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1 – 10 of over 14000Adrien B. Bonache and Kenneth J. Smith
This chapter combines quantitative studies of the connections between stressors and performance in accounting settings and identifies the mediators and moderators of…
Abstract
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.
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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, and…
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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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.
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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.
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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 psychological…
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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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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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 are…
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.
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Anushree Karani, Sunita Mall, Revati Deshpande and Mitesh Jayswal
The study aimed at understanding the relationship between psychological contract breach, well-being indicators, i.e. subjective well-being and mental well-being and innovative…
Abstract
Purpose
The study aimed at understanding the relationship between psychological contract breach, well-being indicators, i.e. subjective well-being and mental well-being and innovative behaviour.
Design/methodology/approach
Data were collected via a structured questionnaire through Google docs from 238 academicians working at different capacity in Indian academic industries. The hypotheses were tested using structural equation modelling.
Findings
Psychological contract breach was positively impacting occupational stress and occupational stress was negatively impacting work engagement. Work engagement positively impacted innovative behaviour and well-being indicators. Occupational stress and work engagement mediated the relationship between psychological contract breach and well-being and innovative behaviour.
Research limitations/implications
The data for the study were collected from the employees working in education industry during the unlock COVID-19 pandemic situation.
Originality/value
The study contributes by integrating social exchange theory (SET) and job-demands resources (JD-R) theory in the pandemic situation. In the current COVID-19 pandemic circumstance, the results showed precise factual evidence that answers the question of how unfulfilled expectations have a negative impact on academicians and educational institutions.
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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 and the…
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.
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Thi Truc Quynh Ho, Thi Khanh Linh Tran and Son Van Huynh
The purpose of this paper is to examine the mediating effect of cyber-victimization (CV) and the moderating effect of academic stress (AS) in the link between smartphone addiction…
Abstract
Purpose
The purpose of this paper is to examine the mediating effect of cyber-victimization (CV) and the moderating effect of academic stress (AS) in the link between smartphone addiction (SPA) and psychological distress (PD) among a sample of Vietnamese college students.
Design/methodology/approach
A total of 423 college students participated in this study. Measures of SPA, CV, AS and PD were used for data collection. Using PROCESS macro software (Model 4 and Model 1) and the bootstrapping method, the author performed a mediation analysis and a moderation analysis.
Findings
Results indicated a significant mediating effect of CV in the link between SPA and PD. Moreover, this relationship was moderated by AS.
Originality/value
The findings could serve as a guide for future research and mental health professionals.
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