Remote Work Practices and Employee Productivity: The Mediating Role of Techno Stress
Abstract
Remote work has become an increasingly important organizational practice as digital technologies enable employees to perform professional activities outside conventional office environments. The expansion of remote and hybrid work has transformed how employees communicate, collaborate, manage tasks, and maintain organizational performance. Although remote work practices can provide employees with greater flexibility, autonomy, reduced commuting requirements, and improved work life integration, excessive dependence on digital technologies may generate techno stress. Techno stress refers to stress experienced when individuals struggle to adapt to, manage, or cope with technology related demands. This study examines the relationship between remote work practices and employee productivity and investigates the mediating role of techno stress. Remote work practices are conceptualized through work flexibility, virtual communication, digital collaboration, autonomy, remote task management, and technology supported work arrangements. Techno stress represents the psychological and behavioral strain associated with technological overload, complexity, uncertainty, insecurity, and continual connectivity. Employee productivity is conceptualized through task completion, work quality, efficiency, goal achievement, time management, and overall work performance. The study is theoretically grounded in the Job Demands Resources Model, Technostress Theory, and Conservation of Resources Theory. A quantitative cross sectional methodology is proposed using a structured questionnaire administered to employees working remotely or under hybrid work arrangements. Partial Least Squares Structural Equation Modeling using Smart PLS is recommended because the proposed model includes multiple latent constructs and a mediation relationship. Illustrative findings indicate that remote work practices have a significant positive effect on employee productivity but also have a significant positive relationship with techno stress. Techno stress has a significant negative effect on employee productivity. The mediation analysis suggests that techno stress partially mediates the relationship between remote work practices and employee productivity. These findings indicate that remote work can improve productivity when supported by effective digital infrastructure, autonomy, communication, and organizational support, but excessive technological demands may reduce these benefits. The study contributes to remote work and organizational technology literature by identifying techno stress as an important mechanism through which remote work practices influence productivity. The findings provide practical implications for managers, human resource professionals, and organizations seeking to develop sustainable remote and hybrid work systems through workload management, digital training, technology support, communication boundaries, and employee wellbeing initiatives.
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