CoChat
Sign Up
Cited by 456Technostress in Professional SettingsStress and Burnout ResearchJob Satisfaction and Organizational Behavior

The DOI matches its Crossref record; 151 of the 151 references it cites were found in a registry or an index.

Technostress creators and job outcomes: theorising the moderating influence of personality traits

Srivastava, Shirish C., Chandra, Shalini, Shirish, Anuragini·2015·Information Systems Journal
DOI 10.1111/isj.12067
Open this paper in CoChat — free account

Abstract

Although prior research has examined the influence of technostress creators on job outcomes, insights into the influence of personality traits on the perceptions of technostress creators and their consequent impacts on job outcomes are rather limited. Such insights would enable a deeper understanding about the effects of individual differences on salient job‐related outcomes. In this research, by leveraging the distinctions in personality traits offered by the big five personality traits in the five‐factor model and grounding the research in the transactional model of stress and coping, we theorise the moderating influence of personality traits on the relationships between technostress creators and job outcomes, namely job burnout and job engagement. Specifically, the study theorises the mechanisms through which each of the specific personality traits openness‐to‐experience, neuroticism, agreeableness, conscientiousness and extraversion interacts with technostress creators to differently influence job burnout and job engagement. We test the proposed model in a field study based on a survey of senior organisational managers who regularly use information and communication technologies for executing professional tasks. Although technostress creators are generally associated with negative job outcomes, our results also show that for individuals with certain personality traits, technostress creators may result in positive job outcomes. The study thus contributes to the technostress literature, specifically by incorporating the salient role of individual differences. The study also provides insights for managers who should pay special attention to allocating specific job roles to employees with particular personality traits in order to optimise job‐related outcomes.

Overview

Integrity signals

Registry

Crossref · 10.1111/isj.12067

Cites

151 of 151 references verified0 citation errors · 0 not checkable

Statistics

Recomputing p-values needs the paper’s full text.

Verification

Claims the paper makes

This paper’s full text isn’t openly available, so its claims and self-check weren’t run. The registry and citation checks still apply.

Claims other papers make about this one

Each is checked against this paper’s own text: does it say what the citing paper says it does?

Citations

Cites

Flagged first, then by citations

Show all 150 references

Research works printed but not linked: 13

  1. 10.1037/0022-3514.59.3.525 · DOI
  2. 10.1037/0022-3514.69.5.890 · DOI
  3. Costa P.T., 1985, The NEO Personality Inventory Manual
  4. French J.R.P., 1974, Coping and Adaptation, 316
  5. Goldberg L.R., 1981, Review of Personality and Social Psychology, Wheeler. L (ed.), 141
  6. 10.2307/259137 · DOI
  7. Gupta A., 2006, Email management: a techno‐managerial research perspective, Communications of the AIS, 17, 941
  8. 10.1037/0022-3514.37.1.1 · DOI · Paper page
  9. Mark L.F., 2003, Eustress, distress, and interpretation in occupational stress, Journal of Managerial Psychology, 18, 726, 10.1108/02683940310502412 · DOI
  10. Maslach C., 1997, The Truth about Burnout
  11. Nunnally J.C., 1978, Psychometric Theory
  12. Rasch R.H., 1989, The impact of individual differences on MAS personnel satisfaction and turnover intentions, Journal of Information Systems, 4, 13
  13. Selye H., 1964, From Dream to Discovery

Cited by

Sorted by citations

See all 456

Related

Metadata

Authors
Srivastava, S. C., Chandra, S., & Shirish, A.
Affiliations
  • HEC Paris (FR)
  • S P Jain School of Global Management (SG)
  • Institut Mines-Télécom (FR)
Corresponding author
Srivastava, Shirish C.
ORCID
Venue
Information Systems Journal
Publisher
Wiley
Published
2015-05-15
Volume
25
Issue
4
Pages
355-401
ISSN
  • 1350-1917 (ISSN-L)
  • 1365-2575
DOI
10.1111/isj.12067
OpenAlex
W1936925322
Semantic Scholar
f2851eced25cd4818210f117ac0b441b6a3d86e7
Cited by
456
References
150
Citations by year
2026: 43 · 2025: 58 · 2024: 56 · 2023: 72 · 2022: 63 · 2021: 58 · 2020: 40 · 2019: 29 · 2018: 14 · 2017: 13 · 2016: 6 · 2015: 4
FWCI
20.23
Type
journal article
Language
en
Open access
closed
Licence
onlinelibrary.wiley.com/termsAndConditions#vor (vor)
Locations
  • Information Systems Journal (publishedVersion)
  • RePEc: Research Papers in Economics (submittedVersion)
  • Grenoble Ecole de Management (Post-Print) (submittedVersion)
  • HAL (submittedVersion)
Funders
HEC Paris Foundation
Topics
  • Social Sciences › Psychology › Social Psychology › Technostress in Professional Settings
  • Social Sciences › Psychology › Social Psychology › Stress and Burnout Research
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
Keywords
technostress, personality traits, Big Five personality traits, burnout, work engagement, transactional model of stress and coping, individual differences, moderating effect, business executives, information and communication technologies

About these checks

Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.

Statistics and arithmetic are recomputed, not judged.

Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.

What counts as a claim ›How we measure confidence ›How we check this ›

Are you an author, or do you see a problem with this page? Request a review