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Workplace stress: Etiology and consequences
Abstract
Workplace stress can be defined as the change in one's physical or mental state in response to workplaces that pose an appraised challenge or threat to that employee. Research has shown that there are a number of factors that contribute to workplace stress. These factors include a toxic work environment, negative workload, isolation, types of hours worked, role conflict, role ambiguity, lack of autonomy, career development barriers, difficult relationships with administrators and/ or coworkers, managerial bullying, harassment, and organizational climate. Should the stressors continue, the employee is at significant risk of developing physiological and psychological disorders that can lead to increased absenteeism, organizational dysfunction, and decreased work productivity. Intervention strategies are discussed to help managers provide support and intervention to employees coping with workplace stress. [Article copies available for a fee from The Haworth Document Delivery Service: 1-800-HAWORTH.
... Newman & Beehr (1979) associated 'job stress' with 'a job-related factor; similarly, Schuler (1980) linked 'job stress' with the 'job environment'. Moreover, some authors refer to 'work situation' (Sharit & Salvendy, 1982), 'workplace' (Colligan & Higgins, 2006;Ganster & Rosen, 2013) and also to 'job performance' (Jeon et al., 2022). Therefore, 'Occupational Stress' is connected to a person's job/ work or occupation, which can classify as a sub-set of 'Stress'. ...
... "Workplace stress can be defined as the change in one's physical or mental state in response to workplaces that pose an appraised challenge or threat to that employee." (Colligan & Higgins, 2006) "Page 89" ...
... Otherwise, we describe the phenomenon or situation from a more 'social viewpoint', involving reactions, pressures, demands, occupations, and environment. Accordingly, the analysed definition by Colligan & Higgins (2006) illustrates that 'physical and mental state' from the biological viewpoint and 'responses to workplace' is in the social view. Thus the viewpoint can be a mixed one also. ...
... Newman & Beehr (1979) associated 'job stress' with 'a job-related factor; similarly, Schuler (1980) linked 'job stress' with the 'job environment'. Moreover, some authors refer to 'work situation' (Sharit & Salvendy, 1982), 'workplace' (Colligan & Higgins, 2006;Ganster & Rosen, 2013) and also to 'job performance' (Jeon et al., 2022). Therefore, 'Occupational Stress' is connected to a person's job/ work or occupation, which can classify as a sub-set of 'Stress'. ...
... "Workplace stress can be defined as the change in one's physical or mental state in response to workplaces that pose an appraised challenge or threat to that employee." (Colligan & Higgins, 2006) "Page 89" ...
... Otherwise, we describe the phenomenon or situation from a more 'social viewpoint', involving reactions, pressures, demands, occupations, and environment. Accordingly, the analysed definition by Colligan & Higgins (2006) illustrates that 'physical and mental state' from the biological viewpoint and 'responses to workplace' is in the social view. Thus the viewpoint can be a mixed one also. ...
Stress is the health epidemic of the 21st century. Stress results in negative outcomes as well as positive outcomes. Moreover, with the evolution of industries, work-related stress is a phenomenon that constantly increases in severity. Therefore, a professional's stress can negatively impact the quality of their work. Thus, the ‘Occupational Stress’ study requirement is a timely topic. However, the lack of a wholesome generic definition for occupational stress is a hurdle for further research on the study area. Hence, this study aimed at developing a definition for ‘Occupational/ Job/ Work/Workplace Stress’. The research was wholly based on an in-depth literature review. One hundred one research publications were analysed to extract twenty-five definitions of ‘stress’ and ‘occupational stress’. The definition was conceptualised by establishing three ‘Themes’ and ‘Key Constructs’ within the themes using the content analysis of the available definitions in the literature. As a result, a new theme was identified in addition to the ‘occupational stress’ compared to the ‘stress’. Furthermore, it is evident that ‘Occupational Stress’ is also linked to occupation/ work/ job acting as a subset of ‘Stress’. Therefore, the derived definition can be used as a basis for further research on occupational stress.
... Similarly, another study by found that TWE is significantly negatively associated with success, low prosperity, job stress, and productivity at work. These results are echoed in a study by Colligan and Higgins;(2006) which revealed that TWE is influenced by a number of variables, including workload, role conflict, interpersonal connections, bullying, and harassment. ...
... Similarly, another study by found that TWE is significantly negatively associated with success, low prosperity, job stress, and productivity at work. These results are echoed in a study by Colligan and Higgins;(2006) which revealed that TWE is influenced by a number of variables, including workload, role conflict, interpersonal connections, bullying, and harassment. ...
Introduction: The topics of the Toxic Work Environment (TWE), Employee Well-Being (EWB), and Emotional Intelligence (EI) are becoming more relevant in today's workplace. However, there is a lack of research examining the moderating role of EI in the impact of TWE on EWB, and associated demographic variables.
... Employees may experience stress due to potential workplace stressors [1]. Organizational change [2], challenging interpersonal relationships at work [3], managers' perceptions of resource allocation fairness [4], bureaucracy, autonomy, tools and equipment, workload, role ambiguity, work/home integration, job security, and career advancement are a few examples of potential conditions or stressors [5]. These workplace pressures may cause negative feelings like tension, rage, anxiety, irritation, or depression to surface [6][7][8][9]. ...
... The weights assigned to each CCE are determined by the focus group. The following is a ranking for different weights: Agree [3]; Neutral ...
Purpose: The primary aim of this study was to assess the Advantages, Benefits, Constraints and Disadvantages of stress coping mechanism through ABCD analysis framework in order to identify the critical constituent elements and factors affecting stress coping mechanism. Design: The existing literatures were reviewed to obtain depth understanding of stress coping mechanism and its attributes. The researcher adopted focused group interview method where their perception on stress coping mechanism was taken by assigning weights which was further analyzed quantitatively. Findings: Quantitative analysis of ABCD framework demonstrated high weightage of advantageous factors towards stress coping mechanism followed by benefit factors. Particularly it was found that stress coping mechanism has high advantages and benefits compared to constraints and disadvantages depicting its effectiveness in coping stress. Originality value: This paper not only facilitates depth understanding of various factors affecting stress coping mechanism but also provides a direction towards establishing measurement scales for stress coping mechanism in the future research. Hence this study acts as guiding tool for the academician, researchers, psychiatrists and HR policymakers to enhance employee productivity.
... This model organizes occupational stressors into five categories: factors unique to the job, role in the organization, career development, interpersonal work relationships, and organizational structure/climate. Stress occurs specifically when a significant conflict exists between the employee and the work demands placed on that employee (Colligan et al., 2006) [32]. Michie (2002) [8] additionally included both individual and extra-organizational outcomes generated from these sources of occupational stress to account for external contributors to burnout. ...
... This model organizes occupational stressors into five categories: factors unique to the job, role in the organization, career development, interpersonal work relationships, and organizational structure/climate. Stress occurs specifically when a significant conflict exists between the employee and the work demands placed on that employee (Colligan et al., 2006) [32]. Michie (2002) [8] additionally included both individual and extra-organizational outcomes generated from these sources of occupational stress to account for external contributors to burnout. ...
Burnout is a state of emotional, physical, and mental exhaustion often caused by excessive and prolonged stress. Given the emotionally and often physically demanding nature of the work of correctional professionals, they are at substantial risk of suffering the adverse consequences of burnout. We systematically reviewed (Stage 1) the influence of burnout amongst forensic psychologists, psychiatrists, case workers, nurses, and correction officers. Interventions were then reviewed (Stage 2) at the individual and collective level to examine the effectiveness or efficacy of treatments for burnout among professionals working in corrections.
... Third, even though some occupations, such as teachers and students, are non-seasonal, they have to face the challenges of planning school events during spring and autumn, thereby becoming stressed or even burnt out [65,68]. Several factors contribute to workplace stress: workload, interpersonal conflicts, a lack of resources and internal pressures [65,69], a poor work structure or organization, an inflexible management system, and unsatisfactory working conditions [47]. Work-related psychological stress may induce peptic ulcers [46], regardless of H. pylori infection and NSAIDs usage [70]. ...
Background: The seasonal variation of peptic ulcers is a rhythmic phenomenon reported worldwide, exhibiting diverse patterns and controversies. Unfortunately, it has remained an unresolved mystery for more than 90 years. Numerous studies have found that this phenomenon was closely associated with multiple environmental factors, but the underlying mechanism has never been elucidated. Objectives: This study aims to elucidate the seasonal variation of peptic ulcers and identify the role of environmental factors in the disease. Methods: Based on a recently identified etiology of peptic ulcers, two inverse operations in calculus, differentiation and integration, are iterated to analyze the existing data. First, the fluctuation curve in the seasonal variation is differentiated twice into the monthly incidences caused by multiple individual environmental factors, and the fluctuation curve due to each individual environmental factor is generated separately. Second, the monthly incidences caused by the individual environmental factors are integrated twice to reproduce the fluctuation curves in the seasonal variation of peptic ulcers. Results: The differentiations of the fluctuation curves in the season variation reveal a parallel relationship between the psychological impacts of each individual environmental factor and the monthly incidences of peptic ulcers. The integrations of the monthly incidences caused by 3 environmental factors reproduce the fluctuation curves in 3 representative seasonal patterns of peptic ulcers but make the parallel relationships invisible. Discussion: The parallel relationships revealed a causal role of environmental factors in peptic ulcers, whereas the reproduction of the fluctuation curves elucidated that multiple environmental factors cause the seasonal variation of peptic ulcers by Superposition Mechanism. The regional differences in environmental factors result in the diverse patterns, as well as the controversy questioning the seasonality of peptic ulcers. Significantly, the data analyses exemplify the application of a new concept, Superposition Mechanism, which might be an indispensable methodological complement to life science and medicine.
... Work violence, understood as "direct exposure to negative, systematic, and prolonged behaviour at work" [1], has been studied in health and care services for legal, productive, or public health reasons [2][3][4]. It has also aroused public and academic interest due to its magnitude [5][6][7] and the efects it generates, such as negative behavioural, emotional, cognitive, and physical outcomes, for professionals [8]. ...
Client violence against childcare workers is a relevant problem due to its impact on their well-being and the service they provide due to their significant role in the child protection process. This study explored violence against childcare workers using a systematic literature review. PubMed, Science Direct, ResearchGate, and Google Scholar were searched for studies that included the words workers, childcare workers, child protection workers, social workers, user violence, client violence, child violence, parental violence, client aggression, client-perpetrated violence, residential childcare, childcare centres, and/or child protection centres. A total of twenty studies were included. Most studies described violent incidents, often directly involving children or their parents. The results indicate that the effects of violence significantly impact the life and well-being of workers and that workers and organizations naturalize it. It is necessary to advance in the denaturation of violence in the workplace and agree on a violence definition to implement preventive measures such as induction, training, and supervision.
... Work-related stress is "the reaction, people may have when presented with work requirements and pressures that are not compatible with their skills and capabilities and which challenge their ability to cope [1][2][3][4] . There are more evidences that long-term work stress can lead to complications including cardiovascular disease, mental illness, and musculoskeletal disorders [5][6][7] . ...
Clinical laboratory professionals form the backbone of modern health care system. Work stress affects the overall physical and mental wellbeing of clinical laboratory professionals and their productivity. Long term untreated stress can lead to complications including cardiovascular diseases, mental illness, and musculoskeletal disorders. The objective of the study was to assess the work stress among clinical laboratory professionals, evaluate the work stress coping strategies, and to assess how effectively they get support in dealing with stress with the help of stress management programmes. Methods: A total of 228 clinical laboratory professionals have taken part in the study. The study period was from 15 th April 2023-24 th April 2023. Snowball sampling technique was used where online survey questionnaire developed using The Workplace Stress Scale™ was shared and the data were analyzed. Two more questions were included in the study to know the coping strategies used by clinical laboratory professionals to manage work stress and how effectively work stress management workshops/programmes are used to monitor and resolve work stress and reduce or eliminate stress at the workplace. Results: Out of 228 participants, 43.85 % experienced fairly low stress to no stress whereas 39.47 % percentage of participants reported moderate stress and 16.66 % of the participant experienced severe stress out of which 2.19% had stress level which is potentially dangerous and should seek professional assistance which suggests that workplace stress is present among clinical laboratory professionals. Most of the participants in the study were females 164 (71.93%) 42.69% experienced fairly low to no stress,40.24% reported moderate stress,17.07% experienced severe stress including 1.22% having potentially dangerous stress. Out of 64 (28.07%) males, 46.88 % had fairly low to no stress,37.5% had moderate stress ,15.63% had severe stress out of which 4.69% had potentially dangerous stress levels. Interpretation and Conclusion: Employees need to develop coping mechanisms to reduce stress at work. Work stress coping strategies should be employed at management and individual levels to reduce the work-related stress. Organizations must conduct workshops on stress management, motivation, and education to assist clinical laboratory professionals in handling their work-related stress professionally.
... Stress caused by OT in the relationship between OT and BS has a critical role. That is because stress is one of the destructive consequences of OT on employees [13,19]. The lengthy persistence of stress is one of the most important reasons for the emergence of BS [20]. ...
Organizational toxicity is a key organizational issue today, impacting the success of both employees and organizations negatively alike. Negative working conditions revealed by organizational toxicity pave the way for an organizational atmosphere to arise, which negatively influences the physical and psychological well-being of employees, causing burnout syndrome and depression. Thus, organizational toxicity is observed to have a destructive impact on employees and can threaten the future of companies. In this framework, this study examines the mediating role of burnout and moderator role of occupational self-efficacy, in the relationship between organizational toxicity and depression. Conducted as cross-sectional, this study adopts a quantitative research approach. To that end, convenience sampling was used to collect data from 727 respondents who are employed at five-star hotels. Data analysis was completed with SPSS 24.0 and AMOS 24 packages. Consequent to the analyses, organizational toxicity was determined to have a positive effect on burnout syndrome and depression. Moreover, burnout syndrome was found to have a mediating effect on the relationship between organizational toxicity and depression. In addition, occupational self-efficacy was found to have a moderator role on the effect of employees' burnout levels on their depression levels. According to the findings, occupational self-efficacy is an influential variable on reducing the impact that organizational toxicity and burnout have on depression.
... Those who reported being under greater scrutiny are more likely to experience career burnout, and those who reported that their religiosity negatively influenced their work relationship were more prone to callousness. Active involvement and inclusion of Muslim clinicians in organizational cultures, 48 providing professional growth and development resources, 49 and examining the diversity and inclusivity of performance evaluation strategies can improve their workplace experiences. 50 Majoritarianism prevails in the healthcare ecosystem as it does in policymaking, which is palpable in the underrepresentation of Muslim healthcare workers and what may exclusively matter to them. ...
Background Career satisfaction and burnout among physicians are important to study because they impact healthcare quality, outcomes, and physicians' well-being. Relationships between religiosity and these constructs are underexplored, and Muslim American physicians are an understudied population.
Methods To explore relationships between career satisfaction, burnout, and callousness and Muslim physician characteristics, a questionnaire including measures of religiosity, career satisfaction, burnout, callousness, and sociodemographic characteristics was mailed to a random sample of Islamic Medical Association of North America members. Statistical relationships were explored using chi-squared tests and logistic regression models.
Results There were 255 respondents (41% response rate) with a mean age of 52 years. Most (70%) were male, South Asian (70%), and immigrated to the United States as adults (65%). Nearly all (89%) considered Islam the most or very important part of their life, and 85% reported being somewhat or very satisfied with their career. Multivariate models revealed that workplace accommodation of religious identity is the strongest predictor of career satisfaction (odds ratio [OR]: 2.69, p = 0.015) and that respondents who considered religious practice to be the most important part of their lives had higher odds of being satisfied with their career (OR: 2.21, p = 0.049) and lower odds of burnout (OR: 0.51, p = 0.016). Participants who felt that their religion negatively influenced their relationships with colleagues had higher odds of callousness (OR: 2.25, p = 0.003).
Conclusion For Muslim physicians, holding their religion to be the most important part of their life positively associates with career satisfaction and lower odds of burnout and callousness. Critically, perceptions that one's workplace accommodates a physician's religious identity associate strongly with career satisfaction. In this era of attention to physician well-being, the importance of religiosity and religious identity accommodations to positive career outcomes deserves focused policy attention.
... We include here the primary factors that lead to stress in the workplace, but this does not mean that they are exclusive. Workplace stress can arise from several factors, including a toxic work environment (Colligan & Higgins, 2006;Hoboubi et al., 2017), conflicting roles and responsibilities ( Van den Brande et al., 2016), unequal pay and benefits (Kakemam et al., 2019), poor leadership style (Boyer-Davis, 2018), and so on. (Kerdpitak & Jermsittiparsert, 2020) acknowledge the internal factors within organizations that lead to workplace stress, yet, they find that non-work-related factors play an equal role in creating stress in the workplace. ...
The aim of the current study was to investigate the impact of workplace stress on employee engagement within Iraqi universities through the mediator role of leadership style. Work-related stress and non-work-related stress were identified as representing workplace stress. Employee engagement has been measured through three types: social engagement, affective engagement, and intellectual engagement. Two types of leadership styles have been tested: directive and participative leadership. the structural equation Modeling was used to test the study model. A sample of 245 employees in Iraqi universities, including university professors, was targeted. Only 214 respondents participated in the survey. The results showed that non-work-related stress is the most influential factor in employee engagement. Furthermore, it has been found that the participative leadership style mediates the relationship between work-related and non-work-related stress and employee engagement. There is one exception; participative leadership did not mediate the impact of non-work-related stress on intellectual.
... Williams & Cooper (2002) describes stress as reactions of employees when certain demands, pressure and other professional aspects, which employee face at work, do not tie with employee's knowledge, creating threats and challenges to individual's capabilities that can lead to struggle for existence in the workplace. Occupational stress is a complex psychological concept that can be defined as the change in a person's mental or physical state in response to a circumstance that appraise challenge or threat from the workplace to the employee (Colligan & Higgins, 2005). Aydin (2018) suggests occupational stress as psychological and physical pressure that emerges in an individual due to a mismatch of job demands and available resources. ...
This study was conducted to investigate the relationship between occupational stress on employee performance in the Maldives tourism industry. Descriptive research design was adopted for primary data collection. A questionnaire containing 24 items with Likert 5-point scale (1: strongly disagree – 5: strongly agree) was developed as the research instrument to collect quantitative data. The questionnaire was divided into three parts: the first part sought demographic characteristics; the second part sought responses on causes of stress (work overload, inadequate compensation, career concerns and interpersonal conflicts) as independent variables; The dependent variable was employee performance and part three of the questionnaire comprises factors to identify the impact of stress on the dependent variable. A total of 270 respondents were selected from various tourist resorts in the Maldives by employing convenience sampling technique. Regression techniques using SPSS26 were carried out to analyze and evaluate the impact of occupational stress on employee performance. The findings of the study showed that both work overload and inadequate compensation have significant negative impact on employee performance. The other two independent variables, career concerns and interpersonal conflicts found to have no significant impact on employee performance. Hence, it was concluded that increased workload and inadequate compensation escalates level of stress and significantly reduces employee performance. Therefore, it is recommended for managers not to increase employees’ work demands in a way that exceeds the individual’s ability to complete the assigned tasks. It is also imperative for managers to ensure that the employees’ benefit package or compensation reflects the amount of effort they invest on work. This will help to reduce the level of stress and enhance employees’ performance. Since there are limited/no past researches in the context of Maldives tourism industry, future research should be more structured and consider exploring different variables that contribute to stress and are not used in this research. This will help to draw a better understanding of the subject and would also facilitate to obtain an improved analytical result.
... Work is associated with many demands; therefore, it is important that employees can restore resources that have been depleted through the course of the workday [1]. Employees and organizations face adverse health-and performance-related consequences if employees are not able to restore their depleted resources [2]. Even in the context of a short work break, spending time performing certain activities, such as physical activity [3] or experiencing a nature environment (here termed nature contact) [4], contributes to the restoration of depleted resources. ...
Employees face many demands throughout the workday. Participating in activities can help employees recover from the pressures of work, and physical activity and time spent in nature are among the most beneficial. Simulations of nature offer some of the benefits of actual contact with nature and can address some of the barriers to exercising outdoors that some employees may face. In this pilot study, we examine the influence of physical activity and virtual or actual nature contact on affect, boredom, and satisfaction when experienced during a break from a demanding work task. Twenty-five employed adults participated in an online study in which they completed a problem-solving task, completed a twenty-minute break, and then completed another session of the problem-solving task. During the break, participants were randomized to either a control condition, a physical activity and low-fidelity virtual nature contact condition, a physical activity and high-fidelity virtual nature contact condition, or a physical activity and actual nature contact condition. An examination of the means of affect, boredom, and satisfaction before, during, and after the break revealed that those in high-fidelity virtual nature and actual nature contact conditions seemed to report more positive well-being during the break. The results highlight that to help employees recover from work demands, it could be important to take breaks, be physically active, and have contact with nature, which should be simulated in high fidelity if actual nature contact cannot be achieved.
... ¿Hasta qué punto una enfermedad crónicodegenerativa es considerada resultado de la exposición a condiciones laborales no favorables? Como demuestran investigaciones internacionales, existe una gama de enfermedades atribuibles al trabajo como enfermedades cardiovasculares, obesidad, cáncer, desórdenes musculoesqueléticos, burnout y depresión (Blanc-Lapierre, Rousseau, & Parent, 2017;Choi et al., 2010;Colligan & Higgins, 2006;Jennings, 2008;Johnston et al., 2016;Kivimäki et al., 2009;Landsbergis et al., 2011;Schnall, Dobson, & Landsbergis, 2017;Schulte et al., 2007). ...
... Several reports (e.g. Ilies et al, 2010;Colligan and Higgins, 2006;Briner, 2000) have shown excessive workload to have an adverse impact on individual mental and emotional wellbeing. In relation to the present study, this interpretation may be somewhat partial due to the limited information on the extent or prevalence of mental and emotional symptoms among the teachers considering the suggestion of underreporting of experiences of stress by some teachers. ...
This study focused on stress and resilience among teachers in 15 urban secondary schools serving areas of multiple and complex disadvantage in the Greater Manchester and Merseyside regions of England (UK). It utilised the mixed-methods approach to gather and analyse the data. This consisted of a questionnaire survey of 150 teachers and interviews of 20 teachers. It examined person characteristics of teachers in these schools; key stress risks in the schools; coping strategies employed by these teachers and their protective factors. The main quantitative analysis methodologies used in the study were descriptive analysis; factor analysis and regression analysis. Qualitative findings were analysed using thematic analysis and teacher pen portrait and school case study presentations. Integrative analysis of quantitative and qualitative findings was then conducted in the discussion of main findings. This study found that the teachers’ major force characteristics were self-efficacy; persistence; personal attitudes towards one’s job; personality and temperament and commitment to the job. Their main resource characteristic was experience while their major demand characteristic was their professional role. These teachers were also exposed to person, proximal processes, context and time risks. There were risks associated with force and demand person characteristics. The main process risks were within their interactions with pupils, parents, colleagues and senior management. There were also context risks in their microsystem, mesosystem, exosystem and macrosystem. There were also time risks across the microtime, mesotime and macrotime. To cope, teachers in this sample utilised both direct-action and palliative coping strategies. Results also indicated that these teachers’ protective factors were in their resource and force characteristics; proximal processes; context and time.
... The workplace environment possesses several stressors (Colligan & Higgins, 2006;Sonnentag & Frese, 2013). Researchers have consensus that illegitimate tasks are task, role, and justice-related workplace stressors (Schulte-Braucks et al., 2019;Semmer et al., 2015;Sonnentag & Frese, 2013). ...
Recent research in organizational behavior reveals that even though expediency is detrimental to an organization, it remains an overlooked phenomenon. Expediency is covert unethical behavior and is challenging to identify because it is mostly confused with proficiency. Limited empirical research can be traced in the literature investigating when and why employee exhibits expediency. This research aims to identify and examine contextual factors in organizations that are the probable cause of employee expediency. Organization-set high-performance goals are examined as a predictor of expediency. Furthermore, supervisor expediency and illegitimate tasks are investigated as mediators to refine the causal mechanism between organization-set high-performance goals and employee expediency. Drawing on the transactional model of stress and coping, it is theorized that organization-set high-performance goals, supervisor expediency, and illegitimate tasks are contextual workplace stressors, and employees exhibit expediency to cope with them. Data is collected from private health sector employees with a sample size of 591. It is a time lag- study with four-wave data collection and two sources, that is, supervisors and subordinates. The results provide empirical support to the hypotheses formulated in the present study. The findings demonstrate that organization-set high-performance goals positively and significantly affect employee and supervisor expediency. Additionally, results confirm the mediation effect of supervisor expediency and illegitimate tasks. Theoretical and practical implications and future research directions are also discussed.
... Chronic stress, on the other hand, is the most harmful, as it is caused by long-term stressors [5][6][7][8]. Mental stress has been linked to a variety of disorders, including stroke, cardiovascular disease, cognitive issues, speech abnormalities, and depression, according to various studies [9][10]. Furthermore, stress has an indirect effect on the human body at several levels, including skin diseases, food habits, insufficient sleep, and decisionmaking [11][12][13]. ...
In the present time, stress is one of the major problems in human life. Person from every age group is facing stress and have increased major diseases such as distressing, heart diseases, and others. As we know “Prevention is better than cure” so, early recognition of mental stress can avoid many stress-related problems both physically and mentally including heart stroke and depression. When a person is stressed, many biological signals such as heat, electricity, impedance, acoustics, and optics change take place in their body and these biological signals can be used to evaluate stress levels. In this study, WESAD (Wearable Stress and Affect Detection) dataset is used, which is collected using wearable sensing devices such as wrist-worn. Further, multiple machine and deep learning models including support vector machine (SVM), Decision Tree (DT), k-nearest neighbors (k-NN), and long short-term memory (LSTM) are used for detecting human stress. The result shows that the LSTM achieved high model accuracy in comparison with other models in terms of precision (97.01%), recall (97.00%), F1-score (97.03%), and accuracy (98.00%). So, from the result, it is confirmed that LSTM modal may be used as stress prediction model.KeywordsStressRelaxDetectionLong short-term memory
... Psychological models of work stress have also long recognised autonomy (and the related job characteristics termed job control or decision latitude, depending on the model) as one of the most important resources that may buffer the effects of job demands on strain (e.g., Bakker & Demerouti, 2007;Karasek, 1979). However, the kind of autonomy discussed in the work stress literature usually concerns autonomy over work methods, work scheduling, or time and place of work (e.g., De Spiegelaere et al., 2016), and not the factors often recognised as major stressors, such as the amount of work (Colligan & Higgins, 2006). Therefore, it is unclear whether and to what extent the main causes of workplace stress are under the control of employees. ...
High levels of work stress are prevalent today, and the underlying working conditions need to be tackled urgently. In this study, our aim was to identify the range of factors that employees themselves perceive as hindrances to the flow of work, that is, hindrance stressors. We analysed the open-ended questionnaire responses of 4766 employees working in the health care sector using semi-automated content analysis. We then used more detailed conventional content analysis to compare the responses of the groups that reported high (n = 1388) and low (n = 833) levels of subjective stress. Finally, we interpreted and categorised the stressors raised by the respondents from the viewpoint of controllability, to shed light on where to target interventions. The main hindrance stressors reflected inadequate staffing, work overload, time pressure, and management-related issues, of which the responses revealed concrete examples. Interruptions and problems related to cooperation and instructions were also commonly mentioned. The respondents in the high stress group emphasised work overload and issues related to management and clients. Our results suggest that the major hindrances to daily work are beyond employees’ control and require decisions and resources at the level of supervisors, managers, directors, and policymakers. Future studies on work stress should explore the controllability of common stressors in more detail and include the appraisal of controllability in explanatory models. Avoiding overemphasis of psychological coping and instead targeting harmful working conditions and the organisational actors who can influence these could make workplace stress management interventions more effective.
... Other studies pinpointed specific toxic behaviors which can manifest in workplaces, such as ostracism, incivility and harassment (Anjum and Ming, 2018). In a stretch of time, researchers have thrown light on the common characteristics of a toxic workplace such as rewarding mediocre performance instead of merit-based performance, high employee turnover, managers who tend to lose their temper and are overly demanding, extreme focus only on self-advancement, negative emotional contagion and high stress among others (Colligan and Higgins, 2006;Gilbert et al., 2012;Sarkar et al., 2022). Frostand Robinson (1999) posited that personality traits, career setbacks, resistance to change, autocratic work environments, downsizing and other management actions spawned toxic behaviors and workspaces, and Wilde (2016) outlined the macro sources of toxicity which can contaminate the organization, classifying them into structural, cognitive, behavioral and symbolic sources. ...
Purpose:
The study examined the relationship between workplace toxicity and turnover intentions among Indian healthcare employees. It also explored the role of gratitude as a moderator in the workplace toxicity-turnover intentions relationship.
Design/methodology/approach:
The study is based on a cross-sectional research design. The sample comprises 315 employees from the Indian healthcare sector. Approximately, 400 employees are approached both through email and office visits. Responses were received from 336 participants, and 21 incomplete questionnaires were discarded. The relationships between four variables of workplace toxicity and turnover intentions are examined using correlation and hierarchical regression. The moderation effect of gratitude is studied using the PROCESS macro in SPSS 21.
Findings:
The results revealed that workplace toxicity could explain 45.8% variations in employees' turnover intentions. It also reported significant negative regression coefficients between all four dimensions of workplace toxicity and turnover intentions. It suggested that toxic health organizations may promote turnover intentions among healthcare employees. Also, findings recommended a significant moderating effect of gratitude amid the relationships of four dimensions of workplace toxicity and turnover intentions.
Practical implications:
Hospital administrators must ensure that health professionals have the necessary support to remain effective in the field by providing a conducive working environment emerging from sound human resource practices that promote respect, collegial relationships, teamwork and collaboration. The present research demonstrates gratitude as one such factor that could act as a catalyst within the workplace. Practitioners could achieve a healthy work environment by developing complementary relief measures that build organizational capacities and improve its culture while sponsoring programs for individual employees that instill positivity through awareness of gratitude in everyday life.
Originality/value:
This study offered a comprehensive understanding of workplace toxicity by investigating its four dimensions. Also, it is one of the pioneer studies that evaluate the role of gratitude in restricting workplace toxicity-induced turnover intentions.
... According to Lazarus 10 , "any change, either good (eustress) or bad (distress), is stressful, and whether it is a positive or a negative change, the physiological response is the same. " To cope with workplace stress, an employee has to cognitively acknowledge that a situation causes stress before even attempting to manage it 11 . Kobasa's framework of psychological hardiness offers three main categories of coping strategies 12 : commitment (having an active involvement in one's own work with a sense of purpose), control (believing and acting instead of feeling helpless in front of adversity), and challenge (believing that change could be a source of improvement). ...
Workplace stress is often considered to be negative, yet lab studies on individuals suggest that not all stress is bad. There are two types of stress: distress refers to harmful stimuli, while eustress refers to healthy, euphoric stimuli that create a sense of fulfillment and achievement. Telling the two types of stress apart is challenging, let alone quantifying their impact across corporations. By leveraging a dataset of 440 K reviews about S &P 500 companies published during twelve successive years, we developed a deep learning framework to extract stress mentions from these reviews. We proposed a new methodology that places each company on a stress-by-rating quadrant (based on its overall stress score and overall rating on the site), and accordingly scores the company to be, on average, either a low stress, passive, negative stress, or positive stress company. We found that (former) employees of positive stress companies tended to describe high-growth and collaborative workplaces in their reviews, and that such companies’ stock evaluations grew, on average, 5.1 times in 10 years (2009–2019) as opposed to the companies of the other three stress types that grew, on average, 3.7 times in the same time period. We also found that the four stress scores aggregated every year—from 2008 to 2020 —closely followed the unemployment rate in the U.S.: a year of positive stress (2008) was rapidly followed by several years of negative stress (2009–2015), which peaked during the Great Recession (2009–2011). These results suggest that automated analyses of the language used by employees on corporate social-networking tools offer yet another way of tracking workplace stress, allowing quantification of its impact on corporations.
... Job stress is defined as "the change in one's physical or mental state in response to the workplace that pose a clear challenge or threat to that employee's wellbeing" [52] (p. 90). ...
Building on the social support theory and the job demands-resources (JD-R) model, the current research explores the role of coworker task support on the perceived uncertainty, job stress, and emotional exhaustion of hospitality employees affected by the COVID-19 crisis. Moreover, this research investigates the moderating impact of supervisor support and family support on the relationship between perceived uncertainty and emotional exhaustion. The data were collected from 353 hospitality employees currently working in the hospitality industry in Pakistan. Partial least squares structural equation modeling (PLS-SEM) was employed using SmartPLS 3.3.3 software to examine the proposed hypotheses and to analyze the research model. The results point out that coworker task support has no significant relationship with emotional exhaustion. Furthermore, perceived uncertainty and job stress fully mediated the association between coworker task support and emotional exhaustion. Additionally, supervisor support and family support significantly moderated the association between perceived uncertainty and emotional exhaustion. This research contributes to the literature by expanding our knowledge of the role of social support in alleviating the perceived uncertainty, job stress, and emotional exhaustion of hospitality employees during the COVID-19 crisis. The theoretical and practical implications of the study are further discussed.
... In recent years, the number of people suffering from stress has dramatically increased in Spain (CinfaSalud, 2017). In medical research, stress is classified depending on its duration into the following three categories: acute stress, acute episodic stress and chronic stress (Colligan & Higgins, 2006). Furthermore, stress is categorized depending on the settings where it emerges. ...
Today, people live in the age of new diseases, such as stress and anxiety, and these diseases can affect users’ decision making regarding different products and services. Another important variable that can affect decision making is the use of mobile applications for marketing purposes. However, despite the importance of the aforementioned factors, relevant academic research on the impact of these variables on decision making has been scarce. The present study fills this gap in the literature using the technology acceptance model and integrating stress and anxiety variables. To this end, a sample of 672 customers of Spanish restaurants is analyzed. After carrying out a descriptive analysis of the sample and the variables, the structural equation model is used. In particular, the partial least squares model is used to test the hypotheses. The paper concludes with a discussion of how the results of the present study contribute to previous research on stress and anxiety, along with technology acceptance model variables, on decision making. In particular, the results have shown that there is no direct relationship between stress and perceived usefulness, and perceived ease of use, and attitude towards using. Although the relationship between stress and anxiety, perceived usefulness and attitude towards using, perceived usefulness and stress, and other relationships raised in the hypotheses have been confirmed.
... Considering which, Colligan and Higgins [44] reported a directly proportionate relationship between the consequences of stressors with psychological disorders, intent to leave, declined organizational commitment, and job satisfaction. Moreover, role stressors adversely affect the work-life balance and overall health of employees. ...
Nurses make up most of the global healthcare system, thus justifying their significance in the respective industry. The healthcare profession is amongst the very few careers that are attributed to a very high level of stress and imbalanced work-life equilibrium. Over past decades, the said nature of work has been observed to coerce countless nurses to leave their respective organizations. Considering this, the current study primarily evaluates the impact of role stressors on the turnover intentions of nurses employed in the healthcare industry of Pakistan. Secondly, the study examines the mediatory role of organizational cynicism between the role stressors and turnover intentions to explain the escalating trend of nurses intending to leave the industry. Lastly, it assesses the moderating role of self-efficacy between the organizational cynicism and the intended turnover of a nurse, to gauge the amount of variation self-efficacy can cause to mitigate the negative attitudes of employed individuals. The current study was conducted in the twin metropolitans of Pakistan i.e., Rawalpindi and Islamabad. A total of 394 responses were statistically evaluated using SmartPLS 3.0. The results of the current study indicated a significant impact of role stressors on the turnover intentions of nurses. Also, organizational cynicism was observed as a significant mediator between role stressors and turnover intentions. Further, self-efficacy as well was observed as a significant moderator between organizational cynicism and the intent of healthcare workers to leave the organization. The present study addressed the conceptual research gap by exploring the direct cumulative effect of role stress (role ambiguity, role conflict, role stressors, work-family conflict) in developing the intents of professionals to quit their employing organizations, the mediatory role of organizational cynicism, and the moderation effect of self-efficacy between the undertaken variables. While in terms of abridging the contextual research gap, the current study evaluated the proposed research model within the healthcare sector of Pakistan. The findings of the current study commended the management personnel of the healthcare industry to provide the nurses with healthy professional environments to work in, as well as catering to their professional and personal expectations to a better extent. Hence, increasing the ownership of an individual depicted towards his/her employing organization.
... Teknostres kavramını ele almadan önce örgütsel yazında çok önemli bir yere sahip stres kavramını ele almanın yararlı olacağı düşünülmektedir. Colligan ve Higgins (2005), stresi bireyin tehdit ve belirsizlikler karşısında kişisel psikolojik ve fiziksel yapısında meydana gelen değişiklikler olarak tanımlamaktadır. Söz konusu değişiklikleri tolere edebilmek bireyi oldukça zorlamaktadır. ...
In the organizational behavior literature, stress is often considered conceptually different from other organizational outcomes, because of its harmful effects. Technological developments, which took place just before the millennium and still continue at a dizzying pace, have caused changes in the business techniques and tactics of organizations. The change in question has shown itself as digitalization, and modern communication tools that entered our lives have begun to affect the organization and its employees in many ways. The aforementioned effects have caused the concept of stress in its classical sense to be approached from a different perspective. In this context, the speed and convenience that digitalization provides to organizations have caused the concept of stress to metamorphose and show itself as technostress. Especially in recent years, the negative effects of technostress on employees have made it very popular. Despite this popularity, it is thought that technostress is not fully understood, studies to alleviate its effects are insufficient and it is necessary to eliminate the lack of understanding of the concept of technostress. As organizations demand more and more from their employees and con-fuse the border between working life and private life, it seems inevitable that technostress will occur in employees. This chapter reviews the technostress literature to define technostress, examine its theoretical foundations, antecedents, and consequences, and advise ways to alleviate its effects for the sake of personal and organizational efficiency and performance.
Keywords: Technostress, digitalization, antecedents, and effects of technostress, reducing the effects of technostress.
... Thus, the discussion of our model's findings centers around the necessity of appointing a competent and responsive chair to mitigate professor bullying and how a chair might help reduce strainrelated bullying by delegating manageable job demands, alleviating stress, allowing for job control, and, most important, providing social support to faculty when needed. As Colligan and Higgins (2005) pointed out, "managers play a critical role in the identification and intervention of chronic workplace stress" and "by removing obstacles such as work overload, environmental annoyances, isolation, and lack of autonomy, an environment is created in which an employee will be able to flourish" (p. 95). ...
Guided by the job demand-control-support model of workplace strain, this study tested a theoretical model of academic work environments to explain workplace bullying in academia. College professors ( N = 503) completed a questionnaire about working in academia and experiencing bullying at work. Results of a conditional process analysis revealed that psychological job demands affected workplace bullying incidents directly, and indirectly through increased occupational stress; however, the mediated effect depended on how supportive the supervisor was and how much control professors had over their job duties (moderated moderated mediation). In departments where supervisors provided low to average social support to faculty, the indirect effect on bullying was weakened when professors had more decision authority over how they completed their job demands (moderated mediation). However, in departments where supervisors were highly supportive, there was no indirect effect of demands on workplace bullying through stress, despite how much or little decision authority professors had in doing their jobs (no moderated mediation). These findings speak to the importance of appointing a chairperson who will encourage professors’ autonomy in completing their work, and, more crucially, provide social support to discourage faculty bullying in response to job stressors.
... Research has found that stress can negatively impact the meaningfulness of work (Rothmann & Hamukang'andu, 2013). When too much effort is placed on coping with stress, processing work-related information may become more difficult (Colligan & Higgins, 2005), which will lead to finding lower levels of meaning with their jobs (Agervold & Mikkelsen, 2004;Caillier, 2021). As the direction-giving language and the empathy provided by leaders who use motivating speech could potentially help employees reduce stress, it may also positively impact the meaningfulness of work. ...
To fill the research gap and expand the body of knowledge on leadership communication and internal communication, the current study investigates the effect of leader motivating language on psychological safety, job meaningfulness, and psychological availability, and employee advocacy in the United States and India. Through a web survey of 441 participants from the U.S and 354 participants from India, the study confirmed that leader motivating language is positively related with psychological safety, job meaningfulness, psychological availability, and employee advocacy in the United States and India. The study also looked at the relationship that psychological safety, work meaningfulness, and psychological availability have with employee advocacy, a concept that has been described as an indicator of public relations effectiveness and the ultimate test of a relationship between an organization and its employees.
... Broadly the causes of work stress can be segregated to individual, environmental, organizational [23]. The significant factors causing workplace stress are extensively studied by different researchers such as [24], [25], [20], [26], [27], [22], [28]. Some of the important factors from the literatures from organisations are cited below. ...
Human resources are the main pillar of success for any organization. Employees are the milestone of the organization. Healthy individuals can contribute more to the growth and productivity. In the present technological era the smart moves of the organizations to handle the challenges and cope up with the advanced technology, employees feels lots of pressure and they are in the stress trap. Research shows that workplace stress is in the rising state. Employees are facing work-life balance issues and their life is affected. They are facing many health issues such as diabetics, high blood pressure, indigestion, asthma, neurological problems, insomnia, heart disease etc. Psychological and emotional issues are also rising due to stress. Not only employees but also organizations are suffering high job attrition, absenteeism, job dissatisfaction among employees, low productivity and growth. Stress is being treated as an occupational health issue. It is a concern for both the organization and employees to manage the stress for mutual benefit. The purpose of this article is to define the nature, types and structure of stress, explore the different stressors which create workplace stress, the impact of workplace stress on both employees as well organizations and role of motivation and training for stress management. The measures to be adopted by both employer and employees are highlighted in the paper. The paper was conceptualized on the base of interaction with employees of different organizations and secondary data source.
... According to Colligan & Higgins (2010), there are advantages for human resources if they motivate their employees to improve employee performance in the organisation. Productivity is an element that directly influences an organisation's profit (Gummesson, 1998;Sels et al., 2006). ...
... The pressure of working longer hours has been shown not only to have a negative effect on ethical decision-making (Overall, 2018), but it has also been shown to adversely affect one's work-life balance and mind-body connection (Overall, 2016), which may influence negatively one's subjective happiness. Overall (2016) demonstrates that this pressure can also increase workplace stress (Colligan and Higgins, 2005). These negative individual consequences of working longer hours also have high overall social cost implications. ...
The fields of positive psychology, cognitive behavioral therapy, mindfulness, and goal-setting have all demonstrated that individuals can modify their beliefs, attitudes, intentions, and behaviors to improve their subjective happiness. But which ethical beliefs affect happiness positively? In comparison to ethical belief systems such as deontology, consequentialism, and altruism, rational egoism appears to be alone in suggesting that an individual’s long-term self-interest and subjective happiness is possible, desirable, and moral.
Albeit an important theoretical foundation of the rational egoism philosophy, the relationship between rational egoism and subjective happiness has yet to be investigated empirically. Using (Overall and Gedeon, Business and Professional Ethics. 38:43–78, 2018) 24-item rational egoism scale, we test this relationship on a random sample of 534 full-time American workers using partial least squares structural equation modelling (PLS-SEM). Consistent with rational egoism theory, the main contribution to knowledge of this research is finding a statistically significant relationship between rational egoism and subjective happiness. Implications for practice and areas for future study are suggested.
Employee efficiency is vital to an organization’s success and sustainability. As such, the work environment can significantly influence employee productivity, either positively or negatively. Recognizing the importance of employees, top-performing organizations prioritize creating a supportive workplace, given that employees spend a substantial portion of their lives performing work-related tasks. Conversely, unsuitable, and unfavourable work environments can contribute to job-related stress. This study investigates the work environment factors that affect employee productivity and explores how these elements can boost employee performance. Data was collected through a survey of 300 randomly selected staff members from three tertiary institutions Akenten Appiah-Menka University of Skills Training and Entrepreneurial Development (AAMUSTED), Kumasi Technical University (KsTU), and Kwame Nkrumah University of Science and Technology (KNUST)) in the Ashanti Region of Ghana to test the conceptual framework. The findings revealed a positive relationship between the workplace environment and employee commitment, suggesting that employee commitment partially strengthens the impact of the workplace environment on employee performance. This study offers practical insights for academic institution management, emphasizing the need to enhance workplace environmental conditions to facilitate effective academic work within these institutions. Keywords: Work environment, employee productivity, employee commitment, employee efficiency
The majority of national policies are successfully implemented at the local level because of primary health care providers. Workplace stress is a change in one's emotional or physical status as a result of their job. They are more likely to experience work-related anxiety and burnout. The present study was undertaken to assess the occurrence of psychological distress, anxiety, and burnout among primary Healthcare workers. Methodology- It is a community-based cross-sectional study that was conducted over the period of 6 months from September 2022 to February 2023 at various Primary Health centres of Mundra taluka, Gujarat. Results- 154 participants were recruited. Out of 154 study participants, 55.84% had mild anxiety, 37.01% had moderate, and 7.15% had severe anxiety levels. Among the same participants, 56.49% had mild stress, 31.17% had moderate stress and 12.34% had severe stress. With respect to burnout, 3.90% had no personal burnout, 22.08% had moderate burnout and 74.02% had high burnout. Conclusion- According to the current study, primary healthcare workers frequently experience stress, worry, and burnout connected to their jobs. Screening regularly for stress, anxiety, and work-related burnout at the workplace is the need of the hour.
The pandemic has urged several drastic measures to be taken. One of them is the shift from work from the office to working from home (WFH). This arrangement has affected employees' time pressure and work-life conflict (WLC), both of which are work-related stressors. To address the issue, this study aims at investigating the effect of WFH on WLC, with time pressure as a mediator on non-start-up private-sector employees in the Greater Jakarta Area. The data were collected from 224 employees through online surveys and analyzed using SEM. It was found that WFH reduces time pressure and WLC. Also, time pressure partially mediated the relationship between WFH and WLC. This study highlights that WFH could reduce work-related stressors. This study can be used as a basis for the management of non-start-up private companies in the Greater Jakarta Area to offer flexible working arrangements such as WFH to its employees. By implementing WFH, management is expected to lessen employees' sense of time pressure.
Although 13 etiological theories, including the most recent Theory of Helicobacter pylori, have been proposed to explain the pathogenesis of peptic ulcers, the seasonal variation of the disease has remained an unsolved mystery for ≥90 years. Additionally, the major characteristics and observations/phenomena of peptic ulcers have never been fully understood. To address these challenges, a recently published Complex Causal Relationship with its accompanying methodologies was applied to analyze the existing data. Peptic ulcers were identified as a psychosomatic disease triggered by psychological stress, where Helicobacter pylori plays a secondary role in only the late phase of ulceration. This etiology addresses all the characteristics, observations/phenomena, controversies, and mysteries of peptic ulcers in a series of 6 articles. This fourth article focuses exclusively on the seasonal variation of peptic ulcers. The seasonal changes on the earth periodically alter multiple environmental/social factors, each of which induces psychological stress in a proportion of individuals and result in a monthly incidence of peptic ulcers. The superposition of the monthly incidences caused by climate, work, and vacation reproduces 3 typical fluctuation curves of the seasonal variation. Further discussion suggests that surrounding psychological stress, multiple environmental and social factors, such as tradition, climate, industry, vacation, and well-being policies, work together to cause the diversity of the seasonal variation. A full understanding of the seasonal variation suggests that peptic ulcers are not an infectious disease caused by Helicobacter pylori, but a psychosocial disease associated with multiple environmental/social factors, further validating the etiology identified by the Complex Causal Relationship.
Stress has a major impact on both an individual and a societal level. Early recognition of the negative impact of stress or reduced resilience can be used in personalized interventions that enable the user to break the identified pattern through timely feedback, and thus limit the emergence of stress-related problems. The emergence of wearable sensor technology makes it possible to continuously monitor relevant behavioral and physical parameters such as sleep and heart rate variability (HRV). Sleep and HRV have been linked to stress and resilience in population studies, but knowledge on whether these relationships also apply within individuals, which is necessary for the aforementioned personalization, is lacking. This thesis introduces a cyclical conceptual model for resilience and four observational studies that test relationships between sleep, HRV and subjective resilience-related outcomes within participants using different types of data analysis at different timeframes. The relationships from the conceptual model and the related hypotheses are broadly confirmed in these studies. Participants tended to have more favorable subjective stress- and resilience-related outcomes on days with a relatively high resting HRV or long total sleep duration. Also, having a resting HRV that fluctuates relatively little from day to day was related to less stress and somatization. However, the strength of the relationships found was modest. The current findings can therefore not yet be directly implemented to initiate meaningful feedback, but they do provide starting points for future research and take a relevant step towards the possible future development of automated resilience interventions.
The high demand for health care workers in Germany creates opportunities for foreigners to work in Germany, including doctors from Indonesia. The difference in cultural context constructs different meanings toward factors of job stress. This study aimed to compare the factors of job stress among doctors in Indonesia and Indonesia's doctors in Germany. KFZA (Kurz-Fragebogen zur Arbeitsanalyse) or Short Questionnaire for Job Analysis is utilized to measure job stress. As many as 12 doctors in Indonesia and 8 Indonesia's doctors in Germany became the participants. As a result, job stress among the two groups triggered by the lack of information and the low opportunity for consultation support. In addition to those factors, job stress among doctors in Indonesia is also triggered by lack of opportunities for comprehensive work, low independence for planning, organizing and decision making, lack of internal social support, poor collaborative work climate, and unsatisfactory organization services.
In this paper the authors consider how psychological coaching can help those with managerial responsibility develop crucial managerial diagnostic skills. The paper refers to three organisational models that coaching psychologists could find helpful as they seek to help managers accurately diagnose the causes of organisational problems. These organisational models can be labelled as follows: (1) Systems approach; (2) Unitary and Pluralist Perspectives; and (3) Role Behaviours versus Personality Behaviours.
The paper also explains how lack of effective diagnosis can lead those with managerial responsibilities to get involved in a range of activities better left to others. Given that organisations operate as systems (Millett, 1998) faulty diagnosis can arise because of a lack of understanding that problems which emerge in one function of an organisation may be caused by actions in other parts of an organisation. Managers need to anticipate the ‘knock-on’ effect that their decisions can have on other areas of organisational activity. Further causes of defective diagnosis explored include a failure of managers to distinguish between role and personality behaviour and the adoption by managers of a unitary as opposed to a pluralist frame of reference, leading to an inability to recognise conflicts of interest and deal with these in a constructive way. Practical advice is given on the development by coaching psychologists of managers’ diagnostic skills related to these models with reference to case studies.
Introduction:
Staff in emergency departments work in an environment where they are continuously exposed to situations with aggressive patients and their caretakers. With increasing incidents of reported violence, the present study was conducted to identify factors associated with stress levels among patients' attendants.
Methods:
A prospective, cross-sectional, observational study was conducted among 256 attendants of patients presenting to Emergency Department (ED). Signs of stress and imminent violence were recorded using STAMP method at initial encounter. Stress levels were assessed using Perceived Stress Scale 10 and Visual Analog Scale at the end of 2 h during patient's stay in emergency department. Factors associated with stress were studied using linear regression analysis. There was a follow-up to estimate the level of stress, to identify risk factors and types of violence in the sample population.
Results:
98.9% of attendants exhibited some form of stress. Age of <40 years, female gender, single marital status, lower educational background, lack of previous experience with ED, perceived long waiting time, and first-degree relatives were the significant risk factors associated with high stress. Verbal aggression was the most common and frequent form of aggression. Noncritically ill patient attendants, no previous experience with EDs, graduates, middle age group, perceived long waiting time, and poor patient response to treatment were found to be risk factors for impending violence.
Conclusion:
Stress was exhibited in majority of caregivers. Further programs are needed to strengthen training for ED staff to identify early and impending violence and to develop coping mechanisms for well-being of both attendants and health-care professionals.
The purpose of this study was to compare factors causing stress in pediatric and general dentists when treating pediatric patients and to evaluate their overall occupational stress level. A total of 191 dentists participated in the online survey, consisting of 66 pediatric dentists and 125 general dentists. The questionnaire was conducted using Google Form. Both groups were stressed due to poor cooperation of patient and caregiver, uncertain prognosis of treatment, and low cost of pediatric dental treatment. The pediatric dentists felt relatively high stress due to poor cooperation from caregivers and an uncertain prognosis of treatment ( p < 0.05). Overall occupational stress was high in both groups in the order of patient, time, job environment, and income-related stress, and the degrees of pediatric dentists were lower than general dentists. Among the 3 sub-factors of occupational burnout, more than 98% of both groups showed burnout in “depersonalization”, and more than 69% of both groups showed burnout in “emotional exhaustion”. Both groups showed a low burnout rate in “reduced sense of accomplishment” and pediatric dentists showed a higher sense of accomplishment than general dentists ( p < 0.05). This study showed that both groups were under high occupational stress due to various factors, and efforts were required to relieve stress.
Despite well-documented evidence that structurally disadvantaged populations are disproportionately affected by infectious diseases, our understanding of the pathways that connect structural disadvantage to the burden of infectious diseases is limited. We propose a conceptual framework to facilitate more rigorous examination and testing of hypothesized mechanisms through which social and environmental factors shape the burden of infectious diseases and lead to persistent inequities. Drawing upon the principles laid out by Link and Phelan in their landmark paper on social conditions, we offer an explication of potential pathways through which structural disadvantage (e.g., racism, sexism, and economic deprivation) operates to produce infectious disease inequities. Specifically, we describe how the social environment impacts an individual's risk of infectious disease through 1) increasing exposure to infectious pathogens; and 2) increasing susceptibility to infection. This framework will facilitate both the systematic examination of the ways in which structural disadvantage shapes the burden of infectious disease and the design of interventions that can disrupt these pathways.
One hundred samples ofumbilicus were taken from chicks .Out of these, 27 (27%) were positive.
The most common of bacterial isolates were Salmonella typhimurium. The biochemical tests for all
isolates, whether from chicks, showed a positive test to check the production of hydrogen sulfide gas,
the fermentation of glucose sugar, the use of citrate as a source of carbon, non-lactose fermentedand
negative for urease enzyme, the result found the most common infection in the cold weather February
, they were found nine isolates (33.33%) more than other groups as 29.63%, 14.82 %and 11.11%,
for January , November , December and October , respectively. The resultswere found a total of 27
isolates were Salmonella spp., on the other hand 11 isolates wereidentified as Salmonella typhimurium
(40.74%) by Vitek 2 compact system, , All Salmonella spp. showed high susceptibility against
Nitrofurantoin, 27 (100%) and ciprofloxacin24 (88.8%), whereas they were highly resistance against
AmoxicillinCefotaxime, and Vancomycin 24 (88.8% ).. Chicks with umbilical area were found to
harbor different pathogens and they are considered a source of infection during successive days in the
life of broilers chickens.
Keywords: Salmonella Typhimurium, Chicks ,Vitek 2 identification
Corresponding Author:
Dr. Sahar Mahdi Hayyawi
Lecturer, Microbiology Departmant
VetrinaryMedicin, University of Baghdad. Baghdad,
Iraq, E.mail : mustafamahmood334@gmail.com.
sahar.m@covm.uobagdad.edu.iq.ORCID ID https://
orcid.org/0000-0002-3197-8592
saharqais2004@yahoo.com
Introduction
Salmonella belong to family Enterobacteriaceae1,
these are 3 μm long and 0.6-0.7 μm in diameter,
often motile, growing on ordinary media, Facultative
anaerobic2, the peptidoglycan surrounded by a
periplasmic membrane and an outer membrane,the
outer membrane is in direct
Credit hours traditionally quantify expected instructional time per week in a course, informing student course selection decisions and contributing to degree requirement satisfaction. In this study, we investigate determinants of course load beyond this metric, including from course assignment structure and LMS interactions. Collecting 596 course load ratings on time load, mental effort, and psychological stress, we investigate to what extent course design decisions gleaned from LMS data explain students’ perception of course load. We find that credit hours alone explain little variance compared to LMS features, specifically number of assignments and course drop ratios late in the semester. Student-level features (e.g., satisfied prerequisites, course GPA) exhibited stronger associations with course load than number of credit hours; however, they added only little explained variance when combined with LMS features. We analyze students’ perceived importance and manageability of course load and argue in favor of a more holistic construct of course load.
Background:
Research indicates pregnancy-related discrimination as a potential stressor during pregnancy for women at work, which may result in perceptions of occupational stress.
Objective:
The aim of this study was to examine women's perceptions of pregnancy-related stressors at work, problem- and emotion-focused coping strategies as well as attributed consequences for mental, physical and social dimensions.
Methods:
The survey was completed online with a cross-sectional study design. Inclusion criteria for study participation were being at least 18 years old, currently pregnant and engaged in paid work (regardless of full-time or part-time work). Women were recruited via social media and with the support of pro familia.
Results:
Results indicate that 79 (53.4%, n = 148) participating women experienced pregnancy-related stressors at work. The most relevant kinds of stressors were intrapersonal stressors and interpersonal stressors related to employers or colleagues. The most prevalent coping strategy was to seek social support or advice from gynaecologists. Attributed physical consequences were exhaustion, fatigue and sleeping disorders. Mental health consequences were named in terms of feeling emotionally upset and having fears related to the baby's health.
Conclusions:
Family-friendly support policies need to be further developed and topics like pregnancy-related stressors need to be addressed in an occupational context. Especially the perspective and knowledge of employers on the topic needs to be strengthened e.g. to ensure an ongoing communication between employers, HR and employees during pregnancy. Further research is needed which provides representative data, analyses employer's experiences and their attitudes in managing pregnancies as well as consequences for women when returning to work.
Purpose: Researcher wants to drive the impact of factors like work culture, environment, policies on work place stress in financial services. Here researcher measure direct and indirect effects of factors influences. In this study workload, environment culture and policies are considered as mediating variables, parallel mediating is applied to understand work place stress. Design/Methodology/Approach: An instrument has been designed under the guidance of five eminent researcher. Appropriate seven point scale has been applied with the descriptive cross sectional research design. 1057 valid response are considered. Multiple regression and path analysis performed with smart PLS –3. Findings: In the process of developing structural model on occupational stress, reliability, convergent and discriminant validity established. Here researcher confirmed significant direct impact of factors like: culture, role ambiguity, work load, leadership, and policies on stress. Researcher also ensure the significant mediating effect of culture, role ambiguity and work load on the work place stress in financial services. Theoretical and Practical Implication: This is unique effort of researcher for developing structural model for workplace stress. This study will help in understanding the concept of interrelation amongst various factors directly and indirectly related to workplace stress. This research is useful for all financial services organization like bank, insurance, mutual fund, equity services provider to understand the intra relationships amongst the various factors of stress. This research is useful for HR Manager to formulate the strategies related with various policy, create culture, and design a job description, allocation of workload for employees and middle level managers. Limitation: The major limitation of this paper is that the study is conducted with regard to occupational stress in financial services in major cities of Gujarat region only. Key Words: Workplace stress, Occupational Stress, Financial Services, Role Ambiguity, Organization Culture, Organization Policies, Work Load, Role clarity.
“Workload” is a hypothetical construct which has been developed and is widely applied within the domain of human factors (HF) psychology, and various workload measurement techniques are typically used to evaluate equipment or work systems in terms of the workload experienced by people using them. This workload construct emerged from extensive, task-specific research on the capacities and limitations of the human information processing system; it reflects the perceived margin between task demands and an individual's motivated coping capacity. In the domain of occupational stress, however, workload is equated with job demand, which is simply one of a hetereogeneous set of “psychosocial hazards” which may contribute to the development of stress, related illness or injury. In a recent empirical study, workload in the HF psychology sense was demonstrated to be a key determinant of stress and fatigue levels among employees performing repetitive, manufacturing work tasks. It is argued that application of this conceptual framework to the measurement and management of job demands would serve to delineate more clearly the separate effects of employee capacity-limited and motivation-limited factors on their work performance and associated affective states such as stress. This approach would enhance the ability of managers to monitor and manage workload levels as part of a proactive approach to stress management within the broader context of occupational health and safety.
Karasek (1979) drew attention to the possibilities that job characteristics may be non-linearly associated with employee well-being, and that they may combine interactively in relation to well-being. This paper examines those issues, and finds that both linear and non-linear components are present in relationships between job features and well-being. However, there is no evidence for a synergistic interaction between decision latitude and job demands. Those job features are differentially predictive of two aspects of well-being: job-related depression-enthusiasm and anxiety-contentment.
Several scientific and health-care developments contributed to the fo rmal emergence of health psychology. Many of these factors are intertwined with the growth of behavioral medicine and are reviewed in Neal Miller's (1983) Annual Review chapter, in papers by Matarazzo (1980, 1982), and in recent reports on health and behavior prepared by the Institute of Medicine (Hamburg et al 1982) and the National Research Council (Krantz et al 1982). While "behavioral medicine" is considered to be an interdisciplinary field bringing together biomedical and behavioral knowledge relevant to health and disease (Schwartz & Weiss 1978, Miller 1983), "health psychology" refers to psychology's role in this domain (e.g. Matarazzo 1980). In this chapter, we describe some of the major scientific and health-care developments which have fostered a broadened role for psychologists in issues of physical health. We highlight mechanisms linking behavior to health and illness and key issues and research areas at the forefront of study in health psychology.
(PDF) Health Psychology. Available from: https://www.researchgate.net/publication/19277831_Health_Psychology [accessed Jan 17 2022].
Stress is rampant, stress is growing, and stress hurts the bottom line. A 1999 study of 46,000 workers revealed that health care costs are 147% higher for those who are stressed or depressed, independent of other health issues. But what exactly is stress? It usually refers to our internal reaction to negative, threatening, or worrisome situations--a looming performance report, say, or interactions with a dismissive colleague. Accumulated over time, negative stress can depress you, burn you out, make you sick, or even kill you--because it's both an emotional and a physiological habit. Of course, many companies understand the negative impact of cumulative stress and offer programs to help employees counteract it. The problem is that employees in the greatest need of help often don't seek it. Since 1991, the authors have studied the physiological impact of stress on performance, at both the individual and organizational levels. Their goal largely has been to decode the underlying mechanics of stress. They've sought not only to understand how stress works on a person's mind, heart, and other bodily systems but also to discover the precise emotional, mental, and physiological levers that can counteract it. After working with more than 50,000 workers and managers in more than 100 organizations, the authors have found that learning to manage stress is easier than most people think. They have devised a scientifically based system of tools, techniques, and technologies that organizations can use to reduce employee stress and boost overall health and performance. In this article, they use the story of someone they call Nigel, a senior executive with whom they've worked, to describe how these techniques reduce stress in the real world.
Mental workload is a complex construct. It is most unlikely that a single metric will be able to index mental workload in a wide variety of situations. The class of attention models that postulates a single pool of capacity is better suited for developing indices for mental workload than are multiple-pool models. While multiple-pool models are so powerful that it has been easy to achieve some initial successes with them, in the long run, their lack of parsimony makes them less useful in achieving a practical goal. The mental workload is more than just spare capacity. Additional aspects of mental workload include subjective feelings, effort, individual differences, strategy, and practice. Although theory may not solve a problem immediately, it can reduce the number of alternatives that need to be investigated. The best practical tool is a good theory.
Occupational stress has been linked to a diverse set of physiological, psychological and behavioural outcomes. Other psychosocial factors, including personal resources, social relationships and supports, participation and influence, and coping behaviours, have increasingly been found to affect stress and health or to buffer the relationships between stress and health. However, there has been a lack of studies that have investigated the interconnections among these other psychosocial factors in this multivariable stress paradigm. This article addresses this issue through an examination of both the independent and joint impact of these other psychosocial factors on occupational stress, job strains, and physical and mental health status. The findings are derived from survey responses of 630 hourly and salaried employees in a component-parts manufacturing plant. Considered one at a time, all of the potential moderators studied showed significant and usually substantial association with the dependent variables. In addition, and examination of the combined effects of these factors indicates that, all of them, with the exception of satisfaction with participation, are independently consequential for at least some of the stress and health outcomes considered here. The effects of participation are mediated almost entirely through satisfaction with influence, suggesting that it is the influence that results from participation, rather than participation per se which is consequential for job stress and health. Thus, there is evidence that these variables have both direct and indirect effects on the outcomes, and that their mediating effects differ depending upon the outcome being investigated. No evidence for buffering effects is found in these analyses.
Evaluated the effectiveness of stress-inoculation training (SIT) with and without an exercise component and a minimal exercise treatment (MIN) on trait anxiety, teacher stress, and coping strategies among 66 school personnel. Anxiety was assessed by the State-Trait Anxiety Inventory. Findings indicate that the 8-wk SIT with an exercise component was more effective than MIN in reducing anxiety and teacher stress. Both groups significantly decreased emotion-focused coping and increased preventive coping; however, problem-focused coping did not change. Changes in teacher stress and coping strategies occurred mainly for those who were below the median of the sample on physical fitness and anxiety prior to beginning the program. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
advocates systematic evaluations of organizational-based stress interventions as the next phase of stress management research (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This paper is intended to provide literature signposts for the new researcher into adult bullying. A concise, but not exhaustive, overview of literature relating to workplace bullying is undertaken. It draws on the base provided by work into school bullying and progresses to the arena of adult bullying. In both fields Scandinavian countries have contributed a significant proportion of the research. Research reported in the English language into adult bullying at work is rather limited, but will have emphasis in this paper. Broadly there are two direct approaches; that of investigating the incidence of bullying, and also that of attempting to understand the bullying process. Both approaches are sometimes integrated within a study. There is a wide range of work that can be related to bullying at work, and some of these areas are highlighted. © 1997 John Wiley & Sons, Ltd.
Shift work, in particular night work, can have a negative impact on health and well-being of workers as it can cause: (a) disturbances of the normal circadian rhythms of the psychophysiological functions, beginning with the sleep/wake cycle; (b) interferences with work performance and efficiency over the 24 hour span, with consequent errors and accidents; (c) difficulties in maintaining the usual relationships both at family and social level, with consequent negative influences on marital relations, care of children and social contacts; (d) deterioration of health that can be manifested in disturbances of sleeping and eating habits and, in the long run, in more severe disorders that deal prevalently with the gastrointestinal (colitis, gastroduodenitis and peptic ulcer), neuro-psychic (chronic fatigue, anxiety, depression) and, probably, cardiovascular (hypertension, ischemic heart diseases) functions. Besides, shift and night work may have more specific adverse effects on women's health both in relation to their particular hormonal and reproductive function, and their family roles. It has been estimated that about 20% of all workers have to leave shift work in a very short time because of serious disturbances; those remaining in shift work show different levels of (mal)adaptation and (in)tolerance, that can become more or less manifest in different times, and with different intensity. In fact, the effects of such stress condition can vary widely among the shift workers in relation to many ‘intervening variables’ concerning both individual factors (e.g. age, personality traits, physiological characteristics), as well as working situations (e.g. work loads, shift schedules) and social conditions (e.g. number and age of children, housing, commuting).
This study examined the relation between occupational variables and 3 forms of depression (major depressive episode, depressive syndrome, and dysphoria). It was hypothesized that individuals working in occupations with high psychologic strain (high psychologic demands and low decision authority) would have a higher prevalence of depression relative to those working in occupations with the other 3 possible conditions.
The analysis was based on data for 905 respondents who were employed full-time in the year before the follow-up interview for the Epidemiologic Catchment Area Program in Baltimore, Md, between 1993 and 1996. Psychosocial work environment, sociodemographic variables, and psychopathology were assessed in a household interview that included the National Institute of Mental Health Diagnostic Interview Schedule. Subscales for the demand-control model for psychosocial work environment were modified slightly after factor analysis.
High job strain was associated with greater prevalence of all 3 forms of depression, especially major depressive episode. The results were stronger for women; for men, being unmarried was the strongest prevalence correlate.
Major depressive episode, depressive syndrome, and dysphoria are strongly associated with the psychosocial dimensions of the demand-control model.
Workplace stress can be either positive or negative. While positive stress is desirable for a variety of reasons, negative stress is not. In fact, the latter can result in dysfunctional consequences for health care organizations due to altered behavior such as increased absenteeism, changes in work habits, and job burnout. Management can intervene to reverse the effects of negative stress. Some actions include proper job design, ongoing communication with employees, team building, and use of a group coordinator.
Managingworkplacestressinadynamicenviron-ment
- P Anderson
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When relaxation is not enough
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Psychology: Core concepts
- P Zimbardo
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Stress Relief & Relaxation Techniques
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Lazarus, J. (2000). Stress Relief & Relaxation Techniques. Keats Publishing, Los
Angeles, CA: NTC/Contemporary Publishing Group, Inc.
Stress in the work place: ERIC Digest. ERIC Clearinghouse on Counseling Greensboro NC, Canadian Guidance and Counselling Foundation Ottawa (Ontario)
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Long, B. (1995). Stress in the work place: ERIC Digest. ERIC Clearinghouse on Counseling Greensboro NC, Canadian Guidance and Counselling Foundation Ottawa
(Ontario). 1995-00-55, ED414521