Job Stress and Burnout Among Employees Working in Terrorist-Ridden Areas.

Shuaib Ahmed Soomro,Akhtiar Ali Gadehi,Sarfaraz Ahmed Shaikh,Xu Hongyi Xu

doi:10.3389/fpsyg.2021.667488

Shuaib Ahmed Soomro, Akhtiar Ali Gadehi + Show 2 more

Open Access

https://doi.org/10.3389/fpsyg.2021.667488

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Abstract

This article examines the relationship of effort-reward imbalance (ERI) on employee stress by considering job burnout (BO), organizational (in)justice (OJ), and sensitivity to terrorism (STT). This study uses the effort-reward imbalance (ERI) framework as a job stress model. After describing terrorism and a brief discussion on organizational justice and some of its challenges, we introduced “sensitivity to terrorism” as a moderator in the ERI framework. Using a 432 sample size of questionnaire data collected from two big cities where terrorist attacks are rampant and received during a period when terrorist attacks were at a peak. After analyzing data in EFA, results from the hierarchical regression analysis provided support for our developed model. Overall, the statistical model is significant (p < 0.05). We found significant relationships between ERI and facets of BO. Organizational (in)justice mediated the influence of ERI on facets of BO. We also found that STT significantly moderated ERI and facets of burnout. The article concludes with some implications and guidelines for future research.

Highlights

Stress diminishes the ability to perform because of its adverse effect on health (Fischer et al, 2006; Marmot, 2015; Harlow and Lawler, 2018)
We propose that a fair process of organizational justice will make employees more prone to work and experience less burnout at work
Factor 7 consists of three items that account for 2.98% of the variance with loadings from 0.734

Summary

Introduction

Stress diminishes the ability to perform because of its adverse effect on health (Fischer et al, 2006; Marmot, 2015; Harlow and Lawler, 2018). Current work focuses on the internal and external issues that ignite stress levels with a specific focus on organizational justice, effort-reward imbalance, and acts of terrorism at or near the workplace (Czinkota et al, 2010). Engaging employees in terrorism-ridden areas is a big challenge since terrorism adversely affects job commitment, produces turnover intentions, lowers performance, and ends in health problems (Hobfoll et al, 2007). Incidents of terrorism foster uncertainty that affects employees and is considered one of the primary determinants of stress (Brandon and Silke, 2007).

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