overload and techno-invasion. In particular, both techno- overload and techno-invasion had minimal impact on negative outcomes when employee entitlement was lower. However, when employee entitlement was higher, techno-overload and techno-invasion had considerable negative effects.Originality/valueDue to the ubiquitous nature of information-communication technology (ICT) in organizations today, individuals often experience techno-overload and techno-invasion. This research utilized conservation of resources theory to examine these relationships. This study established the relationships of both techno-overload and techno-invasion with key organizational and family outcomes and points to the critical role of the personality variable, entitlement, in this process. The results provide theoretical and practical advancement in the role of technology with people in organizations today.

This study examines the effects of technology-enacted abusive supervision, defined as subordinate perceptions of supervisor's use of information and communication technologies (ICTs) to engage in hostile communications. This research was designed to examine if technology-enacted abusive supervision has an impact on both the work and family domains. Based on conservation of resources theory, we theorize that technology-enacted abusive supervision enhances subordinate engagement in emotional labor surface acting, which contributes to emotional exhaustion, which in turn impacts both the work and family domains. Results demonstrate significant paths in both domains. Subordinate perceptions of technology-enacted abusive supervision are positively related to the engagement in technology-enacted incivility through the serial mediation of emotional labor surface acting and emotional exhaustion. Additionally, subordinate perceptions of technology-enacted abusive supervision are positively related to family undermining at home for the subordinate through the serial mediation of emotional labor surface acting, emotional exhaustion, and stress transmission.

We investigate the intersection of social media and the workplace, focusing on job performance impacts of employees' social media addictions and social media reactions through work-family balance and burnout. The research model is grounded in conservation of resources theory, which suggests social media compulsions and emotional reactions to co-worker's social media posts will deplete employees' energetic and constructive resources, making it difficult to achieve work-family balance and increasing the likelihood of job burnout, and will ultimately degrade job performance. A sample of 326 full-time employees revealed a negative relationship between social media addiction and work-family balance and a positive relationship between social media reactions and job burnout. Balance and burnout mediated the relationship between social media and job performance such that social media addiction was negatively related to job performance through work-family balance, and social media reactions were negatively related to performance through burnout and work-family conflict.

Based on conservation of resources theory, this study examined the impact of two stressors: abusive supervision, an interpersonal stressor; and technology work overload, a contextual stressor, on job strain and perceived organizational support. These linkages have not been previously examined, but are of importance for managing employees who complete work on their computers. In a sample of 219 technology end users from a wide range of jobs and industries, we found that both of the stressors we examined had negative impacts on desired outcome variables. Additionally, we found that human resource management effectiveness moderated these relationships. These findings have important implications for theory and application which are discussed. Limitations and directions for future are also offered.

With the increased use of computers for completing work, as well as the interconnectivity that the technology enables, more and more workers are experiencing technology-related pressure. Although it is known that this pressure occurs, especially for employees who complete the majority of their work on computers, little is known about the outcomes that result from it. This study attempts to fill this void by examining work–family conflict (WFC) as a potential consequence stemming from technology-related pressure. Additionally, we examine negative affectivity, social stressors, and job control as moderators of the technology-related pressure/WFC association. We investigated these relationships in a sample of 283 workers, all of whom complete the majority of their work on the computer.

Perceptions of organizational politics (POPs) are ever present and have been shown to have many negative effects. This study investigated the influence of perceptions of politics on the consequences of turnover intentions and job frustration; 2 important outcomes in the organizational politics literature. Additionally, this study examined the role of supervisor communication as a moderator of these relationships. We investigated the relationships in a sample of 246 alumni from a midwestern university who were working in a wide range of occupations. Our results provide support for positive associations between POPs and intentions to turnover and job frustration; supervisor communication moderated these relationships. Managerial recommendations and suggestions for future research are offered.

Previous research has demonstrated a positive relationship between leader–member exchange (LMX) quality and positive outcomes. However, little is known about how the dispositional variable of subordinate political skill impacts LMX–consequence relationships. Thus, this study investigated this interaction in predicting turnover intentions and job satisfaction. Additionally, we employed a relatively unexamined multidimensional measure of LMX, which could then help to establish the generalizability of outcomes related to LMX. We investigated these hypotheses in a sample of 239 working employees, and found support for the moderating role of subordinate political skill. jasp_530 2373..2395 The relationship between supervisors and their subordinates has received extensive research attention, as exchanges with supervisors are often the most important workplace relationship for employees (e.g., Manzoni & Barsoux, 2002). Leader–member exchange (LMX) theory, which focuses on the unique relationship between subordinates and their supervisors, has provided a useful framework for examining these relationships and has been the focus of numerous empirical studies (for a meta-analytic review, see Gerstner & Day, 1997). Studies have established that LMX relationship quality is positively related to a number of desired outcomes (Gerstner & Day, 1997). However, numerous organizational scholars have suggested that the effect of LMX on these outcomes is more complicated than direct effects. Researchers have asked for future investigations to examine important moderators (e.g., Schriesheim, Castro, & Cogliser, 1999). In this study, we examine subordinate political skill, which is the ability to understand workplace interactions and to use that knowledge to help in influencing the surrounding work environment (Ahearn, Ferris, Hochwarter, Douglas, & Ammeter, 2004) as a moderator of the relationships between LMX and the outcomes of turnover intentions and job satisfaction.

The authors investigated the individual characteristic of political skill and its relation to 5 different career-related outcomes (total compensation, promotions, career satisfaction, life satisfaction, and perceived external job mobility). They examined data obtained from a sample of 191 employees working a wide range of occupations. The results reveal that political skill is associated with 4 of the 5 outcomes. In addition, they examined the 4 dimensions of political skill and found that the networking ability dimension dominates the relations with the examined outcomes. The authors discuss practical implications, limitations, and directions for future research.

Numerous studies have found that individuals' levels of job strain are consistently and strongly related to turnover intention. The present study examined whether the supervisor—which is one of the most important interorganizational relationships that employees have—might buffer the strain/turnover-intention relationship. We employed the conservation of resources theory and proposed a number of hypotheses related to aspects of the supervisor–subordinate relationship moderating the strain–intention to turnover relationship. We tested these relationships using a sample of 231 employees, who were computer workers from a number of different organizations. Our results showed support for several hypothesized supervisor-related moderators.

The authors aimed to distinguish between perceptions of organizational politics (POPs) and perceived organizational support (POS). Previous research has shown that these two constructs are related, and whereas some researchers have suggested that POS mediates the relationships between POPs and outcomes (e.g., M. C. Andrews & K. M. Kacmar, 2001; R. Cropanzano, J. C. Howes, A. A. Grandey, & P. Toth, 1997), others have claimed that POPs mediate the relationships between POS and outcomes (e.g., G. R. Ferris, G. S. Russ, & P. M. Fandt, 1989). The authors investigated these competing models in an organizational sample of 418 employees from a water-management-district office. Results showed that POPs and POS were related to each other and to 5 outcomes: (a) job satisfaction, (b) pay satisfaction, (c) job strains, (d) role conflicts, and (e) turnover intentions. Results also indicated that POS fully mediated 3 of the 5 relationships between POPs and outcomes and partially mediated the other 2.

This study investigates the impact of perceived social stressors on job and career satisfaction. Additionally, the authors investigate whether individuals' reported levels of political skill could attenuate the negative effects of social stressors on these outcome variables. The authors test these hypotheses with a sample of 246 alumni from a private, Midwestern university. The authors' results provide support for the hypothesized negative influence of social stressors on job and career satisfaction and indicate that political skill can moderate these relationships. Practical implications and directions for future research are offered.

Pressure to produce at the workplace is omnipresent, and in many ways a necessary situation. Although pressure to produce helps to motivate or drive employee performance, it is likely to be associated with negative outcomes. In this study, we examine three outcomes (job satisfaction, role overload, and perceived organizational support) to assess their linkages with pressure to produce. Based on person-situation theory, we also investigate negative affectivity (NA) as a moderator of pressure to produce-outcome relationships. We examine these hypotheses in a sample of 220 technology end-users from a wide range of jobs. Our results support our hypotheses that pressure to produce is negatively related to desired work outcomes, and that NA intensifies the associations between pressure to produce and negative consequences.

Recent work has begun to look at the impact of abusive supervision, a dysfunctional workplace behavior, on employee outcomes. This study extends this line of research by examining vicarious abusive supervision (abuse not directly experienced, but rumors about it or hearing about it, that is “experienced vicariously”). In particular, this research effort investigates whether vicarious abuse has effects above and beyond those accounted for by personally experienced abusive supervision on the outcomes of job frustration, coworker abuse, and perceived organizational support. Our sample is composed of 233 workers from a large variety of organizations. Results reveal that both personally experienced and vicarious abuse have negative impacts and these effects are heightened when both forms of abusive supervision are present. Practical and theoretical implications, as well as directions for future research, are offered.

While the number of employees who primarily use computers to complete their work increases, a significant subset of those employees simply do not enjoy computer work. This dislike has an influence on work-related outcomes like perceived technology overload and job satisfaction. It is important to examine how work-related support from either supervisors or coworkers can minimize/buffer the negative outcomes related to an individual’s disliking computer work. Using a sample of 225 workers from a range of businesses and industries, we investigated the influence of facilitating conditions on liking computer work. The results show that liking computer work is positively related to job satisfaction, and supervisor support helps moderate the relationships between liking computer work and the outcomes of job satisfaction and technology work overload. Implications for research and practice and directions for future research are offered.

Cumulative research has found leader-member exchange (LMX), the quality of the relationships between supervisors and subordinates, to be a significant predictor of a number of important outcomes. However, relatively minimal work has been performed on variables that predict LMX, with even less attention paid to subordinate personality serving as an antecedent. This study tested the relationship between a number of personality variables and LMX. It further examined the potential for LMX to mediate the associations between different personality variables and organizational outcomes. We tested our hypotheses in a sample of 136 lottery workers and found support for the majority of our predictions.