{"title":"领导者-成员交流对技术压力与组织承诺之间关系的调节作用","authors":"Youngkeun Choi","doi":"10.1108/mrr-02-2023-0138","DOIUrl":null,"url":null,"abstract":"<h3>Purpose</h3>\n<p>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.</p><!--/ Abstract__block -->\n<h3>Design/methodology/approach</h3>\n<p>For this, this study used a survey method and multiple regression analyses with multisource data from 257 Korean employees.</p><!--/ Abstract__block -->\n<h3>Findings</h3>\n<p>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.</p><!--/ Abstract__block -->\n<h3>Practical implications</h3>\n<p>This study provides practical implications that are directly related to the performance management of employees under technostress.</p><!--/ Abstract__block -->\n<h3>Originality/value</h3>\n<p>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.</p><!--/ Abstract__block -->","PeriodicalId":47769,"journal":{"name":"Management Research Review","volume":"22 1","pages":""},"PeriodicalIF":3.1000,"publicationDate":"2024-01-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"The moderating effect of leader-member exchange on the relationship between technostress and organizational commitment\",\"authors\":\"Youngkeun Choi\",\"doi\":\"10.1108/mrr-02-2023-0138\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<h3>Purpose</h3>\\n<p>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.</p><!--/ Abstract__block -->\\n<h3>Design/methodology/approach</h3>\\n<p>For this, this study used a survey method and multiple regression analyses with multisource data from 257 Korean employees.</p><!--/ Abstract__block -->\\n<h3>Findings</h3>\\n<p>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.</p><!--/ Abstract__block -->\\n<h3>Practical implications</h3>\\n<p>This study provides practical implications that are directly related to the performance management of employees under technostress.</p><!--/ Abstract__block -->\\n<h3>Originality/value</h3>\\n<p>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.</p><!--/ Abstract__block -->\",\"PeriodicalId\":47769,\"journal\":{\"name\":\"Management Research Review\",\"volume\":\"22 1\",\"pages\":\"\"},\"PeriodicalIF\":3.1000,\"publicationDate\":\"2024-01-08\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Management Research Review\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.1108/mrr-02-2023-0138\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q2\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Management Research Review","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1108/mrr-02-2023-0138","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"MANAGEMENT","Score":null,"Total":0}
The moderating effect of leader-member exchange on the relationship between technostress and organizational commitment
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.
期刊介绍：
Management Research Review publishes a wide variety of articles outlining the latest management research. We emphasize management implication from multiple disciplines. We welcome high quality empirical and theoretical studies, literature reviews, and articles with important tactical implications. Published 12 times a year, the journal prides itself on quick publication of the very latest research in general management. The key issues featured include: Business Ethics and Sustainability Corporate Finance Entrepreneurship and Small Business Management Industrial Relations Information and Knowledge Management International Business Human Resource Management Organizational Theory and Behaviour Production and Operations Management Strategic Management and Leadership
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