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Article
Publication date: 1 September 2002

Pravin G. Deosthalee

Stress among expatriates has been studied from various perspectives. The present study attempts to assess the occupational stress experienced by Indian expatriates working in…

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Abstract

Stress among expatriates has been studied from various perspectives. The present study attempts to assess the occupational stress experienced by Indian expatriates working in Sultanate of Oman, and stress experienced by Indians working in India. The sample of 573 Indians working in Sultanate of Oman and 302 employees working in their motherland, Mumbai, India were selected. A.K. Srivasatava and A.P. Singh’s occupational stress index was used to measure the stress experienced by the Indians working in the Sultanate of Oman and those working in India. The results show that Indian females working in Sultanate of Oman experience more stress than their counterparts working in India. Personnel having post‐graduate qualifications working in Sultanate of Oman experience more stress than their counterparts working in India, and Indian expatriates over the age of 45 who are working in Sultanate of Oman experience more stress than their counterparts working in India.

Details

Journal of Managerial Psychology, vol. 17 no. 6
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 1 July 2003

Sandy Ornelas and Brian H. Kleiner

We spend over ten hours a day at work or on work related issues. We not only have to deal with work pressures but also juggle, personal relationships, personal finances…

7309

Abstract

We spend over ten hours a day at work or on work related issues. We not only have to deal with work pressures but also juggle, personal relationships, personal finances, information technology, personal fears and changes. All these aspects of modern‐day‐living can be incredibly stressful, which imposes high physical demands on our bodies and emotional costs on our lives (Cohen, 2001). Current statistics illustrate that stress is a bigger problem than we give it credit. In western society, work is the primary factor for stress. Although every industry and career has its own unique set of problems and sources of stress, and each job carries its specific requirements, stress can be reduced. The question is how do we reduce or eliminate stress in our work environment and how do we take care of ourselves in order to cope in stressful work situations. We first begin by taking care of ourselves. There is a new wave of holistic stress therapies that can be incorporated in our personal lives to help us deal with work‐related stress such as: Aromatherapy, Yoga, Acupuncture, Hypnosis and of course simple exercise and healthy eating. After we have a healthy us we can conquer our work environment through evaluating the factors that contribute to harmful stress in our work place, implementing stress management measures to reduce workplace stress and monitoring the progress of these changes.

Details

Equal Opportunities International, vol. 22 no. 5
Type: Research Article
ISSN: 0261-0159

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Open Access
Book part
Publication date: 29 November 2023

Jennifer Shambrook

This chapter explores occupational stress in research managers and administrators (RMAs). Data gathered from RMAs in the USA, Great Britain, Europe, Australasia, and Canada…

Abstract

This chapter explores occupational stress in research managers and administrators (RMAs). Data gathered from RMAs in the USA, Great Britain, Europe, Australasia, and Canada through the Research Administrator Stress Perception Survey (RASPerS) are used to examine factors that are known stressors or outcomes from occupational stress. The purpose of RASPerS is to measure and raise awareness about occupational stress and its impact on health behaviour in RMAs. Using descriptive statistics, factors associated with occupational stress including increasing demands, hours worked, anxiety due to competing demands between work and home, and reported self-neglect due to occupational stress are examined. We also explore what RMAs report as being the top motivating factors for remaining in the profession despite high levels of stress.

Awareness of the impact of occupational stress can aid RMAs in maintaining a healthier lifestyle and assist RMA leaders in building work environments that foster employee retention.

Details

The Emerald Handbook of Research Management and Administration Around the World
Type: Book
ISBN: 978-1-80382-701-8

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Book part
Publication date: 27 March 2006

Suzy Fox and Paul E. Spector

The Stressor-Emotion model of counterproductive work behavior (CWB) is based on prevalent approaches to emotions, the stress process in general and job stress in particular. The…

Abstract

The Stressor-Emotion model of counterproductive work behavior (CWB) is based on prevalent approaches to emotions, the stress process in general and job stress in particular. The sense of control is key to the appraised coping capacity. A combination of perceived stressors and insufficient control is likely to trigger negative emotions, which in turn increase the likelihood the employee will engage in CWB, which we view as a special case of behavioral strain. We highlight the centrality of several conceptualizations of control in theories of general stress, work stress, and CWB. A critical concern is the paucity of empirical support for the interactive stressor-control effects posited by models at all three levels of stress theory.

Details

Employee Health, Coping and Methodologies
Type: Book
ISBN: 978-0-76231-289-4

Abstract

Details

The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

Book part
Publication date: 24 July 2014

Nancy McCormack

This chapter explores what managers in the library and information science workplace can do to keep stress and burnout levels low. The literature on stress and burnout in human…

Abstract

This chapter explores what managers in the library and information science workplace can do to keep stress and burnout levels low. The literature on stress and burnout in human services, or the helping professions, is surveyed and the differences between the two phenomena are explained. Research is clear that keeping stress levels low and burnout at bay in the workplace benefits both employees and the organization. Even so, managers are given little training on how to identify and deal with stress and often fail to notice that their employees are chronically stressed. When managers become aware that they do have employees who are seriously stressed or burned out, they are often unsure whether they should address the problem and how to handle it. The author explains the differences between stress and burnout and clarifies how managers can minimize their negative impact by monitoring six areas in which workers are most likely to experience them: (1) the demands of the job which include the quantity of work and the knowledge required to perform; (2) the amount of control employees are permitted to exercise in the workplace; (3) the amount of the social support employee’s feel they have from managers and colleagues; (4) the quality of workplace relationships; (5) the clarity of one’s role on the job; and (6) support and honest communication during times of change. The practical implication of this information aimed at managers is to help them create a better workplace and mentally and physically healthier staff members.

Details

Advances in Librarianship
Type: Book
ISBN: 978-1-78350-469-5

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Book part
Publication date: 30 December 2004

Mark Tausig, Rudy Fenwick, Steven L. Sauter, Lawrence R. Murphy and Corina Graif

The nature of work has changed in the past 30 years but we do not know what these changes have meant for worker job stress. In this chapter we compare data from three surveys of…

Abstract

The nature of work has changed in the past 30 years but we do not know what these changes have meant for worker job stress. In this chapter we compare data from three surveys of the quality of work life from 1972 to 2002. At the most general level, work today is less stressful than it was in 1972. Workers report fewer job demands, more decision latitude, less job strain, more job security and greater access to job resources and job support. However, these changes have not affected all workers equally. Women, those with less education, non self-employed workers, blue collar workers and workers in manufacturing industries showed the greatest decreases in job stress although levels of job stress remain higher than for comparison groups (men, college educated, white collar, service workers). Changes were not always linear across time suggesting that some aspects of job strain are sensitive to economic cycles.

Details

Exploring Interpersonal Dynamics
Type: Book
ISBN: 978-0-76231-153-8

Article
Publication date: 7 September 2023

Graeme Ditchburn and Rachel Evangeline Koh

COVID-19 forced organizations to implement protective measures changing how employees worked; however, empirical evidence is needed to explore how employees responded. This study…

Abstract

Purpose

COVID-19 forced organizations to implement protective measures changing how employees worked; however, empirical evidence is needed to explore how employees responded. This study examines the impact of COVID-19-related organizational changes in Singapore on employees’ perceptions of work pressure, stress and mental well-being (MWB) and the mediating role of resilience.

Design/methodology/approach

This study used a cross-sectional, anonymous online survey of 157 full-time employees who had worked for at least one year.

Findings

The results found that work pressure and stress had increased, and MWB had declined. Resilience acted as a buffer against increases in work pressure and stress while promoting the maintenance of MWB. Resilience significantly mediated the relationship between stress and MWB.

Research limitations/implications

The study does not allow for an assessment of causality but infers possible, albeit probable, casual relationships. Furthermore, stress and well-being could be influenced by a multitude of factors beyond organizational change. Future research should seek to account for additional factors and establish the generalisability of the findings beyond Singapore.

Practical implications

This study supports the engagement of resilience-based interventions to improve employees’ MWB during pandemic related organizational change.

Social implications

Policies that promote work-life balance, positive interpersonal relations and staying connected are some of the ways employers can bolster MWB and work-life balance to support employees who are engaged in remote work.

Originality/value

Given the unique context of COVID-19, this study allows for a better understanding of how a novel worldwide pandemic has transformed employees' experience of work and its associated impacts.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2049-3983

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Article
Publication date: 1 August 2023

Lan Li and Xingshan Zheng

This study attempts to develop and test the model regarding work engagement as a mediator and role stress as a moderator to explain how and when subordinate moqi affects employee…

Abstract

Purpose

This study attempts to develop and test the model regarding work engagement as a mediator and role stress as a moderator to explain how and when subordinate moqi affects employee voice.

Design/methodology/approach

A two-wave online survey was conducted, and 217 supervisor–subordinate dyads’ data were collected. This study's hypotheses were tested using linear regression analysis.

Findings

The results demonstrated that subordinate moqi is associated with employee voice. The increase in subordinate moqi can enhance employee work engagement and then promote employee voice. Furthermore, employee role stress moderates the relationships between work engagement and employee voice and the indirect effects of subordinate moqi on employee voice via work engagement.

Originality/value

From the perspective of job resources, this study ascertains that work engagement plays a mediator role in explaining how subordinate moqi affects employee voice and fills in the gap of the mediating mechanism between subordinate moqi and employee voice. Moreover, this study extends the understanding of role stress by emphasizing its positive role rather than its negative function which is highly discussed in previous research.

Details

Journal of Organizational Change Management, vol. 36 no. 5
Type: Research Article
ISSN: 0953-4814

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Article
Publication date: 31 March 2023

Salomé Goñi-Legaz, Imanol Núñez and Andrea Ollo-López

This paper aims to investigate how home-based telework (HBT) affects job stress. The authors argue that an intrinsic effect of telework like work extension mediates this…

Abstract

Purpose

This paper aims to investigate how home-based telework (HBT) affects job stress. The authors argue that an intrinsic effect of telework like work extension mediates this relationship. Work extension is reflected in two employee behaviours: working in free time and presentism.

Design/methodology/approach

The proposed model has been estimated using the Preacher and Hayes bootstrap method for multiple mediation analysis, with 1,000 repetitions. The data used come from the sixth European Working Conditions Survey.

Findings

The analysis indicates that HBT does not pose an inherent risk for job stress but causes a change in the employees' behaviour, increasing working in free time and presenteeism and thus job stress. The mediation model indicates that once these behaviours are controlled, the effect of HBT is to reduce stress.

Research limitations/implications

The authors argue that companies should focus on human resource practices to control workers' behaviours that have a detrimental effect on job stress while institutions should regulate HBT.

Originality/value

The analysis deepens the unclear relationship between HBT and job stress by introducing employees' behaviours concerning work extension into the equation.

Details

Personnel Review, vol. 53 no. 2
Type: Research Article
ISSN: 0048-3486

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