E-mail as a Source and Symbol of Stress

By Stephen R. Barley, Debra E. Meyerson, Stine Grodal. Organ. Sci., 2011

601 citations recorded by the source corpus.

Subfields: Information Systems and Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/88281d38015812c3e6ae130a949c3d96c791ad70

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Citations in the corpus

Mobile phone use and stress, sleep disturbances, and symptoms of depression among young adults - a prospective cohort study (2011, background): “In a study among employees in an engineering company [38], time spent emailing was associated with feeling overloaded, and the overload was independent of the hours worked.”
The technostress trifecta ‐ techno eustress, techno distress and design: Theoretical directions and an agenda for research (2019, background): “Factors that affect the level of techno‐stressors include the attitude of the individual's toward IS (Barley et al., 2011), workload, work complexity, digital literacy, and user involvement (Barber & Santuzzi, 2015; Chen et al., 2009; Korunka & Vitouch, 1999; Tarafdar et al., 2010, 2015).”
Constant Connectivity: Rethinking Interruptions at Work (2011, background): “Indeed, contemporary knowledge work is largely organized through mediated communication modes, as information and instructions come at employees via the various communication devices and applications in their communications repertoire (Barley et al., 2010; Kirsh, 2000).”
Giving too much social support: social overload on social networking sites (2015, background): “A better understanding of SNS is necessary to avoid such negative consequences, as well as those observed with other communication media (e.g., Barley et al, 2011).”
Hot Buttons and Time Sinks: The Effects of Electronic Communication During Nonwork Time on Emotions and Work-Nonwork Conflict (2015, methodology): “…over other employees (Fragale, Sumanth, Tiedens, & Northcraft, 2012), and receiving electronic communication during nonwork time rather than during the workday does very little to mitigate receivers’ felt obligations to read, respond, and comply with any associated requests (Barley et al., 2011).”
The Autonomy Paradox: The Implications of Mobile Email Devices for Knowledge Professionals (2013, unknown): “A similar oversight is evident in the research on communication technologies where — with a few exceptions (Barley et al. 2011; Wajcman and Rose 2011) — most of the research pays attention solely to the communicative or symbolic aspects of the technologies in use.”
The effects of technostress and switching stress on discontinued use of social networking services: a study of Facebook use (2015, unknown): “Furthermore, the relationship © 2015 Wiley Publishing Ltd, Information Systems Journal 25, 275–308 between stress creators and exhaustion is well-researched in the general stress literature (e.g. Moore, 2000; Ahuja et al., 2007; Podsakoff et al., 2007; Barley et al., 2011).”
The Digital Workforce and the Workplace of the Future (2016, background): “Finally, as we noted above, technologically mediated communications not only interrupt employees during the workday, but also follow people home at night, increasing perceptions of stress (Barley et al., 2011), anger, and work–family conflict (Butts et al., 2015).”
What Happens When Evaluation Goes Online? Exploring Apparatuses of Valuation in the Travel Sector (2014, background): “These ideas have recently been gaining traction in organizational studies where researchers have begun to take more seriously the productive role of technology (or materiality more generally) in organizational life (Barley et al. 2011; Leonardi and Barley 2010; Iedema 2007; Nyberg 2009; Orlikowski 2”
A review and agenda for examining how technology-driven changes at work will impact workplace mental health and employee well-being (2020, background): “Studies have shown that technology can accelerate work pace to the extent of increasing employee stress, overload, exhaustion and burnout (Barley et al., 2011; Chesley, 2014; Maier et al., 2015; Murray and Rostis, 2007; Su and Mark, 2008).”
Help-Seeking and Help-Giving as an Organizational Routine: Continual Engagement in Innovative Work (2015, result): “In line with other research indicating that meetings can impede organizational processes (Barley et al., 2011; Schwartzman, 1989), our study also points to obstacles to helping behavior in meetings because of difficulties in establishing emotional engagement among attendees.”