Additionally, although organizational citizenship behavior can generate significant benefits for a company, toxic and entropic workplace outcomes can also occur from its more extreme manifestations arising from the stressful circumstances digitalization and automation of work have created. Employees often are required to ‘go the extra mile’ to achieve organizational goals through forms of organizational citizenship behavior. This open access to information has driven toxic business leaders to maintain company profitability and environmental sustainability by pressuring employees to find solutions to difficult organizational problems with short timelines attached. The 4th industrial revolution and its burgeoning information technology have presented widespread access to information to stakeholders and the general public about organizational business and environmental performance. In many cases stress and threats of job loss created by digital era automation have generated negative workplace behavior and workplace outcomes. While digitalization and automation have taken the drudgery out of work for some and released them to enjoy qualitative improvements at work and higher salaries, others have been thrust into low-paying work and unemployment with negative effects on their well-being and mental health. The 4th industrial revolution, referred to as a ‘second coming’ of the ‘digital era,’ has introduced both positive and negative effects on the workplace.
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