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Open research questions in Technostress in Professional Settings

60 unresolved questions extracted from the limitations and future-work sections of 573 Technostress in Professional Settings papers in our library. Each links back to the study that raised it.

What the literature leaves open

  • manufacturing system in Indian manufacturing organizations. Cleaner Logistics and Supply Chain. https://doi.org/10.1016/j.clscn.2024.100178 and performance outcomes of Hassan, R., Malik, A., & Nawaz, F. (2024). Employee engagement and job satisfaction: Mediating role of psychological empowerment and organizational trust. Heliyon. https://doi.org/10.1016/j.heliyon.2024.e32045 Hu, R., Szeto, W. Y., & Ho, S. C. (2025). Repositioning in bike sharing systems with broken bikes considering on-site repairs. Transportation Research Part E: Logistics and Transportation Review. https://doi.org/10.1016/j.tre.2025.104155 Khalil, M. A., Padmanabhan, R., Hadid, M., Elomri, A., & Kerbache, L. (2025). AI driven transformation in trade finance: A roadmap for automating letter of credit document examination. Digital Business. https://doi.org/10.1016/j.digbus.2025.100130 Khan, H., Arslan, A., Haapanen, L., Rodgers, P., & Tarba, S. Y. (2023). Hybrid market offering in the medical technology sector and the role of network configuration: An exploratory assessment in both developed and emerging markets. International Marketing Review, 40(4), 612-635. https://doi.org/10.1108/IMR-10-2021-0303 Kim, J., & Park, S. (2025). The impact of AI-powered decision support on employee performance and satisfaction in hybrid workplaces. Computers in Human Behavior Reports. https://doi.org/10.1016/j.jbusres.2025.115584 Veredas do Direito, v.23, e237428 – 2026 Veredas do Direito, v.23 n.2, e23xxx – 2026 18 LITERATURE REVIEW: KEY FACTORS IN COMPETENCY-BASED PROFESSIONAL PERFORMANCE IN HYBRID ENVIRONMENTS 2022–2026 Lauring, J., & Jonasson, C. (2024). What is hybrid work? Towards greater conceptual clarity of a common term and understanding its consequences. Human Resource Management Review, 34(4), 101044. https://doi.org/10.1016/j.hrmr.2024.101044 Madero Gómez, S., & Vásquez Rivera, O. I. (2025). El futuro del trabajo y sus talento. Investigando Administración, 54(135), 1–15. implicaciones en el https://doi.org/10.35426/iav54n135.05 Mendoza Munguía, I. B. (2025). Teletrabajo en Latinoamérica: Revisión sistemática. Gestio et Production. Revista Electrónica de Ciencias Gerenciales, 7(12), 172–188. https://doi.org/10.35381/gep.v7i12.210 Mendoza Muñoz, J. A., & Haro-Zea, K. L. (2024). Burnout y su impacto en el desempeño laboral del personal de salud, una revisión sistemática. Impulso, Revista De Administración, 4(7), 167-184. https://doi.org/10.59659/impulso.v.4i7.41 Mim, J. F., Islam, M. M., & Raza, A. H. (2025). A hybrid MCDM approach for unveiling ChatGPT’s effect on students’ learning. Computers and Education: Artificial Intelligence. https://doi.org/10.1016/j.caeai.2025.100457 Olivares Álvarez, D. M.(2025). Impacto del teletrabajo en el desempeño laboral: revisión Talento.

    LITERATURE REVIEW: KEY FACTORS IN COMPETENCY-BASED PROFESSIONAL PERFORMANCE IN HYBRID ENVIRONMENTS 2022–2026 · 2026 · DOI

  • Artificial Intelligence (AI) is increasingly integrated into organizational processes, yet its influence on work culture remains insufficiently understood.

    Evaluation of the Impact of Artificial Intelligence on Work Culture · 2026 · DOI

  • Based on the findings of this study, I propose the following recommendations: Institutions should prioritise the adoption of user-friendly, integrated digital platforms and limit the proliferation of multiple, overlapping systems. Reducing system complexity can enhance lecturers' sense of control, competence, and environmental mastery. Similarly, policies should be introduced to regulate digital workloads, including clear expectations on response times, after-hours availability, engagement. Such measures can mitigate technooverload and techno-invasion and promote healthier work–life balance. online and Continuous, needs-based digital training should be institutionalised, focusing on practical pedagogical applications rather than generic ICT skills. Training should be paced and scaffolded to accommodate lecturers at different levels of digital proficiency. Universities should frame technological change as an opportunity for innovation and personal growth, reflective encouraging practice. Recognising and rewarding adaptive behaviours may help transform uncertainty into a positive developmental experience.

    Impact of Techno-Stressors on the Psychological Wellbeing of Academic Staff across the Age Strata in Ugandan Public Universities · 2026 · DOI

  • The study concludes that technology adoption alone is insufficient to drive organizational performance; rather, it is the surrounding human systems, including managerial capability, psychological safety, well-being infrastructure, and supportive policy, that determine whether technological and structural change translates into genuine gains for employees and organizations alike.

    The Evolving Landscape of Work and Employment: a Study of Employee Well-being, Technology, and Organizational Adaptability · 2026 · DOI

  • One underexplored area is the role of algorithmic gatekeeping in career advancement, including opaque promotion processes and AI-filtered evaluations that may privilege certain behaviours or skill sets while limiting transparency and equity (Hillebrand et al.

    Guest editorial: STARA (smart technology, AI, robotics and algorithms): implications for career research · 2026 · DOI

  • It examines the internal regulatory mechanism through which ICT demands impact managers' well-being, job performance and presenteeism in hybrid work environments, focussing on the mediating role of digital well-being as a previously underexplored regulatory pathway.

    Managers in the context of hybrid work: the impact of ICT demands on outcomes · 2026 · DOI

  • Purpose Existing research remains scarce on how digital human resource management (HRM) influences employees' cognitive experiences through dual-path mechanisms (facilitating effects and inhibiting effects) and ultimately shapes differentiated innovative performance.

    Gain or loss? The double-edged sword effect of digital human resource management on employee innovative performance · 2026 · DOI

  • Organizations are increasingly adopting Smart Technology, Artificial Intelligence, Robotics and Automation, and Algorithms (STARA; Brougham & Haar, 2018), yet employee responses to these advanced technologies vary widely.

    Too Close for Comfort? Effects of Proximity to Robotics and Automation on Tech-Induced Job Insecurity and Perceived Organizational Support · 2026 · DOI

  • A unique limitation of this study is its focus on solo self-employed business owners, which, while offering detailed insights, may not fully represent the broader workforce, particularly individuals in larger organizations or different cultural contexts. Future research could extend this inquiry by incorporating more diverse business structures and cultural settings to examine how these factors influence the relationships between work dynamics and individual well-being. In addition, longitudinal designs would provide a deeper understanding of how work–life balance, tech- nology anxiety, and leadership responsibilities evolve over time, beyond the cross-sectional snapshot offered here. Exploring the role of emerging technologies, such as artificial intelligence (AI) and machine learning, may also yield forward-looking insights for both scholars and practitioners. A further limitation concerns the aggregation of auton- omy and responsibility into a single construct due to constraints of the secondary dataset. This operationalization may obscure their distinct roles as job resources and job demands within the JD-R framework. Future research should disentangle these dimensions to examine their independent and interactive effects. Finally, the use of single-item and two-item measures for certain constructs may limit the ability to fully capture their multidimensional nature and introduce measurement error, thereby affecting reliability compared to multi-item scales. An additional limitation concerns the conceptual treatment of certain variables, such as work-life time balance and overtime work, as control variables. Although these variables were included to isolate the effects of primary predictors, their signifi- cant relationships with job satisfaction and well-being suggest potential conceptual overlap with key constructs within the JD-R framework. This raises the possibility that some control variables may function as contextual job demands or resources rather than purely exogenous controls. Future research should more explicitly integrate these variables into the theoretical model, rather than treating them solely as control variables, to better capture their role in shaping work-related outcomes.

    Navigating the digital era: The impact of digitalization and work-life harmony on well-being among solo self-employed individuals · 2026 · DOI

  • Although this study provides valuable empirical evidence on the relationship between business ethics, technology use, and workplace happiness, it is not exempt from certain methodological and contextual limitations that should be acknowledged. The use of a cross-sectional design restricts the ability to infer causal relationships, limiting the temporal interpretation of the observed effects. Future research would benefit from employing longitudinal or experimental designs to capture how these relationships evolve amid ongoing organizational and technological transformations. Likewise, the exclusive focus on the Mexican context may constrain the generalizability of findings, as ethical, technological, and happiness-related dynamics can vary across cultural, institutional, and economic environments. Comparative and cross-national studies, especially across economies with differing levels of digital maturity, could further validate and refine the proposed model. Regarding gender-based analyses, while the study uncovered meaningful differences, it did not explore the underlying mechanisms driving these disparities. Future research could integrate mediating and moderating variables such as perceived gender roles, professional identity, technological capital, industry type, and hierarchical level. Additionally, the reliance on self-reported measures may introduce bias; therefore, complementing future analyses with qualitative, mixed-method, or technology-assisted approaches could enrich the robustness of the findings. Finally, an emerging line of inquiry involves examining the ethical and emotional implications of advanced technologies, such as artificial intelligence, algorithmic management, and automation, in shaping perceptions of fairness and happiness at 16 Human Resources Management and Services 2026, 8(1), 5875. these phenomena could work. Exploring to a reconceptualization of organizational ethics as a guiding principle in technological design and governance, transcending its traditional human-centered scope. Such an approach would position ethics not merely as a reactive framework but as a proactive driver of sustainable and humanistic digital transformation. lead 11. Artificial intelligence generated content (AIGC) disclosure The authors declare that artificial intelligence tools were used solely for language editing, grammatical correction, and stylistic refinement of the manuscript. Specifically, ChatGPT (OpenAI) was employed to improve the clarity and correctness of the English language. No artificial intelligence tools were used in the research design, experimental procedures, data analysis, interpretation of results, or generation of original scientific content. All intellectual contributions, analyses, and conclusions are the sole responsibility of the authors. Funding: This research did not receive any specific grant from funding agencies in the public, commercial, or not-for-profit sectors. Acknowledgements: We express our sincere gratitude to all the participants who kindly responded to the survey. We also thank the anonymous peer reviewers whose comments helped strengthen the final version of this article. Conflict of interests: The authors declare that they have no competing interests. Declaration of AI Use: Artificial intelligence (AI) was used exclusively for the purpose of grammar and style revision. All content related to conceptual development, instrument design, data analysis, interpretation of results, and writing was entirely produced by the authors. No generative AI tools were employed to create or modify the academic substance of this manuscript.

    Business ethics, technology use, and workplace happiness: Gender-based differences · 2026 · DOI

  • The study limitations that should be considered while interpreting the findings; the cross-sectional design of this study did not allow causality relationship among variables, and the mediation findings should be inter- preted with caution, the relationships are potential path- ways rather than definitive causal mechanism. This study used a regression-based mediation approach rather than an advanced counterfactual mediation framework due to assumption limitation related to observational data of this study. Although important covariates were included in the analyses based on theoretical approach, the possi- bility of residual confounding cannot be excluded. Self- reported screen time, sleep quality, and physical activity levels would have let to recall bias and social desirability bias. Though, self-reported height and weight are com- monly used to compute BMI in online survey designs, and this is also regarded as a limitation due to social desirability bias [50]. In absence of a robust theoretical framework or model like the Job Demands-resources (JD-R) model, this study could not adequately explain the relationship between variables like workload, screen time, job crafting, work performance, personal resources, and burnout. Nevertheless, this research included a larger sample of faculties and from different part of the country. Hence, the findings established from this diverse sample would enhance the generalizability of the find- ings. Further, the use of validated outcome measures and statistical measures used in this study would have coun- tered the possible biases. Sidiq et al. Archives of Public Health (2026) 84:118 Page 13 of 14 Future researches should consider conducting a lon- gitudinal design explaining cause-effect relationships of predictor variables, and use of objective outcome measures to assess digital screen time, subject/area of discipline workload stress, work satisfaction, and organi- zational policies related to academic, administrative, and research related tasks.

    Sleep and workload mediate the relationship between digital engagement and burnout: a national cross-sectional study of university faculty in India · 2026 · DOI

  • The relationship between sustainable professional learning ecosystems (collaborative communities, reverse mentoring) and both technopedagogical readiness and technostress reduction in AI adoption contexts has not been empirically validated through longitudinal or experimental designs.

    The current landscape of teachers artificial intelligence acceptance: Relationships with TPACK and technostress · 2026 · DOI

  • Overall, the results suggest the suitability of the AMQ to assess workers' perceived exposure to algorithmic management, which paves the way for further research on the impacts of these rapidly accelerating systems.

    Creation of the algorithmic management questionnaire: A six‐phase scale development process · 2023 · DOI

  • Up until now, little is known concerning the variants of job satisfaction among IT employees, enriching the understanding in this particular professional area.

    What drives job satisfaction in IT companies? · 2020 · DOI

  • The relationships discussed here may probably be predetermined by cultural and contextual factors, but the current sample was limited to a specific geographical and linguistic environment.

    Job Crafting and Technological Self-Efficacy as Mitigators of AI-Related Emotional Exhaustion among English Educators · 2026 · DOI

  • Future studies are recommended to include digital hospitals in different cities and conduct more comprehensive research with a larger sample size.

    The Relationship Between Technostress Levels and Attitudes Toward Change Among Nurses and Doctors in a Hospital Undergoing Digital Transformation · 2026 · DOI

  • These conflicting results may be related to various institutional structures, process-specific training, levels of digitalization, and participant involvement in the process.

    The Relationship Between Technostress Levels and Attitudes Toward Change Among Nurses and Doctors in a Hospital Undergoing Digital Transformation · 2026 · DOI

  • Future studies are recommended to include digital hospitals in different cities and conduct more comprehensive research with a larger sample size.

    The Relationship Between Technostress Levels and Attitudes Toward Change Among Nurses and Doctors in a Hospital Undergoing Digital Transformation · 2026 · DOI

  • The use of telework occurred in a context lacking clear policies to regulate this form of work, along with limited knowledge and familiarity among teachers, students, and workers in general regarding the digital tools required to carry out their duties.

    Telework: A look at techno-stress in teaching as an emerging risk · 2026 · DOI

  • Introduction Artificial intelligence is increasingly reshaping accounting and finance work, yet its psychological implications for employees remain insufficiently understood.

    From threat to strength: how AI usage is paradoxically associated with resilience among accounting and finance employees with perceived work meaningfulness as a mediating mechanism · 2026 · DOI

  • The First, this study extends the scope of research on the consequences of workplace AI use by addressing…

    The effects of newcomers' AI use on organizational identification: the mediating role of newcomer adjustment · 2026 · DOI

  • Employee perceptions of microaggressions in AI-mediated workplace interactions, including those involving avatars, remain underexplored.

    When Avatars Offend: Emotional And Behavioral Responses To Microaggressions In Human–Ai Interaction At Work · 2026

  • Telework, algorithmic management, continuous connectivity and digital surveillance generate new psychosocial risks that remain insufficiently regulated.

    THE IMPACT OF THE INTENSIFICATION OF DIGITAL WORK ON MENTAL HEALTH: PSYCHOLOGICAL PERSPECTIVES AND IMPLICATIONS FOR EUROPEAN SOCIAL LAW · 2025 · DOI

  • ABSTRACT Neurodivergent employees (NDEs) are characterized by different neurological profiles, including but not limited to autism, attention deficit hyperactivity disorder, and Tourette syndrome, face underrepresentation, and undervaluation at work.

    Tech‐Enabled Inclusion: Leveraging Social Media to Empower Neurodivergent Employees in the Workplace · 2025 · DOI

  • Mass layoffs offer a unique and understudied context to understand how affected workers communicate the involuntary, collective nature of their organizational exit.

    “None of Us Wanted to be at This Party, But What a Guest List”: How Technology Workers Position Themselves on LinkedIn Following Layoffs · 2024 · DOI

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