<![CDATA[This systematic literature review examines how technostress emerges in digital workplaces, how it is associated with employee outcomes, and which personal and organizational resources may mitigate its adverse consequences. The review followed the PRISMA framework and used Scopus as the bibliographic source, with record retrieval and screening facilitated by Watase. The initial search using the keyword combination “Technostress and employee” identified 71 records. After screening, retrieval, and full-text eligibility assessment, 13 studies published between 2019 and 2026 were included in the final qualitative synthesis. The evidence shows that technostress arises from interacting technological, organizational, work-design, and individual conditions rather than from technology use alone. Across the included studies, adverse associations were reported for work engagement, well-being, exhaustion, knowledge hiding, work-family conflict, turnover intention, life satisfaction, and performance-related outcomes. At the same time, some technological demands operated as challenge stressors when employees had sufficient resources for adaptation, supporting voice behavior, skill development, proactive career behavior, and performance. Mitigation mechanisms identified in the included studies comprised training, creative self-efficacy, mindfulness, job crafting, workplace friendship, organizational learning, technical and literacy support, and organizational or family support. The synthesis therefore indicates that technostress is best understood as a dynamic process in which digital demands are interpreted through employee appraisal and shaped by available personal and organizational resources.]]>
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