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The purpose of this paper is to examine the influence of mindfulness on organizational role stress (ORS) based on the Monitor Acceptance Theory (MAT) perspective.

This study is based on a cross-sectional data analysis collected from 137 employees working at an Indian IT organization located in Bangalore (India). ORS and MAAS scales have been used for measuring ORS and mindfulness, respectively.

Overall, the study findings have indicated a negative relationship (r = −0.588) between mindfulness (M) and ORS. First, both personal inadequacy (PI) and self-role distance (SRD) are found to be predominantly impacted by M, whereas both role erosion (RE) and role overload (RO) appear to be less affected by mindfulness. Second, SRD appears to be the highest ORS sub-dimension among IT employees. Third, building on the extant literature, it can be inferred that “no one size fits all”, ORS is both organization and context specific.

This study pioneers to establish empirical evidence between M and ORS. Training employees on M can help in effectively handling ORS.

Organisational stress originates in organisational demands that are experienced by the individual. Stress is built up in the concept of role which is conceived as the position a person occupies in a system. This paper investigates the intensity of organisational role stress among women informational technology professionals in the Indian private sector. Organisational role stress scale is used on a sample of 264 to explore the level of role stress. Resource inadequacy has emerged as the most potent role stressor, followed by role overload and personal inadequacy. The research finds differences in the level of stress between married and unmarried employees on several role stressors. However, level of education does not emerge as a significant differentiator of stressors.

To examine Hardt and Negri's discussions of immaterial labor in relation to personal identity and sociality at work in a context of the postmodernization of the global economy.

Hardt and Negri's discussions of immaterial labor are reviewed in relation to their implications for social interaction and identity at work. Heidegger's idea of “presencing” is then used to examine the dynamic emergence of identity as an effect of the “affectualization” of work.

Global trends towards an informationalized economy have profound implications for identity at work in that the dynamics of identity are foregrounded and managerial and organizational power structures that seek to define an essential worker identity are destabilized.

Suggests that research into identity at work should include a focus on the immaterial dimensions of work and should consider the implications of this for the dynamic emergence of identity and for future forms of organization and management.

Suggests that the emergence of immaterial labor might provide increasing, albeit complex and contested, opportunities for worker participation; this is on what management relies, and what at the same time has the potential of undermining the legitimacy of management.

Provides an innovative way of examining the dynamics of identity in contemporary organizations.

The objective of this paper is to study the impact of ISO 9000 implementation on organisational culture, organisational climate, role stress and coping strategy.

ISO 9000 was implemented in different production units of an Indian public sector manufacturing industry by harnessing organisational knowledge through the creative involvement of organisational members. Comprehensive work redesign for enhanced organisational effectiveness was realised while attaining ISO 9000 certification. Pre‐ and post‐ISO 9000 measurements were made for organisational culture in the first unit, organisational climate in the second unit, role stress in the third unit and coping strategy in the fourth unit. Statistical analysis of pre‐ and post‐measurements was carried out to identify significant changes attributable to ISO 9000 implementation.

ISO 9000 implementation enhances the culture of collaboration; transforms the climate from dysfunctional to functional (by strengthening achievement and extension, and weakening control); levels the role stress, reducing it when it is high, increasing it when it is low; strengthens confrontation and problem solving through teamwork; and weakens problem‐avoidance.

The paper demonstrates that ISO 9000 implementation complements organisational development by enhancing the functionality of culture, climate, and coping strategy; and promoting human wellbeing in the organisation.

The purpose of this paper is to analyze the organizational role stress (ORS) in employees of Allahabad Bank posted at Guwahati city serving at scale 1 and above up to the deputy general manager (DGM).

This study was carried out at different branches of Allahabad Bank located in the city of Guwahati, Assam. The respondents included assistant managers and DGM. The sampling technique used for data collection was non-probability sampling; the method used was convenience sampling. This study is exploratory as well as descriptive in nature. A questionnaire was distributed and collected personally by the researcher.

After an extensive literature review, it was the belief of the researchers that the employees of Allahabad Bank could be experiencing the effects of stress. On using the tools (mean, ANOVA, Correlation) on the dimensions of stress and demographic factors, the results were almost identical.

In the banking industry, every constituent of the occupational stress can be studied more thoroughly. More insight into the factors of stress can be brought into the spotlight through more research work. Academicians may shed light on new factors that are creating stress, but still remain unidentified.

This study can be extensively used in fields other than the banking industry such as hospitality, healthcare, insurance, etc. Stress gives rise to physical problems and health problems. It may also lead to psychological, behavioral and organizational problems. Stress adversely affects the productivity of the organization as employees experiencing stress may not perform up to their capability and according to the requirements of the organization. Awareness among people of stress and the reasons for its occurrence is a must to keep them healthy, happy and competitive.

This research is based on primary data collected from Udai Pareek’s ORS scale. The target sample was scale 1-5 employees of Allahabad Bank posted at Guwahati city. The literature review information and the work of other researchers are supported by due reference.

This study aimed to examine the antecedents, correlates, and consequences of burnout among higher education faculty in Saudi Arabia using the theoretical framework of the job demands-resources model.

Using a quantitative research design, a cross-sectional survey was employed to collect data from faculty members across multiple Saudi universities. The constructs were measured using validated scales, and data analysis included exploratory factor analysis, Pearson correlation analysis, factorial ANOVA, and multiple regression.

The study identified moderate levels of burnout, confirming a significant positive relationship with role conflict and a negative relationship with internal locus of control. Burnout significantly contributed to depression, insomnia, and turnover intentions. However, no significant relationship was found between burnout and workplace conflict when controlling for other variables.

The study's findings can inform policymakers and academic administrators about measures to alleviate faculty burnout, thus contributing to healthier academic work environments aligned with Saudi Arabia's Vision 2030 goals.

This research extends the job demands-resources model within the context of higher education institutions in Saudi Arabia, offering nuanced insights into burnout dynamics among university faculty in this region. Despite the model's robustness, the absence of a significant relationship between burnout and workplace conflict signals the need for a more intricate understanding of burnout's antecedents and consequences.