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1 – 10 of over 1000Lucas D. Baker, Elizabeth Richardson, Dianna Fuessel-herrmann, Warren Ponder and Andrew Smith
Burnout is an issue affecting not only individual officers, but also the agencies they work for and the communities they serve. Despite its prevalence, there is limited evidence…
Abstract
Purpose
Burnout is an issue affecting not only individual officers, but also the agencies they work for and the communities they serve. Despite its prevalence, there is limited evidence for effective interventions that address officer burnout. This study aims to advance this area of study by identifying organizational factors associated with police burnout. By identifying these factors, stakeholders interested in officer wellness will have more clearly defined targets for intervention.
Design/methodology/approach
Self-report data were gathered from US police officers partitioned into command staff (n = 125), detective (n = 41), and patrol officer (n = 191) samples. Bootstrapped correlations were calculated between 20 organizational stressors and officer burnout.
Findings
Findings revealed several shared organizational stressors associated with burnout regardless of role (command staff, detective, patrol officer), as well as several role-specific organizational stressors strongly associated with burnout. Together, these findings suggest utility in considering broad-based organizational interventions and role-specific interventions to affect burnout amidst varying job duties.
Research limitations/implications
Primary limitations to consider when interpreting these results include sample homogeneity, unequal subsample sizes, cross-sectional data limitations, and the need for implementation of interventions to test the experimental effects of reducing identified organizational stressors.
Practical implications
This study may provide command staff and consulting parties with targets to improve departmental conditions and officer burnout.
Originality/value
This represents the first study to evaluate organizational stressors by their strength of association with burnout across a stratified police sample.
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Xiao-Hua Jin, Sepani Senaratne, Ye Fu and Bashir Tijani
The problem of stress is increasingly gaining attention in the construction industry in recent years. This study is aimed at examining the causes, effects and possible alleviation…
Abstract
Purpose
The problem of stress is increasingly gaining attention in the construction industry in recent years. This study is aimed at examining the causes, effects and possible alleviation of stress of project management (PM) practitioners so that their stress could be appropriately managed and reduced, which would contribute to improved mental health.
Design/methodology/approach
Primary data were collected in an online questionnaire survey via Qualtrics. Questions ranged from PM practitioners’ stressors, stress and performance under stress to stress alleviation tools and techniques. One hundred and five PM practitioners completed the questionnaire. Their responses were compiled and analyzed using descriptive statistics, correlation and regression.
Findings
The results confirmed that the identified stressors tended to increase stress of PM practitioners. All stressors tested in this study were found to have negative impact on the performance of PM practitioners. In particular, the burnout stressors were seen as the key stressors that influence the performance of PM practitioners and have a strong correlation with all the other stressors. It was also found that a number of tools and techniques can reduce the impact of stressors on PM practitioners.
Originality/value
This study has taken a specific focus on stress-related issues of PM practitioners in the construction industry due to their critical role in this project-dominated industry. Using the Job Demand-Resource theory, a holistic examination was not only conducted on stress and stressors but also on alleviation tools and techniques. This study has thus made significant contribution to the ongoing research aimed at finding solutions to mental health-related problems in the project-dominated construction industry, thereby achieving the United Nations’ social sustainability development goals.
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Alaeldin Abdalla, Xiaodong Li and Fan Yang
Besides ensuring traditional project objectives, expatriate construction professionals (EXCPs) working on international projects face challenges adapting to unfamiliar…
Abstract
Purpose
Besides ensuring traditional project objectives, expatriate construction professionals (EXCPs) working on international projects face challenges adapting to unfamiliar environments with varying construction standards, work practices and cultural values. This puts them at a high risk of job burnout. Thus, this study aims to investigate the antecedents and outcomes of EXCPs' job burnout in the international construction industry.
Design/methodology/approach
Based on the Job demands-resource model (JD-R), a theoretical framework was developed. Industry-specific stressors and expatriate management practices were identified using a literature review and interviews. The authors then used a questionnaire survey to collect data from Chinese EXCPs. Exploratory factor analysis, confirmatory factor analysis and structural equation modeling were then utilized to test hypotheses.
Findings
The findings indicate that early-career EXCPs experience the most severe levels of job burnout. The paths analysis proved the direct and indirect mitigating effects of expatriate management practices on job burnout, and EXCP's job burnout was associated with poor job performance and decreased intention to stay in the international assignment.
Originality/value
While prior research has explored job burnout among construction professionals working on domestic projects, little attention has been given to EXCPs and their unique challenges. This study aims to fill this critical gap in the literature by offering a unique perspective on the antecedents and outcomes of job burnout among EXCPs in international contexts and presents a significant contribution to understanding and addressing occupational health issues faced by EXCPs.
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Ghulam Murtaza, Olivier Roques, Qurat-ul-ain Talpur, Rahman Khan and Inam Ul Haq
The purpose of this study is to examine the moderating effects of mindfulness on the relationships between work stressors (perceived organisational politics [POP] and…
Abstract
Purpose
The purpose of this study is to examine the moderating effects of mindfulness on the relationships between work stressors (perceived organisational politics [POP] and effort–reward imbalance [ERI]) and work outcomes (job burnout [JBO] and job satisfaction [JS]).
Design/methodology/approach
Time-lagged data were collected from public sector employees in France and Pakistan. The final samples (France, N = 204; Pakistan, N = 217) were tested using multiple moderating regression.
Findings
Mindfulness moderates the relationship between work stressors and work outcomes. Mindfulness serves as a personal resource for employees: it mitigates the negative influence that POP and ERI have on JBO and JS.
Originality/value
This study extends current knowledge on the relationships between work stressors and work outcomes across cultures by testing mindfulness as a valuable personal resource.
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Weiyi Cong, Shoujian Zhang, Huakang Liang and Qingting Xiang
Job stressors have a considerable influence on workplace safety behaviors. However, the findings from previous studies regarding the effect of different types of job stressors…
Abstract
Purpose
Job stressors have a considerable influence on workplace safety behaviors. However, the findings from previous studies regarding the effect of different types of job stressors have been contradictory. This is attributable to, among other factors, the effectiveness of job stressors varying with occupations and contexts. This study examines the effects of challenge and hindrance stressors on construction workers' informal safety communication at different levels of coworker relationships.
Design/methodology/approach
A three-dimensional framework of informal safety communication is adopted, including self-needed, citizenship and participatory safety communication. Stepwise regression analysis is then performed using questionnaire survey data collected from 293 construction workers in the Chinese construction industry.
Findings
The results demonstrate that both challenge and hindrance stressors are negatively associated with self-needed and citizenship safety communication, whereas their relationships with participatory safety communication are not significant. Meanwhile, the mitigation effects of the coworker relationship (represented by trustworthiness and accessibility) on the above negative impacts vary with the communication forms. Higher trustworthiness and accessibility enable workers faced with challenge stressors to actively manage these challenges and engage in self-needed safety communication. Similarly, trustworthiness promotes workers' involvement in self-needed and citizenship safety communication in the face of hindrance stressors, but accessibility is only effective in facilitating self-needed safety communication.
Originality/value
By introducing the job demands-resources theory and distinguishing informal safety communication into three categories, this study explains the negative effects of challenge and hindrance job stressors in complex and variable construction contexts and provides additional clues to the current inconsistent findings regarding this framework. The diverse roles of challenge and hindrance job stressors also present strong evidence for the need to differentiate between the types of informal safe communication.
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This opinion piece draws on the author's experience as a thought leader and expert practitioner in risk management to explore possible routes to applying antifragility in the…
Abstract
Purpose
This opinion piece draws on the author's experience as a thought leader and expert practitioner in risk management to explore possible routes to applying antifragility in the organisational context, drawing on three metaphors from outside the business domain. Organisational responses to stressors have focused on the development of robustness and resilience. Recent global events have highlighted weaknesses in both these approaches. Antifragility might prove to be a valuable addition to the organisational armoury, but little progress has been made in finding practical implementations of the concept since it was first proposed over 10 years ago (Taleb, 2012).
Design/methodology/approach
Distinctions between robustness, resilience and antifragility are clarified. Descriptive analogy is used to expose ways in which antifragility might be implemented in practice, by comparison with three disparate metaphors.
Findings
Antifragility is currently not well understood or implemented, but it offers a potentially powerful additional organisational strategy in response to stress, to complement more traditional robustness and resilience approaches. Drawing on the three metaphors, four distinct types of antifragility are outlined which suggest how organisations might begin to develop antifragility in practice: innate antifragility, adaptive antifragility, rheopectic antifragility and emergent antifragility. These are presented as an organisational antifragility taxonomy that can support further research and practice.
Originality/value
The use of metaphor to explore antifragility is unique, providing insights into ways it might be applied.
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Dhruba Kumar Gautam and Prakash Kumar Gautam
This study examines the effect of occupational stress on turnover intention of employees working in the banking industry. The authors examine the mediating effects of service…
Abstract
Purpose
This study examines the effect of occupational stress on turnover intention of employees working in the banking industry. The authors examine the mediating effects of service climate and emotional regulations of the employees in the relationship between occupational stress and intention to leave the organization.
Design/methodology/approach
This study followed stratified sampling technique for data collection from employees of ten commercial banks based on the banks' financial performance of top 5 and bottom 5 out of 27 banks. Data were collected at 2 stages, first from 465 employees for occupational stressors and second from 408 employees among the participants in the first stage for turnover intention, service climate and emotional regulation. Harman’s one-factor test was conducted to examine the common method bias. Confirmatory factor analysis (CFA), regression analysis and Preacher and Hayes Process Macro approach were used to examine mediation effect.
Findings
Three factors, namely workload (WL), role ambiguity and growth opportunity expectations were identified as the occupational stressors in the banking industry, predicting a positive relation of overall occupational stress to the intention to turnover. Service climate and the employees’ emotion regulation ability mediate the relationship between stress and turnover intention. Results also revealed no significant role of control variables in predicting occupational stress and turnover intention.
Practical implications
This study implies that the WL, role ambiguity and growth opportunity expectations of the employees cause stress in employees which may lead to have turnover intention. In order to get success in competitive environment, managers of banking industry can address stressors by enhancing service climate and formulating policies and programs to strengthen the emotion regulation which is evidence to strengthen the reciprocity approach of social exchange theory in employees’ commitment.
Originality/value
This study contributes to the social exchange theory and attempts to fulfill the gaps in empirical research on personnel psychology, human capital\ and organization management in developing countries.
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Ritika Dongrey and Varsha Rokade
The social exchange theory (SET) and the principle of reciprocity advocate the give and take relationship between counterparts. Perceived justice and fairness engage employees in…
Abstract
Purpose
The social exchange theory (SET) and the principle of reciprocity advocate the give and take relationship between counterparts. Perceived justice and fairness engage employees in pro-organizational behavior, while perceived injustice or biases invoke anti-organizational behavior. On similar grounds, the current research aims to find the relationship between employee perception regarding “hiring and retention of diverse employees (HRDE),” “affective commitment,” and “counterproductive work behavior (CWB).” Furthermore, assessing differences in the perception of age diversity concerning studied variables.
Design/methodology/approach
The data for the current study were collected from various private organizations in India with a sample size (n = 457). The data were further analyzed using factor analysis, regression analysis and analysis of variance.
Findings
Unlike previous research, the findings suggested a positive effect of the variable “hiring and retention of the diverse workforce” on both “affective commitment” and “CWB.” Interestingly, “affective commitment” also indicated a positive relationship with CWB. Further, various age groups showed differences in the perception of “affective commitment” and not “HRDE” and “CWB”.
Originality/value
The findings of the study not only focus on the brighter side of becoming a more diverse workplace (i.e. higher affective commitment) but also highlights the side effects (i.e. CWB) aiding management to be mindful for effective, sustainable management and creation of psychological safe work environment for all.
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Muhammad Rafique, Mastura Jaafar, Aliya Zafar and Saira Ahmed
Little research has focused on abusive supervision in the context of project management, despite its prevalence and detrimental influence on the psychological health of…
Abstract
Purpose
Little research has focused on abusive supervision in the context of project management, despite its prevalence and detrimental influence on the psychological health of subordinates. Therefore, drawing on affective event theory (AET), this study sought to investigate supervisor-level antecedents of abusive supervision by considering the mediating role of emotional exhaustion and moderating role of psychological resilience.
Design/methodology/approach
Utilizing a time-lagged design, data were collected through questionnaires from project managers and their immediate subordinates in construction projects. PROCESS macros were utilized to analyze a sample of 241 supervisor-subordinate dyads.
Findings
The findings revealed that time pressure and emotional exhaustion significantly predicted project manager abusive supervision. The authors also found that emotional exhaustion mediates the relationship between time pressure and project manager abusive supervision. Furthermore, the results show that highly resilient project managers become less emotionally exhausted when facing time pressure. Lastly, psychological resilience moderated the indirect effect of time pressure on project manager abusive supervision through emotional exhaustion.
Originality/value
According to Fordjour et al., abusive supervision is a critical factor that deteriorates the psychological health of subordinates in the project. Nevertheless, this phenomenon remains uninvestigated. Therefore, this research contributes to the project management literature by investigating key predictors of abusive supervision, thus filling both a theoretical and practical gap.
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Roopa Modem, Sethumadhavan Lakshminarayanan, Murugan Pattusamy, Rajasekharan Pillai K. and Nandan Prabhu
This study addresses a central research question: Is individuals’ propensity to hide knowledge a “political phenomenon” among researchers in the Indian higher education…
Abstract
Purpose
This study addresses a central research question: Is individuals’ propensity to hide knowledge a “political phenomenon” among researchers in the Indian higher education institutions? Drawing upon social exchange and uncertainty management theories, the authors examine how a three-way interaction effect of perceptions of organizational politics, political will and political skill contributes to knowledge hiding. In addition, this study aims to develop a nuanced understanding of the knowledge hiding phenomenon in the Indian higher education context.
Design/methodology/approach
This study adopts a mixed-method study design with an explanatory sequential approach. The authors gathered data through a cross-sectional survey of 286 researchers (Study 1) followed by two focus group discussions (Study 2) involving 13 academic researchers from five Indian universities. The sample includes full-time faculty members, postgraduate and full-time doctoral students engaged in research.
Findings
The results of Study 1 indicate that researchers’ perceptions of organizational politics positively relate to their knowledge hiding. The findings of this study also suggest that the positive relationship between perceptions of organizational politics and knowledge hiding turns negative for individuals with high political will and high political skill. The focus group discussions (Study 2) explore significant predictors of knowledge hiding. This study unveils various characteristics of knowledge, knowledge hider, knowledge seeker and interpersonal dynamics as the key drivers of knowledge hiding in Indian academia.
Originality/value
The significant contributions of this study are to provide new insights into the relationship between organizational politics and knowledge hiding and to unravel the various factors that incite knowledge hiding among researchers in the Indian higher education context. This study is one among the few in the knowledge hiding literature to adopt a mixed-method research design with an explanatory sequential approach.
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