School of Economic and Business Sciences, University of the Witwatersrand, Johannesburg 2050, South Africa.
Int J Environ Res Public Health. 2019 Jul 25;16(15):2670. doi: 10.3390/ijerph16152670.
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.
第四次工业革命，被称为“数字时代”的“第二次到来”，给职场带来了正反两方面的影响。数字化和自动化使一些人的工作变得轻松，他们可以在工作中享受更高的质量和更高的薪水，而另一些人则被迫从事低薪工作和失业，对他们的幸福感和心理健康产生负面影响。在许多情况下，数字时代自动化带来的压力和失业威胁，导致了负面的工作场所行为和工作场所结果。第四次工业革命及其蓬勃发展的信息技术，为利益相关者和公众广泛提供了有关组织业务和环境绩效的信息。这种开放获取信息的方式促使有毒的商业领袖通过迫使员工在短时间内找到解决困难的组织问题的方法来维持公司的盈利能力和环境可持续性。员工通常需要通过组织公民行为的形式“超越极限”来实现组织目标。此外，尽管组织公民行为可以为公司带来显著的利益，但由于数字化和自动化工作带来的紧张环境，其更极端的表现形式也可能导致有毒和耗散的工作场所结果。本文采用的方法是二次数据分析，使用可靠和有效的报告文件来源来证实组织公民行为熵的理论模型。该理论模型表明，与数字时代相关的极端形式的组织公民行为可能会产生有毒的领导者和商业组织，从而导致组织熵。
