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Abstract

Digital transformation has given rise to technostress, which may influence employees' attitudes and work behavior, particularly among Generation X employees amid technological transition. This study examines the effect of technostress on organizational citizenship behavior (OCB) with organizational commitment as a mediating variable, drawing on the Job Demands–Resources and Conservation of Resources theories. This quantitative study used a correlational-predictive survey design. Data were collected from 200 Generation X employees in Pontianak City and Kubu Raya Regency using purposive sampling and analyzed with partial least squares structural equation modeling (PLS-SEM) in SmartPLS 4 using a disjoint two-stage approach. The measurement model met the reliability and convergent validity criteria, although discriminant validity between OCB and organizational commitment requires cautious interpretation. Technostress had a positive and significant effect on organizational commitment (β = 0.262; p = 0.002) and OCB (β = 0.152; p = 0.018). Organizational commitment had a positive and significant effect on OCB (β = 0.764; p < 0.001) and mediated the effect of technostress on OCB (β = 0.200; p = 0.011). The model explained 66.7% of the variance in OCB. These findings show that organizational commitment is the main psychological mechanism linking technological demands to employees' extra-role behavior.

Keywords

technostress; organizational commitment; organizational citizenship behavior; Generation X; structural equation modeling.

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Hendharsa, A., Aisyah, A., & Arweni, A. (2026). How Technostress, Organizational Commitment, and Organizational Citizenship Behavior Shape Work Outcomes Among Generation X Employees in Pontianak. Economics and Digital Business Review, 7(2), 1151–1160. https://doi.org/10.37531/ecotal.v7i2.4259
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