Over the past decade, digital technologies have become deeply integrated into every aspect of our daily lives. Such digital technologies include mobile phones/smartphones, wearable computing devices, digital body sensors, health apps, and internet-based social media. Individuals can now use these means to not only check email and browse the internet but also can connect and communicate with others—including organizational communication, data update, submission of regular/periodical reports, appraisals, training & development, rendering services, stock maintenance, customer relationship management, complaint resolution, feedback, etc
Unsurprisingly, the proliferation of such technologies has also revolutionized the conduct of organizational, behavioral, and social research, with research shifting from the traditional setting into the digital realm. But such technologies also come up with numerous ethical, management, and leadership issues which adversely affect organizational green development.
Leaders can directly influence employee engagement by exhibiting concern for their employees' well-being and health, allowing their staff to communicate openly and voice their ideas by praising individuals for a job well done. Such leadership styles can minimize employees' resistance. For example, a leader who has poor planning skills will make it hard for employees to take on novel technologies to meet deadlines, and, eventually, productivity can slump because the employees will become less motivated and the more unrealistic the deadline which will certainly trigger their resistance to new technologies and ultimately turnover intentions.
The current Research Topic is intended to bring the focus of researchers with access to a more diverse group of potential research participants, as well as expanded opportunities to study a wide range of complex human behaviors arising due to sudden shifts to novel technologies that trigger employees’ resistance toward digital technologies and negatively affect their psychological wellbeing. This topic would help us to overcome technology complexity by exploring novel remedial strategies to cope with employees' resistance to innovative technologies and leadership behavior due to constant technological changes. Such adoption barriers trigger employees’ turnover intentions and expose leaders to numerous challenges of examining trade-off effects in the relationship between leadership behavior and employee performance as well as well-being for retaining top talent in the organization.
We welcome articles that will identify and explore employees’ resistance toward turnover intentions to the use of digital technologies, and how leadership affects employees’ resistance and intentions.
The topics of interest include but are not limited to:
• Employees’ resistance toward digital technologies and their psychological wellbeing. ’
• The remedial strategies to overcome employees’ resistance to innovative technologies.
• Adoption barriers trigger turnover intentions.
• How leader changes employees’ intentions toward the use of digital technologies
• Changes in relationships of leadership behavior or leader well-being and employee well-being over time due to the implementation of digital technologies
• Examining trade-off effects in the relationship between leadership behavior and employee performance and well-being
• Influence of psychosocial factors (e.g., emotional support, perceived control, self-esteem, sense of coherence, cynicism, vital exhaustion, hopelessness, and depressiveness) on employees’ intentions to the use of digital technologies
• How does technology support leaders in looking after their own and employees' psychological wellbeing
Over the past decade, digital technologies have become deeply integrated into every aspect of our daily lives. Such digital technologies include mobile phones/smartphones, wearable computing devices, digital body sensors, health apps, and internet-based social media. Individuals can now use these means to not only check email and browse the internet but also can connect and communicate with others—including organizational communication, data update, submission of regular/periodical reports, appraisals, training & development, rendering services, stock maintenance, customer relationship management, complaint resolution, feedback, etc
Unsurprisingly, the proliferation of such technologies has also revolutionized the conduct of organizational, behavioral, and social research, with research shifting from the traditional setting into the digital realm. But such technologies also come up with numerous ethical, management, and leadership issues which adversely affect organizational green development.
Leaders can directly influence employee engagement by exhibiting concern for their employees' well-being and health, allowing their staff to communicate openly and voice their ideas by praising individuals for a job well done. Such leadership styles can minimize employees' resistance. For example, a leader who has poor planning skills will make it hard for employees to take on novel technologies to meet deadlines, and, eventually, productivity can slump because the employees will become less motivated and the more unrealistic the deadline which will certainly trigger their resistance to new technologies and ultimately turnover intentions.
The current Research Topic is intended to bring the focus of researchers with access to a more diverse group of potential research participants, as well as expanded opportunities to study a wide range of complex human behaviors arising due to sudden shifts to novel technologies that trigger employees’ resistance toward digital technologies and negatively affect their psychological wellbeing. This topic would help us to overcome technology complexity by exploring novel remedial strategies to cope with employees' resistance to innovative technologies and leadership behavior due to constant technological changes. Such adoption barriers trigger employees’ turnover intentions and expose leaders to numerous challenges of examining trade-off effects in the relationship between leadership behavior and employee performance as well as well-being for retaining top talent in the organization.
We welcome articles that will identify and explore employees’ resistance toward turnover intentions to the use of digital technologies, and how leadership affects employees’ resistance and intentions.
The topics of interest include but are not limited to:
• Employees’ resistance toward digital technologies and their psychological wellbeing. ’
• The remedial strategies to overcome employees’ resistance to innovative technologies.
• Adoption barriers trigger turnover intentions.
• How leader changes employees’ intentions toward the use of digital technologies
• Changes in relationships of leadership behavior or leader well-being and employee well-being over time due to the implementation of digital technologies
• Examining trade-off effects in the relationship between leadership behavior and employee performance and well-being
• Influence of psychosocial factors (e.g., emotional support, perceived control, self-esteem, sense of coherence, cynicism, vital exhaustion, hopelessness, and depressiveness) on employees’ intentions to the use of digital technologies
• How does technology support leaders in looking after their own and employees' psychological wellbeing
