Exploring individuals' roles, commitment states, and human resource factors as nomophobia inhibitors in the workplace

As mobile and communication devices become integral to daily life, people have become increasingly dependent on their smartphones. This dependency has given rise to a modern phobia – “Nomophobia” refers to the unease or nervousness that arises from the inability to access or use a smartphone. This study examines the “broaden-and-build” theory in the domain of nomophobia through surveying the impact of supportive leadership and co-worker support on nomophobia in terms of the role of affective commitment and human resource management (HRM) practices. This thesis employs structural equation modeling (SEM) based on data obtained from a questionnaire in organizations. In total, 337 employees contributed. Our findings demonstrate the significant and indirect effects of supportive leadership on nomophobia reduction through affective commitment and HRM practices, along with the detrimental impacts of co-worker support on nomophobia reduction. Additionally, we found HRM practices and affective commitment play partially and fully mediating roles, while also positively impacting nomophobia reduction. The implications for both organizations and employees are discussed.