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Book part
Publication date: 8 September 2017

Kenneth J. Smith, David J. Emerson and George S. Everly

This paper examines the influence of stress arousal and burnout as mediators of the negative relations between role stressors and job outcomes (satisfaction, performance…

Abstract

This paper examines the influence of stress arousal and burnout as mediators of the negative relations between role stressors and job outcomes (satisfaction, performance, and turnover intentions) among a sample of AICPA members working in public accounting. It extends prior research which examined these linkages (Chong & Monroe, 2015; Fogarty, Singh, Rhoads, & Moore, 2000; Smith, Davy, & Everly, 2007) by evaluating a model that simultaneously incorporates stress arousal and the three fundamental dimensions of burnout, i.e., emotional exhaustion, depersonalization, and reduced personal accomplishment. This paper also utilizes a recently validated stress arousal measure designed to capture the worry and rumination aspects of arousal posited to be responsible for a number of negative personal outcomes.

The results indicate that role stressors, mediated by stress arousal and the individual burnout dimensions, have a negative influence on job outcomes. In line with predictions regarding the temporal ordering of stress arousal and burnout in the model, each of the job stressors had a significant positive influence on accountants’ stress arousal, and the influence of the individual role stressors on each burnout dimension was either partially or fully mediated via their relations with stress arousal. In turn, the influence of stress arousal on each of the job outcomes was either partially or fully mediated through its relations with emotional exhaustion.

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Advances in Accounting Behavioral Research
Type: Book
ISBN: 978-1-78714-527-6

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Article
Publication date: 12 July 2021

Rachael Rief and Samantha Clinkinbeard

The purpose of the study was to examine the relationship between officer perceptions of fit in their organization and stress (organizational and operational), overall job…

Abstract

Purpose

The purpose of the study was to examine the relationship between officer perceptions of fit in their organization and stress (organizational and operational), overall job satisfaction and turnover contemplation (within the last 6 months).

Design/methodology/approach

The authors used cross-sectional survey data from a sample of 832 officers from two Midwest police departments to examine the relationships between fit, stress and work-related attitudes.

Findings

Perceived stress and organizational fit were strong predictors of overall job satisfaction and turnover contemplation; organizational fit accounted for the most variation in stress, satisfaction and turnover contemplation. Organizational stress partially mediated the relationship between organizational fit and job satisfaction and organizational fit and turnover contemplation.

Research Implications

More research is needed to identify predictors of organizational fit perceptions among police officers.

Practical implications

Findings indicate that agencies should pay close attention to the organizational culture and structure when trying to address issues of officer well-being and retention. Further, the person−environment framework can be a useful tool in examining police occupational outcomes.

Originality/value

The authors findings contribute to research on officer stress by exploring perceptions of organizational fit as a predictor of stress and unpacking how officer stress matters to important work outcomes, including job satisfaction and thoughts of turnover, by considering stress as a mediator between organizational fit and these work outcomes.

Details

Policing: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1363-951X

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Article
Publication date: 2 April 2021

Vartika Kapoor, Jaya Yadav, Lata Bajpai and Shalini Srivastava

The present study examines the mediating role of teleworking and the moderating role of resilience in explaining the relationship between perceived stress and…

Abstract

Purpose

The present study examines the mediating role of teleworking and the moderating role of resilience in explaining the relationship between perceived stress and psychological well-being of working mothers in India. Conservation of resource theory (COR) is taken to support the present study.

Design/methodology/approach

The data of 326 respondents has been collected from working mothers in various sectors of Delhi NCR region of India. Confirmatory factor analysis was used for construct validity, and SPSS Macro Process (Hayes) was used for testing the hypotheses.

Findings

The results of the study found an inverse association between perceived stress and psychological well-being. Teleworking acted as a partial mediator and resilience proved to be a significant moderator for teleworking-well-being relationship.

Research limitations/implications

The study is based at Delhi NCR of India, and future studies may be based on a diverse population within the country to generalize the findings in different cultural and industrial contexts. The present work is based only on the psychological well-being of the working mothers, it can be extended to study the organizational stress for both the genders and other demographic variables.

Practical implications

The study extends the research on perceived stress and teleworking by empirically testing the association between perceived stress and psychological well-being in the presence of teleworking as a mediating variable. The findings suggest some practical implications for HR managers and OD Practitioners. The organizations must develop a plan to support working mothers by providing flexible working hours and arranging online stress management programs for them.

Originality/value

Although teleworking is studied previously, there is a scarcity of research examining the impact of teleworking on psychological well-being of working mothers in Asian context. It would help in understanding the process that how teleworking has been stressful for working mothers and also deliberate the role of resilience in the relationship between teleworking and psychological well-being due to perceived stress, as it seems a ray of hope in new normal work situations.

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Employee Relations: The International Journal, vol. 43 no. 6
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 17 September 2019

Taeshik Gong and Chen-Ya Wang

Dysfunctional customer behavior is believed to engender employee stress and, in turn, fuel employee turnover. However, little research has examined the moderating role of…

Abstract

Purpose

Dysfunctional customer behavior is believed to engender employee stress and, in turn, fuel employee turnover. However, little research has examined the moderating role of individual-level and contextual-level resource variables. The purpose of this paper is to fill these gaps by examining employee embeddedness and individualism–collectivism as putative moderators of the hypothesized mediation chain.

Design/methodology/approach

The authors conducted a field study involving 264 service employees working in two hotels operated by the same international hotel chain, one in South Korea (n=138) and the other in the UK (n=126).

Findings

Results show that employee embeddedness weakens the impact of dysfunctional customer behavior on employee turnover via employee stress. In addition, findings suggest that collectivists (individualists) are more (less) likely to be receptive to embeddedness cues.

Originality/value

This is the first known study to show that employee embeddedness can mitigate the impact of dysfunctional customer behavior on turnover via employee stress. This moderated-mediation model is further moderated by employees’ cultural value orientation (individualism–collectivism). Prior literature is not explicit on these complex models.

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Journal of Service Theory and Practice, vol. 29 no. 3
Type: Research Article
ISSN: 2055-6225

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Article
Publication date: 12 May 2021

Anushree Karani, Revati Deshpande, Sunita Mall and Mitesh Jayswal

The study investigates the impact of psychological contract breach on employees' innovative behavior and well-being (happiness, work engagement and mental well-being) who…

Abstract

Purpose

The study investigates the impact of psychological contract breach on employees' innovative behavior and well-being (happiness, work engagement and mental well-being) who are working from home during this COVID-19 pandemic situation. Drawing on social information processing (SIP) and job-demand resource (JD-R) theory, job stress was proposed as a mediator explaining this relationship.

Design/methodology/approach

Data were collected via a structured questionnaire through Google Docs from 258 respondents working at different capacity in Indian organizations. The study includes those respondents who are working from home during COVID-19 pandemic situation. The hypotheses were tested using structural equation modeling (SEM).

Findings

Psychological contract breach was negatively impacting innovative behavior and well-being. Job stress mediated the relationship between psychological contract breach and innovative behavior as well as well-being during the COVID-19 pandemic situation and especially for those who are working from home only.

Research limitations/implications

The data for the study were collected from the employees working from home during this COVID-19 pandemic situation was cross-sectional. The study implied or spoke about the unmet expectations leading to reduced innovative behavior harming the organization's effectiveness and it also reduces well-being which harms the individual in the era of social and financial uncertainty.

Originality/value

The novel contribution of the study is integrating SIP and JD-R theory during the pandemic situation. The results highlighted meticulous empirical evidence which answers the question that how the unmet expectations cause a detrimental effect on the employees as well as the organizations in this COVID-19 pandemic situation.

Details

International Journal of Sociology and Social Policy, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0144-333X

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Article
Publication date: 19 September 2019

Shalini Srivastava and Banasree Dey

The purpose of this paper is to assess the influence of workplace bullying on job burnout of employees and investigate the mediating role of hardiness in the relationship…

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Abstract

Purpose

The purpose of this paper is to assess the influence of workplace bullying on job burnout of employees and investigate the mediating role of hardiness in the relationship and the extent to which the mediation is moderated by emotional intelligence.

Design/methodology/approach

The present data were collected from 350 employees working in varied companies in the ITES-BPO sectors of Delhi NCR of India. The study used stratified sampling method for good coverage from different departments of the organizations. The present data were collected in two stages following the suggestion given by Podsakoff et al. (2003) so as to minimize common method bias.

Findings

The findings suggest that workplace bullying is positively related to job burnout, and workplace bullying is negatively associated with hardiness. Hardiness was also found to be negatively associated with job burnout. It has also been found that workplace bullying is associated with job burnout through hardiness, and emotional intelligence moderates the relationship between hardiness and job burnout. The results also indicate that the indirect effect of workplace bullying on job burnout via hardiness is conditional on emotional intelligence.

Research limitations/implications

As the present study pertains to only one part of India, i.e. Delhi NCR of India, the results cannot be generalized. Future research can take a larger sample for the same. The demographic variables’ effect was out of the scope of this study. If demographics were taken into consideration, it might have resulted in interesting results. Moreover, the employees who were physically present at the time of data collection were asked to respond in a given time frame. One might argue that employees were not given enough time to respond. Future work can also incorporate other sectors so as to do a comparative study between sectors.

Practical implications

Based on the study results, it may be suggested that managers may do well to devise strategies for coping with the phenomenon of workplace bullying and job burnout in employees, to provide a healthy work environment with better employee morale and enhanced productivity.

Social implications

The findings of the study have implications for organizations in the service sector, particularly the BPO-ITES sector examined in the study. This being a customer-focused industry expects employees to ensure meeting deadlines and enhanced customer satisfaction; therefore, it would be worthwhile for managers to help employees in dealing with job stressors in their work environment. It would be useful to raise awareness about workplace bullying and encourage employees to report such incidents while assuring the complete support of the management.

Originality/value

While a review of extant literature indicates that emotional intelligence may lead to a reduction in job burnout of employees, yet, emotional intelligence has not been used previously as a moderator in mitigating the influence of workplace bullying and job burnout. Moreover, the role of hardiness as a mediator in the above-mentioned relationships has not been addressed in previous studies.

Details

International Journal of Organizational Analysis, vol. 28 no. 1
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 31 October 2017

Anil Boz Semerci and Thierry Volery

The purpose of this paper is to understand parenting stress of entrepreneurs and to attempt to extend the empirical evidence on the predictors and consequences of…

Abstract

Purpose

The purpose of this paper is to understand parenting stress of entrepreneurs and to attempt to extend the empirical evidence on the predictors and consequences of parenting stress for entrepreneurs.

Design/methodology/approach

This study draws on data from the Household, Income and Labour Dynamics in Australia Survey. The quantitative research method was used. Drawing on the data of 2,051 entrepreneurs, a model was tested using structural equation modeling.

Findings

The results reveal that social support is a strong predictor of parenting stress and that there is a direct effect between parenting stress and family to work interference (FWI). In addition, parenting stress partially mediates the relationship between social support and FWI. Adding a direct path from social support to FWI substantially improves the validity in a revised model. No effects of gender stereotypes are found.

Originality/value

This study attempts to extend previous work on parenting and vocational behavior by investigating the perceptional and stereotypical antecedents of parenting stress and examining the impact of parenting stress on FWI. To the challenges of parenting, many entrepreneurs face constant pressure to achieve a positive return in their business venture and work hard, for long hours. Therefore, a better understanding of entrepreneurs’ parenting roles and stress can shed some light on the challenges faced by self-employed individuals and contributes to the vocational behavior and career development literature and practical experiences.

Details

International Journal of Entrepreneurial Behavior & Research, vol. 24 no. 1
Type: Research Article
ISSN: 1355-2554

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Article
Publication date: 16 December 2019

Zhu Yao, Xianchun Zhang, Zhenxuan Liu, Lili Zhang and Jinlian Luo

This study aims to investigate the impact of narcissistic leadership on employee voice behavior from the perspective of job stress, trust in leaders and traditionality in China.

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1270

Abstract

Purpose

This study aims to investigate the impact of narcissistic leadership on employee voice behavior from the perspective of job stress, trust in leaders and traditionality in China.

Design/methodology/approach

The authors conducted a survey on 437 employees to assess their narcissistic leadership in Time 1. In Time 2, they measured their job stress, trust in leaders and traditionality. In Time 3, they assessed the voice behavior of these employees.

Findings

Narcissistic leadership correlates positively with employees’ job stress, which mediates between narcissistic leadership and employee voice behavior. Trust in leaders negatively moderates the correlation between job stress and employee voice behavior, as well as moderates the mediation effect of job stress on the correlation between narcissistic leadership and employee voice behavior. In addition, traditionality positively moderates the correlation between job stress and employee voice behavior, as well as moderates the mediation effect of job stress on the correlation between narcissistic leadership and employee voice behavior.

Originality/value

This study establishes the impact of narcissistic leadership on employee behavior from the perspective of job stress, trust in leaders and traditionality.

Details

Chinese Management Studies, vol. 14 no. 3
Type: Research Article
ISSN: 1750-614X

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Article
Publication date: 1 April 2001

Emma Short

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1098

Abstract

Details

Personnel Review, vol. 30 no. 2
Type: Research Article
ISSN: 0048-3486

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Book part
Publication date: 13 July 2016

Catherine J. Taylor, Laura Freeman, Daniel Olguin Olguin and Taemie Kim

In this project, we propose and test a new device – wearable sociometric badges containing small microphones – as a low-cost and relatively unobtrusive tool for measuring…

Abstract

Purpose

In this project, we propose and test a new device – wearable sociometric badges containing small microphones – as a low-cost and relatively unobtrusive tool for measuring stress response to group processes. Specifically, we investigate whether voice pitch, measured using the microphone of the sociometric badge, is associated with physiological stress response to group processes.

Methodology

We collect data in a laboratory setting using participants engaged in two types of small-group interactions: a social interaction and a problem-solving task. We examine the association between voice pitch (measured by fundamental frequency of the participant’s speech) and physiological stress response (measured using salivary cortisol) in these two types of small-group interactions.

Findings

We find that in the social task, participants who exhibit a stress response have a statistically significant greater deviation in voice pitch (from their overall average voice pitch) than those who do not exhibit a stress response. In the problem-solving task, participants who exhibit a stress response also have a greater deviation in voice pitch than those who do not exhibit a stress response, however, in this case, the results are only marginally significant. In both tasks, among participants who exhibited a stress response, we find a statistically significant correlation between physiological stress response and deviation in voice pitch.

Practical and research implications

We conclude that wearable microphones have the potential to serve as cheap and unobtrusive tools for measuring stress response to group processes.

Details

Advances in Group Processes
Type: Book
ISBN: 978-1-78635-041-1

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