Digital Workload and Psychological Well-Being in the Digital Workplace: The Protective Role of Perceived Organizational Support
DOI:
https://doi.org/10.30872/5tpdkd80Abstract
Digital transformation has intensified digital work demands and created new challenges for employee well-being. This study aimed to seek the effect of digital workload on psychological well-being and the moderating role of perceived organizational support. Grounded in the Job Demands–Resources theory and Organizational Support Theory, a quantitative cross-sectional design was used involving 412 employees from digitally intensive organizations. Data were collected using standardized self-report questionnaires and analyzed with Partial Least Squares Structural Equation Modeling (PLS-SEM). The results showed that digital workload negatively predicted psychological well-being, whereas perceived organizational support positively predicted psychological well-being and buffered the negative effect of digital workload. Employees with stronger organizational support maintained better psychological well-being despite high digital work demands. The model explained there was 48% of the variance in psychological well-being. These findings highlight digital workload as a critical digital job demand and emphasize organizational support as a protective resource for sustaining employee well-being in digital workplaces.
Transformasi digital telah meningkatkan tuntutan kerja digital dan menimbulkan tantangan baru bagi kesejahteraan karyawan. Penelitian ini mengkaji pengaruh beban kerja digital terhadap kesejahteraan psikologis serta peran moderasi dari dukungan organisasi yang dirasakan. Berlandaskan pada Teori Tuntutan dan Sumber Daya Pekerjaan (Job Demands–Resources) serta Teori Dukungan Organisasi, penelitian ini menggunakan desain kuantitatif cross-sectional yang melibatkan 412 karyawan dari organisasi yang intensif secara digital. Data dikumpulkan menggunakan kuesioner self-report yang terstandarisasi dan dianalisis dengan Partial Least Squares Structural Equation Modeling (PLS-SEM). Hasil menunjukkan bahwa beban kerja digital secara negatif memprediksi kesejahteraan psikologis, sedangkan dukungan organisasi yang dirasakan secara positif memprediksi kesejahteraan psikologis dan meredam efek negatif dari beban kerja digital. Karyawan dengan dukungan organisasi yang lebih kuat mempertahankan kesejahteraan psikologis yang lebih baik meskipun menghadapi tuntutan kerja digital yang tinggi. Model ini menjelaskan 48% varians dalam kesejahteraan psikologis. Temuan ini menyoroti beban kerja digital sebagai tuntutan pekerjaan digital yang kritis dan menekankan dukungan organisasi sebagai sumber daya pelindung untuk mempertahankan kesejahteraan karyawan di tempat kerja digital.
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