The Dynamics of Interaction and the Meaning of Presence in a Digital Work Environment: Efforts to Maintain Human Values in the Modern Workplace

Digitalization – (dis)Information – Communication – Functioning of Young People in the Digital Environment

Fear of Digital Exclusion and Workplace Anxiety in Contemporary Organisations: A Conceptual Review and Research Agenda

The digitalisation of contemporary organisations has transformed how employees access information, interact with colleagues, demonstrate competence, and pursue career opportunities. While digital technologies have been described as tools for connectivity and inclusion, they can also create new anxieties for employees who feel digitally disconnected, insufficiently visible, or professionally disadvantaged. This paper proposes a conceptual framework to understand the phenomenon of fear of digital exclusion (FDE) and its connection to workplace anxiety. The paper is based on the affective events theory, conservation of resources theory, and the job demands–resources model, and conceptualises FDE as a multidimensional, technology-related job demand that includes informational, relational, and developmental exclusion fears. It suggests that FDE can be a source of workplace anxiety due to resource depletion and rumination, which can have implications for employee wellbeing, performance, creativity, inclusion and organisational commitment. The framework also outlines individual, technological, and organisational factors that influence FDE, such as digital self-efficacy, platform complexity, digital surveillance, communication norms, leadership practices, and digital psychological safety. The paper makes a contribution to the study of organisational behaviour and digital work by clarifying the concept of FDE from other concepts related to it, including technostress, workplace fear of missing out, technology anxiety, and digital overload. It also provides a research programme for the development of measurement, longitudinal testing, cross-cultural analysis, algorithmic management research, and evaluation of intervention. The paper argues that digital literacy training is not enough to address FDE; inclusive digital cultures, norms of communication, recognition systems, psychological safety, and access to digital resources must also be addressed.

Beyond the Workplace: A Theoretical Synthesis of Flexible Working Arrangements and Work–Family Dynamics in the Hybrid Era

Flexible Working Arrangements (FWAs) have been a major draw in the post- pandemic workplace in recent years, particularly in hybrid and remote employmentarrangements. Initially promoted as a mechanism to enhance work–life balance,FWAs have increasingly produced contradictory outcomes, giving rise to scholars'description as the “flexibility paradox.” Flexibility increases work demands, blurswork-family boundaries, and raises expectations of continuous availability even as itgives decision-making and control over work schedules. This paper presents anextensive theoretical combination of the relationship between Flexible WorkingArrangements and work–family dynamics in the hybrid era. Drawing upon SocialExchange Theory, Work–Family Border Theory, and Conservation of Resources(COR) Theory, the study shows that flexibility is a compromise that affectsemployees' time management, personal boundaries, and work habits. Continuousdigital communication weakens the distinction between personal and professional life.This paper explains the changing ways of work in the Indian socio-cultural context,highlighting the influence of the joint family system and the growing trend of workbecoming a routine part of daily life through WhatsApp-based communication. In thisstudy, a framework has been created by combining several ideas, showing howcompany policies, such as the right to disconnect from work and the freedom to setpersonal boundaries, can reduce conflicts or stress between hybrid work and family.This helps in understanding FWAs and provides a foundation for future research andpolicy-making related to them.

The energizing role of digital leadership: Digital mindset and eustress as dual mechanisms of digital work engagement in technology-intensive hotels

The rapid digital transformation of the hospitality industry has intensified the need for employees to adapt to technology-driven work environments while maintaining high levels of engagement. In this context, digital leadership serves as a critical organizational resource that can shape employees’ perceptions and responses to digital demands. This study examines the impact of digital leadership on hotel employees’ digital work engagement, with a focus on the mediating roles of digital mindset and eustress. Drawing on the Job Demands–Resources (JD-R) theory, the research explores how leadership in digital contexts can enhance employee engagement in technology-driven work environments. Data were collected from 380 full-time employees working in five-star hotels that extensively utilize digital technologies in their daily operations and service delivery. Partial least squares structural equation modeling (PLS-SEM) was employed using WarpPLS version 8 to analyze the proposed relationships. Findings reveal that digital leadership has a positive effect on employees’ digital work engagement, digital mindset, and eustress. Moreover, both digital mindset and eustress were found to positively influence digital work engagement. Mediation analysis indicates that employees’ digital mindset and eustress significantly mediate the relationship between digital leadership and digital work engagement. This study underscores the critical role of digital leadership in fostering a technologically adaptive workforce and highlights the importance of promoting a positive digital mindset and manageable stress levels to enhance employee engagement in the hotel industry.

DIGITAL COMMUNICATIONS AT WORK: EVIDENCE FROM ROUND 10 OF THE EUROPEAN SOCIAL SURVEY FOR 13 FORMER TRANSITION COUNTRIES

Abstract The growing use of digital communication technologies, including instant messaging, videoconferencing, and real-time collaboration platforms, has transformed organisational communication and reshaped working conditions across Europe. The effects of these technologies on employees’ work experiences are multifaceted. On the one hand, digital communication can increase autonomy, flexibility, coordination, and efficiency. However, it may create expectations of constant connectivity and continuous digital availability. The widespread adoption of digital tools can therefore improve collaboration while simultaneously increasing the risks of information overload, weakened interpersonal relationships, and technostress. This paper presents selected findings on employees’ attitudes towards digital communication in the workplace, drawing on recent cross-national data from Round 10 of the European Social Survey and covering 13 former transition economies. The survey includes a set of questionnaire items that enable the construction of variables for examining respondents’ perceptions of work-related digital communication practices. The analysis focuses on respondents’ assessments of the extent to which digital communication facilitates work coordination and improves job effectiveness. Particular attention is given to communication with colleagues and line managers in written form, including text messages, emails, and messaging applications, and through screen-based communication such as videoconferencing. The study also considers differences associated with respondents’ sociodemographic characteristics, including gender, age, and educational attainment. The findings contribute to a better understanding of how employees experience digitally mediated communication in the workplace. They also reveal considerable potential for further research into the relationships between digital communication, work-life interference, job satisfaction, labour-market inequalities, technostress, and other relevant dimensions of contemporary employment.

TECHNOLOGY-ENABLED WORK SYSTEMS AND INNOVATIVE WORK BEHAVIOR: A SYSTEMATIC REVIEW OF MEDIATING AND MODERATING MECHANISMS

A few of the issues that come up are the challenges of operating in a digital environment, the possible appearance of addiction factors that prevent time for relaxation, ethical concerns, and criminal threats in other cyber sectors. The goal of this study is to investigate how technology-enabled work systems affect innovative work behavior. The researcher searched for publications from 2020 to 2026 in three electronic databases: Google Scholar, SpringerLink, and Web of Science. Abstracts and titles were examined independently of the entire content. The combination of results from several studies reveals several significant insights for evaluating the effect of technology-enabled work systems on innovative work behavior. The analyzed articles demonstrate that digital leadership, workplace digitalization, digital technologies, digital communication systems, and digital transformation strategies has a major impact on creative work practices and organizational success. However, moderating factors like agility, workplace support, and digital competency, as well as mediating factors like engagement, self-efficacy, ambition, organizational learning, and career resilience, frequently determine how successful these digital initiatives are. However, the studies warn that employee creativity and innovation outcomes may be compromised by poorly managed digitalization, excessive technostress, and digital hoarding.