Introduction: The increasing diffusion of digital work and teleworking has significantly transformed contemporary occupational contexts, intensifying digital job demands while simultaneously expanding opportunities for flexibility and autonomy.
Purpose: Grounded in the Job Demands-Resources (JD-R) model, the present study investigates technostress as a key psychological mechanism linking digital job demands to occupational well being outcomes in technologically mediated work environments.
Method: The study was conducted on a sample of 339 employees engaged in digital and hybrid forms of work. Digital job demands were operationalized through indicators such as information overload, constant connectivity, and techno-invasion. Technostress was modeled as a latent construct reflecting
employees' strain responses to excessive and poorly regulated digital demands. Occupational well being was assessed through both negative (emotional exhaustion) and positive (work engagement) indicators, allowing for a balanced evaluation of employee functioning.Structural equation modeling (SEM) was used to test a mediation model in which technostress mediates the relationship between digital job demands and well-being outcomes. In line with the JD-R framework, job autonomy and perceived organizational support were included as key job resources expected to buffer the negative effects of digital demands. The hypothesized model enables the simultaneous examination of risk and protective factors within a unified analytical framework.
Results: Results are expected to show that higher levels of digital job demands are associated with increased technostress, which in turn predicts higher emotional exhaustion and lower work engagement. Conversely, job autonomy and organizational support are anticipated to mitigate the detrimental effects of technostress on well-being.
Conclusions: By extending the JD-R model to digitally intensive work contexts, this study contributes to the growing literature on technostress and occupational health. From an applied perspective, the findings highlight the importance of organizational strategies aimed at regulating digital demands, strengthening job resources, and promoting sustainable well-being in digital workplaces.