Thesis (PhD) - Cyprus International University. Institute of Graduate Studies and Research Business Administration Department

Includes bibliography (sheets 143-167)

ABSTRACT
Technostress is evolving as an imperative area of academic research in different
contexts, especially amid the “new normal” settings of working remotely. Previous
research has investigated the relationship between technostress creators and job
outcomes and has proposed individual- and organizational-level approaches to manage
this relationship, however, insights into the influence of dynamic personality
differences on this relationship are relatively limited.
This current study ties the concept of self-efficacy, a dynamic social cognitive theory
construct, to the transactional model of stress and coping and investigates to what
extent computer and social self-efficacy moderate the relationships between each type
of technostress creator and a frontline employee’s job performance. For this study, the
authors used data from 380 IT industry professionals, and the proposed hypotheses
were tested with Smart-PLS3.
The results show that (1)social self-efficacy and computer self-efficacy moderate in
different paths the relationships between each type of technostress creators and both
in-role performance, extra-role performance (2) that the relationship between a
specific technostress creator and a specific outcome are not similarly influenced by the
individual moderating effect of both social self-efficacy and computer self-efficacy (3)
that individuals' perception of their abilities to exercise control over a specific
technostress creator vary according to their perception of this technostress creator.
Investigating the roles of social self-efficacy and computer self-efficacy, in this
context, highlights how employees can retain positive well-being despite technostress
creators, which can equip businesses with an understanding of the circumstances amid
which employees can work effectively.
This study is one of the first to explicitly incorporate the concept of coping with the
technostress phenomenon, ties this with the constructs of domain-linked self-efficacy
and provides an understanding of how different technostress types lead to different
outcomes. Results reveal that aspects of technostress have negative and positive
outcomes and sheds light on employee’s self-efficacy beliefs as possible means for
improving their coping effectiveness. Contributions and implications for both theory
and practice are discussed.
Keywords: Frontline Employee, Organizational Performance, Self-Efficacy,
Technostress Creators, Transactional Model of Stress and Coping.