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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.

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.

Anti-money laundering has attracted much global attention, driving banks to invest in the establishment of suspicious transaction report mechanisms for the declaration of suspicious transactions. However, very few studies discuss how to influence bank employees to proactively declare suspicious transactions. Therefore, the purpose of this study is to, based on an organizational commitment perspective, establish a causal model that can assist banks to identify key factors affecting the intention to declare suspicious transactions.

This study first summarized five factors – regulatory focus, organization climate, situational constraints, personality traits and role stress – and their composition constructs as the basis for measurements. An interview-based survey of nine Taiwanese banks was conducted. Then, this study adopted the decision-making trial and evaluation laboratory method to analyse the interplay between the five factors to identify the causal model and to explore the differences in the effects of the key factors, arising from the different organizational and job patterns, on the intention to declare suspicious transactions.

The results show that regulatory focus and organizational climate are the most important causal factors affecting employees’ intention to declare suspicious transactions, whereas role stress and personality traits are the most influenced effect factors. In addition, this study also confirmed that under different organizational and job patterns, the understanding of employees will change.

This paper provides insight into the interplay between the five factors based on an organizational commitment perspective. The findings can assist banks in managing and monitoring the implementation of the suspicious transaction report mechanism.

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.

This research aims to examine the impact of job stress on the organizational commitment of a random, representative sample of coordinators in the Israeli educational mentoring organization PMP. Organizational commitment, including affective, continuance and normative commitment, refers to worker relations in the organization, and how these relations influence the employee's well‐being, behavior and contribution to the organization.

The study used three questionnaires to investigate the influence of the stress variable and its cumulative effects to predict the coordinators' organizational commitment, among 131 PMP coordinators from six different PMP branches around Israel.

The findings revealed that stress hinders the coordinators' sense of emotional commitment. As the stress level rises, the coordinators' sense of belonging decreases. Another finding was that the stress in the coordinators' job does not influence their overall continuance commitment. Strong continuance commitment was found in two categories: role expectations that were not compatible with the role requirements, and the second, unwillingness to leave the job in the middle of the year. In addition, the research indicated that job stress is not related to the PMP coordinators' normative commitment. They felt loyalty to the organization based on the faith that this work is the right thing to do.

The importance of the research lies in the highlighting of stress as an essential factor influencing work and performance in organizations, together with the mitigating influence of organizational commitment. These results could help organizations to better understand the influence of organizational commitment and to manage its implications more effectively. It is suggested that further research should investigate whether those working in educational settings have greater normative commitment than workers in other fields.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

The purpose of this paper is to explore the effects of stressors (role ambiguity, role conflict, work‐overload, work‐family conflict), job stress, job satisfaction and organizational commitment on the information technology (IT) professionals' intention to quit their jobs in Turkey.

A structural equation modeling approach was employed to identify the variables that significantly affect the decision to quit. Using LISREL 8.54, data collected from 204 IT professionals were used to test the proposed research model.

The results revealed that intention to quit one's job is explained by job satisfaction and organizational commitment. Besides, role ambiguity and job stress exert negative indirect effects on the intention to quit one's job. Additionally, organizational commitment is strongly explained by job satisfaction, and job satisfaction is predicted by role ambiguity and job stress.

The study offers several significant suggestions for the continuity of IT professionals in companies.

There are two contributions of this paper. First, this study provides evidence for the impact of stressors, job stress, job satisfaction and organizational commitment on intention to quit jobs among IT professionals in Turkey. Second, it also provides insight into the importance of stress factors by dividing the stressors into specific stress factors such as work‐family conflict, work‐overload, role conflict, and role ambiguity.

The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains features to help the reader to retrieve relevant literature from MCB University Press' considerable output. Each entry within has been indexed according to author(s) and the Fifth Edition of the SCIMP/SCAMP Thesaurus. The latter thus provides a full subject index to facilitate rapid retrieval. Each article or book is assigned its own unique number and this is used in both the subject and author index. This Volume indexes 29 journals indicating the depth, coverage and expansion of MCB's portfolio.

This paper aims to examine the effect of the auditors’ burnout determinates on audit quality and performance. It also analyses whether the demographic characteristics of gender, age group, education and job positions affect auditors’ decisions for burnout, audit quality and performance.

A questionnaire was distributed on a sample of auditors in the top ten auditing firms in an emerging market including the Big 4. Factor analysis, correlation matrix and structural equation modeling were used for the analysis of the collected data and testing the developed hypotheses.

The results show that burnout has negative consequences for both the auditor and the auditing firm. While good organizational climate has a negative significant association with audit quality, nonethical decisions and audit performance, role clarity has positive significant association with the audit quality and performance and has an insignificant association with nonethical decisions. Also, turnover intention has significant positive association with nonethical decision, audit quality and performance.

This research is among the first to focus on auditor’s burnout determinates on audit quality and performance in an emerging market characterized by different socioeconomic, political and cultural factors compared with those of developed markets. Auditors, regulators and professional policymakers can benefit from the results of this research.

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.