The direct and indirect effects of workplace loneliness on FoMO: Nomophobia and general belongingness

Abstract

The fact that digital technologies have become an integral part of daily life and the widespread use of smartphones bring different problems with them. Fear of Missing Out (FoMO) and No Mobile Phone Phobia (Nomophobia) are among these problems. It is noteworthy that these interrelated concepts are considered as digital diseases of the 21st century and in recent years, research on the variables explaining these concepts has increased. It should be noted, however, that these studies generally focus on adolescents known as Generation Z. However, Nomophobia and FoMO are important sources of risk not only for young people, but also for adults called Generation Y, who spend most of their lives at workplaces. For employees, factors such as workplace loneliness and the need to belong can influence the risk of FoMO as much as Nomophobia. However, these influences that lead employees to FoMO syndromes are still under-researched. For this reason, the current study aims to examine the direct effects of workplace loneliness on FoMO and its indirect effects through general belongingness (GB) and Nomofobia (NMP). For this purpose, 204 people working in different sectors were reached and the data obtained from the voluntary participants were analyzed by structural regression analysis. The results indicate that the independent variables GB and NMP have a statistically significant direct effect on the dependent variable FoMO, with coefficients of β=-0.207 (p<0.001) and β=0.578 (p<0.001), respectively." Additionally, the test model reveals that only the independent variable Loneliness at Work (LAW) has an indirect impact on the dependent variable FoMO, with a coefficient of β=0.160 (p>0.05). However, it is possible to say that while the direct effect of LAW is not significant on FoMO (p>0.05); there is an observed indirect effect of GA and NMP (B=0.16) on FoMO. Lastly, it was observed that workplace loneliness had an indirect effect on the acceptance (β=-0.138, p<0.001) sub-dimension of general belongingness and all components of nomophobia, including not being able to access information (β=0.103, p<0.001), giving up convenience (β=0.145, p<0.001), losing connectedness (β=0.132, p<0.001), and not being able to communicate (β=0.110, p<0.001). In conclusion, all indirect effects were statistically significant except for the "rejection sub-dimension of GB (β=0.344, p>0.05). These results indicate that a low level of general belongingness has a negative effect on employees' FoMO levels, while a high level of belongingness has a positive effect. Similarly, it has been observed that employees' levels of nomophobia have a direct and positive impact on their FoMO (Fear of Missing Out) levels. Lastly, the acceptance dimension of general belongingness and all sub-dimensions of nomophobia indirectly influence the relationship between workplace loneliness and FoMO.

Keywords

• Fear of missing out
• Nomophobia
• General Belongingness
• Workplace Loneliness

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