Job Stress Performance controversy: An Empirical Assessment

Concordia University Canada
Organizational Behavior and Human Performance 03/1984; 33(1):1-21. DOI: 10.1016/0030-5073(84)90009-6
Source: PubMed


This study examined the relationship between job stress and employees' performance and withdrawal behavior among nurses (N = 440) in two hospitals in a metropolitan Canadian city on the east coast. Job stressors assessed included role ambiguity, role overload, role conflict, and resource inadequacy. Employees' performance was operationalized in terms of job performance, motivation, and patient care skill. Withdrawal behaviors assessed were absenteeism, tardiness, and anticipated turnover. Multiple regressions, curvilinear correlation coefficients, and canonical correlations were computed to test the nature of the relationship between stressors and the criterion variables of the study. In general, data were more supportive of the negative linear relationship between stress and performance than for positive linear or curvilinear relationship. However, the stressor role ambiguity did exhibit a monotonic nonlinear relationship with a number of criterion variables. Employees' professional and organizational commitment were proposed to moderate the stress-performance relationship. However, the data only partially supported the role of the moderators.

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    • "To be effective in their role-enhancing performance outcomes, HRD professionals must recognize the strong and well-understood connection between stress and performance ; in fact, HRD must actively manage stress in the organization. Consistently, researchers have found that negative stress leads to undesirable performance outcomes , including absenteeism (Manning & Osland, 1989), turnover (Jamal, 1984; Jung & Yoon, 2014; Mosadeghrad, Ferlie, & Rosenberg, 2011), and poor in-role behavior (Yavas, Babakus, & Karatepe, 2013). Recent meta-analytic results confirm the negative relationship between negative stress and both performance (Ford, Cerasoli, Higgins, & Decesare, 2011) and citizenship behaviors (Eatough, Chang, Miloslavic, & Johnson, 2011). "
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    ABSTRACT: Building on existing conceptualizations of stress, we present a model that provides an alternate explanation of the efficacy of human resource development (HRD) interventions. Unlike most stress research that emphasizes the negative side of stress, we view eustress—good stress—as a positive individual and organizational outcome. The HRD eustress model extends theory from the positive psychology and positive organizational behavior literature and positions a role for HRD in creating positive stress as a means to improve performance. We describe how HRD professionals can help challenge employees as a means of attaining individual goals and personal development.
    Human Resource Development Review 09/2015; 14(3):279-298. DOI:10.1177/1534484315598086
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    • "The research's opinion has not reached to a consensual conclusion on stress (Raeda Fawzi, 2004). Some articles seem to consider that stress is a contributing factor to job inefficiency, staff turnover, absenteeism because of sickness, decreased quality and quantity of care, increased costs of health care, and decreased job satisfaction (Wheeler, & Riding, 1994), low job performance (Jamal,1984; Leveck, & Jones, 1996; Motowidlo, Manning, & Packard, 1986; Westman, & Eden, 1996), or, on the contrary, high job stress leads to high job performance (Keijsers, Schaufeli, Le Blanc, Zwerts, & Miranda, 1995). Other studies conclude that people with moderate stress perform better than do those with high or low levels of stress (Anderson, 1976; Cohen, 1980). "
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    ABSTRACT: The nature of this profession requires the development of adequate defensive and coping styles. Also to have chosen this for your career might mean to have some particularities in these areas. The evaluation of coping and defense style mechanisms for residents in psychiatry that conduct clinical work. A descriptive study was developed to determine and evaluate defensive and coping styles for residents in psychiatry. DSQ-60 and COPE scales were applied on a 31 willing resident in psychiatry from approximate 50 residents in total from the center in which the study was conducted. The most frequent mechanisms found on the evaluated group are: “Altruism”,”Self-observation” – superior defense styles and “Positive interpretation and growth” - an emotion focused coping style and „Planning” – a problem focused coping style. The chosen profession can be a factor that underlines some inborn abilities but also a modulating factor for one's structure. The developing of adequate coping and defense styles might be a requirement for becoming a psychiatrist or it might be a gain for someone working in this field day by day.
    Procedia - Social and Behavioral Sciences 06/2015; 191:611–615. DOI:10.1016/j.sbspro.2015.04.440
    • "Onder meer prestatie, motivatie, absenteïsme, vermoeidheid en retentie worden negatief beïnvloed. Samengevat kan gesteld worden dat de afwezigheid van stress op het werk een voordeel biedt voor de ontwikkeling van de organisatie (Cooper & Cartwright, 1994; Jamal, 1984). Voorgaand onderzoek heeft aangetoond dat stress op het werk negatief samenhangt met het welbevinden van werknemers (Cooper & Cartwright, 1994). "
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    ABSTRACT: Deze studie onderzoekt de relatie tussen het leerklimaat van een organisatie en antecedenten van een succesvolle ontwikkeling van organisaties. Om deze algemene onderzoeksvraag te beantwoorden werden twee studies opgezet. In een eerste exploratieve kwalitatieve studie werd nagegaan welke antecedenten organisaties belangrijk achten opdat een succesvolle ontwikkeling van de organisatie mogelijk zou zijn. In totaal werden 55 semi-gestructureerde interviews afgenomen (midden-kader en management). Een selectie van de antecedenten die door deze respondenten belangrijk gevonden werden voor de succesvolle ontwikkeling van een organisa-tie, werd opgenomen in een tweede kwantitatieve survey-studie. De deelnemers in deze studie waren 863 werknemers. De resultaten tonen dat het hebben van beslissingsruimte en initiatief binnen de organisatie – een onderdeel van leerklimaat – een positief effect heeft op de organisatiebetrokkenheid, job tevredenheid, motivatie en inzet van werknemers. De steun van collega's en leidinggevenden hangt eveneens positief samen met deze antecedenten.
    Gedrag en Organisatie 12/2013; 26(4):357-378. DOI:10.5553/GenO/092150772013026004001 · 0.56 Impact Factor
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