Purpose: In the evolving digital work landscape, where cyberloafing has become a notable challenge, this study aims to investigate the mechanisms through which organizations can effectively reduce such behaviors. Specifically, the research explores the role of employee adaptability in mitigating cyberloafing, taking into account the influences of temporal leadership, teamwork attitudes, and competitive work environments.Design/methodology/approach: Utilizing the broaden-and-build theory and the job demands-resources (JD-R) model, we analyzed data from 245 employees through structural equation modeling (SEM) to investigate how various factors influence cyberloafing.Findings: The results indicate that employee adaptability significantly mitigates cyberloafing and serves as a mediating factor between temporal leadership, teamwork attitudes, and the impact of competitive work environments on cyberloafing. Temporal leadership and teamwork attitudes positively correlate with increased adaptability, thereby reducing cyberloafing. Conversely, competitive work environments, while slightly enhancing adaptability, substantially increase cyberloafing.Originality/value: The study contributes new insights into the dynamics of cyberloafing, emphasizing the critical roles of adaptability, teamwork attitudes, and temporal leadership in reducing such behaviors. It underscores the need for organizations to foster a supportive culture that minimizes competitive pressures and promotes teamwork and leadership strategies conducive to high productivity and minimal cyberloafing. This research offers practical implications for designing workplace strategies aimed at boosting productivity and curbing undesirable online behaviors during work hours.

Nomophobia, or the fear of being without one’s smartphone, is a growing concern in workplaces around the world. This phenomenon affects both employee well-being and organizational productivity. Despite its prevalence, there is a notable lack of systematic reviews investigating nomophobia in workplace, as well as the factors that intensify or inhibit it in workplace settings. This paper bridges this gap by conducting a systematic literature review of workplace nomophobia, drawing insights from 15,009 observations across 36 studies. Our review uncovers the widespread nature of nomophobia, its antecedents, symptoms, and the significant consequences it has in professional settings, such as increased anxiety, work stress, and frequent work interruptions. Demographic factors like age, gender, and education level influence the severity of nomophobia, with younger and more educated employees being especially vulnerable. The findings highlight the urgent need for interventions and organizational strategies to mitigate the negative effects of nomophobia and foster healthier digital habits at work. This study enriches the theoretical understanding of nomophobia and offers practical insights for future research and organizational practice.

Technology has direct impacts on the survival of the organisation. Its main negative consequence is destructive stress called 'technostress'. This paper aims to survey the effect of co-worker suppo...

This research examines the influence of technostress on perceived organizational commitment (POC) and investigates how individual innovation mediates this relationship. Conducted within an engineering consulting firm, the research employs structural equation modeling (SEM) to analyze data from 147 employees. The objectives include determining the extent to which technostress influences POC, assessing how individual innovation mediates this effect, and identifying strategies to mitigate technostress impacts. Findings indicate that technostress significantly negatively affects both POC and individual innovation, with the latter showing a positive correlation with POC. Moreover, individual innovation serves as a partial mediator, mitigating the adverse effects of technostress on POC. The results highlight the necessity for organizations to foster innovative cultures while managing technostress, thus promoting a resilient and committed workforce. This study contributes to the literature by integrating the constructs of technostress, innovation, and organizational commitment, providing actionable insights for managers aiming to enhance employee engagement and organizational stability.

Employee innovation is a crucial aspect of organizations in the current era. Therefore, studying the factors influencing individual innovation is vital and unavoidable. Undoubtedly, job satisfaction is a significant variable in management sciences. Nowadays, all organizations are interconnected with technology. This research explores the relationship between job satisfaction and individual innovation, including its components and the moderating role of technostress. This study, in terms of purpose, is applied, and in terms of data collection method, it is a descriptive survey. Data collection tools included the Technostress Inventory by Tarafdar and colleagues (2007), Janssen's Individual Innovation Questionnaire (2000), and the Job Satisfaction Survey (JSS) by Spector (1994). The validity and reliability of these questionnaires were confirmed. The sample size for this study was 215, and data analysis was performed using SPSS and SMART-PLS software. Job satisfaction has a significant and positive relationship with individual innovation, idea generation, idea promotion, and idea implementation. Technostress moderates the relationship between job satisfaction and individual innovation, idea generation, and idea promotion. However, technostress does not play a moderating role in the relationship between job satisfaction and idea implementation. Conclusion: Based on the results, organizations should take necessary measures to increase job satisfaction and reduce employee technostress.