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Towards More Proactive Sustainable Human Resource Management Practices? A Study on Stress Due to the ICT-Mediated Integration of Work and Private Life

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  • Kristina Palm

    (Department of Learning, Informatics, Management and Ethics, Karolinska Institute, S-171 77 Solna, Sweden
    Department of Sustainable Production Development, KTH Royal Institute of Technology, S-151 81 Södertälje, Sweden
    Department of Work Science, Karlstad University, S-651 88 Karlstad, Sweden)

  • Ann Bergman

    (Deceased.)

  • Calle Rosengren

    (Center for Design Studies, Lund University, S-221 00 Lund, Sweden)

Abstract

This article discusses sustainability in Human Resource Management (HRM) in the blurred digital working life, focusing on the emotion of stress. Its empirical basis is an activity and emotion diary study conducted with 26 employees of three industrial companies in Sweden. Our results show that work and private life are integrated by digital activities and also by emotions. Due to the extensive use of digital devices, stress in the working sphere is not only connected with work, and stress in the private sphere is not only connected with private life. The study also shows that stress is often episodic and can end due to activities connected with both the trigger and non-trigger spheres. From a social sustainability perspective, this study suggests that HRM should gently extend employee consideration beyond the traditional temporal and spatial boundaries of work, i.e., also including private life when understanding work in the digital age.

Suggested Citation

  • Kristina Palm & Ann Bergman & Calle Rosengren, 2020. "Towards More Proactive Sustainable Human Resource Management Practices? A Study on Stress Due to the ICT-Mediated Integration of Work and Private Life," Sustainability, MDPI, vol. 12(20), pages 1-13, October.
    • Handle: RePEc:gam:jsusta:v:12:y:2020:i:20:p:8303-:d:425362
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    References listed on IDEAS

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    1. T. S. Ragu-Nathan & Monideepa Tarafdar & Bhanu S. Ragu-Nathan & Qiang Tu, 2008. "The Consequences of Technostress for End Users in Organizations: Conceptual Development and Empirical Validation," Information Systems Research, INFORMS, vol. 19(4), pages 417-433, December.
    2. Sugumar Mariappanadar & Ina Aust, 2017. "The Dark Side of Overwork: An Empirical Evidence of Social Harm of Work from a Sustainable HRM Perspective," International Studies of Management & Organization, Taylor & Francis Journals, vol. 47(4), pages 372-387, September.
    3. Eva Thulin & Bertil Vilhelmson & Martina Johansson, 2019. "New Telework, Time Pressure, and Time Use Control in Everyday Life," Sustainability, MDPI, vol. 11(11), pages 1-17, May.
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    Cited by:

    1. Hokyeom Kim & Injun Choi & Jitaek Lim & Sanghyun Sung, 2022. "Business Process-Organizational Structure (BP-OS) Performance Measurement Model and Problem-Solving Guidelines for Efficient Organizational Management in an Ontact Work Environment," Sustainability, MDPI, vol. 14(21), pages 1-22, November.
    2. Hyunjung (Helen) Choi & Jin Young Lee & Youngjoon Choi & Yuxian Juan & Choong-Ki Lee, 2022. "How to Enhance Smart Work Effectiveness as a Sustainable HRM Practice in the Tourism Industry," Sustainability, MDPI, vol. 14(4), pages 1-16, February.
    3. Lucía Muñoz-Pascual & Jesús Galende & Carla Curado, 2021. "Contributions to Sustainability in SMEs: Human Resources, Sustainable Product Innovation Performance and the Mediating Role of Employee Creativity," Sustainability, MDPI, vol. 13(4), pages 1-20, February.
    4. Bassant Adel Mostafa, 2021. "The Effect of Remote Working on Employees Wellbeing and Work-Life Integration during Pandemic in Egypt," International Business Research, Canadian Center of Science and Education, vol. 14(3), pages 1-41, March.

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