Purpose: Technology plays a pivotal role in shaping the fate of organizations, both positively and negatively. One of its detrimental consequences is the emergence of "Technostress," a form of destructive stress. This paper investigates the impact of technostress on Perceived Organizational Commitment (POC) through the lens of individual innovation. The objective is to provide valuable insights for organizational managers, enabling them to effectively mitigate the adverse effects of technostress within their teams. Design/Methodology/Approach: This study utilized a questionnaire survey conducted within an Engineering Consulting Company in Iran, with 147 individuals participating, selected according to Morgan's table. Findings: The research findings revealed three crucial insights: (1) Technostress significantly and negatively influences both POC and individual innovation. (2) Individual innovation positively and significantly impacts POC. (3) Individual innovation acts as a mediator between technostress and POC, alleviating the negative impact of technostress on organizational commitment. Research Implications: The study underscores the importance for managers to proactively address technostress-related challenges and promote individual innovation within their organizations. These efforts are vital in enhancing organizational commitment among employees. Originality/Value: This research makes a significant contribution to the field by illuminating the mediating role of individual innovation in the relationship between technostress and perceived organizational commitment. Given the close association of employees in engineering organizations with technology, this study sheds light on the specific challenges faced by this sector, thereby enhancing our understanding of technostress effects in the workplace.

翻译：目的：技术在塑造组织命运中发挥着关键作用，既可能带来积极影响，也可能产生负面效应。其中一种破坏性后果是"技术压力"（Technostress）的出现，这是一种具有破坏性的压力形式。本文通过个体创新的视角，探究技术压力对感知组织承诺（Perceived Organizational Commitment, POC）的影响，旨在为组织管理者提供有价值的见解，使其能够有效缓解团队中技术压力的负面效应。设计/方法/路径：本研究采用问卷调查法，以伊朗某工程咨询公司为对象，依据Morgan抽样表选取147名参与者进行调查。研究发现揭示了三个关键结论：（1）技术压力对POC和个体创新均具有显著的负向影响；（2）个体创新对POC具有显著的正向影响；（3）个体创新在技术压力与POC之间起中介作用，能够缓解技术压力对组织承诺的负面影响。研究启示：本研究强调管理者必须主动应对技术压力相关挑战，并在组织内促进个体创新，这些举措对于提升员工组织承诺至关重要。原创性/价值：本研究通过阐明个体创新在技术压力与感知组织承诺关系中的中介作用，为该领域做出了重要贡献。鉴于工程组织员工与技术密切关联，本研究揭示了该领域面临的特定挑战，从而加深了我们对工作场所技术压力效应的理解。