Negative Influences of the 4th Industrial Revolution on the Workplace: Towards a Theoretical Model of Entropic Citizen Behavior in Toxic Organizations.

Clicks: 215
ID: 46554
2019
Article Quality & Performance Metrics
Overall Quality
Not rated
Combines reader engagement with the AI quality analysis. This article has not been analysed, so there is no overall score — reader engagement is measured and shown alongside.
AI Quality Assessment
Not analyzed
Readership in this journal
Popular

Ranked #662 of 862 articles by views in International journal of environmental research and public health

Most read Least read

Bar heights use a square-root scale. Only the 120 most-read articles are drawn; the journal has 862 in total.

Mint this article as an NFT
Not yet minted

Create a permanent, verifiable on-chain record of this article on the Scimatic Network. The NFT is held in your Journament account, and you can withdraw it to your own wallet at any time.

5 SUSD one-off · no wallet required
Sign in to mint
Abstract
The 4th industrial revolution, referred to as a 'second coming' of the 'digital era,' has introduced both positive and negative effects on the workplace. While digitalization and automation have taken the drudgery out of work for some and released them to enjoy qualitative improvements at work and higher salaries, others have been thrust into low-paying work and unemployment with negative effects on their well-being and mental health. In many cases stress and threats of job loss created by digital era automation have generated negative workplace behavior and workplace outcomes. The 4th industrial revolution and its burgeoning information technology have presented widespread access to information to stakeholders and the general public about organizational business and environmental performance. This open access to information has driven toxic business leaders to maintain company profitability and environmental sustainability by pressuring employees to find solutions to difficult organizational problems with short timelines attached. Employees often are required to 'go the extra mile' to achieve organizational goals through forms of organizational citizenship behavior. Additionally, although organizational citizenship behavior can generate significant benefits for a company, toxic and entropic workplace outcomes can also occur from its more extreme manifestations arising from the stressful circumstances digitalization and automation of work have created. The methodological approach adopted in this paper is a secondary data analysis which uses reliable and valid sources of report documentation to corroborate a theoretical model of organizational citizenship behavior entropy. The theoretical model suggests that extreme forms of organizational citizenship behavior associated with the digital era can create toxic leaders and business organizations that lead to organizational entropy.
Reference Key
coldwell2019negativeinternational Use this key to autocite in the manuscript while using SciMatic Manuscript Manager or Thesis Manager
Authors Coldwell, David A L;
Journal International journal of environmental research and public health
Year 2019
DOI
E2670
URL
Keywords
4th industrial revolution, workplace. entropic citizenship behavior, toxic organizations

Citations

No citations found. To add a citation, contact the admin at info@scimatic.org

Comments

No comments yet. Be the first to comment on this article.