EFFECTS OF WORK STRESS ON PSYCHOLOGICAL WELL- BEING AND JOB SATISFACTION: A REVIEW

Abstract

Work stress up to a certain limit serves as motivation however, when it crosses boundaries, it has a major impact on the physical and mental health of employee and as a result, the productivity of the employees' decreases. Overload, noise, poor lighting and poor office or workplaces cause problems such as reduced concentration and productivity. The purpose of this study is to gather information on effects of work stress on psychological well-being and job satisfaction. The methodology adopted in this study is the review of literature and extraction of data from various sources like articles, journals, and government websites and so on. The findings of the study suggest that there is an inverse relationship between work stress, psychological wellbeing and job satisfaction. A reduction in work stress enhances psychological well being and an enhanced psychological well being leads to high level of job satisfaction. The findings further suggests that work stress can be reduced by providing appropriate training by using advanced equipments & technology, proper breaks & naps, better working condition, competitive compensation and the like.

Full text

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CHAPTER 15
EFFECTS OF WORK STRESS ON PSYCHOLOGICAL WELL-
BEING AND JOB SATISFACTION: A REVIEW
Ayesha Khatun
Assistant Professor, Mittal School of Business, Lovely Professional University,
Phagwara, Punjab
Vivek Bharti*
PG Students, Mittal School of Business, Lovely Professional University, Phagwara, Punjab
(*Corresponding author - vivek.12009285@lpu.in)
Minakshi Tiwari
PG Students, Mittal School of Business, Lovely Professional University, Phagwara, Punjab
Abstract
Work stress up to a certain limit serves as motivation however, when it crosses boundaries, it has a
major impact on the physical and mental health of employee and as a result, the productivity of the
employees’ decreases. Overload, noise, poor lighting and poor office or workplaces cause problems
such as reduced concentration and productivity. The purpose of this study is to gather information on
effects of work stress on psychological well-being and job satisfaction. The methodology adopted in
this study is the review of literature and extraction of data from various sources like articles, journals,
and government websites and so on. The findings of the study suggest that there is an inverse
relationship between work stress, psychological wellbeing and job satisfaction. A reduction in work
stress enhances psychological well being and an enhanced psychological well being leads to high
level of job satisfaction. The findings further suggests that work stress can be reduced by providing
appropriate training by using advanced equipments & technology, proper breaks & naps, better
working condition, competitive compensation and the like.
Keyword: Psychological Well-Being, Work Stress, Job Satisfaction.
1. INTRODUCTION
There is a distinction between physical and psychological stress in the workplace. Ergonomic
problems such as noise, poor lighting, poor office and work design, and poor working postures are
examples of physical stress (Friganovi´c et al., 2019). Psychosocial stress is by far the most
common stressors. Example include high work place expectations, inflexible working schedules,
poor work control, poor work plan and structure, threats, harassment, and job insecurity. Stress at
work not only affects employees, but also negatively affects corporate performance (Huppert, 2009;
Kivimaki et al., 2006).The effects of work-related stress are evident in the physical, mental and
behavioral health of employees. The effects of stress on cardiovascular disease are well
documented: Studied show that stress at work is a precursor cardiovascular disease (obesity,
hypertension) as well as adverse cardiovascular events such as heart attack and stroke. It has been

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shown to be a strong risk factor for (cholesterol, high blood pressure). There is now increasing
evidence that work-related stress increases the risk of diabetes. Immune deficiency disorder,
musculoskeletal disorders such as persistent low back pain, and gastrointestinal disorders such as
irritable bowel syndrome are also associated with occupational stress. Work- related stress adversely
affects the mental health of employees and increases the risk of panic, malaise, depression, and
substance use disorders. Employees who are stressed at work are more prone to dangerous behaviors
such as smoking, alcohol habits. Work - related stress impacts employee productivity, increases
absenteeism and absenteeism, increases the number of doctor appointment holidays, and increases
employer health care costs (Choy and Wong, 2017).
Workplace stress has also been connected to increased rates of accident and injury, as well
as higher rates of mobility, which both raise operational expenses. Workplace stress is avoidable,
and recognizing possible sources of stress for employees in a company is the first step toward
managing it. There are three types of effective treatments to reduce stress in the work place:
primary, secondary, and tertiary. Key treatments include preventative measures to avoid stress by
eliminating or minimizing potential stressors (Ezenwaji, 2019).
Workplace stress is a subtle, and sometimes overlooked, component that harms employee
health and productivity. Not only does it affect the workforce, it also contributes significantly to
the overall performance of the company. Employers need to start tackling his worrying issue in order
to promote a better, safer and more productive work environment. Work - related stress increasing
problems aroundthe worlds are affecting not only employee health and well-being, but also
corporate productivity. Work-related stress occurs when different types and combinations of work
demands exceed a person's ability and resilience. Work-related stress is Australia’s second most
compensated illness/ injury after musculoskeletal disorder. It can be caused by a variety of factors.
For example, if the obligations of their employment (such as hours or duties) are higher than they
can easily manage, they may feel under pressure (Gigantesco et al., 2003).
In Australia, workers who filed work-related stress claims during for the 2004/2005 tax
year received an allowance of over US $ 133.9 million. According to the Occupational Safety and
Health Commission, work-related stress is the longest cause of absenteeism. What make one feel
stressed; another find it difficult. The extent to which a person suffers from work-related stress is
determined by work, the person’s mental state and other circumstances (Example, personal life and
general health). Many studies have found that high levels of perceived work stress are associated
with low levels of work satisfaction. For example, Landsbergis found in a sample of hospital staff
that work stress was a predictor of work dissatisfaction. Other researchers have observed similar
results. Poor mental health is also associated with high levels of work stress. For example, Ca plan
and his colleagues have revealed evidence that work stress is associated with increased anxiety and
depression.
Work place productivity is influenced by job stress and job happiness (Gechman, and
Wiener, 1975).A universal reality has been that there can be no health without a workforce.
However, the scarcity and distribution of skilled health professionals has become a global challenge
that affects virtually all countries, particularly those in rural and isolated locations. Furthermore,
the retention of skilled health personnel who have been working and living in these rural and distant
locations has been identified as a critical issue that must be an addressed.
The basic objective of the study is to understand effects of work stress on psychological
well-being and job satisfaction. For research purpose, articles and studies from around the world
about this particular theme are referred. Also, various sources of information are used to extract
important content. Being a conceptual topic, the research carried out is mainly descriptive in nature.
Literatures are read and reviewed. Finding is extracted from these reviews itself.

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2. EFFECT OF WORK STRESS
Stress has been represented as a ‘reaction to partner beside the point stage of stress. It is a reaction
to stress now, no longer the stress itself (Arroba and James, 1987). Working stress can be seriously
considered as health related problems to the public that is receiving high wide spread attention
worldwide. (Margolis et al., 1974). Stress in work can be considered or identified as response of
the people during their work because of high work pressure. This situation generally happens when
the employees are not able to cope the work and that impacts the physical metal health of the people.
(Senova and Antosova, 2014). Work stress means negative organizations that ultimately implement
the loss of loss due to the depth of workers, speech, high speed and rotational tribal (Webster et al.,
2010). Rudeness is an effect of work stress. Rudeness is defined as disrespectful, insulting, and
ostracizing behavior in the workplace that violates respect standards. Work place incivility is a
common occurrence that harms many businesses and individuals in silence, with an approximated
98 percent of employees experiencing. However, the majority of studies focus on supervisor
incivility while disregarding the effects of customer-employee incivility. This is especially crucial
to investigate since credos including such "the customer is king" generate unfairness in the service
experience, allowing consumers to abuse personnel. Despite the fact that work place bullying is the
most prevalent kind of negative interpersonal behavior experienced by employees, surprisingly
little study has been conducted to determine which elements can mitigate the harmful impacts of
incivility. Despite the fact that management is an important source of mitigating the negative
repercussions, research on how managers may assist employees in coping is scarce. In those other
words, personal abuse studies should look into supervisory and firm-driven strategies for mitigating
the detrimental effects of consumer hatefulness on workers (Melissa and Baker, 2020).
This is due to the complex interplay between environmental and structure requirements
and the human ability to handle these requirements. It was mentioned above that stress arises from
the discrepancy between the perceived need places on an individual and the perceived ability to
respond to those needs. A person may not feel stressed if the demand is high and the perceived
coping ability is high (Lazarus and Folkman, 1984; Bennett et al., 1993).
Job stress, a mixture of excessive demands (work volume and intensity) and occasional
control (optional for paint jobs), is one of the most widely studied modes of study. Most widely
used to describe psychological stress in painting (Karasek, 1979). Epidemiological studies and
meta-analyses over a long period of research have observed that work-related stress is associated
with worse physical and mental health, as well as stress problems and depression, hypertension,
cardiovascular events and metabolic syndrome. Meta-analyses have shown that mindfulness-based,
all mental interventions reduce stress in healthy populations without disease and improve
psychosocial outcomes for those have medical conditions, including stress and depression (Chiesa
& Serretti, 2009; Hofmann, Heering, Sawyer, & Asnaani, 2009; Bohlmeijer, Prenger, Taal, &
Cuijpers, 2010; Kuyken, Warren, Taylor, & Whalley, 2016). Mindfulness-based training added to
the workplace has been shown to reduce the overall perception of psychological distress in healthy
runners (Virgili, 2015).Mechanisms proposed to give an explanation for the strain discount
blessings of mindfulness-primarily based totally treatments encompass a stepped forward potential
to address disturbing conditions and improved interest regulation (Hölzel et al., 2011). Mindfulness
education can also sell a good reassessment of disturbing events as benign or meaningful, and
encourage healing from bad emotional events (Garland, Gaylord, & Park, 2009; Crosswell et al.,
2017). In a piece context, these enhanced coping skills can also lead to a reassessment of needs as
achievable and portrayal of stressors as within everyone’s control, which this reduces task-related
stress. Offers a comprehensive version of the results of mindfulness education on impacts
applicable to the workplace, where stability, control, and exercise of heighted concerns lead to

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improvements in these areas cognitive, emotional, behavioral, and physiological long-terms
improvements in job performance, workplace relationships (Good et al., 2016).
3. PSYCHOLOGICAL WELLBEING
Well-being is described as a state of relief from anxiety, discomfort, depression, and other
psychological problems in person’s life. Since well-being is an indicator of people’s well-being, it
has been the subject of research using exclusive variables since the 17th century (Ryff and Keyes,
1995). According to self-determination theory; autonomy, competence, and context of existence
can be three simple mental needs. Satisfaction of existence; happiness has been called an indicator
of well-being (Samman, 2007; Çankır and Yener, 2017).Psychological well-being is usually
described as the effect of an individual’s psychological functioning (Gechman and Wiener, 1975;
Jamal and Mitchell, 1980; Martin, 1984; Sekaran, 1985; Wright and Cropanzano, 2000).
The literature has a view well-being as a subjective (hedonic) and psychological (eudaimonic)
approach. Subjective well-being is a method that focuses on the explanation of well-being in terms
of avoiding the pain of the highest quality and efficient individuals and countries since the 1950s,
and achieving satisfaction and happiness (Telef, 2013).Psychological well-being emerged in the
1980s.Two researchers, Deci and Ryan described psychological well-being as happiness in
personal life and work (Deci and Ryan, 2008). The psychological well-being approach shows that
the lifestyle is well-developed and that man or woman feels good and works impressively (Deci
and Ryan, 2008; Huppert, 2009; Çankır and Semiz, 2018).
Fig1: Approaching steps of psychological wellbeing
Source- Developed by the researchers

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In 2001, Ryan and Deci asserted that livelihood can be determined using three simple human needs
according to the principle of self-determination. These 3 simple psychological needs called
competence, autonomy, and context (relatedness) have been suggested to improve people’s well-
being by using their increased energy to present the means to living. In 2001, Ryan and Deci
proposed an indirect cross-cultural measure of well-being using this self-determination principle.
Because the 3 simple psychological needs pointed out using the principle of self-determination are
considered fashionable needs of all classes of the populations (Ryan and Deci, 2001; Çankır and
Yener, 2017).
Figure 2:
Source- Developed by the researchers
Psychological well-being depends on various factors. But Employment is an important risk factor
for poor, and it can result in good or bad health owing to a variety of underlying factors. 1 Previous
studies examined the relationships of different jobs with health using various occupational
categorizations, such as "white-collar," "blue-collar," "pink-collar," and "green collar." 2–5
However, this classification ignores physical requirements and other occupational qualities such as
client contact, employment uncertainty, and sedentism. 6 As a result, there is no one optimum
classification of jobs; many classifications are acceptable for testing different hypotheses. Globally,
the share of permanent jobs is decreasing while the proportion of temporary, informal, part-time,
and seasonal work is increasing. Individuals in insecure (nonstandard) employment are more likely
to sustain work-related injuries and illnesses (J.Park, 2020).
During COVID-19 outbreak is a significant health crisis that has afflicted countries all over
the world. Nurses face significant psychosocial risks as a result of medical emergency. In general,
psychological hazards are major issue since they have an influence on employees 'health,
performance, and efficiency. Considering the irrelevance, few researches examine nurses
'psychological risks during a pandemic-caused medical crisis, or their assessment of the disaster
and its relationship to such risks. Psychosocial hazards at the workplace are features of job design
as well as the social, organizational, and managerial settings of work that have the potential to
inflict psychological or bodily harm. Psychosocial hazards and job stress are two of the most
difficult challenges in health and safety, having a considerable influence on the health of
individuals, companies, and national economies. They are caused by bad job characteristics,
supervision, and organization, as well as a poor social environment of work, and result in negative
physiological, mental, and social outcomes such as job-related stress, anxiety, or exhaustion
(M.Espert and rubio, 2020).

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4. JOB SATISFACTION
In 1937, Hoppock introduces the new concept related to job satisfaction and then he described it as
“working environment satisfaction with the employee’s psychological and physiological wellbeing.
He also added that job satisfaction is an employee’s subjective response to the work environment
(Hoppock, 1937). Locke, Spector et al. similarly described job satisfaction from different perspectives
(Locke, 1969; Spector, 1997; Gigantesco et al., 2003). Research on work satisfaction has focused on
a variety of factors. According to various other authors, work satisfaction is the characteristics of the
work attributes, organizational environment, type of work, work safety, social status and prospects
for promotion, and academic background, gender, age, etc. We conclude that it is determined by the
characteristics of the worker, such as employee appearance (Seashore and Taber, 1975).
Doctors serve a critical role in health-care systems, accounting for over 60% of all worker
sin this sector. While the contribution of nurses to global health is controversial, investing in
improving the quality of life for nurses benefits society. Investing in working environment and the
quality of life of nursing staff not only improves the people around them, but also their performance
and thus the overall health care system. Every day, medical professionals, even the most
psychosocial ones, are exposed to contextual factors that can affect their performance. Health
issues, workplace accidents, lack of job satisfaction, low job involvement, burnout, and work-
related stress have all been linked to psychosocial hazards (A. Rubio, 2020).
5. CONCLUSION
Psychosocial and social stress is arguably the most common stressors. Example includes high job
expectations, inflexible working hours, poor work management, poor work design and structure,
bullying, harassment, and work instability. Workplace stress not only impacts employees, but it
also has a negative impact on corporate performance. Epidemiological research and meta-analyses
of a long time of studies have observed that task stress is related to worse intellectual and bodily
fitness, along with tension and depressive problems, multiplied blood pressure, cardiovascular
events, and metabolic syndrome. Therefore, employers must actively reduce stress levels by
providing appropriate support and guidance to their employees. Provide appropriate employee
training and counseling to optimize workload, effectively manage customer expectations, minimize
relationship and role conflicts, implement appropriate compensation system, and improve
employee performance. This study investigated the following aspects of workplace stress: lack of
administrative support, excessive workload and job demand, poor customer relationship,
relationships with colleagues, family & work balance, and associated occupational risks. To
enhance the long shifts system, corrective steps are required. To minimize job stress and promote
job satisfaction and productivity, "role inadequacy" and "decision latitude" should be rectified, and
manager assistance should be provided. As expected, there is evidence that, regardless of workload
level, manager support coverage initially leads to well-being coverage. Consistent with Cohen and
Wills, 1985 strain-matching hypothesis, there was also some evidence that providing work
instructions (from manager) mitigated the negative effects of work stress, Such as role warfare and
paintings overload (Cohen and wills, 1985).
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