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We demonstrate in a laboratory experiment that the effectiveness of performance-contingent incentives is inversely related to risk-aversion levels. For about 16.5% of participants, performance fails to improve under performance-pay, and the probability of such failure increases with risk-aversion. This phenomenon works in part through the reduced effort level of more risk-averse individuals when effort level is positively correlated with risk exposure. It is also associated with higher self-reported levels of stress by more risk-averse people working under performance-contingent pay. We find no evidence of such stress causing decrements in the quality of effort affecting performance after controlling for effort level. However, controlling for effort, more risk-averse participants perform better under a fixed salary, leaving less room for improvement under performance-pay.

The purpose of this paper is to examine the work‐related attitudes (job satisfaction, job stress and the propensity to remain) of Australian academics and their association with organisational, institutional and demographic factors.

Data were collected by distributing a survey questionnaire to 750 academics, from 37 Australian universities.

The results indicate a moderately low level of job satisfaction, moderately high level of job stress, and high propensity to remain. The findings reveal that the organisational factors (management style, perceived organisational support, and the characteristics of the performance management system) exhibited the most significant association with academic work‐related attitudes, with the only significant institutional factor, the declining ability of students, negatively impacting on job satisfaction and job stress. The findings revealed that work‐related attitudes differ, based on discipline, with science academics found to be more stressed and less satisfied than accounting academics. Different organisational and institutional factors were associated with the work‐related attitudes of academics from these two disciplines.

The findings will make university management aware of the work‐related attitudes of staff, and the factors that are associated with such attitudes, thereby assisting management in developing management policies, and taking appropriate action to address the concerns of staff.

The study provides an initial comparison of the work‐related attitudes (job satisfaction, job stress, and propensity to remain) of Australian academics across the accounting and science disciplines. The study also provides an important insight into the association between specific organisational and institutional factors, with the work‐related attitudes of Australian academics across both disciplines.

Recent research and media attention has highlighted soaring levels of stress among young people. As part of a programme of research based across a number of universities in London and the South‐West of the UK (called WestFocus) a team of psychologists, social scientists and complementary practitioners have started to investigate this issue with the aim of introducing stress management interventions into the school environment. This paper aims to examine their findings.

This paper summarises the set up, progress, results and implications of a six‐week stress management intervention piloted and evaluated with teenagers at school. The intervention aimed to provide a holistic approach to stress management teaching students both psychological techniques (such as cognitive behavioural therapy) and complementary therapy approaches (such as Indian head massage and aromatherapy).

Structured assessments and qualitative feedback taken at the beginning and end of the programme revealed that emotional well‐being and self‐esteem improved and perceived stress decreased for students. Initial stress levels were found to be high and to have a negative impact on school performance and social activity.

The nature and high levels of stress symptoms experienced by this group of young people have significant implications for the general well‐being of young people and the design of products or services to help.

Relatively little is know about how stress levels affect the well‐being and behaviour of young people including avenues for stress relief, methods of coping and the implications this may have for services, interventions or marketing. This paper aims to explore these issues.

This study aims to evaluate the failure behavior of glass fiber-reinforced epoxy (GFRE) laminate subjected to cyclic loading conditions. It involves experimental investigation and statistical analysis using Weibull distribution to characterize the failure behavior of the GFRE composite laminate.

Fatigue tests were conducted using a tension–tension loading scheme at a frequency of 2 Hz and a loading ratio (R) of 0.1. The tests were performed at five different stress levels, corresponding to 50%–90% of the ultimate tensile strength (UTS). Failure behavior was assessed through cyclic stress-strain hysteresis plots, dynamic modulus behavior and scanning electron microscopy (SEM) analysis of fracture surfaces.

The study identified common modes of failure, including fiber pullouts, fiber breakage and matrix cracking. At low stress levels, fiber breakage, matrix cracking and fiber pullouts occurred due to high shear stresses at the fiber–matrix interface. Conversely, at high stress levels, fiber breakage and matrix cracking predominated. Higher stress levels led to larger stress-strain hysteresis loops, indicating increased energy dissipation during cyclic loading. High stress levels were associated with a more significant decrease in stiffness over time, implying a shorter fatigue life, while lower stress levels resulted in a gradual decline in stiffness, leading to extended fatigue life.

This study makes a valuable contribution to understanding fatigue behavior under tension–tension loading conditions, coupled with an in-depth analysis of the failure mechanism in GFRE composite laminate at different stress levels. The fatigue behavior is scrutinized through stress-strain hysteresis plots and dynamic modulus versus normalized cycles plots. Furthermore, the characterization of the failure mechanism is enhanced by using SEM imaging of fractured specimens. The Weibull distribution approach is used to obtain a reliable estimate of fatigue life.

This empirical paper seeks to address the neglected work condition aspect of lean production (LP) implementation, specifically the relationship between LP and worker job stress.

The Karasek job stress model was used to link shopfloor practices to expected worker stress. The model incorporates the effects of job demands (physical and psychological), job control and social support. The study employs management and worker questionnaires, management interviews and structured plant tours. The response variable is total worker job stress – the sum of the physical and mental stress levels. The independent variable for the first question is the degree of lean implementation at the sites.

The results are based on 1,391 worker responses at 21 sites in the four UK industry sectors. About 11 tested practices are significantly related to stress and an unexpected non‐linear response of stress to lean implementation is identified. Results indicate that LP is not inherently stressful, with stress levels significantly related to management decisions in designing and operating LP systems.

The hypotheses tests shed light on the relationships between LP practices and job stress, and reveal a significant managerial influence on stress levels. The regression model shows the scale and significant lean practices of this influence, with the work practices explaining 30 percent of job stress variations. The stress reduction and stress control opportunities identified in the study show the potential for designing and operating effective lean systems while also controlling stress levels.

This is the first known multi‐industry empirical study of the relationship of job stress to a range of lean practices and to the degree of lean implementation.

To compare the experience of occupational stress across a large and diverse set of occupations. Three stress related variables (psychological well‐being, physical health and job satisfaction) are discussed and comparisons are made between 26 different occupations on each of these measures. The relationship between physical and psychological stress and job satisfaction at an occupational level is also explored.Design/methodology/approach – The measurement tool used is a short stress evaluation tool which provides information on a number of work related stressors and stress outcomes. Out of the full ASSET database 26 occupations were selected for inclusion in this paper.Findings – Six occupations are reporting worse than average scores on each of the factors – physical health, psychological well‐being and job satisfaction (ambulance workers, teachers, social services, customer services – call centres, prison officers and police). Differences across and within occupational groups, for example, teaching and policing, are detailed. The high emotional labour associated with the high stress jobs is discussed as a potential causal factor.Research limitations/implications – This is not an exhaustive list of occupations and only concerns employees working within the UK.Originality/value – There is little information available that shows the relative values of stress across different occupations, which would enable the direct comparison of stress levels. This paper reports the rank order of 26 different occupations on stress and job satisfaction levels.

Reports on a study which utilized responses from 442 employees working in 23 different Saudi organizations to assess stress levels and their differences with respect to nationality (Saudis, Arabs, Asians and Westerners), age, tenure, type of organization (public, semi‐private, private), and organizational size (small, medium, large). The findings suggest that: the main source of stress for employees working in private organizations is the lack of knowledge about their performance evaluation results, while this is not the case for employees working in public organizations; Saudi employees have the highest levels of stress, with Arabs second, Asians third, while Westerners (Europeans and North Americans) registered the lowest levels of stress; employees who are less than 30 years old experience the highest levels of stress; employees with six‐to‐ten years of experience show the highest levels of stress; and there is a significant inverse relationship between educational level and stress level.

This chapter builds on previous research that conceptualized organizational politics as an organizational stressor. After reviewing the studies that integrated the occupational stress literature with the organizational politics literature, it discusses the negative implications of the use of intimidation and pressure by supervisors, implications that have generally been overlooked. Specifically, the chapter presents a conceptual model positing that the use of intimidation and pressure by supervisors creates stress in their subordinates. This stress, in turn, affects subordinates’ well-being, evident in higher levels of job dissatisfaction, job burnout, and turnover intentions. The stress also reduces the effectiveness of the organization, reflected in a high absenteeism rate, poorer task performance, and a decline in organizational citizenship behavior. The model also maintains that individual differences in emotional intelligence and political skill mitigate the stress experienced by subordinates, resulting from the use of intimidation and pressure by their supervisors. In acknowledging the destructive implications of such behavior in terms of employees’ well-being and the productivity of the organization, the chapter raises doubts about the wisdom of using it, and advises supervisors to rethink its use as a motivational tool. Implications of this chapter, as well as future research directions, are discussed.

Each of the four objectives can be applied within the military training environment. Military training often requires that soldiers achieve specific levels of performance or proficiency in each phase of training. For example, training courses impose entrance and graduation criteria, and awards are given for excellence in military performance. Frequently, training devices, training media, and training evaluators or observers also directly support the need to diagnose performance strengths and weaknesses. Training measures may be used as indices of performance, and to indicate the need for additional or remedial training.