Table 1.
Characteristics of included studies.
| Authors/Year | Participants | Study Methodology | Technology Construct Used | Technology’s Antecedents | Technology’s Outcomes | Technology’s Mediatiors (Med) and Moderators (Mod) |
|---|---|---|---|---|---|---|
| Tarafdar et al., 2010 [31] | 233 workers | Quantitative | Technostress | User involvement facilitation | End-users’ satisfaction; End-users’ performance | |
| Goldfinch et al., 2011 [40] | 240 workers | Quantitative | ICT use | Stress; Musculoskeletal pain (higher ICT use); Pain (laptop, handheld devices use) | ||
| Hennington et al., 2011 [41] | 71 workers | Quantitative | Information systems (IS) use | Emotional exhaustion; Inefficacy | Role conflict (med.) | |
| Leung, 2011 [42] | 612 workers | Quantitative | ICT connectedness (ICTC) | Burnout; Job/family satisfaction | Permeability, flexibility (med., negative spillover); negative spillover (med., permeability, flexibility) | |
| Day et al., 2012 [30] | 258 workers | Quantitative | Perceived ICT demands | Hassles, expectations, availability, workload, lack of control, learning expectation, monitoring, communication (ICT demands); Personal assistance, resources support (ICT support) | Perceived ICT stress, strain, burnout | ICT Support (mod., hassles); Resource support (mod., learning expectation) |
| Fonner et al., 2012 [43] | 193 workers | Quantitative | Connectivity paradox | Organizational Identification (−) | Stress from Interruptions (med., negative) | |
| Golden, 2012 [44] | 316 workers | Quantitative | Telework during traditional and nontraditional work hours | Time and strain-based work-to-family conflict (WFC) and family-to-work conflict (FWC) | Exhaustion (+) | Telework (mod.) |
| Yun et al., 2012 [45] | 300 workers | Quantitative | Office-home smartphone (OHS) impact | Flexibility, productivity (OHS overload) | Job stress, resistance to OHS | Work-life conflict (med.) |
| Salanova et al., 2013 [35] | 1072 workers | Quantitative | Technostress | Anxiety, fatigue, skepticism, self-inefficacy of ICT use (Technostrain); Excessive and compulsive ICT use, anxiety and fatigue (Techno-addiction) | Technostrain (pos. job demands; neg. job resources, personal resources); Techno addiction (pos. job demands, neg. personal resources) | |
| Stenfors et al., 2013 [29] | 3264 workers | Quantitative | Psychosocial working conditions | Information overload, interruption by phone calls/e-mails | Cognitive complaints; depressive, sleeping problems | |
| Brown et al., 2014 [46] | 218 workers | Quantitative | E-mail in the Workplace | Emotional exhaustion | Normative response pressure (mod., e-mail stressor); E-mail overload (med. e-mail quantity, e-mail ambiguity) | |
| Eijckelhof et al., 2014 [47] | 93 workers | Experimental | Workplace stressor | Workplace-stress | ||
| Fuglseth and Sørebø, 2014 [48] | 216 workers | Quantitative | Technostress | Extend ICT use | ICT use satisfaction (med., TC-S, TS-I) | |
| Sok et al., 2014 [49] | 418 workers | Quantitative | The work−home interface | Organizational culture (Supportive culture and innovative culture) | Positive work-home interference (WHI); Time-based; Strain-based | FWH (med. pos. Positive WHI); FWH (med. neg. time-based) FWH (med. neg. strain-based) |
| Srivastava et al., 2015 [50] | 152 managers | Quantitative | Technostress | Work engagement, Job Burnout | Openness to experience (pos.), neuroticism (neg.) (mod., work engagement); agreeableness (pos.), extraversion (neg.) (mod., job burnout). | |
| Ninaus et al., 2015 [51] | 25 workers | Qualitative | ICT use | Better communication processes, information exchange, work-life balance; Connectivity pressure, constant availability | Connectivity behaviour awareness | |
| Timms et al., 2015 [52] | 823 workers | Quantitative | Flexible work arrangements | Organizational culture (supportive or hindrance) | work engagement, psychological strain, turnover intention | |
| Vesala and Tuomivaara, 2015 [53] | 39 workers | Quantitative | Telework arrangement | rural work period | less time pressure, less interruptions, less negative feelings at work, less exhaustiveness of work as well as stress, increased work satisfaction | |
| Bentley et al., 2016 [54] | 804 workers | Quantitative | Teleworker well-being | Organizational social support, telework support | psychological strain (−); job satisfaction (+) | Social isolation (med. neg. job satisfaction) |
| LaPierre et al., 2016 [55] | 251 workers | Quantitative | Working from home | work to family conflict WFC, family to work conflict FWC | self-efficacy (mod. pos. WFC, FWC); management boundaries (mod. pos. WFC, FWC) | |
| Nijp et al., 2016 [6] | 361 workers | Qualitative | New ways of working (NWW) | More time homeworking, job satisfaction, less health | ||
| Cech et al., 2017 [56] | 2769 workers | Quantitative | Workplace flexibility bias | Workplace flexibility bias | Health problems (−); Sleep problems (−); Symptoms of depression (−); Alcohol use (−); Illness management measure (+); Stress (+); Negative work-life spillover (+) | Negative worklife spillover (med. pos. workplace flexibility bias and minor health problems, overall self-rated health, sleep, depression, and sick day use); Stress (med. pos.workplace flexibility bias and minor health problems, overall self-rated health, sleep, depression, and sick day use) |
| Gaudioso et al., 2017 [57] | 242 workers | Quantitative | TS-C | Work-family conflict (t-invasion); job distress (t-overload) | Adaptive and maladaptive coping strategies (med.) | |
| Pirkkalainen et al., 2017 [58] | 1091 workers | Quantitative | Technostress | Strain | Distress venting (mod., neg. stressor); IT control (mod., distress venting) | |
| Windeler et al., 2017 [59] | 309 workers | Quantitative | Part-time telework (PTT) | Work exhaustion | PTT (mod., interpersonal interaction, external interaction) | |
| Mahapatra and Pati, 2018 [21] | 163 workers | Quantitative | Technostress | Burnout (t-invasion, t-insecurity) | T-invasion, t-insecurity (med., t-complexity) | |
| Santuzzi and Barber, 2018 [60] | 234 workers | Quantitative | Workplace telepressure (WPTP) | Exhaustion, poor sleep quality; Engagement | Psychological detachment (med.) | |
| Suh and Lee, 2018 [61] | 258 workers | Quantitative | Technostress | Technologies characteristics (IT complexity, IT presenteeism, pace of IT change); Job characteristics (job autonomy, task interdependence) | Strain (IT presenteeism, pace of IT change, job autonomy task interdependence); Job satisfaction (strain) | IOT (mod., all model); Work overload (med., pace of IT change, task interdependence); Invasion of privacy (med., IT presenteeism, job autonomy, task interdependence); Role ambiguity (med., pace of IT change) |
| Barber et al., 2019 [13] | 663 workers | Quantitative | Workplace telepressure (WPTP) | Work-life balance | Psychological detachment, control, relaxation, and mastery (med.) | |
| Florkowski, 2019 [62] | 169 managers | Quantitative | HR technology, HR-staff technostress | HRT job satisfaction (HRT Support management, HR innovation climate) | HRT work stress impact (med., neg. HRT governance involvement, neg. top management HRT support, pos. HRT job insecurity impact); HRT job insecurity impact (med., neg. HR innovation climate) | |
| Kaduk et al., 2019 [63] | 758 workers | Quantative | Flexible work practices (voluntary or involuntary) | Involuntary flexible work practices | Work-to-family conflict (+), Stress (+), burnout (+), turnover intentions (+), job satisfaction (−) | |
| Khedhaouria and Cucchi, 2019 [64] | 161 managers | Quantitative | Technostress | Agreeableness; openness to experience; extraversion; neuroticism; conscientiousness | Job burnout (low/moderate/high) | |
| Körner et al., 2019 [65] | 36 workers | Qualitative | Stress from human-machine interaction | Technical problems, poor usability, low situation awareness, workers’ unqualified | ||
| Benlian, 2020 [66] | 115 workers | Quantitative | Technology-driven (TD) stressors | Partner satisfaction at home (pos., TCS); (neg., THS) | Negative affect (med., THS); Positive affect (med., TCS); Work-home role integration (mod., positive affect, negative affect); Organizational support (mod., positive affect, negative affect). | |
| Califf et al., 2020 [67] | 402 workers | Quantitative | Technostress | Job satisfaction; Attrition | Positive psych. response (med., TS-I); Negative psych. response (med., uncertainty, insecurity, overload). | |
| Delanoeije and Marijke, 2020 [68] | 78 workers | Experimental | Telework | lower stress, lower work-to-home conflict, higher work engagement, higher job performance on teleworking days compared to office days | ||
| Goetz and Bohem, 2020 [69] | 8019 workers | Quantitative | Technological insecurity | General health | Organizational support, friendship opportunities (mod.) | |
| Mäkiniemi et al., 2020 [70] | 729 workers | Qualitative | Technostress | Technostress; Technology’s resources (autonomy, social support, self-efficacy,) | Techno-work engagement | |
| Song and Gao, 2020 [71] | 3962 workers | Quantitive | Work arrangement | Working at home; Working in the workplace; Bringing work at home | Happiness (−); Stress (+); Subjective well-being (−) | |
| Becker et al., 2021 [72] | 3362 workers | Qualitative | Technostress | TS-C + interruptions, unreliability | Productivity | Exhaustion (med.); active functional-coping and dysfunctional coping (mod., exhaustion) |
| de Carvalho et al., 2021 [73] | 473 workers | Quantitative | Technostress | TS-C (TS-C); TS-I (TS-I) | Quality of life; Intention to remain in the organization; Work-home conflict | |
| Hang et al., 2021 [20] | 355 workers | Quantitative | Technostress | Techno-stressor | Well-being (−) | Technostress inhibitor (mod.) |
| Harris et al., 2021 [74] | 253 workers | Quantitative | Technostress | Turnover intentions, Work-family conflict, Family burnout | Psychological entitlement (mod., t-overload-outcome, t-invasion-outcome) | |
| Heiden et al., 2021 [75] | 392 workers | Quantitative | Flexibile work | Frequency of telework | Stress (+); | |
| Hokke et al., 2021 [76] | 4268 workers | Quantitative | Work arrangement | FLA (flexible leave arrangements); IWAFs (informal work accommodations to family) | Occupational fatigue (+); Psychological distress (+); Burnout (+); Fatigue (+) | |
| Shirish et al., 2021 [77] | 165 managers | Quantitative | Technostress | Technostrain | TTF (med.); OTF (med.); AFFT (med., TTF-OTF) | |
| Adamovic, 2022 [78] | 604 workers | Quantitative | Telework | Power distance orientation; individualism orientation | Belief about telework effectiveness; Belief about telework isolation | Belief about telework isolation (mod., neg. telework and job stress) |
| Li and Wang, 2022 [79] | 34,484 workers | Quantitative | Telework | Telework family initiatives | women’s mental health (+); job satisfaction (+); leisure time satisfaction (+) | |
| Perry et al., 2022 [80] | 391 couples of workers | Quantitative | Telework | Interruptions from family during work hours | Remote work challenge stress response (−); Remote work hindrance stress response (+); Work engagement (+) | Challenge stress response (med. neg. interruptions from family during work hours and work engagement); Employee satisfaction (med. pos. interruptions from family during work hours and work engagement); Challenge stress response (med. neg. interruptions from family during work hours and spouse satisfaction with work engagement); Breaks (mod.) |