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The purpose of this paper is to conduct a comprehensive review on the implementation and the effect of Japan's Stress Check Program, a national program to monitor and control workplace psychosocial factors that was initiated in December 2015.

We comprehensively reviewed articles published in Japanese and English, assessed the performance of the Stress Check Program and summarized future challenges. We also discussed the implications for practice.

The available literature presented a scientific basis for the efficiency and validity of predictions using the Brief Job Stress Questionnaire, which is the instrument recommended to screen workers with high stress in the program. No study has verified the effect of the program on workers' mental health by using group analysis of stress check results. There is room for improvement in tools that contribute to identifying workers with high stress and in measures for improving the work environment. The Stress Check Program contrasts with risk management of psychosocial factors at work, widely adopted in European countries as a strategy for improving workers' mental health by focussing on the psychosocial work environment.

Although the effectiveness of the Japanese program needs further evaluation, future developments of the program would provide insight for national policies on psychosocial risks/psychosocial stress at work.

This paper is the first systematic review on the implementation and effects of Japan's Stress Check Program.

Occupational stress-relating overwork among teachers predispose to mental disorders and eventually lead to long leave from work. Although some studies have been conducted to assess these problems among elementary and junior high school teachers, a quantitative investigation has been limited to date. In this study, the authors sought to explore the association between overwork and mental stress among Japanese elementary and junior high school teachers.

An exploratory cross-sectional questionnaire survey was carried out on 294 Japanese elementary and junior high school teachers. The respondents filled a questionnaire on personal data, and occupational stress reaction was evaluated by Japanese version of Brief Job Questionnaire. Multiple linear regression model was used to evaluate the association between overwork information and psychological and physical stress.

Working during holidays was significantly likely to increase psychological and physical stress reactions among elementary school teachers (adjusted mean difference = −1.67, 95% CI: −2.81 to −0.54) and junior high school teachers (adjusted mean difference = −5.24, 95% CI: −9.60 to −0.87). A weakly positive association was found between high risk of psychological and physical stress and marital status (p = 0.005), teacher in charge of class (p = 0.015) among elementary school teachers.

This study indicated an association between working during holidays and psychological and physical stress reactions among elementary and junior high school teachers after adjusting for sociodemographic and work-related status. Further study for the confirmation of this finding is warranted.

This study aims to identify and review research articles to understand the conceptualization of employee engagement (EE) in a remote working environment. Specifically, the aim is to explore the antecedents impacting remote workers’ engagement.

A systematic literature review was conducted, encompassing empirical studies sourced from EBSCO, Emerald and Gale databases. Studies published in peer-reviewed journals between 2013 and 2023 covering countries in the Organization for Economic Co-operation and Development (OECD) were included. Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines were followed to capture the review process.

A total of 25 empirical studies published across 18 journals were synthesized, with the results being reported in terms of three research objectives. The researchers identified that individual, organizational/job resources and organizational/job demands are the three main antecedents affecting EE in remote working environments.

This study can serve as an important source of information for academics and practitioners as well as postulate new avenues for the future research. While the Job Demands-Resources model remains relevant in specifying demands and resources as antecedents of workforce engagement, technological antecedents gain prominence as additional factors contribute to the engagement of remote workforce.

This article studies the shifting landscape of EE with the rise of remote working and the need to gain a better understanding of how to keep remote workers engaged.

The purpose of this paper is to present a comprehensive survey of workplace productivity key performance indicators (KPIs) used in the office context. Academic literature from the past 10 years has been systematically reviewed and contextualized through a series of expert interviews.

The authors present a systematic review of the literature to identify KPIs and methods of workplace productivity measurement, complemented by insights semi-structured interviews to inform a framework for a benchmarking tool. In total, 513 papers published since 2007 were considered, of which 98 full-length papers were reviewed, and 20 were found to provide significant insight and are summarized herein.

Currently, no consensus exists on a single KPI suitable for measuring workplace productivity in an office environment, although qualitative questionnaires are more widely adopted than quantitative tools. The diversity of KPIs used in published studies indicates that a multidimensional approach would be the most appropriate for knowledge-worker productivity measurement. Expert interviews further highlighted a shift from infrequent, detailed evaluation to frequent, simplified reporting across human resource functions and this context is important for future tool development.

This paper provides a summary of significant work on workplace productivity measurement and KPI development over the past 10 years. This follows up on the comprehensive review by B. Haynes (2007a), providing an updated perspective on research in this field with additional insights from expert interviews.

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

The purpose of this study was to investigate the relationship between resilience, job stress and information security awareness (ISA). The study examined the effect of resilience and job stress on the three components that comprise ISA, namely, knowledge, attitude and behaviour.

A total of 1,048 working Australians completed an online questionnaire. ISA was measured with the Human Aspects of Information Security Questionnaire. Participants also completed the Brief Resilience Scale and the Job Stress Scale.

It was found that participants with greater resilience also had higher ISA and experienced lower levels of job stress. More specifically, individuals who reported higher levels of resilience had significantly better knowledge, attitude and behaviour. Similarly, participants who reported lower levels of job stress also reported significantly better knowledge, attitude and behaviour. Resilience plays an important mediating role in the relationship between job stress and ISA. This means that even if people have high levels of job stress, if they are better able to cope with or adapt to stress (i.e. have higher resilience), they are less likely to have lower ISA. Results of this study add to the body of literature emphasising the positive effects of resilience and suggest that resilience is associated with improved ISA and therefore more secure behaviour.

Future research should focus on assessing the influence of resilience training in the workplace.

Given the constructive findings, it may be valuable to focus on the effect of organisational culture, and organisational security culture, on resilience, job stress and ISA.

In view of the absence of police stress research in Greece, the purpose of this paper is to measure occupational stress among police officers and to investigate occupational stress risk factors.

A cross-sectional study with a convenience sample was conducted among 336 police officers in Athens, Greece. Data collection was performed during January to March 2018 and the response rate was 77.8 percent. Demographic characteristics, job characteristics, lifestyle factors and coping strategies were considered possible risk factors. The “Operational Police Stress Questionnaire” and the “Organizational Police Stress Questionnaire” were used to measure occupational stress, while the “Brief Cope” questionnaire was used to measure coping strategies.

Regarding service operation, the most stressor events were personal relationships outside work, tiredness, bureaucracy, injury risk and lack of leisure for family and friends. Regarding service organization, the most stressor events were lack of personnel, inappropriate equipment, lack of meritocracy, lack of sources and inappropriate distribution of responsibilities in work. According to multivariate analysis, increased use of avoidance-focused coping strategy, and decreased sleeping, physical exercise and family/friends support were associated with increased occupational stress. Moreover, police officers who work out of office experienced more occupational stress than police officers who work in office.

To the best of the authors’ knowledge, this is the first study in Greece addressing the risk factors for occupational stress among police officers. Modifiable occupational stress risk factors among police officers were found and should be carefully managed to decrease stress and improve mental health.

This study applies asymmetric rather than conventional symmetric analysis to advance theory in occupational psychology. The study applies systematic case-based analyses to model complex relations among conditions (i.e., configurations of high and low scores for variables) in terms of set memberships of managers. The study uses Boolean algebra to identify configurations (i.e., recipes) reflecting complex conditions sufficient for the occurrence of outcomes of interest (e.g., high versus low financial job stress, job strain, and job satisfaction). The study applies complexity theory tenets to offer a nuanced perspective concerning the occurrence of contrarian cases – for example, in identifying different cases (e.g., managers) with high membership scores in a variable (e.g., core self-evaluation) who have low job satisfaction scores and when different cases with low membership scores in the same variable have high job satisfaction. In a large-scale empirical study of managers (n = 928) in four (contextual) segments of the farm industry in New Zealand, this study tests the fit and predictive validities of set membership configurations for simple and complex antecedent conditions that indicate high/low core self-evaluations, job stress, and high/low job satisfaction. The findings support the conclusion that complexity theory in combination with configural analysis offers useful insights for explaining nuances in the causes and outcomes to high stress as well as low stress among farm managers. Some findings support and some are contrary to symmetric relationship findings (i.e., highly significant correlations that support main effect hypotheses).