NEW APPROACHES IN HRM

53 by the information multitude, lead to neglecting their relevance, and credibility. The consequence is seen in wrong decisions we make. It is why Jones (2019) insists on being careful with implementing data analytics, pointing to the distinction between recorded, „ data in principle and data in practice ”, when it is used for making decision. While digital tools release some burden from the employee, „ being account ” for more predictive routine work or those that goes beyond the human capabilities (storage and process the large amount of data), it gives him more time, space and mental capacity to deal with tasks on which he still has advantage (creative, heuristic processes). Nevertheless, there are at least two side effects. First, there is a fear of being replaced or subordinate toward the technology and the second, more prevalent, is the information overload effect. It is seen as the most important factor of work stress, with emerging a new trend of lessens the quality of work life described as the technostress. Illustrative Case NEW TECHNOLOGY BRINGS NEW PATHOLOGY One of the prerequisites of the successful organizational change is taking employees into a consideration and indoctrinating them to strive to it by „ selling ” them this change as something that it might be beneficial for them. The same situation is for the digital transformation. People are not feeling comfortable when experiencing some challenges for their adaptation, especially if it involves new skills and demands. In her master thesis Golijan (2019) elaborates and empirically analyses the emerging concept of technostress . The main problem with this concept lays in the fact that, although it reduces the employees potentials and diminish the organizational investments in technology, organizations are often unaware or neglect this negative impact (Ioannou & Papazafeiropoulou, 2017). Golijan presents researches claiming that there is a link between intensive usage of computer technology at work and psychosomatic health problems. Negative affect, as a respond to technology, limits the full potentials that digital technologies offer. Sometimes organization sees these symptoms as the resistance toward changes but it seems that there is more into it. Brod (1984) defines these reactions as technostress – maladaptive response to technology, manifesting as technophobia and technophilia. Frustration, anxiety,