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The preponderance of studies that rely on self-report for both independent (e.g. stressors) and dependent (e.g. well-being) variables is often deplored, as it creates problems of common method variance, which may lead to inflated, or even spurious, correlations and predictions. It is sometimes suggested that alternative measures should yield more “objective” information on the phenomena under investigation. We discuss this issue with regard to: (a) observational measures of working conditions; (b) physiological measures of strain; and (c) event-based “self-observation” on a micro-level. We argue that these methods are not necessarily “objective.” Like self-report, they are influenced by a plethora of factors; and measurement artifacts can easily be produced. All this can make their interpretation quite difficult, and the conclusion that lack of convergence with self-report automatically invalidates self-report is not necessarily warranted. Especially with regard to physiological measures, one has to keep in mind that they refer to a different response level that follows its own laws and is only loosely coupled with psychological responses. Therefore, replacement is not a promising way to get more reliable estimates of stressor-strain relationships. We argue instead that each method contains both substantive and error variance, and that a combination of various methods seems more auspicious. After discussing advantages and pitfalls of observational, physiological, and self-observational measures, respectively, we report empirical examples from our own research on each of these methods, which are meant to illustrate both the advantages and the problems associated with them. They strengthen the overall conclusion that there is no “substitute” for self-report (which often is necessary to be able to interpret data from other methods, most notably physiological ones). They also illustrate that collecting such data is quite cumbersome, and that a number of conditions have to be carefully considered before using them, and we report some problems we encountered in this research. Altogether, we conclude that self-report measures, if carefully constructed, are better than their reputation, but that the optimal way is to complement them with other measures.

A study of perceived sources of stress in the Devon Ambulance Service was carried out using interview and questionnaire surveys. Semi‐structured and non‐directive interview surveys were used to identify broad areas which were regarded as being stressful, while the questionnaire survey attempted to establish more precisely the levels of stress associated with different situations faced by Ambulance Service personnel. Factor analysis of the questionnaire results yielded four main elements: organisational and managerial aspects; new, unfamiliar and difficult duties/uncertainty; work overload; and interpersonal relations. The questionnaire results indicated that the most significant sources of stress were extrinsic, mainly involving the way Ambulance Service personnel were treated by other people. Based on the interview survey results, however, it is argued that the format of the questionnaire survey may have led to an underestimation of the role of intrinsic factors as a source of stress, particularly those involved with dealing with patients.

The purpose of this paper is to explore stress among reference library staff in academic and public libraries in one of the European countries. The study has been conducted to ascertain whether members of the reference staff undergo stress, whether they consider the reference work stressful, how often they are exposed to stress, which situations are most stressful and how they cope with stress in the workplace and in their private lives.

A semi-structured interview is applied as a data collection technique so that interviewees are able to express their opinions on stress and to describe stress as an individual experience. A convenience sample of members of the reference library staff in ten academic and ten public libraries is prepared.

The reference library staff in the academic and public libraries is aware of stress causing damage to one’s health and work performance. The reference staff in the public libraries is more frequently exposed to stress than those in the academic libraries. The users are considered the main stressor owing to their complex reference questions, vague information needs and requests, wanting information and materials immediately, not following the library rules, etc.

The sample is small and not representative, including only two types of libraries. The research may serve as a preliminary study, as it offers insights into the work-related stress among the reference staff in the academic and public libraries.

This is the first research on the stress of the reference library staff in the academic and public libraries in the country. It contributes to the understanding of the work-related stress in the libraries. Identifying stressful situations can help the reference staff and employers take appropriate strategies to cope with stress.

From a workplace learning perspective, the purpose of this paper is to explore the relationship between conditions for learning and stressful work and, to analyse the learning conditions that support the management of stressful work. The model of effort-reward imbalance (ERI) is adopted as an indicator of stressful work by measuring the relationship between Effort and Rewards in work.

The material consists of questionnaire data from 4,420 employees in ten public and private organisations in Sweden.

The results provide evidence that suggests that some workplace conditions known to enable learning also indicates a comparatively better chance for employees to manage stressful work. An innovative practice reduces the feelings of effort, whereas managerial support and knowledge sharing serve as rewards contributing to appreciation, while competence and career development create rewards in the form of opportunities for progression.

Workplaces in which there are enabling learning conditions can provide employees with ample resources for managing stressful work.

This paper explores the complex relationship between workplace learning conditions and the ERI model seen from a workplace learning perspective which has received relatively sparse attention in the literature.

The global outbreak of the COVID-19 forced most sport leagues to cancel games in March–April 2020, leaving no sport games to watch for sport fans. The present study examined how sport consumers appraise stress and engage in coping behaviors resulted from sport lockout due to the global pandemic.

This study examined the relationship between sport fans’ psychological dispositions, threat appraisal and coping strategies among professional sport fans in the USA. A panel of sport fans (N = 446) representative of the US adult population participated in an online survey in the fourth week of April, 2020 when no major sport leagues made a return from the lockout due to the COVID-19 outbreak.

Results of this present study showed that anger, aggressiveness and need for affiliation increased threat perceptions toward the COVID-19 lockout, which subsequently had significant effect on emotion-focused and disengagement coping behaviors.

This is the first empirical study that examined stress and coping behavior among sport fans in the global public health crisis context. Our findings show what triggers stress appraisals and how fans cope with them.

Findings suggest that segmenting sport fans based on psychological dispositions could be useful in predicting fans that will engage in coping behaviors.

While the hope is to return to normal postpandemic, COVID-19 might not be the last. We are uncertain whether there might be another potential pandemic-related sport lockdown. Understanding how lack of sport events can create distress in sport fans and have important public health implications.

The findings provide empirical evidence on how sport consumers respond to the pandemic-related sport lockdown and cope with the unprecedented situation. The findings of this study contribute to the sport management literature as we are unsure whether the sport industry might face this challenging situation in the future again.

The study sought to explore and compare the current levels of job stress among academic library staff at the University of Botswana (UB) and the University of Zambia (UNZA). The accessible populations consisted of library staff (n=19) at the University of Botswana and (n=25) at the University of Zambia.The purpose of this paper is present the identified perceived sources of and levels of job stress among the librarians at two universities.

This study used a survey method with the questionnaire as the main data collection instrument. Two groups randomly constituted from both universities in the main campuses were purposively selected using non-probability sampling. Gender and status of the sample selected were also carefully considered in the choice of the sample so as to have the perceptions from every gender and category of staff. The main hypothesis of this study is that there is no significant difference in job stress experienced by library staff in the two African universities.

From the findings, it was concluded that library staff at the University of Botswana and University of Zambia were not in an overall state of stress compared with norm data. However, salary-related issues were found to be the highest source of stress among both library staff samples followed by workload related issues. Low stress items among library staff fell into two broad categories namely conflict-related and management-related items.

Similar to other empirical studies, this study is not without its limitations. The sample consisted of two public universities in Botswana and Zambia. This may limit the generalization of the results. The study also employed non-probability sampling in the selection of participants. The study can be strengthened by increasing the sample size as the data analysis results and findings may vary substantially when the sample size is increased or decreased.

Most studies in library and information science focus on collection development, information retrieval and information seeking behavior of users. Few studies have been undertaken in this area particularly in Southern Africa. It is therefore, hoped that the findings of this study may provide both a starting point for further research in the topic of stress among librarians in Southern Africa. The study may also bring management attention to various issues related to stress among library staff.

This paper aims to demonstrate that stress is a relevant feeling to take into account in mall experience and customer satisfaction management. Furthermore, it is proposed that its effects on mall experience and satisfaction differ depending on shopping motivation and frequency.

The method is based on seemingly unrelated regressions models and data were obtained through a survey of 1,088 mall clients. Mall experience is addressed through customer cognitive and affective responses. Both terms together with stress and customer satisfaction with the mall are constructs measured by seven-point Likert scales. Exploratory and confirmatory factor analyses were conducted to validate these measures.

The results show that stress reduces customers’ affective response and satisfaction. The effect of low levels of stress on customer affective response is less negative for frequent shoppers, and the influence of high levels on satisfaction is less negative for them. Furthermore, stress has a U-shaped effect on customers’ cognitive response, an effect that is reduced for frequent shoppers.

Mall managers should try to reduce stress in the management of their customers’ experience. Moreover, they should increase the shopping frequency of their clients by implementing marketing strategies, such as frequency programs and serial concerts, and assist shoppers in reorganizing their shopping goals by implementing organizing tools and new recommendations and suggestions.

Given that previous work on shopping stress is scarce, this paper expands the extant literature by analyzing its effects on mall experience and customer satisfaction. Furthermore, it shows that these effects may vary depending on shopping frequency and motivation.

The purpose of this research is to develop a theoretical understanding of indirect leadership in a severely stressful peacekeeping context, focusing on the perspective of subordinates. Peacekeeping missions in recent decades have led to increased exposure to acute danger.

Retrospective in‐depth interviews were carried out with 17 Norwegian officers and soldiers, who were involved in the handling of a violent riot in Kosovo during a peacekeeping mission. The interviews were analyzed using a grounded theory approach.

A model emerged with three categories: Situational Characteristics, Organizational Characteristics, and the Commander's Intent. A related core category was labelled Subordinates' Appraisal or Sensemaking. During the climax of the riot, a strict following of the ordinary chain of command was impractical. Local initiatives at lower organizational levels were needed, but these, in turn, required competence and a trustful organizational environment.

Not representative of the entire population. Given the male‐dominated military context under consideration, there could be no meaningful analysis of possible gender‐related differences. The results related to a general model of indirect leadership and specific stress. Organizational theory‐related additions and limitations are suggested.

The proposed model may be a practical tool for management education.

The study's identification of key aspects of indirect leadership in severely stressful contexts is a useful addition to the literature.

The challenge of attracting and retaining high performing call center employees is significant. Research in general has shown a link between personality factors and job performance. This study aims to focus on examining the relationship between personality factors and performance using service performance indicators and further, to study the role of emotional exhaustion in this relationship in the context of call centers.

Using a structured questionnaire 194 call center employees and their supervisors were surveyed in eight call centers in five companies in the insurance and telecommunications industries.

Results using structural equation modeling showed that, with the exception of extraversion/introversion, all of the personality dimensions of the five factor model: conscientiousness, agreeableness, openness to new experience and emotional stability as well as locus of control were significantly related to one or more of the performance measures. Emotional exhaustion mediated the relationship between emotional stability and locus of control and intent to turnover.

The study examined the mediating role of emotional exhaustion in the relationship between personality and performance; the impact of stressors needs further study.

Insights gained from this study could be used to develop selection strategies, work redesign programs and training that would benefit the organization by reducing employee costs and enhancing employee wellbeing.

This study uses service performance assessment data obtained from supervisors to establish the link between personality, emotional exhaustion and service performance among call center employees.