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With a basis in the conservation of resources theory, the purpose of this paper is to investigate the relationship between employees’ experience of time-related work stress and their engagement in counterproductive work behavior (CWB), as well as the invigorating roles that different deviant personality traits might play in this process.

Two-wave survey data with a time lag of three weeks were collected from 127 employees in Pakistani organizations.

Employees’ sense that they have insufficient time to do their job tasks spurs their CWB, and this effect is particularly strong if they have strong Machiavellian, narcissistic or psychopathic tendencies.

This study adds to extant research by identifying employees’ time-related work stress as an understudied driver of their CWB and the three personality traits that constitute the dark triad as triggers of the translation of time-related work stress into CWB.

The ongoing demographic changes in many industrialized countries affect managerial decisions in many ways, and require sound knowledge of systematic age differences in central work-related variables. The current paper aims to address age differences in the experience of work-related stress. Based on life-span approaches, the authors focus on age differences in different components of the work-related stress process and meta-analyze existing empirical studies on the relationship between age and short-term indicators of work-related stress (i.e. irritation).

The authors conduct both a literature review and a meta-analysis of age and indicators of work-related stress.

The literature review revealed that age might affect several components of the stress process at work. However, as these effects are partly conflicting, they might nullify each other in the overall relation between age and stress. Indeed, the conducted meta-analysis showed no general correlation between age and irritation as a short-term indicator of work-related stress. Instead, this relationship was significantly moderated by type of occupation and gender.

The meta-analytic results are limited to short-term indicators of stress. Based on both the literature review and the meta-analytical findings, the authors introduce a research agenda for future research, including a call for more thorough research on the whole work-stress process and the integration of life-span theories.

A more differentiated understanding of age differences in different stages of the stress process at work facilitates the implementation of age-differentiated stress prevention and intervention strategies.

This study is the first meta-analysis on the relationship between age and short-term consequences of work-related stress.

Although scholars have provided sufficient empirical evidence on the effect of peer knowledge hiding on new product development (NPD) project team outcomes, little attention has been given to the relationship between project manager knowledge hiding and individual outcomes. Drawing on the job resources-demands model and a dyadic stressor perspective, this study aims to explore the effect of project manager knowledge hiding on subordinates’ turnover intentions as well as the mediating roles of challenge- and hindrance-related stress.

This study conducted a multiple-source survey of NPD project managers and their subordinates in China. Hypotheses were tested by using data collected from 171 manager–subordinate dyads in NPD projects.

The findings revealed that project manager knowledge hiding was positively associated with subordinates’ turnover intentions, challenge-related stress and hindrance-related stress. Project manager knowledge hiding imposed a positive indirect effect on turnover intentions through hindrance-related stress, whereas the mediating effect of challenge-related stress was not significant.

To the best of the authors’ knowledge, this study is one of the first to investigate the individual outcomes of top-down knowledge hiding as well as the mediating roles of challenge- and hindrance-related stress in the context of NPD projects.

The purpose of this paper is to explore whether male and female police officers report different levels of occupational stress and burnout. Also, the research seeks to examine whether various factors that are purported to influence occupational stress and burnout have differential effects on male and female officers.

Using a sample of police officers working in a large metropolitan department in the Northeast, the paper begins by using t‐tests to make gender comparisons between the average levels of occupational stress and burnout between male and female officers. Next, separate multivariate analyses were run for male and female officers to determine how a set of independent variables measuring the work‐environment, coping mechanisms, and other demographic characteristics affected the measures of occupational stress and burnout.

The findings indicate that male and female officers did not report significantly different levels of occupational stress and burnout. Results of the separate multivariate analyses reveal that, although there are similar predictors of stress and burnout for male and female officers, differences did exist in the models, lending support to the assertion that the female officers may experience unique stressors in the police organization. The multivariate results also indicate that African‐American female officers report significantly higher levels of burnout than other officers.

The current research adds to the knowledge about how levels and predictors of work‐related stress and burnout compare between male and female police officers. The current study is limited by its focus on only one police department located in the Northeast. This may limit the generalizability of the results.

The results of the study have implications for programs and policies that seek to prevent stress and burnout among police officers. The results of the current study indicate that a one‐program‐fits‐all approach may not be the best way for departments to help officers to deal with stress and burnout, since male and female officers may not experience or deal with these issues in a similar fashion.

This chapter combines quantitative studies of the connections between stressors and performance in accounting settings and identifies the mediators and moderators of stressors–performance relationships. Using meta-analyses and path analyses, this research compiles 72 studies to investigate the relationships of stressors with accountant and auditor performance. As hypothesized, bivariate meta-analyses results indicate that work-related stressors negatively affect performance, and burnout and stress are negatively related to performance, whereas motivation is positively related to performance. Moreover, a meta-analytical structural equation modeling indicates that role stressors have significant direct and indirect effects (through burnout and stress) on job performance. Accumulation of multiple samples through meta-analysis bolsters statistical power compared to single-sample studies and thus reveals the sign of residual direct effects of role stressors on job performance in accounting settings.

The authors present a quantitative analysis of the effect that organizational change has on work stress, work attitudes and perceptions, and cognitive utilization in a task.

First, the authors study the role organizational change has on work stress, attitudes and perceptions, including the role of attitudes toward change. The authors do so by examining differences across employees who are and are not undergoing change, as well as across two change phases. Second, the authors take advantage of the ongoing organizational change to study how people's anxiety about such change affects their cognitive utilization. They use an innovative approach to measure attention disengagement in a cognitive utilization task – a proxy for task-related performance – through a letter detection exercise. Third, the authors examine the role of work stress and change-related anxiety on attention disengagement among employees undergoing change. For this test, they use two organizational change-related texts to function as an anxiety-inducing and a calming-inducing prime.

Organization change is associated with higher work stress, lower job satisfaction and perceptions of institutional effectiveness and support. Further, organizational change-related anxiety adversely affects cognitive utilization, showing that employees undergoing change have higher attention disengagement relative to those not experiencing change. Among employees undergoing change, those receiving an anxiety-inducing prime show better cognitive utilization (lower attention disengagement) than those receiving the calming-inducing prime.

The rare merger of two public universities provides a natural experiment and a source of exogenous variation to examine the effects of radical organizational change on employees' attitudes, perceptions and task performance.

The purpose of this paper is to examine associations between career commitment, job stress, and work-related dimensions of work routinization, role clarity, social support, and promotional opportunity.

In all, 408 employees holding supervisor or above level job positions in Sri Lanka responded to the survey. For the data analysis, structural equation modelling with maximum likelihood estimation was performed.

Job stress fully mediates the relationship between role clarity and career commitment while partially mediates the relationships between work routinization, social support, and the lack of promotional opportunity and career commitment.

An investigation into relationships between work-related dimensions and career commitment holds a number of implications in the current business environment where employee commitment may be shifting from the organization to one’s career.

Stress has been a common phenomenon among the working professionals. The stress has been known to affect the job satisfaction level, health outcomes, affect burnout through the physiological, emotional, behavioral and cognitive processes resulting in to low performance. This study aims to identify the factors determining organizational stress among women workers in the garment industry in India and to develop and validate a contextual scale for organizational stress among women workers in the garment industry in India.

This study consisted of women workers who were employed in garment manufacturing companies. The data has been collected through a structured questionnaire, which identifies the factors leading to stress. The respondents of the study included women workers employed in the garment manufacturing units in and around Bangalore. An exploratory factor analysis was conducted and the model fit was tested using confirmatory factor analysis.

The measurement scale for the organization stress of women workers in the garment industry was found to be highly reliable and valid for conducting the study in any Indian garment industry. The analysis identified the factors as follows: job-related factor, organization-related factor, social factor and personal factor.

Due to limited access to the population, which is the women workers, the authors have not been able to collect a large sample data. The sample size is the limitation of the study.

Organizational stress have has been shown to have a detrimental effect on the health and well-being of employees. Organizations need to step up their effort to integrate emotional well-being, conducive work environment, workloads and job responsibilities, social connectedness and job satisfaction with their efforts to support the physical health and mental health of the workers.

The study is one of its kind with a focus on women workers in the garment industry in India. The study highlights the factors that result in stress among women workers who have not been studied in past research studies. The strategies to cope with organizational stress in such a work requirement is different and very challenging, making it unique for practitioners.

This study aims to explore what causes stress to day care center directors and what their coping strategies are. In addition, the study examined the extent to which directors experience work-related stress and burnout, and the factors associated with their work-related stress, engagement and recovery from work.

A mixed method approach was used.

The results showed that the main sources of directors' stress were connected to leading oneself, leading others, managing change and lack of social support. Moreover, the main coping strategies with stress were leading oneself, social support and leading others. In addition, both pre- and in-service leadership training played a significant role in the experience of stress. The nature of factors causing stress and coping strategies with stress may imply that directors need further support in self-management and developing their internal competences.

The present study has limitations that need to be considered when making generalizations. First, a small sample size limits the generalization of the findings. Second, the study relied solely on one source of information, i.e. directors' self-reports. Third, data were collected only at one time point at the end of the year when stress levels might have accumulated. Finally, the study has been done in the Finnish educational context where day care center directors' job description varies depending on municipality.

The findings provide important information about the causes of directors' work-related stress as well as their coping strategies and about factors that might be related to those.

Because directors' stress impact on children’s development and well-being through teachers' well-being, it is crucial to pay attention on directors' well-being and provide more support for them.

The current study is among the few ones focusing on the stress of directors at early childhood education (ECE) settings.