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Article
Publication date: 1 January 1987

Lawrence R. Murphy and Joseph J. Hurrell

A growing number of studies have demonstrated the efficacy of worksite stress management training for reducing worker psychophysiological arousal and subjective reports of…

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Abstract

A growing number of studies have demonstrated the efficacy of worksite stress management training for reducing worker psychophysiological arousal and subjective reports of anxiety, depression, and somatic complaints. The role of stress management in the larger context of occupational stress reduction, however, has not been addressed. An application of stress management as one component of an organisational stressor reduction programme is described. Other components in the process which have been completed include the formation of a stress reduction committee and conduct of a stress assessment survey. Future plans include the formulation and implementation of recommendations for reducing organisational stress and repeated evaluations of their efficacy. The purpose is to depict element of the overall process and to report progress to date in this effort.

Details

Journal of Managerial Psychology, vol. 2 no. 1
Type: Research Article
ISSN: 0268-3946

Keywords

Abstract

Details

Exploring Theoretical Mechanisms and Perspectives
Type: Book
ISBN: 978-0-76230-846-0

Book part
Publication date: 13 August 2018

Robert L. Dipboye

Abstract

Details

The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

Article
Publication date: 19 March 2018

Shaker Bani-Melhem, Rachid Zeffane and Mohamed Albaity

This study aims to examine the impact of workplace happiness, coworker support and job stress on employee innovative behavior. The mediating effects of coworker support and job…

5507

Abstract

Purpose

This study aims to examine the impact of workplace happiness, coworker support and job stress on employee innovative behavior. The mediating effects of coworker support and job stress are also explored.

Design/methodology/approach

The study uses survey data from 328 employees from different departments in four- and five-star hotels in the United Arab Emirates (UAE). Based on an extensive literature review, five main hypotheses were formulated and explored. These were tested through multiple regression analysis using the SPSS Process Macro plugin.

Findings

Workplace happiness is the most significant determinant of employees’ innovative behavior, while coworker support plays a significant mediating role. Contrary to the study hypothesis and assumption, job stress alone is not a significant mediator; it only plays a mediating role when combined with coworker support.

Research limitations/implications

The sample is from a single sector (hotels) in a single country. Future research would benefit from examining the above relationships in other sectors (such as health and education) in the UAE. It could also explore the validity of these relationships in the tourism/hotels sector of other countries in the Middle East and Gulf regions.

Originality/value

Few studies have attempted to investigate factors that may promote or impede innovative behavior among employees in the hotels sector, particularly in the UAE. The data, model and findings of this study address this gap and add to the current state of knowledge.

Details

International Journal of Contemporary Hospitality Management, vol. 30 no. 3
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 9 March 2015

Mary L Marzec, Andrew Scibelli and Dee Edington

The purpose of this paper is to investigate the impact of changes of medical condition burden index (MCBI) and stress on absenteeism and discuss implications for policy/program…

Abstract

Purpose

The purpose of this paper is to investigate the impact of changes of medical condition burden index (MCBI) and stress on absenteeism and discuss implications for policy/program design.

Design/methodology/approach

Sample: US utility employees that participated in Health Risk Appraisals (HRA) during 2009 and 2010 (n=3,711). Methods: the MCBI was created by summing number of medical conditions. Absenteeism was measured from administrative records. Change in MCBI and stress and impact on absenteeism was assessed according to incremental change, by low/high categorizations, and by using multivariate regression.

Findings

Incrementally, greater changes in MCBI or stress generally resulted in corresponding absenteeism change. For both MCBI and stress, high categories were associated with greater absenteeism compared to those in low categories. Those remaining in the low MCBI category decreased absenteeism (−0.10 days/year; p=0.01). Changes from low to high MCBI resulted in increased absenteeism (+0.12 days/year; p=0.04. Changes in stress from low to high or from high to low categories resulted in concurrent changes in absenteeism (+0.21 days/year; p=0.04 and −0.31 days/year; p=0.01, respectively). Regression analyses indicated the interaction between stress and MCBI as a significant contributor to absenteeism change.

Research limitations/implications

Conclusions: MCBI, stress and their interaction appear to be direct determinants of absenteeism. Companies should consider both physical and emotional health simultaneously in program interventions in order to reduce absenteeism.

Originality/value

Unlike most studies illustrating cross-sectional relationships, this study shows how changes in stress and medical conditions relate to changes in absenteeism. The interaction between MCBI and stress in this context is also a novel addition.

Details

International Journal of Workplace Health Management, vol. 8 no. 1
Type: Research Article
ISSN: 1753-8351

Keywords

Book part
Publication date: 8 November 2017

Abigail Davis and Matt Padley

The Minimum Income Standard (MIS) research gives an insight into living standards in the United Kingdom, and provides a way of tracking the adequacy of incomes over time. As such…

Abstract

The Minimum Income Standard (MIS) research gives an insight into living standards in the United Kingdom, and provides a way of tracking the adequacy of incomes over time. As such it offers useful context for discussions of inequality. At the core of the research are deliberative groups held with members of the public who identify and discuss the goods and services that are considered necessary for a living standard that provides a socially acceptable minimum. Groups decide not only what is enough to maintain health and well-being, but also what is needed for social inclusion. This chapter begins with an outline of MIS before exploring what the qualitative data from the research tell us about how people conceptualise socially acceptable living standards. These data also reveal how particular items, opportunities and choices are considered important in enabling individuals to feel socially included and how that has changed over time. The chapter then looks at how this living standard relates to UK household incomes and at the adequacy of income relative to MIS, in the years following the recession. We identify the groups at greatest risk of having inadequate incomes and explore how this risk has changed during a period in which there has been a sustained decline in living standards. In combining qualitative and quantitative findings from a decade of research, this chapter provides rich insight into living standards and their relation to income within the United Kingdom.

Details

Inequalities in the UK
Type: Book
ISBN: 978-1-78714-479-8

Keywords

Article
Publication date: 1 August 2003

Marjorie Armstrong‐Stassen and Sheila J. Cameron

This longitudinal panel study examined the relationship of three dimensions of control (personal, job and organizational) assessed in the initial phase of a hospital amalgamation…

362

Abstract

This longitudinal panel study examined the relationship of three dimensions of control (personal, job and organizational) assessed in the initial phase of a hospital amalgamation on nurses’ reactions two years later during the amalgamation period. The participants were 179 full‐time nurses employed in four community hospitals being amalgamated into two. Nurses reported low organizational control, a finding consistent with the sense of powerlessness frequently associated with nurses. The hypothesis that the three types of control would differentially predict nurses’ reactions to the hospital amalgamation was supported. Personal control significantly predicted changes in perceived co‐worker support and help‐seeking coping over the amalgamation period. Job control significantly predicted changes in perceived supervisor support and direct action coping (putting more effort into doing one’s job) over the amalgamation period. Organizational control significantly predicted changes in perceived hospital support and trust in the hospital over the amalgamation period. The findings indicate the need to include more than one dimension of control in investigations of nurses’ sense of powerlessness and the importance of matching the type of control to outcome variables.

Details

International Journal of Sociology and Social Policy, vol. 23 no. 8/9
Type: Research Article
ISSN: 0144-333X

Keywords

Book part
Publication date: 28 August 2007

Thomas A. Wright and Russell Cropanzano

For decades, since at least the famous Hawthorne studies, the happy/productive worker thesis has forcefully captured the imagination of management scholars and human resource…

Abstract

For decades, since at least the famous Hawthorne studies, the happy/productive worker thesis has forcefully captured the imagination of management scholars and human resource professionals alike. According to this “Holy Grail” of management research, workers who are happy on the job will have higher job performance, and possibly higher job retention, than those who are less happy. But what is happiness? Most typically, happiness has been measured in the management sciences as jobsatisfaction. This viewpoint is unnecessarily limiting. Building upon alittle remembered body of research from the 1920s, we suggest a twofold, expanded view of this thesis. First, we suggest the consideration of worker happiness as psychological well-being (PWB). Second, incorporating Fredrickson's (1998, 2001) broaden-and-build model ofpositive emotions as the theoretical base, we suggest that the job satisfaction to job performance and job satisfaction to employee retentionrelationships may be better explained by controlling for the moderating effect of PWB. Future research directions for human resource professionals are introduced.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-7623-1432-4

Article
Publication date: 23 March 2012

Samson Ibironke, Joseph B. Fashakin and A.O. Badmus

The purpose of this paper is to nutritionally evaluate the potency of complementary food produced by mixing different sources of vegetable and animal protein together.

Abstract

Purpose

The purpose of this paper is to nutritionally evaluate the potency of complementary food produced by mixing different sources of vegetable and animal protein together.

Design/methodology/approach

Maize (carbohydrate), peanut (groundnut) and crayfish (Euastacus spp) were the sole energy and protein sources, respectively. Diet 1 (Basal); diet 2 (groundnut‐fermented‐maize (ogi) 1:9); diet 3 (crayfish‐ground‐nut‐ogi, 1:1:9); diet 4 (crayfish‐ogi, 1:9); diet 5 control (Nutrend). The formulated complementary diets were fed to 30 albino rats. A commercial product (Nutrend) manufactured by nestle plc was obtained at a local supermarket, Ile‐Ife, Nigeria and was used as standard diet.

Findings

The result showed the growth rate (non‐protein diet) decreased from 37.962‐36.910; and the growth rate (protein diet) increased from 37.270‐54.544, 37.770‐82.662, 37.900‐78.570, and 37.636‐80.521 for diets 1 2, 3, 4 and 5, respectively. Protein efficiency ratio (PER), for diets 1 2, 3, 4 and 5 were nil, 1.45, 3.30, 3.15, and 2.94, respectively. Net protein ratio (NPR), for diets 1 2, 3, 4 and 5 were nil, 0.85, 2.78, 2.59, and 2.45, respectively. The average nitrogen retained in various organs of experimental animals, such as liver, kidney and muscle of the diets 1 2, 3 4 and 5 were 35.52, 33.55, 33.58: 48.32, 48.40 48.68: 55.70, 53.20, 56.08: 52.30, 50.48, 54.65: and 56.76, 44.63, 56.80, respectively. The formulations compared to control were found superior in terms of growth rate, PER, NPR and ensure optimum nitrogen content in the liver, kidney and tissues.

Originality/value

The paper's findings show that the complementary food formulations which are not expensive, locally available, and affordable, could be produced from plant and animal sources and may be suitable to eradicate protein energy malnutrition (PEM).

Details

Nutrition & Food Science, vol. 42 no. 2
Type: Research Article
ISSN: 0034-6659

Keywords

Book part
Publication date: 30 June 2020

Elizabeth Friesen

Abstract

Details

The World Economic Forum and Transnational Networking
Type: Book
ISBN: 978-1-83982-459-3

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