Job stress Research Papers - Academia.edu (original) (raw)

Stress studies are becoming more and more attention nowadays, the financial crisis and recession of 2008 around the world further contributed in increasing higher levels of stress among employees, particularly in the corporate context. The organizations, to make themselves efficient in utilization of resources, have gone through entire restructuring, layoffs, downsizing, and mergers. This has resulted in unstable employee-employer relationship which has caused a great deal of stress among employees. There is no such thing as a stress-free job in the world. Everyone in his/her work is exposed to tension, frustration and anxiety as he/she gets through the duties assigned to him/her. In order to make our work experience and environment as pleasant as possible, it is better that we learn the technique of moderating and modulating our personal stress levels. Hence the research has shown that high level of stress seriously affect the performance of employees as well as their health condition. This article reviews and summarizes three decades of empirical literature concerned with stress in general and occupational stress in particular with major coping strategies.

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- Organizational Behavior, Emotional Labour, Job stress, Work Stress

The present study investigated processes by which job stress and satisfaction unfold over time by examining the relations between daily stressful events, mood, and these variables. Using a Web-based daily survey of stressor events, perceived strain, mood, and job satisfaction completed by 14 university workers, 1,060 occasions of data were collected. Transfer function analysis, a multivariate version of time series analysis, was used to examine the data for relationships among the measured variables after factoring out the contaminating influences of serial dependency. Results revealed a contrast effect in which a stressful event associated positively with higher strain on the same day and associated negatively with strain on the following day. Perceived strain increased over the course of a semester for a majority of participants, suggesting that effects of stress build over time. Finally, the data were consistent with the notion that job satisfaction is a distal outcome that is mediated by perceived strain.

- by Jeffrey Stanton
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- Marketing, Psychology, Applied Psychology, Time Series

Psychosocial factors at work have been found to predict a range of health outcomes but their effect on mental health outcomes has not been extensively studied. This paper explores the relationship between psychosocial factors at work and depression in three countries of Central and Eastern Europe. The data come from a cross-sectional study of working men (n ¼ 645) and women (n ¼ 523) aged 45-64 years, randomly selected from population registers in Novosibirsk (Russia), Krakow (Poland) and Karvina-Havirov (Czech Republic). The questionnaire included questions on the effort and reward at work, job control, the full CES-D scale of depression, and a range of other characteristics. Linear regression was used to estimate the association between depression score and work characteristics: the logarithm of the effort-reward ratio, and continuous job control score. The means of the depression score were 10.5 for men and 14.2 for women. After controlling for age, sex and country, effort-reward ratio (logarithmically transformed) was strongly related to depression score; a 1 SD increase in the log transformed effort-reward ratio was associated with an increase in the depression of 2.0 points (95% CI 1.5; 2.4), and further adjustment did not materially change the effect. Job control was inversely associated with depression score in Poland and the Czech Republic (not in Russia) but the association was largely eliminated by controlling for socioeconomic characteristics. This study suggests that the effortreward imbalance at work is related to prevalence of depression in these central and eastern European populations. r

- by Ruzena Kubinova
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- Sociology, Anthropology, Eastern Europe, Mental Health

This study examined the interactive effects of job demands, control, and individual characteristics on upper respiratory illnesses and immune function. Having high job control appeared to lessen the linkage between job demands and poor health among individuals with high self-efficacy and those who perceived that they were not often responsible for negative job outcomes. Conversely, having high job control exacerbated the association between job demands and poor health among inefficacious individuals. Implications for promoting more healthful work environments and facilitating employee coping are discussed.

- by John Schaubroeck
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- Marketing, Psychology, Applied Psychology, Decision Making

This study measures stress among employees in retail sector and their coping approaches. The study compiles the major causes of stress & its effects, the remedies for countering the stress and the results of remedies. It reveals how the life stress in an employee’s life affects his/her job satisfaction and the way he/she copes with stress. It is evident that retail sector employees face a lot of stress with the increasing workdemands, work-pressure and competition. Hence, this study chose retail sector employees as the target sample. The study successfully concludes the relationship of work-life balance being a major controlling variable for life stress, job satisfaction and coping with stress.

- by IAEME Publication
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- Job Satisfaction, Stress Management, Work-Life Balance, Job stress
- by Raeda Abualrub
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- Nursing, Job Satisfaction, Performance, Stress

This research examines the moderating or buffering effects of two social support variables-support from the work group and from the supervisor-on the relationships of role conflict and ambiguity to intrinsic job satisfaction, job involvement and job anxiety. Data were collected from a sample of 89 middle-lower managerial personnel in a large, heavy equipment manufacturing firm in the Midwest. The moderated regression technique was used in data analysis. Significant interactions were obtained between the role variables and both social support variables. The results were in the predicted direction for positive work outcomes (i.e. job satisfaction and involvement) and contrary to prediction for negative work outcome (i.e. job anxiety). Implications of the findings for future research, the management of stress and leadership behaviour are discussed.

- by Ahmed Abdelhalim
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- Organizational Behavior, Psychology, Social Support, Business and Management

OBJETIVO: Descrever o processo de adaptação, para o português, da versão resumida da "job stress scale", originalmente elaborada em inglês. MÉTODOS: Foram avaliados seis aspectos de equivalência entre a escala original e a versão para o português: as equivalências conceitual, semântica, operacional, de itens, de medidas e funcional. Tomou-se por base um estudo de confiabilidade teste-reteste com 94 indivíduos selecionados. RESULTADOS: O estudo de confiabilidade teste-reteste entre 94 indivíduos permitiu estimativas de reprodutibilidade (coeficientes de correlação intraclasse) para as dimensões de "demanda", "controle" e "apoio social" da escala de 0,88, 0,87 e 0,85, respectivamente. Para as mesmas dimensões, as estimativas de consistência interna (alpha de Cronbach) foram, respectivamente, 0,79, 0,67 e 0,85. CONCLUSÕES: Os resultados sugerem que o processo de adaptação da escala foi bem sucedido, indicando que seu uso no contexto sociocultural...

What & the relationship between the quafity of men's job and partnership roles on the one hand and men's mental health on the other? This question was addressed in a random sample of 300 men, ages 25-40, in dual-earner couples. Predictions were made from both main-effects and two interaction-effects models of this relationship. More specifically, negative-spillover effects, as predicted by the role-stress model, were estimated both from work to home and home to work. Positive-spillover effects, as predicted by the role-enhancement model, were estimated from home to work and from work to home. The general finding was that the effects are additive not interactive, thus supporting the main-effects model With respect to spillover effects, there was some support for the role-stress model, but no support for the role-enhancement model More specifically, the relationship between job stress and psychological distress was exacerbated among men who had troubled relationships with their partners.

- by rosalind barnett
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- Psychology, Mental Health, Job stress, Psychological distress

ABSTRAK Stresor kerja di unit gawat darurat lebih tinggi dibandingkan dengan stresor kerja perawat di unit lainnya. Tingginya stresor kerja ini dapat menyebabkan stres kerja. Tingkat stres kerja dapat dilihat dari respon stres yang muncul yaitu respon fisiologis, psikologis dan perilaku. Tujuan penelitian ini adalah untuk mengetahui gambaran tingkat stres kerja perawat unit gawat darurat (UGD) Rumah Sakit Al Islam Bandung dan Rumah Sakit Umum Daerah (RSUD) Sumedang. Jenis penelitian yang digunakan adalah deskriptif kuantitatif. Pengambilan sampel menggunakan teknik total sampling dengan jumlah sampel sebanyak 55 orang, yang terdiri dari 36 perawat UGD RSUD Sumedang dan 19 orang perawat UGD RS Al Islam. Teknik pengumpulan data menggunakan kuesioner. Berdasarkan hasil penelitian didapatkan Stres kerja perawat yang bekerja di Unit Gawat Darurat (UGD) Rumah Sakit Al Islam (RSAI) Bandung, sebanyak 19 perawat menunjukkan bahwa lebih dari setengah responden (52,63%) berada pada tingkat stres tinggi dan 36 perawat yang bekerja di UGD RSUD Sumedang, menunjukan lebih dari setengah (61%) responden berada pada tingkat stres kerja sedang. Tingkat stres kerja yang terlalu rendah atau terlalu tinggi dapat menyebabkan menurunnya kepuasan dan prestasi kerja. Sehingga diperlukan manajemen stres yang baik dalam menghadapi tantangan kerja yang ada. ABSTRACT The work stressors in the emergency department are higher than the nurses' work stressors in other units. This high work stressor can cause work stress. The level of work stress can be seen from the stress response that arises, namely physiological, psychological and behavioral responses. The purpose of this study was to determine the description of the work stress of nurses in the emergency department (UGD) Al Islam Hospital Bandung and the Regional General Hospital (RSUD) Sumedang. This type of research is quantitative descriptive. Sampling uses a total sampling technique with a total sample of 55 people, consisting of 36 emergency nurses at Sumedang Regional Hospital and 19 emergency nurses at Al Islam Hospital. Data collection techniques using a questionnaire. Based on the results of the study found work stress nurses working in the Emergency Room (UGD) Al Islam Hospital (RSAI) Bandung, as many as 19 nurses showed that more than half of respondents (52.63%) were at high stress levels and 36 nurses working in the ER of Sumedang Regional Hospital, it showed that more than half (61%) of respondents were at moderate work stress. Levels of work stress that are too low or too high can cause decreased job satisfaction and performance. So that good stress management is needed in dealing with existing work challenges.

- by Dhito Pemi Aprianto
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- Stress, Job stress, Nurses

The aim of the present study was to make a clear distinction between work and home domains in the explanation of burnout. First, a 3-factor structure of job and home demands was hypothesized, consisting of quantitative demands, emotional demands, and mental demands. Next, a model was tested that delineates how demands in both life domains are related to occupational burnout through workϪhome interference (WHI) and homeϪwork interference (HWI). In doing so, the partial mediating role of WHI and HWI was examined. Consistent with hypotheses, empirical support was found for the 3-factor structure of both job and home demands as well as for the partial mediating effects of both WHI and HWI. Job demands and home demands appeared to have a direct and indirect effect (through WHI and HWI, respectively) on burnout. KEY WORDS: burnout; home demands; job demands; workϪhome interference; homeϪwork interference Changes in family structures, increasing participation by women in the workforce, and technological changes (e.g., mobile phones and portable computers) that enable job tasks to be performed in a variety of locations have blurred the boundaries between job and home life. For many workers,

- by Anthony Montgomery
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- Psychology, Work Family Balance, Stress, Stress Management

Job stress (and more generally, employee health) has been a relatively neglected area of research among industrial/organizational psychologists. The empirical research that has been done is reviewed within the context of six facets (i.e., environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress–employee health research domain. (The seventh facet, adaptive responses, is reviewed in the forthcoming second article of this series.) A general and a sequential model are proposed for tying the facets together. It is concluded that some of the major problems of the research in this area are: confusion in the use of terminology regarding the elements of job stress, relatively weak methodology within specific studies, the lack of systematic approaches in the research, the lack of interdisciplinary approaches, and the lack of attention to many elements of the specific facets.

Occupational stress is commonly acknowledged to be a critical issue for managers of private manufacturing companies. This study attempts to fill part of this void in literature by examining the relationship between job stress, job satisfaction and performance among 100 managers of private manufacturing firms. The study’s findings suggest that higher stress levels are related to lower performance whereas higher job satisfaction indicates higher performance. The main objective was to see if there was any relationship between job performance, job satisfaction and job stress & to preface model for the same. The research was assessed by using various instruments.

- by Rashmi Shahu
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- Psychology, Job Satisfaction, Job stress, Empirical Study

... Login to save citations to My List. Citation. Database: PsycINFO. [Journal Article]. Interactive effects of perceived control and job stressors on affective reactions and health outcomes for clerical workers. Spector, Paul E. Work... more

- by Paul Spector
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- Psychology, Negative Affect, Business and Management, Job stress

Rates and predictors of preschool expulsion and suspension were examined in a randomly selected sample of Massachusetts preschool teachers (N = 119). During a 12-month period, 39% of teachers reported expelling at least one child, and 15% reported suspending. The preschool expulsion rate was 27.42 per 1000 enrollees, more than 34 times the Massachusetts K-12 rate and more than 13

- by Walter Gilliam
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- Psychology, Job Satisfaction, Child Care, Job stress

Veterans are having a difficult time re-integrating back into the civilian sector following their service, with nearly 44% reporting some type of problem (Morin, 2011). The experienced stress and resultant strain associated with this re-integration may be caused by an incongruence between veterans’ military identities and their civilian work environments, a form of strain we term Veteran Identity Strain (Vet-IS). To better understand the experienced strain associated with incongruent veteran and civilian work identities, we examine the effects of military rank on Vet-IS, the moderating role of political skill on the relationship between rank and Vet-IS, and how this relationship affects the outcomes of work intensity and vigor. A mediated moderation analysis of 251 veterans provided support for most study hypotheses, which predicted that rank would have an indirect effect on work intensity and vigor through Vet-IS, conditional upon veterans’ levels of political skill. Contributions to research, practice, and future research directions are discussed.

- by Jeremy D Mackey and +2
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- Military Veterans, Stress, Stress Management, Job Stress (Psychology)

As a preliminary study of the validation of the French version of the OSI, this paper examines the first steps of the validity and the reliability of the Occupational Stress Indicator (OSI) for use in France. The OSI is a diagnostic research tool, which assesses seven different aspects of the stress-strain relationship. On the strain side, the scope of the outcomes focuses on three indicators: job satisfaction, mental health and physical health. On the stress side, the assessment includes sources of job stress, type A behaviour, locus of control and coping styles. Although workplace stress costs are now well recognized in France, there is little research or methodology available to assess job and organizational stress. The aim of the global research will be to bridge the gap. The purpose of the present study was to test a French translation of the OSI and investigate the reliability as well as the convergent and discriminant validity for six of its scales-Mental and Physical health, Type A, Locus of Control, Sources of Pressure, and Coping Styles. Six of the seven scales of the OSI showed statistically good reliability through Cronbach's α. The seventh scale, Locus of control, showed a lower and unsatisfactory level of reliability, confirming previous studies on the original version and various foreign versions. Significant and acceptable construct validity was also found for the Type A, Locus of Control, Mental Health, Physical Health scales and for one of the coping subscales: Social Support. These findings are encouraging for a future, broader and more complete assessment of the psychometric quality of the French version of the OSI. Résumé Approche préliminaire d'un travail de validation global de la version française de l'OSI, cette étude en examine les premières étapes de validité et de fidélité pour une utilisation en France. L'OSI est un outil d'audit du stress qui mesure différents aspects de la relation « stress-strain ». Bien que les coûts du stress professionnel soient reconnus en France, il existe peu de recherches ou de méthodologies disponibles pour évaluer le stress au travail. Le but de l'étude globale sera de combler en partie se vide. Dans une approche préliminaire, l'objet de ce travail est de tester une version traduite de l'OSI et d'investiguer autant sa fidélité que sa validité convergente et discriminante pour six des sept échelles : santé physique et mentale, Type A, Lieu de Control, Sources de Pressions et stratégies de Coping. Six des sept échelles montrent une bonne fidélité par la mesure de l'Alpha de Cronbach. La septième, Lieu de Contrôle, montre un niveau de fidélité plus bas et non satisfaisant, confirmant ainsi les études précédentes sur la version originale et sur d'autres versions étrangères. Une validité de construit significative a également été trouvée pour Type A, Lieu de Contrôle, Santé Mentale et Physique et pour l'une des sous-échelles des stratégies de Coping : le Support Social. Ces résultats sont encourageants pour engager une recherche plus approfondie et complète des qualités psychométriques de la version française de l'OSI.

- by Dominique Steiler
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- Mental Health, Job Satisfaction, Social Support, Locus of Control

In non-clinical (working) populations it is important to differentiate between general distress, on the one hand, and psychiatric symptoms */depression, anxiety and somatization */on the other hand. The Four-Dimensional Symptom Questionnaire (4DSQ) is a new instrument that measures these four symptom dimensions . This study aimed to investigate the psychometric properties of the 4DSQ in a working population. A postal stress and health survey was sent to all employees of a Dutch telecom company, 51% of whom responded (N 0/3852). The mailing included the 4DSQ, a set of questionnaires concerning job stress (e.g. psychological demands), coping style (e.g. problemfocused coping, avoidant coping), and indicators of strain (e.g. emotional exhaustion, fatigue). Cronbach's a for the four sub-scales of the 4DSQ ranged from .79 to .90. Factor analysis showed four factors corresponding to the four scales of the 4DSQ: distress, depression, anxiety, and somatization. The validity of the 4DSQ was assessed using (partial) correlations with job stress, coping, and strain. As expected, the distress scale showed the strongest correlations with the indicators of strain, as well as with job stress and coping. In conclusion, the 4DSQ is a reliable and valid instrument that can be used in a working population to distinguish between stress-related symptoms and psychiatric illness.

- by Willem Van Rhenen
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- Psychology, Psychometrics, Mental Health, Depression

Cette étude menée dans un Service d'Aide Médicale Urgente a pour but d'évaluer les facteurs de stress chez le personnel SAMU et d'en mesurer les conséquences psychologiques. Méthode.-Les données ont été obtenues auprès de 50 intervenants, au cours d'un entretien durant lequel étaient proposées six échelles cliniques : l'inventaire de stress professionnel (JSS), le Maslach Burnout Inventory (MBI), l'échelle de stress perçu, le questionnaire de santé générale (GHQ-12), l'échelle d'impact de l'événement (IESR) et le questionnaire d'évaluation du stress post-traumatique (QSPT) puis un entretien clinique. Résultats.-Cette étude montre que l'activité d'aide médicale urgente est marquée par un stress professionnel important. La présence du stress aigu et des symptômes répétitions indique que certaines interventions ont un impact psychologique, mais cela n'implique pas pour autant un effet désorganisateur sur la santé psychique des intervenants. En effet, l'étude relève un seul état de stress post-traumatique et un très faible pourcentage de problèmes de santé mentale. Conclusion.-Ces résultats nous amènent à nous interroger sur l'importance des capacités à faire face du personnel SAMU. La distanciation de la relation au patient semble être une des stratégies pour faire face aux situations de stress.

- by alexandra laurent
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- Psychology, Mental Health, Stress, Public Health

Karasek's Job Demand±Control Model (JD-C Model) assumes that decision latitude (control) moderates the impact of job demands on health and well-being. It was proposed that lack of evidence for this core`interaction hypothesis' was a consequence of an inadequate conceptualization of decision latitude. Taking this proposition into consideration, we re-evaluated the JD-C Model using a sample of 517 Dutch truck drivers. Regression analyses revealed a signi®cant job demands by job control interaction effect as well as signi®cant main effects of the two independent variables on psychosomatic health complaints. However, the magnitude of the interaction effect was very small. Therefore, it was concluded that the interaction hypothesis was not supported in the present study.

- by Roland Blonk
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- Psychology, Stress, Business and Management, Job stress

Burnout in European family doctors: the EGPRN study. Family Practice 2008; 25: 245-265.

- by Mehmet Ungan and +4
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- General Practice, Psychometrics, Family, Job Satisfaction

This cross-sectional study examined the relationship between employment-based social capital, job stress and burnout among public child welfare workers in a Northeastern state. Since one of the core functions of social capital is support, this study examines how employees' perception of support from multiple organizational dimensions, such as trust, social relationships with coworkers and supervisors, organizational commitment, communication, influence, and fairness can shape levels of job stress and burnout. Utilizing a purposive sample of 209 employees, results of structural equation modeling indicate that social capital in the form of communication, supervisory support, organizational commitment, influence, and trust shared a significant association with job stress. Employment-based social capital had varying effects on burnout as characterized by emotional exhaustion and depersonalization. Emotional exhaustion was significantly associated with age, influence, supervisory support, organizational commitment, and job stress, while depersonalization was predicted by age, organizational commitment, and job stress. Implications for organizational practice and future research are discussed.

- by Javier Boyas
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- Social Work, Social Capital, Child Welfare, Organizational Commitment

This review discusses the determinants of job stress in the nursing profession. It summarizes the results of 51 studies published between 1990 and 2005. The present review includes psychological, attitudinal and behavioral stress indica- tors, and in this way focuses on a variety of outcomes: job satisfaction, health complaints, burnout, absenteeism and turnover. The dimensions of the Job Demands, Control, Support (JDCS) model were found to be important deter- minants, as well as other job characteristics such as communication, home-work conflict and task- and role clarity. Challenging work, supervisor support, control and coping have the potential to buffer the detrimental effects of a stressful work environment. Challenging or meaningful work however can work out in opposite ways. The commitment,to take care of others can be an important buffer in the stressor-strain relationship, but also can lead to burnout, when going on too long. Providing a comprehensive review of the existin...

- by Stan Maes and +1
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- Job Satisfaction, Work Environment, Working Conditions, Job stress

Occupational stress is commonly acknowledged to be a critical issue for managers of private manufacturing companies. This study attempts to fill part of this void in literature by examining the relationship between job stress, job satisfaction and performance among 100 managers of private manufacturing firms. The study's findings suggest that higher stress levels are related to lower performance whereas higher job satisfaction indicates higher performance. The main objective was to see if there was any relationship between job performance, job satisfaction and job stress & to preface model for the same. The research was assessed by using various instruments.

- by Rashmi Shahu
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- Psychology, Job Satisfaction, Job stress, Empirical Study

In practice the secondary prevention of work-related upper extremity (WRUE) symptoms generally targets biomechanical risk factors. Psychosocial risk factors have also been shown to play an important role in the development of WRUE symptom severity and future disability. The addition of a stress management component to biomechanically focused interventions may result in greater improvements in WRUE symptoms and functional limitations than intervening in the biomechanical risk factors alone. Seventy office workers with WRUE symptoms were randomly assigned to an ergonomics intervention group (assessment and modification of work station and stretching exercises) or a combined ergonomic and job stress intervention group (ergonomic intervention plus two 1-h workshops on the identification and management of workplace stress). Baseline, 3-and 12-month followup measures of observed ergonomic risks and self-reported ergonomic risks, job stress, pain, symptoms, functional limitation, and general physical and mental health were obtained from all participants. While both groups experienced significant decreases in pain, symptoms, and functional limitation from baseline to three months with improvements continuing to 12 months post baseline, no significant differences between groups were observed for any outcome measures. Findings indicate that the additional two-session job stress management component did not significantly enhance the short-or long-term improvements brought about by the ergonomic intervention alone. Published by Elsevier Ltd.

- by Lennart Dimberg
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- Mental Health, Occupational Health, Stress Management, Applied Ergonomics

Objective: To investigate whether neuroticism and extraversion predicted job-related affective wellbeing of people working under stressful conditions, notably emergency room nurses. Also, to investigate whether perceived job stress mediated the relationship between neuroticism, extraversion and job-related affective well-being. Methods: A cross-sectional survey design was administered to 242 nurses working at an emergency room in Tehran, Iran, recruited through census sampling, including two sub-scales of the NEO Five-Factor Inventory, the Job-Related Affective Well-Being Scale, and the Job Stress Questionnaire. Structural Equation Modelling was deployed for data analysis using SPSS Amos v22.0 and PROCESS macro for SPSS, setting significance threshold at p<.05. Results: Direct and statistically significant effects of neuroticism (β = -.17, p<.005) and extraversion (β = .41, p<.001) on perceived job stress were found, as well as a negative effect of extraversion on job-related affective well-being (β = -.27, p<.001). Perceived job stress was found to negatively predict job-related affective well-being (β = -0.60, p<.001). There was no significant relationship between neuroticism and job-related affective well-being. The mediating effect of perceived job stress was supported (p<.001). Conclusion: Results have theoretical implications for research about the relationship between personality traits and job-related well-being of employees working under stressful conditions. As for practical implications, hospital managers might implement workplace interventions to enhance nurses’ job-related affective well-being and reduce nurses’ job stress. In this context, extraversion and job stress should be understood as psychosocial risk factors, whereas neuroticism should be conceived as a protective factor against job stress.

- by journal of Health Psychology and +1
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- Neuroticism, Job stress, Nurses, Job Related Well being

The purpose of this study was to establish the causes of job stress of sports personnel in Kenyan Universities.Socio-demographic factors of age, gender, marital status and experience in sports admin istration were correlated with job stress. Data was collected through questionnaires from (n=40) sports personnel working in Kenya universities. Data was analyzed through t-test and One way ANOVA. Results revealed that causes of stress among sports personnel were decreased job mobility, large number of university students who don't take part in sports, lack of relat ionship between successful sports performance and promotion, and inadequate personnel. The least causes of stress were poor relationship with fello w sports administrators', working under pressure, pressure of university admin istrators to produce results, supervision of sport programs is lo w and lack of career development while ad ministering sports.Socio-demographic factors of age and highest academic qualification elicited significant differences (p <0.05) on the causes of job stress. The study recommends that universities need to address some of the institutional sources' of stress among the sport personnel and future studies may unearth coping strategies used by sports personnel to mitigate stress.

- by Elijah Rintaugu
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- Physical Education, University, Job stress

Research background: Faculties of private universities are under immense working pressure, which causes stress and burnout. The job burnout triggers the psychological pressure, which increases the turnover intention. Purpose of the article: The undertaken study aims to evaluate the scale of burnout with its threeelement model, which affects faculty members of private universities of Pakistan. This research also aims to examine the mediating effect of organizational commitment (e.g., affective, normative & continuance commitments), and moderating influence of subjective vitality in a relationship of job burnout and its constituents, for example exhaustion, efficacy & cynicism, and the turnover intention. Methods: The 712 responses were collected through a structured questionnaire from the junior and senior faculty members of private universities of Pakistan. The data was examined by using second order partial least square-structural equation approach-PLS-SEM. Findings & value added: The research findings exhibited that emotional exhaustion, cynicism, and professional efficacy have a direct significant influence on job burnout. The findings further demonstrated that the job burnout has a cogent and negative impact on faculty turnover intention. The findings demonstrated that elements of organizational commitment (e.g., normative, affective & continuance commitments) have a forceful serial mediating influence between burnout & its constituents for example exhaustion, efficacy & cynicism, and turnover intention. Finally, the findings have revealed that subjective vitality has a significant and positive impact as a moderating variable in a relationship between job burnout and turnover intention. This research has a long-term theoretical contribution, as it provides a novel conceptual framework, which can be replicated in different industries. Thus, this unique model provides the solution to reduce employees' turnover for other industries as well.

- by Rizwan Raheem Ahmed and +1
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- Subjective Well-Being, Organizational Commitment, Job Stress (Psychology), Job stress

Corrections can be a very stressful occupation, producing many negative outcomes for employees. These outcomes, both mental and physical, not only affect the employee, but the entire organization. A large body of literature has focused on identifying correlates of correctional staff job stress; yet, not all of the possible correlates have been studied. One area that has received little, if any, attention is the impact of the organizational structure on correctional job stress. Organizational structure includes issues of centralization, instrumental communication, integration, and organizational justice. The results of multivariate analysis indicate that instrumental communication and procedural justice have a direct effect on correctional staff job stress.

- by Nancy Hogan
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- Criminology, Organizational Justice, Procedural Justice, Organizational structure

The purpose of this study was to analyze if gender differences establish significant differences in the levels and process of the burnout syndrome. Results indicate that the men (N = 72) perceive significantly more despersonalization that the women (N = 258). In the sample of men personal accomplishment was not a significant antecedent of despersonalization, while in the sample of women emotional exhaustion was not a significant antecedent of inclination to be absent. As a conclusion it is recommended that managers of personnel in health sector should take into consideration the gender differences in the intervention on the burnout syndrome.

- by Pedro Gil-Monte
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- Job stress, Gender Difference

In a quasi-experiment designed to examine the relief from job stress and burnout afforded by a vacation respite, 76 clerks completed measures of job stress and burnout twice before a vacation, once during vacation, and twice after vacation. There was a decline in burnout during the vacation and a return to prevacation levels by the time of the second postvacation measure. Comparing the two prevacation measures indicated no anticipation effects. However, the return to work showed gradual fade-out, as burnout returned part way toward its prevacation level by 3 days after the vacation and all the way by 3 weeks after the vacation. Women and those satisfied with their vacations experienced greater relief; however, both subsamples also experienced the quickest fade-out. The respite effect and its complete fade-out were detected among all subgroups analyzed. Burnout, relief, interpersonal stress crossover, and burnout climate at work are discussed.

- by Dov Eden and +1
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- Marketing, Psychology, Applied Psychology, Experience Design

The purpose of this study was to examine the effects of self-efficacy (SEFF) and favouritism (FAVO) as antecedents on perceptions of organizational politics (POPs) and job stress (STR) of hotel frontline managers (HFMs) in Turkish Cypriot hotels as its setting. A total number of 85 usable questionnaires were personally retrieved from managers in the research location. The hypothesized relationships were tested using partial least squares method. Results reveal that SEFF decreased POPs and STR. FAVO exerted a significant positive impact on POPs and STR. This research makes useful contributions to the current knowledge base by exclusively investigating the effect of FAVO on POPs and STR because FAVO has the potential to create distrustful working environment and causes real performers to engage in political games.

- by mustafa daskin
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- Self-Efficacy, organizational Politics, Job stress, Favoritism

Reçu le 17 mai 2010 ; accepté le 4 novembre 2010 Résumé L'objectif est d'identifier les situations de stress vécues par les intervenants SMUR et de voir dans quelle mesure elles peuvent avoir un impact sur l'épuisement professionnel et le niveau de détresse psychologique. Notre population est constituée d'un groupe d'intervenants SMUR de 69 sujets et d'un groupe témoin de 50 professionnels appartenant à des services de médecine hospitalière. Tous les sujets ont répondu à un recueil des données sociodémographiques, à trois échelles cliniques-le Job Stress Survey (JSS), le Maslach Burnout Inventory (MBI) et le questionnaire de santé générale (GHQ-12)-ainsi qu'un entretien clinique. Cette étude montre que les intervenants SMUR présentent des niveaux faibles de stress professionnel, d'épuisement professionnel et de détresse psychologique par rapport aux personnels des services d'hépato-gastroentérologie, d'endocrinologie et de chirurgie digestive. Nous discutons ces résultats en nous interrogeant sur les capacités des intervenants SMUR à gérer les situations de stress.

- by alexandra laurent
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- Burnout, Job stress, Psychological distress, General Health Questionnaire

The organization of work has been addressed through numerous perspectives by a diverse set of disciplines. While job stress research has focused on the promotion of worker well-being, contemporary business-improvement initiatives (e.g., lean manufacturing, six sigma) have sought to optimize effectiveness through work processes. However, these two aims, although traditionally viewed as contradictory, are actually interdependent variables in the determination of long-term profitability. The concept of organizational health blends the pursuit of individual wellness with organizational effectiveness to yield a strategy for economic resilience. This article introduces a novel model for organizational health assessment using a systemic approach that addresses work factors at the individual, job, process, and organizational levels.

- by ash genaidy
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- Human Factors, Lean Manufacturing, Six Sigma, System Approach

A model of burnout and life satisfaction amongst nursesThis study, among 109 German nurses, tested a theoretically derived model of burnout and overall life satisfaction. The model discriminates between two conceptually different categories of working conditions, namely job demands and job resources. It was hypothesized that: (1) job demands, such as demanding contacts with patients and time pressure, are most predictive of exhaustion; (2) job resources, such as (poor) rewards and (lack of) participation in decision making, are most predictive of disengagement from work; and (3) job demands and job resources have an indirect impact on nurses’ life satisfaction, through the experience of burnout (i.e., exhaustion and disengagement). A model including each of these relationships was tested simultaneously with structural equations modelling. Results confirm the strong effects of job demands and job resources on exhaustion and disengagement respectively, and the mediating role of burnout between the working conditions and life satisfaction. These findings contribute to existing knowledge about antecedents and consequences of occupational burnout, and provide guidelines for interventions aimed at preventing or reducing burnout among nurses.

- by Evangelia Demerouti
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- Nursing, Job Satisfaction, Stress, Stress Management

This article develops a theoretical model of the impact of workplace incivility on employees' occupational and psychological well-being. In Study 1, the authors tested the model on 1,158 employees, finding that satisfaction with work and supervisors, as well as mental health, partially mediated effects of personal incivility on turnover intentions and physical health; this process did not vary by gender. Study 2 crossvalidated and extended these results on an independent sample of 271 employees, showing negative effects of workgroup incivility that emerged over and above the impact of personal incivility. In both studies, all results held while controlling for general job stress. Implications for organizational science and practice are discussed.

- by Lilia Cortina
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- Marketing, Psychology, Applied Psychology, Mental Health

Employee monitoring activities are becoming increasingly widespread with the technological opportunities that are developing day by day. Organizations are monitoring their employees' performances, behaviors and personal attributes at any time and as often as they like, using very different methods. Organizations perform monitoring activities by setting reasons such as security, justice, legal obligations, quality and productivity improvement. This situation causes problems such as decreasing privacy, motivation, performance and health in the organizations. Being watched and evaluated by a couple of eyes can disturb the employees, and create work stress on them. The aim of this study is to reveal the perceptions of employees towards workplace monitoring, and examine the relationship between workplace monitoring and job stress. In this context, the application was carried out in companies operating in Denizli. A total of 218 questionnaires were received from the employees of the companies. The results obtained were analyzed in the SPSS program and then, were evaluated.

- by MEHMET KIZILOGLU
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- Workplace, Job stress, Monitoring

Purpose -The purpose of this paper is to focus on home care organization employees, and examine how the interaction between job demands (emotional demands, patient harassment, workload, and physical demands) and job resources (autonomy, social support, performance feedback, and opportunities for professional development) affect the core dimensions of burnout (exhaustion and cynicism). Design/methodology/approach -Hypotheses were tested with a cross-sectional design among 747 Dutch employees from two home care organizations. Findings -Results of moderated structural equation modeling analyses partially supported the hypotheses as 21 out of 32 (66 per cent) possible two-way interactions were significant and in the expected direction. In addition, job resources were stronger buffers of the relationship between emotional demands/patient harassment and burnout, than of the relationship between workload/physical demands and burnout. Practical implications -The conclusions may be particularly useful for occupational settings, including home care organizations, where reducing or redesigning demands is difficult. Originality/value -The findings confirm the JD-R model by showing that several job resources can buffer the relationship between job demands and burnout.

- by Evangelia Demerouti
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- Psychology, Human Resource Management, Social Support, Human Resources

In this paper we describe the process of developing a questionnaire survey that evaluates the causes and consequences of turnover intention among information technology (IT) workers, with specific attention to issues of importance to... more

- by Peter Hoonakker
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- Information Technology, Job Satisfaction, Literature Review, Behaviour

This article describes patterns of work and family balance that were examined for employed parents who give family care to children with serious emotional disorders. A secondary analysis of data from the Family Caregiver Survey was performed for a subsample of 184 caregivers employed outside the home or having a partner employed full time. Families having different work structures (patterns of partor full-time employment and of parenting arrangements) reported significantly different levels of job stress, pleasure in work and intimate relationships, work used as coping, and satisfaction handling home responsibilities. Although reported child behaviors were significantly related to stress attributed to children and family, the behaviors were not related to work structure, job stress, or support service use.

- by Eileen Brennan
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- Psychology, Emotional/Behavioral Disorders, Stress Management, Surveys

Background: Cancer Care Ontario's Systemic Therapy Task Force recently reviewed the medical oncology system in the province. There has been growing concern about anecdotal reports of burnout, high levels of stress and staff leaving or decreasing their work hours. However, no research has systematically determined whether there is evidence to support or refute these reports. To this end, a confidential survey was undertaken. Methods: A questionnaire was mailed to all 1016 personnel of the major providers of medical oncology services in Ontario. The questionnaire consisted of the Maslach Burnout Inventory, the 12-item General Health Questionnaire, a questionnaire to determine job satisfaction and stress, and questions to obtain demographic characteristics and to measure the staff's consideration of alternative work situations. Results: The overall response rate was 70.9% (681 of 961 eligible subjects): by group it was 63.3% (131/207) for physicians, 80.9% (314/388) for allied health professionals and 64.5% (236/366) for support staff. The prevalence of emotional exhaustion were significantly higher among the physicians (53.3%) than among the allied health professionals (37.1%) and the support staff (30.5%) (p ≤ 0.003); the same was true for feelings of depersonalization (22.1% v. 4.3% and 5.5% respectively) (p ≤ 0.003). Feelings of low personal accomplishment were significantly higher among physicians (48.4%) and allied health professionals (54.0%) than among support staff (31.4%) (p ≤ 0.002). About one-third of the respondents in each group reported that they have considered leaving for a job outside the cancer care system. Significantly more physicians (42.6%) than allied health professionals (7.6%) or support staff (4.5%) stated that they have considered leaving for a job outside the province. Interpretation: The findings support the concern that medical oncology personnel are experiencing burnout and high levels of stress and that large numbers are considering leaving or decreasing their work hours. This is an important finding for the cancer care system, where highly trained and experienced health care workers are already in short supply.

- by Louise Zitzelsberger
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- Job Satisfaction, Medical Oncology, Job stress, Health Professionals

Job stress may depend on the “organizational learning climate,” the organizational factors that affect learning how to cope with the rapid external and internal changes in working life. The relationship between individual job stress and the individual perception of “learning climate” was studied among 383 employees in the Norwegian Postal Service and in various community health care institutions. Mismatch between

- by Holger Ursin
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- Psychology, Organizational Learning, Stress Management, Social Support

Being a police is considered one of the highly stressful
occupations because of the reasons such as long irregular
hours, hierarchic structure and safety concerns. Job stress might not only have adverse effects on himself/herself, but also on the officer’s department and family. In this study, however, the effects of the job stress on the spousal relationship are examined. A secondary data that have 1,632 responses by police officer are used to test the hypotheses. Because the dependent variable is ordinal, ordinal logistic estimators are used to find the coefficient effects. The findings indicate that high level of stress experienced in the job is positively, strongly and significantly associated with the dependent variable. Moreover, when the officer used stress reduction/coping programs (SRCPs), the better gets the relationship with his/her spouse. Interestingly, higher level of education increases the likelihood of the spousal relational problems. At the end, several suggestions were made to the police departments in terms of helping the officers that are affected adversely by job stress.

- by Zakir Gul and +1
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- Police, Stress, Job stress, Police Officer Stress

After a series of instrument development studies, a mail survey was conducted with 196 randomly selected family day care providers (FDCPs) and child care center workers (CCCWs) residing in the state of Maryland (response rates were 76.6% and 70.5%, respectively). Embedded in the instrument were three job stress scales, specific to child care workers, measuring job demands, job control, and job resources. Extensive psychometric testing of the three 17-item instruments demonstrated several areas of strength. The job demands scale, because of its breadth of stressors covered, fared slightly worse on indicators of reliability (alpha ϭ 0.77; mean interitem correlation [MIC] ϭ 0.17; item-to-total correlations [ITCs] ϭ 0.14 to 0.49) than did job control (alpha ϭ 0.88; MIC ϭ 0.31; ITCs ϭ 0.26 to 0.69) and job resources (alpha ϭ 0.89; MIC ϭ 0.35; ITCs ϭ 0.32 to 0.70). Known groups validity was demonstrated through a conceptually meaningful pattern of differences between FDCPs and CCCWs. Construct validity for all three scales was demonstrated by a pattern of stronger correlations with conceptually similar versus dissimilar instruments. Average correlations with similar versus dissimilar instruments were: job demands, 0.54 versus 0.24; job control, 0.74 versus 0.30; and job resources, Ϫ0.53 versus 0.30. Similar to the reliability analysis, results of factor analysis were stronger for job control and job resources than for job demands.

- by Kai Spratt
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- Psychology, Child Care, Early Childhood, Factor analysis

The purpose of the present study was to test the hypothesis that vacation relief decreases psychological and behavioral strains caused by job stressors. We examined the impact of job stress and vacation on strain on 87 blue-collar employees in an industrial enterprise in central Israel. Whereas former respite research focused on the impact of vacation only on psychological strains such as burnout and job and life satisfaction, the current study also examined a behavioral strain, absenteeism. The employees completed questionnaires before and after vacation and again four weeks later. Our findings show that vacation alleviated perceived job stress and burnout as predicted, replicating findings that a respite from work diminishes levels of strain to lower than chronic, on-the-job levels. We found declines in burnout immediately after the vacation and a return to prevacation levels four weeks later, and a similar pattern with regard to absenteeism.

- by Mina Westman
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- Psychology, Health Psychology, Life Satisfaction, Job stress
- by Jannis Angelis
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- Marketing, Business Administration, Social Support, Business and Management

Aims: 1. Provide different perspectives and methodological approaches for studying occupational stress and job strain. 2. Illustrate the role of work environment for well-being. 3. Raise awareness of interdependency between occupational stress and job strain dimensions. 4. Show how occupational stress and job strain can be evaluated to achieve a better quality of life. Rationale: An accumulated evidence supports the proposition that stress at work can be regarded as a major public health problem and a cause for concern for health-care policy-makers. In several European countries, occupational stress and job strain are legitimate bases for a compensation claim and represent two major reasons for sickness absences and work disability. This year’s conference is focusing on innovative ideas in health psychology; regarding workplace, it is very important present recent progresses in the studies that take into account both occupational stress and job strain dimensions. Both occupational s...

- by Cristiano Violani
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- Psychology, Job stress, Occupational Stress, Job Strain