The moderating effect of leader-member exchange on the relationship between technostress and organizational commitment

Abstract

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.