Understanding the relationship between technostress, job design and employee engagement from the Nigerian banking employees perspective

• Main Authors: Kamarudin, Suzilawati, Ungku Ahmad, Ungku Norulkamar, Okolo, Deborah
• Format: Conference or Workshop Item
• Published: 2018
• Online Access: http://eprints.utm.my/id/eprint/83428/
• Institution: Universiti Teknologi Malaysia

VNo doubt, information technology has provided the banking sectors with the capability to provide speedy and reliable banking services. However, ICT is believed to be a two-edged sword which offers tremendous benefits to the organization and also responsible for inducing stress amongst employees. This type of stress is referred to as technostress. Technology has created a knowledge gap for employees because of task reengineering, increased workload, multi-tasking, work-family conflict. Researches have demonstrated that technostress can affect an employee's performances, job satisfaction, and organizational commitment. However, the relationship between technostress job design and employee engagement has not been examined. Using the job characteristic model and social exchange theory this present study has examined the relationship between technostress, job design, and employee engagement. Data was collected from 319 individuals working in the Nigerian commercial banks and data was analyzed using smart PLS. The result indicated that job design has a significant influence on technostress, and technostress has a significant influence on employee engagement. Contrary to our proposed negative relationship based on job design, employee engagement and stress literature in which negative relationship is expected between job design and stress, stress and engagement, the result of this study revealed a positive relationship between job design and technostress is an indication that job design alone may not be able to moderate the effect of technostress if technological elements of job design is not addressed. While technostress does not necessarily reduce employee engagement but a moderate level of stress can serve as a motivator while extreme stress can demotivate employee. Additionally, the result of the study shows a positive relationship between job design and employee engagement and technostress mediates the relationship between job design and employee engagement.