Purpose: This article examines the impact of Organizational Pressure (PRE) on Employee Performance (EP) during COVID-19, emphasizing the mediating roles of the digital workplace (DW) and organizational alienation (OA). Design/Methodology/Approach: A PRE–DW–OA–EP model was tested using structural equation modelling (SEM) on CAWI data collected in Q2 2022. Findings: PRE has a moderate, significant direct effect on EP. DW weakly mediates PRE–EP and slightly reduces PRE’s influence on OA, while OA strongly and negatively mediates PRE–EP. Several moderators (MODs) were significant. Practical Implications: PRE during the pandemic stemmed from microaggressions, uncertainty, presenteeism, and monitoring. While PRE sometimes boosted EP, it also triggered OA. DW helped reduce OA and support EP, with gender differences: men respond more to PRE, women use DW to mitigate OA. Originality/value: This study fills a gap by linking PRE, DW, OA, and EP during organizational turbulence. PRE reflects dysfunctional behaviours that, while improving performance in some cases, foster alienation. DW partly alleviates OA and sustains EP, though its effect is limited.

Wojciech Ulrych (2025). The Impact of Organizational Pressure on Employee Performance: Mediating Effects of Digital Workplace and Organizational Alienation, European Research Studies Journal Volume XXVIII Issue 4, 1602-1617