DOI QR코드

DOI QR Code

The Effect of Emotional Effects of ICT Stress and Smart Work on Work Performance

ICT(정보통신기술)스트레스의 정서적영향과 스마트워크가 업무성과에 미치는 영향 연구

  • Shin, IL-Chul (Department of Business Consulting, Dae Jeon University) ;
  • Seo, Young-Wook (Department of Business Consulting, Dae Jeon University)
  • 신일철 (대전대학교 융합컨설팅학과) ;
  • 서영욱 (대전대학교 융합컨설팅학과)
  • Received : 2022.03.07
  • Accepted : 2022.04.20
  • Published : 2022.04.28

Abstract

In previous studies, stress in the Information and Communication Technology (ICT) work environment was focused on lowering work performance by negatively affecting the emotions of organizational members. In the current corona pandemic era, as the ratio of organizational members working from home in a smart environment increases, the need for research on the effects of positive and negative stress on work performance is being raised. Accordingly, by applying the Affective Event Theory to the emotional effects of stress on employees' emotional responses, the effects on work performance were analyzed by dividing them into positive and negative emotions. Also, the effect of smart work on work performance was analyzed. This survey was commissioned by a research company and analyzed using Smart PLS 3.0 tool. Therefore, based on the research results, it was suggested that stress does not only negatively affect the emotions of employees, but that the challenge stress that appears in the mind to achieve a goal induces positive emotions in the employees' emotions and helps to improve work performance.

선행연구에서는 정보통신기술(ICT) 근무환경의 스트레스가 조직 구성원들의 정서에 부정적인 영향을 줌으로써 업무성과를 저하시키는 것에 대한 연구가 진행 되어왔다. 그러나 현재 코로나 팬데믹 시대를 맞아서 조직 구성원들이 스마트 환경하에 재택근무하는 비율이 높아짐에 따라 긍정적 스트레스와 부정적 스트레스가 업무성과에 미치는 영향에 대한 연구의 필요성이 제기되고 있다. 이에 따라 본 연구는 정서적 사건 반응이론을 토대로 직원들이 인지하는 긍정적, 부정적 ICT 스트레스가 긍정적 감정과 부정적 감정으로 구분되는 정서적 영향을 통해 업무성과에 미치는 영향을 분석하였다. 또한 스마트워크가 업무 성과에 미치는 영향도 분석하였다. 본 설문은 리서치 전문회사에 의뢰하여 조사 하였고 Smart PLS 3.0 툴로 분석하였다. 따라서 본 연구결과를 바탕으로 스트레스가 직원들의 정서에 부정적인 영향만을 주는 것이 아니며, 목표를 달성하고자 하는 마음에서 나타나는 도전적 스트레스가 직원들의 정서에 긍정적 감정을 유발시켜 업무성과 향상에 도움이 된다는 시사점을 제시하였다.

Keywords

Acknowledgement

이 논문은 2019학년도 대전대학교 교내학술연구비지원에 의해 연구되었음

References

  1. Veer, I., Riepenhausen, A., Zerban, M., Wackerhagen, C., Engen, H., Puhlmann, L., & Kalisch, R. (2020). Mental resilience in the Corona lockdown: first empirical insights from Europe. DOI:http://hdl.handle.net/2268/247055
  2. Tams, S., Legoux, R., & Leger, P. M. (2018). Smartphone withdrawal creates stress: A moderated mediation model of nomophobia, social threat, and phone withdrawal context. Computers in Human Behavior, 81, 1-9. DOI:https://doi.org/10.1016/j.chb.2017.11.026
  3. Wang, C., Hipp, J. R., Butts, C. T., Jose, R., & Lakon, C. M. (2015). Alcohol use among adolescent youth: The role of friendship networks and family factors in multiple school studies. PloS one, 10(3). DOI:https://doi.org/10.1371/journal.pone.0119965
  4. Horn, V., & Fokkema, T. (2020). Transnational ties: Resource or stressor on Peruvian migrants' well-being?. Population, Space and Place, 26(8), e2356. DOI:https://doi.org/10.1002/psp.2356
  5. Campbell Quick, J., Cooper, C. L., Gibbs, P. C., Little, L. M., & Nelson, D. L. (2010). Positive organizational behavior at work. DOI:https://psycnet.apa.org/doi/10.1002/9780470661628
  6. Sarker, R. I., Kaplan, S., Mailer, M., & Timmermans, H. J. (2019). Applying affective event theory to explain transit users' reactions to service disruptions. Transportation Research Part A: Policy and Practice, 130, 593-605. DOI:https://doi.org/10.1016/j.tra.2019.09.059
  7. Sonnentag, S., & Fritz, C. (2015). Recovery from job stress: The stressor-detachment model as an integrative framework. Journal of Organizational Behavior, 36(S1), S72-S103. DOI:https://doi.org/10.1002/job.1924
  8. Kohler, S., Doelken, S. C., Mungall, C. J., Bauer, S., Firth, H. V., Bailleul-Forestier, I., ... & Robinson, P. N. (2014). The Human Phenotype Ontology project: linking molecular biology and disease through phenotype data. Nucleic acids research. DOI:https://doi.org/10.1093/nar/gkt1026
  9. Prem, R., Ohly, S., Kubicek, B., & Korunka, C. (2018). " Thriving on challenge stressors? Exploring time pressure and learning demands as antecedents of thriving at work": Corrigendum. DOI:https://psycnet.apa.org/doi/10.1002/job.2255
  10. Olugbade, O. A., & Karatepe, O. M. (2019). Stressors, work engagement and their effects on hotel employee outcomes. The Service Industries Journal, 39(3-4), 279-298. DOI:https://doi.org/10.1080/02642069.2018.1520842
  11. Horan, K. A., Nakahara, W. H., DiStaso, M. J., & Jex, S. M. (2020). A review of the challenge-hindrance stress model: recent advances, expanded paradigms, and recommendations for future research. Frontiers in Psychology, 3065. DOI::https://doi.org/10.3389/fpsyg.2020.560346
  12. Lipka, E., & Chen, Z. (2019). Preface for advances in pharmaceutical analysis 2018. Journal of Pharmaceutical Analysis, 9(4), III-IV. DOI:10.1016/S2095-1779(19)30563-5
  13. Kairouz, P., McMahan, H. B., Avent, B., Bellet, A., Bennis, M., Bhagoji, A. N., ... & Zhao, S. (2019). Advances and open problems in federated learning. arXiv preprint arXiv:1912.04977.
  14. Fu, S. Q., Greco, L. M., Lennard, A. C., & Dimotakis, N. (2021). Anxiety responses to the unfolding COVID-19 crisis: Patterns of change in the experience of prolonged exposure to stressors. Journal of Applied Psychology, 106(1), 48. DOI:https://psycnet.apa.org/doi/10.1037/apl0000855
  15. Kim, Y. Y. (2011). A Case Study on Smart Work through the Lens of Time-Geography Theory. Information Systems Review, 13(3), 99-121. DOI:https://doi.org/10.1057/palgrave.ejis.3000418
  16. Socarras, M. R., Loeb, S., Teoh, J. Y. C., Ribal, M. J., Bloemberg, J., Catto, J., ... & Rivas, J. G. (2020). Telemedicine and smart working: recommendations of the European Association of Urology. European urology, 78(6), 812-819. DOI:https://doi.org/10.1016/j.eururo.2020.06.031
  17. Attaran, M., Attaran, S., & Kirkland, D. (2019). The need for digital workplace: increasing workforce productivity in the information age. International Journal of Enterprise Information Systems (IJEIS), 15(1), 1-23. DOI:10.4018/IJEIS.2019010101
  18. Hansel, K. (2016, September). Wearable and ambient sensing for well-being and emotional awareness in the smart workplace. In Proceedings of the 2016 ACM International Joint Conference on Pervasive and Ubiquitous Computing. DOI:https://doi.org/10.1145/2968219.2971360
  19. Park, C. Y., & Sohn, Y. M. (2016). The development and validation study of the work-life balance organizational culture scale. The Journal of the Korea Contents Association, 16(8), 693-705 DOI:https://doi.org/10.5392/JKCA.2016.16.08.693
  20. Bednar, P. M., & Welch, C. (2020). Socio-technical perspectives on smart working: Creating meaningful and sustainable systems. Information Systems Frontiers, 22(2), 281-298. https://doi.org/10.1007/s10796-019-09921-1
  21. Angelici, M., & Profeta, P. (2020). Smart-working: Work flexibility without constraints.
  22. Park, K. (2018). An Exploratoy Study on Influence Factors for Expectation Effect of Smart Work and the Attitude Difference between Positions and Job Types. Journal of Information Technology Applications and Management, 25(4), 23-39. DOI:https://doi.org/10.21219/jitam.2018.25.4.023
  23. Benlian, A. (2020). A Daily Field Investigation of Technology-Driven Spillovers from Work to Home. MIS Quarterly, 44(3). DOI:10.25300/MISQ/2020/14911
  24. Methot, J. R., Lepine, J. A., Podsakoff, N. P., & Christian, J. S. (2016). Are workplace friendships a mixed blessing? Exploring tradeoffs of multiplex relationships and their associations with job performance. Personnel psychology, 69(2), 311-355. DOI:https://doi.org/10.1111/peps.12109