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Due to the fact that most employees have been forced to work remotely during the lockdown resulting from the COVID-19 pandemic, there is great concern about how to alleviate increased stress among employees through human resource (HR) practices. Drawing upon the job demands-control (JDC) model and the job demands-resources (JDR) model, this study empirically investigated the direct effect of HR practices on employee stress in enforced remote work and the mediating role of sources of stress (SoS) and sense of control (SoC).

Data were collected through an online survey platform called Wenjuanxing from March 15 to 22, 2020 in Hubei, China and from April 22 to 29, 2022 in Shanghai, China. Respondents scanned the QR code on WeChat to enter the platform. A total of 511 valid questionnaires were received with a response rate of 75.4%. After controlling demographic variables, the authors used the mediation modeling and PROCESS tool to test the proposed hypotheses.

HR practices negatively affect stress in enforced remote work among employees. Both SoS and SoC partially mediate the relationship between HR practices and stress. HR practices can alleviate stress via decreasing SoS and enhancing SoC, respectively. Moreover, employee care and training are found to be two key factors of HR practices to help employees alleviate stress in enforced remote work.

Lockdown as an extreme external condition has brought great challenges in employee work arrangement as well as HR practices. Although the relationship between HR practices and job stress was studied previously, there is a lack of research on the effects of HR practices on stress in enforced remote work due to lockdown. It advances knowledge on HR practices' stress-reducing effect in the context of remote work and provides suggestions for HR practitioners on ways of alleviating employee stress in remote work.

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.

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.

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.

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.

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.