Purpose

Based on the conservation of resource theory, this study aims to develop and test the relationship between workplace technostress and affective organizational commitment. It assumes that the direct relationship between workplace technostress and affective organizational commitment is moderated by perceived organizational support.

Design/methodology/approach

For this, this study used a survey method and multiple regression analyses with multisource data from 257 Korean employees.

Findings

The results suggest the following. First, workplace technostress was negatively associated with affective organizational commitment fully. Second, there was a stronger negative relationship between workplace technostress and affective organizational commitment for employees with low as opposed to those with high levels of leader–member exchange.

Practical implications

This study provides practical implications that are directly related to the performance management of employees under technostress.

Originality/value

To the best of the authors’ knowledge, this study is the first one to examine the moderating effect of leader–member exchange on the relationship between technostress and affective organizational commitment.

中文翻译：

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领导-成员交流对技术压力与组织承诺关系的调节作用

目的

基于资源守恒理论，本研究旨在开发和测试工作场所技术压力与情感组织承诺之间的关系。它假设工作场所技术压力和情感组织承诺之间的直接关系受到感知的组织支持的调节。

设计/方法论/途径

为此，本研究采用了调查方法和多元回归分析，对 257 名韩国员工的多源数据进行了分析。

发现

结果表明如下。首先，工作场所技术压力与情感组织承诺完全负相关。其次，与领导者-成员交流水平高的员工相比，工作场所技术压力与情感组织承诺低的员工之间存在更强的负相关关系。

实际影响

这项研究提供了与技术压力下员工绩效管理直接相关的实际意义。

原创性/价值

据作者所知，这项研究是第一个检验领导者与成员交流对技术压力和情感组织承诺之间关系的调节作用的研究。