Table 2 Summary of Data to be Collected by Online Surveys Administered to TCs
2A. Primary Outcome Variables | |
Construct/Variable | Definition |
Stress | Symptoms of stress [46] |
Job Satisfaction | Attitudes and feelings about work which can range from positive and favorable (indicating job satisfaction) to negative and unfavorable attitudes (indicating job dissatisfaction) [31, 58] |
Job Performance: Perceived Usefulness & Utility | Degree to which a person believes that using a particular system would enhance his/her job performance (perceived usefulness) and would be free of effort (perceived ease of use) [59,60,61] |
Job Performance: Job-Fit/Job Complexity | Utilization of a new tool or system as strongly influenced by perception of expected consequences (complexity of use and fit between the job and what the technology offers) [62] |
Job Performance: Professional Efficacy | The extent to which a person believes s/he can meet workplace demands can mitigate the effect of high job demands on stress and stress-related burnout [39] |
2B. Moderators | |
Support Satisfaction | Perceptions of manager and co-worker social support as direct sources of stress as well as potential job resources and which influence appraisal of occupational stressors [38, 58, 63,64,65] |
Network Conflict | Perceptions of manager and co-worker conflict as direct sources of stress and which influence appraisal of occupational stressors [65] |
Multi-tasking | Having to handle several, multiple, possibly overwhelming tasks in a challenging environment with the potential of engendering task saturation. The technologies involved can influence perception of multi-tasking due to technology overload, uncertainty, and/or complexity [31, 32, 63, 66, 67] |
Technologies & Task Load | Stress experienced by end users in organizations as a result of their use of ICTs, constant ICT changes and the physical, social and cognitive responses demanded by their use. Technostress is a combination of 5 different aspects or dimensions: techno-overload (ICTs force users to work faster and longer), techno-invasion (invasive effect of constantly being connected), techno-complexity (complexity associated with ICTs leads users to feel inadequate, forcing them to spend time and effort learning new skills), techno-insecurity (users feel threatened about losing their job due to ICTs) and techno-uncertainty (continual ICT changes and upgrades unsettle users and creates uncertainty about skills) [31, 32] |
Overcommitment | An individual’s exhaustive coping style which can adversely impact the individual’s health [14, 66, 68] |
Attitude toward Behavior | Positive or negative feelings about performing the target behavior [60, 69] |
Turnover Intention | An employee’s intention to leave or stay at their current place of employment or current job role/title which is important in relation to job satisfaction, a salient antecedent of turnover intent and a key mediating variable between the work environment and turnover intent [70]. |
Absenteeism | Absence, distinguished by absence frequency, absence duration, and different types (illness-related sick leave vs work-related illness) [38, 64] |
Specific Technologies | Perceptions of anticipated and actual impact of specific NG911 information sources on performance [71] |
Work-Life Balance & Job Satisfaction | The extent to which an individual is engaged in and satisfied across different life roles—work role and family role—which is associated with quality of life and well-being, with a positive balance implying a high level 2of satisfaction and a negative balance suggesting a low level of satisfaction [72] |
2C. Individual Characteristics & Open-Ended Items | |
Current Overall Work-Related & Non-Work-Related Stress Levels Stress Coping Methods Self-Care/Outside of Work Support | Attitude towards Overtime Current & Preferred Position/Role Current & Preferred Shift/Work Schedule |