Speaker
Description
Technostress, defined as the psychological strain arising from the need to adapt to rapidly evolving information and communication technologies (ICTs), has emerged as a critical challenge in remote work contexts. Rooted in job demands–resources theory, technostress reflects negative effects on individuals’ attitudes, behaviors, cognition, and overall psychological well-being, particularly among teleworkers who rely heavily on digital tools for communication, coordination, and task completion. As remote and hybrid work arrangements continue to expand, understanding the implications of technostress for both employees and organizations has become increasingly important. This study examines technostress and its associations with work-related outcomes and demographic factors in a sample of 207 remote workers.
All constructs demonstrated acceptable to strong internal consistency (technostress α = .696; perceived productivity α = .911; flexibility α = .829), supporting the reliability of the measures used. Correlational analyses revealed that technostress was moderately and negatively associated with productivity (r = –.382, p < .001), indicating that higher technostress is linked to lower perceived efficiency, focus, and output when working remotely. A smaller but statistically significant negative relationship was also found between technostress and flexibility (r = –.163, p = .019), suggesting that greater autonomy, scheduling control, and the ability to manage work around personal needs may help reduce technostress.
Gender comparisons indicated minimal differences overall, although women reported slightly higher productivity; importantly, no significant gender differences were observed for technostress levels. A Spearman’s rho analysis further identified small but significant demographic patterns: technostress was positively associated with age cohort (ρ = .139, p = .046), indicating higher levels among older participants, and negatively associated with residence (ρ = –.183, p = .008). Age and residence were also modestly related (ρ = –.162, p = .020), suggesting some variation in living contexts across age groups.
Overall, the findings highlight technostress as a meaningful factor influencing remote work experiences, with modest but noteworthy demographic variation. These results underscore the importance of organizational strategies aimed at reducing technostress, such as improving digital support, training, and workload management, to enhance employee well-being, maintain performance, and support sustainable remote work practices across diverse populations.
