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1 – 10 of over 6000Vítor Costa, Samuel Monteiro, Ana Isabel Cunha, Henrique Pereira and Graça Esgalhado
The purpose of this study is to systematically review the recent empirical literature on job stress and burnout among prison staff with a focus on predictors, outcomes of stress…
Abstract
Purpose
The purpose of this study is to systematically review the recent empirical literature on job stress and burnout among prison staff with a focus on predictors, outcomes of stress and burnout and the mediating role that stress and burnout can play between its predictors and outcomes.
Design/methodology/approach
The authors followed systematic literature review (SLR) protocols for the social sciences, and searches were done on two large research databases: SCOPUS and Web of Science. Articles included in the study were from January 2015 to March 2020. After the screening and eligibility processes, 48 articles met the inclusion/exclusion criteria, and 33 articles were included in the full-text qualitative analysis.
Findings
Characteristics of the samples, main authors and journals and measures used to assess stress and burnout are presented, showing that most research was done in the USA, with cross-sectional studies using similar measures of stress and burnout. Results from the qualitative analysis were organised around the main research questions. Most studies explored the antecedents of stress and burnout in the context of the job demands – resources model. Common predictors that consistently increase stress and burnout among different samples include perceived dangerousness of the job and work–family conflict. Participation in decision-making and social support consistently decrease job stress.
Originality/value
This paper presents a SLR on stress and burnout among prison officers in a pre-COVID-19 pandemic era, providing an important picture of the published scientific research on the topic as well as implications for theory and practice.
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Zhijiang Wu, Yongxiang Wang and Mengyao Liu
The negative effects of job stress and burnout on construction professionals (CPs) at the construction site have been widely concern in the construction industry. The purpose of…
Abstract
Purpose
The negative effects of job stress and burnout on construction professionals (CPs) at the construction site have been widely concern in the construction industry. The purpose of this study is committed to explore the impact of job stress on CPs on the construction site, especially in the context of the widespread use of social media to express their emotions.
Design/methodology/approach
This study developed a job-related stress-burnout-health conditions-turnover intention (S-B-HT) framework to explore the direct and lagged effects of job stress, we also examined the moderating effects of online emotions, operationalized in terms of emotional intensity and expression pattern, on the relationship between job stress with job burnout under two evolution paths (i.e. health conditions or turnover intention). This study collected 271 samples through a survey questionnaire for empirical testing, and introduced structural equation models to validate the proposed conceptual model.
Findings
The results show that job stress has a significant positive effect on job burnout, and job burnout maintains a positive relationship with health conditions (or turnover intention) under the interference mechanism. Simultaneously, the online emotions expressed in social media have a positive moderating effect in two stages of the evolution path.
Practical implications
The findings of this study remind the project manager need to timely find and solve the job burnout characteristics of CPs due to excessive job stress, especially to prevent the accidental consequences caused by job burnout.
Originality/value
On this basis, this study provides an important value of using social media to express emotions for the project team to alleviate the adverse of professionals under job stress.
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Florence YY Ling and Elsie Kai Ying Mok
This study aims to investigate how to manage the stressors that facility managers (FMs) face with the aim of reducing their stress and strain levels.
Abstract
Purpose
This study aims to investigate how to manage the stressors that facility managers (FMs) face with the aim of reducing their stress and strain levels.
Design/methodology/approach
Using the job demands-resources (JD-R) model, stressors are operationalized from job demands, job resources and personal resources constructs. A structured questionnaire was used to collect data from FMs based in Singapore.
Findings
FMs have significantly high levels of stress, but they are able to manage this well. Job demands that cause stress and strain are those relating to insufficient time to complete the work and difficulties in handling the work. The lack of job resources in terms of lack of organizational support and inadequate stress mitigation programs are associated with high levels of stress and strain.
Research limitations/implications
The limitations are the relatively small sample size and absence of a database of FMs in Singapore, and correlation is not causation when determining the association between stressors and stress and strain.
Practical implications
Based on the recommendations, employers and FMs may manage the specific stressors identified so that FMs’ stress and strain levels are under control to enable them to work optimally.
Originality/value
This research discovered that the JD-R model is moderated by certain features of facilities management and FMs. When these features are present, FMs are predisposed to more stressors, and higher stress and strain. For the facilities management profession, the discovery is that there are significantly more job demands: for in-house FMs compared to those working for outsourced firms; for FMs who need to carry out estate and asset management, landlord activities and facility planning compared to FMs who focus on operations and maintenance; and for FMs who work longer than five days compared to those who work a five-day week.
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Yilmaz Akgunduz, Ovunc Bardakoglu and Gaye Kizilcalioglu
Based on The Conservation of Resources Theory (COR), Spillover Theory and Social Exchange Theory (SET), this study investigates the mediating role of job dedication in the…
Abstract
Purpose
Based on The Conservation of Resources Theory (COR), Spillover Theory and Social Exchange Theory (SET), this study investigates the mediating role of job dedication in the relationships between job stress, happiness and perceived organizational support (POS).
Design/methodology/approach
Data were collected from 5-star resort hotel employees in Turkey. 362 valid questionnaires were collected. The research hypotheses were tested using Covariance-Based Structural Equation Modeling (CB-SEM).
Findings
The analysis results show that POS is positively related to employee happiness and job dedication. Job stress is negatively related to employee happiness but positively related to job dedication. Job dedication partially mediates the relationships between job stress and happiness, and POS and happiness.
Research limitations/implications
The study's findings could be used by hotel managers to improve employees' job dedication, which will lead to increased employee happiness. Together with qualitative and quantitative research methods, future research could be conducted on the predecessors of job dedication and comparatively on employee happiness for different country samples.
Practical implications
In order to increase employee happiness, Turkish hotel managers may want to increase POS and decrease perceived job stress of their employees. Although it was found out in this study that job stress increases job dedication, it is also accepted that this unexpected situation arises due to special conditions. Therefore, by reducing job stress, hotel managers may prefer to increase the job dedication of their employees and their happiness indirectly.
Originality/value
The current study contributes to the hospitality management literature by investigating the organizational factors behind employee happiness. In addition, it also explored in depth the mediating effect of job dedication on the relationships between POS, job stress and happiness.
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Salomé Goñi-Legaz, Imanol Núñez and Andrea Ollo-López
This paper aims to investigate how home-based telework (HBT) affects job stress. The authors argue that an intrinsic effect of telework like work extension mediates this…
Abstract
Purpose
This paper aims to investigate how home-based telework (HBT) affects job stress. The authors argue that an intrinsic effect of telework like work extension mediates this relationship. Work extension is reflected in two employee behaviours: working in free time and presentism.
Design/methodology/approach
The proposed model has been estimated using the Preacher and Hayes bootstrap method for multiple mediation analysis, with 1,000 repetitions. The data used come from the sixth European Working Conditions Survey.
Findings
The analysis indicates that HBT does not pose an inherent risk for job stress but causes a change in the employees' behaviour, increasing working in free time and presenteeism and thus job stress. The mediation model indicates that once these behaviours are controlled, the effect of HBT is to reduce stress.
Research limitations/implications
The authors argue that companies should focus on human resource practices to control workers' behaviours that have a detrimental effect on job stress while institutions should regulate HBT.
Originality/value
The analysis deepens the unclear relationship between HBT and job stress by introducing employees' behaviours concerning work extension into the equation.
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Junjun Chen, Mehmet Şükrü Bellibaş and Sedat Gümüş
The research aimed to examine the effects of school climate (school violence and community engagement) and resources (staff shortages and resource shortages) on job satisfaction…
Abstract
Purpose
The research aimed to examine the effects of school climate (school violence and community engagement) and resources (staff shortages and resource shortages) on job satisfaction mediated by the workload stress of school principals, using pooled data from 47 jurisdictions around the world.
Design/methodology/approach
This study employed a rigorous secondary analysis of principal job satisfaction using the Teaching and Learning International Survey (TALIS) 2018 dataset. The mediation analysis of structural equation modeling (SEM) performed using STATA software established a structured model by controlling region-fixed effect, principal demographic and school contextual characteristics.
Findings
This study established a model detailing the associations between school climate and resources and principal job satisfaction mediated by workload stress.
Originality/value
Given the crucial role of a school principal in leading school survival and success, this study may provide one timely method to enhance job satisfaction and performance of principals during a period of constant change marked by increasing job demands.
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Leonidas A. Zampetakis and Panagiotis Gkorezis
The purpose of this paper is to shed more light on the relative impact of the various workplace resources on employees' effective coping with job stress symptoms, taking into…
Abstract
Purpose
The purpose of this paper is to shed more light on the relative impact of the various workplace resources on employees' effective coping with job stress symptoms, taking into account synergistic and antagonistic effects. The authors used job demands-resources (JD-R) theory as an overarching theoretical framework to test the hypotheses.
Design/methodology/approach
The authors used a factorial survey experiment and a within-person design. Data were obtained from a random sample of 97 Greek employees working in public and private organizations. Multilevel modeling regression techniques were used for data analyses. The authors examined the relative effect of various job resources at different levels on employees' ratings of effective coping with job stress symptoms. In parallel, the authors investigated the possible synergistic and antagonistic interactions between the specific job resources.
Findings
The authors found that managers' leadership and humor style, their relationship with subordinates and coworkers’ support had positive effects on employees' coping with job stress. In addition, the authors found that the manager's leadership style interacts with manager–subordinate relationship quality and coworkers’ support as well as the latter interacts with the manager's humor style and manager–subordinate relationship quality. The study model explained 50% of the variance in effective coping with stress ratings.
Originality/value
The study highlights the importance of workplace resources as contextual variables, for the effective coping with stress symptoms at work. It highlights that a combination of workplace resources produces a net effect that was better than would have been expected based solely on the individual performance of these job resources. As such, the research answer calls to attend to the effects of synergistic effects of workplace resources on effective coping with stress symptoms at work.
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Karen Modesta Olsen, Jarle Hildrum, Kamilla Kummen and Caroline Leirdal
The study examines the extent to which job demands and resources are related to job stress and engagement among young employees exposed to remote work. The study draws on the job…
Abstract
Purpose
The study examines the extent to which job demands and resources are related to job stress and engagement among young employees exposed to remote work. The study draws on the job demands–resources (JD-R) model, adapted to working from home during the pandemic.
Design/methodology/approach
The study uses data from a survey among young employees (35 years and younger) in a large, telecommunications company in Norway (N = 303), conducted in May 2021. Linear regression analysis was employed.
Findings
The results show that the difficulty of work tasks is positively related to stress while time spent working from home, managing work–life balance and receiving support from leaders are negatively related to stress. Furthermore, overtime, support from leaders and colleagues and managing work–life balance are positively related to job engagement. Having a dedicated workspace at home is not related to either job stress or engagement and no gender differences exist.
Originality/value
The study theoretically contributes to the literature by showing that the nature of work plays out differently for the well-being of employees working from home. In terms of practical implications, the study suggests that adjusting the level of difficulty of work tasks and providing support can alleviate stress among young employees. Providing the option to work from home may reduce stress among these young employees, however working from home may face limitations regarding enhancing job engagement.
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Orhan Uludag, Zainab Omolola Olufunmi, Taiwo Temitope Lasisi and Kayode Kolawole Eluwole
The purpose of this study was to examine the role of fear of COVID-19 and job stress on women's turnover intentions in the hospitality industry (travel agencies). Also, the…
Abstract
Purpose
The purpose of this study was to examine the role of fear of COVID-19 and job stress on women's turnover intentions in the hospitality industry (travel agencies). Also, the mediating role of work-family conflict was examined.
Design/methodology/approach
Three theoretical approaches of importance for framing issues of fear of COVID-19, job stress, work-family conflict and women's turnover intentions. Using the purposive sampling technique, the participants for the current paper were selected from the population of employees of top travel and tour operation firms in Lagos, Nigeria.
Findings
Findings from the study indicate that the fear of COVID-19 and job stress was found to be positively related to work-family conflict and work-family conflict was positively related to women's turnover intentions. Work-family conflict mediates the positive relationship between fear of COVID-19 and women's turnover intentions, while against priori; the work-family conflict did not mediate the relationship between job stress and women's turnover intentions.
Research limitations/implications
Our study's findings were limited in their generalizability because they focused on a specific operating sector of tourism, travel and tour. Testing the study's model in different tourism operating sectors or mixed industries could offer better insights. A comparative study between this current context and western/non-western contexts to provide more contextual insights.
Originality/value
This study considered travel agencies (the pillar of the tourism industry) that have been understudied. The main strength of the study is its female-centric approach to uncovering the influence of the COVID-19 pandemic on hospitality employee outcomes. Specifically, the study used African females in the hospitality settings to investigate the aforementioned relationships. 10; Keywords: COVID-19; job stress; turnover intention; work-family conflict.
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Mina Westman, Shoshi Chen and Dov Eden
The goals of this review are to identify key theories, constructs and themes in the international business travel (IBT) literature and to propose a model based on findings…
Abstract
Purpose
The goals of this review are to identify key theories, constructs and themes in the international business travel (IBT) literature and to propose a model based on findings, theories and constructs drawn from adjacent research literature.
Design/methodology/approach
The authors reviewed the business travel (BT) literature to identify conceptual and empirical articles on IBT published from 1990 to 2022. Only 53 publications were suitable for review. The authors reviewed them using an open coding system.
Findings
The IBT literature is dispersed across several disciplines that use different methods, focus on different aspects of travel and emphasize different positive and negative outcomes that IBT engenders. The publications employed a diverse range of methods, including review and conceptual (11), quantitative (28) and qualitative methods (14). The samples were diverse in country, age, marital status and tenure. Many publications were descriptive and exploratory. The few that based their research on theory focused on two stress theories: Job Demands-Resources (JD-R) theory and conservation of resources (COR) theory.
Research limitations/implications
Experimental and longitudinal designs are needed to reduce the causal ambiguity of this body of mostly correlational and cross-sectional research. The authors discuss the impact of emerging advances in virtual global communication technology on the future of IBT.
Practical implications
More research is needed on positive aspects of IBT. Human resource (HR) people should be aware of these issues and are encouraged to decrease the deleterious aspects of the international trips and increase the positive ones.
Social implications
Increasing well-being of international business travelers is important for the travelers, their families and the organization.
Originality/value
This is the first IBT review focused on the theoretical underpinnings of research in the field. The authors offer a model for IBT and introduce adjustment and performance as important constructs in IBT research. The authors encompass crossover theory to add the reciprocal impact of travelers and spouses and label IBT a “double-edge sword” because it arouses both positive and negative outcomes.
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