Anxiety Of Employees Research Articles

APAKAH BEBAN KERJA MENTAL BERHUBUNGAN DENGAN TINGKAT KECEMASAN PADA KARYAWAN BANDARA?

Anxiety was the anticipation of future danger accompanied by feelings of dysphoria and somatic symptoms. Anxiety often occured in employees within the early adults (ages 26-35). Risk factors of anxiety in employees included genetics, social and family environmental factors, and mental workload. The impact of mental workload on employees could affect mental health, specifically the level of anxiety, that could implicate the job performance. The aim of this study was to assess the relationship between gender, age, and mental workload with the anxiety levels of airport employees. The design of the study was observational analytic cross-sectional approach. A sample size of 125 subjects were obtained through cluster random sampling. Primary data was collected using the HARS and NASA-TLX questionnaires. Data were analyzed with SPSS using the Kolmogorov-Smirnov and Kendall's Tau tests. There were 69 male employees and 53 individuals were in the early adulthood (26-35 years). For mental workload, 51 employees had a slightly high workload and 47 employees had severe anxiety.The bivariate analysis indicated that there was no relationship between gender and anxiety levels (p=0.709) as well as age and anxiety levels (p=0.142). However, there was a relationship between mental workload and anxiety levels (p=0.005). Mental workload is related with anxiety levels in airport workers.

Examining sustainable hospitality practices and employee turnover in Pakistan: The interplay of robotics awareness, mutual trust, and technical skills development in the age of artificial intelligence.

Integrating robots and artificial intelligence (AI) into workplaces is becoming increasingly prevalent across various sectors, including hospitality. This trend has raised concerns regarding employee anxiety and the potential for higher turnover intentions, particularly when AI technologies are perceived to undermine professional expertise. This study explores the relationship between awareness of robotics and AI and employee turnover intentions, framed within the Conservation of Resources Theory (COR). To address the challenges posed by AI in the workforce, hotel managers must prioritise organizational support in areas such as financial resources, policy development, career advancement, and employee adaptation. The hospitality industry is leveraging AI and robotics to enhance guest interactions and service delivery, yet this technological shift may inadvertently increase employees' intentions to leave their positions. Employing a cross-sectional design, we gathered data through a structured questionnaire utilizing a five-point Likert scale, targeting 435 employees from 5- and 7-star hotels in Lahore, Pakistan, including CEOs, managers, directors, supervisors, executives, and room service operators. Our findings reveal a significant positive relationship between awareness of robotics and AI and employee turnover intentions. Moreover, mutual trust (MT) emerged as a moderating factor positively affecting the association between robotics awareness and turnover intentions. While technical grooming (TG) and job insecurity (JI) were not previously discussed in the literature, our research indicates that they also play critical roles in this context, highlighting the complex interplay of factors influencing turnover intentions in the face of advancing technology.

The Impact of Perceived AI Replacement on Employee Job Satisfaction: Exploring the Mediating Role of Self-Esteem

Artificial intelligence (AI) has become more prevalent in the workforce due to the quick development of technology, which has led to a generalized fear of job loss among workers. AI integration in the workplace has resulted in a decline in workers’ self-esteem, which has lowered their drive to find work and decreased their job happiness.By employing convenience sampling and doing data analysis on employee anxiety, self-esteem, and job satisfaction, it confirmed that the introduction of artificial intelligence into the workforce has a significant impact on workers.AI is an emotionless instrument that cannot interact with employees in a typical interpersonal manner. People’s concerns about their abilities and self-worth are frequently heightened by this absence of meaningful interaction. In the absence of the interpersonal dynamics that define human relationships, employees could experience feelings of isolation and ambiguity over their position in the workforce. Employers must therefore address this issue by encouraging a work environment that recognizes the advantages of AI while simultaneously valuing human abilities and innovation. Employers may lessen the detrimental effects of AI on worker morale and engagement by creating a work environment that promotes human-machine collaboration. Giving staff members opportunities for skill enhancement through training and development can also help them adjust to the changing nature of the labor market.

Influence of Online Work Viral Anxiety Mediates the Relationship between Intolerance of Uncertainty and Personal Injunctive Norms on Adherence to Physical Distancing among Bank Support Provider

This study investigates the role of viral anxiety as a mediator between personal injunctive norms, intolerance of uncertainty, and adherence to physical distancing among bank support staff in Pakistan. The research addresses a critical gap in understanding how psychological factors, exacerbated by the COVID-19 pandemic, influence employee behaviour in high-stress environments, particularly in the rapidly digitizing banking sector. Using a quantitative approach, data were collected from 150 bank support employees through a structured questionnaire. The findings reveal that viral anxiety significantly mediates the relationship between personal injunctive norms and physical distancing, indicating that anxiety about virus exposure is a key driver of compliance with safety protocols. However, the direct effects of personal injunctive norms and intolerance of uncertainty on physical distancing were not significant when viral anxiety was accounted for, suggesting that anxiety overshadows other psychological factors in influencing behaviour. These results highlight the need for organizations to address viral anxiety through targeted interventions to ensure employee well-being and adherence to health guidelines in the workplace. The study contributes to the theoretical understanding of health-related behaviours in organizational settings and offers practical implications for managing employee anxiety in the context of public health crises.

Workplace gossip erodes proactive work behavior: anxiety and neuroticism as underlying mechanisms

PurposeServices organizations highly value proactive employees. Managers are interested in promoting frontline employees’ proactive behavior because proactivity is crucial for organizational success. The mechanism of negative workplace gossip on workplace prosocial behavior is unclear. This research investigates the factors hindering this valuable behavior, specifically focusing on negative workplace gossip and employee anxiety, through the lens of the conservation of resources theory.Design/methodology/approachData were collected from a sample of 352 female frontline employees across diverse service organizations using a two-wave design. Statistical analyses were conducted using appropriate software (e.g., SPSS, AMOS) to test the hypothesized relationships.FindingsThe study’s findings reveal that negative workplace gossip reduces employees’ proactive work behavior, and anxiety mediates the relationship between NWGS and proactive work behavior. Further, Neuroticism strengthens the relationship between NWGS and anxiety. These results offer a novel perspective on the detrimental consequences of gossip in services sector.Practical implicationsOriginality/value While research on negative gossip exists, this study specifically examines its impact on frontline service employees, a crucial but under-studied group in service organizations.

The two faces of Artificial Intelligence (AI): Analyzing how AI usage shapes employee behaviors in the hospitality industry

AI has become a critical technology driving societal advancement and impacting various sectors, including hospitality. Technology has social attributes, and employees play a major role in its application. Exploring the impact of AI usage on employee behaviors is essential. Drawing on the conservation of resources theory and the approach/avoidance systems theory, this study constructs a dual-path model to explore the effect of AI usage on employee behaviors. Data from 280 hotel employees in China were collected at three time points. Results show that AI usage enhance technological self-efficacy of employees, thereby promoting prosocial service behavior. Conversely, it could also induce workplace anxiety of employees, consequently leading to work withdrawal behavior. An approach orientation amplified the impact of AI usage on technological self-efficacy, while an avoidance orientation heightened the impact of AI usage on workplace anxiety. The study discussed the theoretical and practical implications and offers suggestions for future research.

Impact of Empowering Leadership on Using Enterprise Resource Planning System: The Mediating Role of Users’ Attitudes and Computer Anxiety

This study aims to identify the level of using the ERP system when adopting the empowering leadership style in Jordan private hospitals. This study attempts to explore the impact of empowering leadership on the use of the ERP system through the anxiety of using computers and the attitude of employees towards using ERP. To test the study hypotheses, data was collected by a questionnaire that was distributed electronically to (6) private hospitals that apply the ERP system. The study sample consisted of (106) employees in private hospitals. Data was analyzed through PLS software using structural-equation modeling (SEM). One of the most important results of this study is that empowering leadership has no effect on computer anxiety and that employee anxiety has no effect on the use of the ERP system. However, empowering leadership is positively influencing the employees' attitude towards ERP. It was also found that positive attitude towards the ERP system influences the use of the system. Additionally, the study revealed that empowering leadership has a direct effect on the use of the ERP system and an indirect effect on the use of the ERP system through computer anxiety and employee attitudes towards the ERP system. The researchers recommend studying the acceptance and use of the ERP system in other sectors.

Predicting Employee Attrition Using Machine Learning

Companies are constantly looking for ways to keep their professional workforce engaged to reduce the additional costs of recruitment and training. Predicting whether or not a particular employee will leave will help the company make preventative decisions. Unlike physical systems, human resource problems cannot be explained from a scientific-analytical perspective. Therefore, machine learning is the best tool to do this. Many reasons can cause employee anxiety. In this we can use several machine learning models are developed to automatically and accurately predict employee turnover. This work uses the IBM attrition dataset to train and test machine learning models; namely Logistical Regression, Random Forest and Gradient Boosting, examples. The ultimate goal is to accurately identify attrition among a company’s conservative workforce to help improve retention strategies and increase the satisfaction of those employees. Keywords – Employee Attrition, IBM Dataset, Logistical Regression, Random Forest, Gradient Boosting, Prediction

Hubungan antara Kecemasan Karyawan Menghadapi Kemungkinan Pemutusan Hubungan Kerja dengan Kepuasan Kerja pada Karyawan Lepas

The purpose of this study was to determine the relationship between employee anxiety facing the possibility of termination of employment with employee job satisfaction. This research was conducted using a quantitative approach. This study used total sampling technique, 86 employees. The data collection technique was carried out by using a questionnaire. The measurement tools used are anxiety and job satisfaction scales with reliability values of 0,939 and 0,898. Data were analyzed using Spearman's Rho correlation analysis. The results show that the direction of the relationship between the two variables is inversely proportional or not unidirectional as the r value of -0,652. The effective contribution of employee anxiety about the possibility of layoffs to job satisfaction is 65.2%. Increased employee anxiety in facing layoffs will have an impact on decreasing job satisfaction, as well as a decrease in employee anxiety in facing layoffs will result in an increase in job satisfaction. Employee anxiety about the possibility of layoffs for freelancers at PT X Sidoarjo tends to be moderate, as well as job satisfaction for freelancers at PT X Sidoarjo is also moderate..

The relieving effect of innovation in enterprise financial performance management model on employee anxiety disorders

BackgroundWith the complexity of enterprises’ operating environment, employees face increasing work pressure and task requirements, which may increase anxiety symptoms. Effective financial performance management can improve enterprises’ economic benefits and create a more stable and positive work atmosphere for employees. This study explores the effectiveness of innovative financial performance management models in alleviating employee anxiety.Subjects and MethodsFive companies were selected for innovative financial performance management models, with 1,200 employees participating in the study. The study subjects were evaluated using the Self-Rating Anxiety Scale (SAS) and Hamilton Anxiety Scale (HAMA). The experiment lasts one year and tracks, studies, and evaluates employees’ anxiety symptoms and job satisfaction.Results Through the innovation of the financial performance management model, 75% of employees stated that their work pressure was significantly alleviated. At the same time, employee job satisfaction increased by 23%. In the mental health assessment, anxiety symptoms among employees who experienced innovative management models decreased by 18% compared to before the reform.ConclusionsThe innovation of enterprise financial performance management mode not only promotes the economic benefits of the enterprise but also effectively alleviates employees’ anxiety symptoms and improves their job satisfaction. To ensure the sustained and healthy development of enterprises and the psychological health of employees, it is recommended that more enterprises consider innovating and optimizing their financial performance management models.

Effect of incentive means based on enterprise management innovation reform on relieving the anxiety of employees

BackgroundIn the current enterprise management environment, employee anxiety has become a familiar and serious problem, affecting the work efficiency of employees and the overall operation effect of enterprises. The incentive means of enterprise management innovation reform may help alleviate employees’ anxiety.Subjects and MethodsThis study adopted a randomized controlled trial to select two representative enterprises, in which one enterprise (intervention group) implemented the incentive means of innovation reform, and the other enterprise (control group) maintained the original management style. Incentives for innovation and reform mainly include providing more career development opportunities, improving the working environment, and enhancing employee welfare. The self-rating anxiety Scale and job satisfaction questionnaire were used to evaluate the two groups of employees at regular intervals. The analysis software is SPSS23.0.ResultsThe six-month experiment found that employees in the control group experienced a significantly higher reduction in SAS scores than those in the control group and improved considerably job satisfaction. The average SAS score decreased by 30% in the intervention group, while the average SAS score decreased by only 5% in the control group. The intervention group reported a 20 percent increase in job satisfaction.ConclusionsThe innovation reform and incentive means of enterprise management can effectively alleviate the anxiety symptoms of employees and improve their job satisfaction. This provides enterprises a practical way to improve employees’ psychological state and work efficiency.AcknowledgementIn 2021, the horizontal scientific research project of Tianjin Sino German University of Applied Sciences (No. H2021-063).

Enterprise human resource innovation management and mental health education on anxiety disordered employees

BackgroundAffected by work pressure and other factors, some employees in enterprises may experience anxiety disorders characterized by symptoms such as anxiety, depression, and panic. Under the influence of anxiety disorders, the work of these employees will be significantly affected. In this situation, enterprise human resource management has innovated and intervened in employee anxiety disorders. Mental health education, as a way of psychological regulation, has important practical significance. Therefore, in the face of employee anxiety disorder, the study adopts an intervention method of combining human resource innovation management with mental health education.Subjects and MethodsThe research enrolled 40 employees diagnosed with anxiety disorders, who were subsequently randomly assigned to either a control group or an intervention group, each containing 20 participants. The control group was exposed to the enterprise’s innovative human resource management strategies. In contrast, the intervention group received a combination of two months of mental health education built upon the former approach. The assessment of employees was carried out utilizing metrics including the Hamilton Anxiety Scale (HAMA), and the data were subjected to statistical analysis employing SPSS 23.0 software.ResultsAfter intervention, both groups showed some improvement in anxiety disorders. Compared to the control group, the HAMA score of the intervention group was significantly lower than that of the control group (P<0.05)ConclusionsThrough innovative management of enterprise human resources combined with mental health education, employees’ anxiety disorders have been significantly alleviated, and their mental health levels have been improved.

Inappropriate financial performance evaluation: based on statistical analysis of employee anxiety disorders

BackgroundIn modern enterprise management, financial performance evaluation is one of the main evaluation tools for employees and teams. However, when these evaluation methods are inappropriate or too strict, they may have a negative impact on employees. In addition, improper management and unclear systems in enterprises may lead to negative emotions among employees, especially anxiety disorders. Based on this, this study explores how inappropriate financial performance evaluation can affect employees’ mental health, with the expectation of obtaining reasonable results.Subjects and MethodsFive large companies were selected for the experiment, and 500 employees were randomly selected for anonymous surveys. The questionnaire includes experiences in financial performance evaluation, personal opinions on the evaluation, and scores on the Self-Rating Anxiety Scale (SAS). Use Excel and SPSS24.0 to statistically process the data.ResultsThe survey results showed that 60% of employees who experienced inappropriate financial performance evaluations reported significant anxiety symptoms during and after the evaluation period. In contrast, only 20% of employees who believe that performance evaluation is appropriate reported experiencing similar anxiety experiences. In addition, for employees who believe that the evaluation is unfair or too strict, the severity of their anxiety symptoms is significantly higher than that of other populations.ConclusionsImproper financial performance evaluation may increase employees’ mental health risks, especially the risk of anxiety disorders. It is recommended that enterprises ensure fairness, transparency, and rationality when conducting performance evaluations to maintain the psychological health of employees.

Company Performance Impacts Employee Engagement through Individual Benefit of Senior Management as a Mediator

The consequences of the COVID-19 pandemic continue to persist. The COVID-19 pandemic has had a significant impact on numerous Chinese companies, particularly small and medium-sized enterprises (SMEs), resulting in substantial challenges for their business growth and development. The employees experience heightened levels of tension and unease as they are concerned about potential job loss in the event that their respective companies fail to achieve sustained recovery and business growth. This, in turn, has a direct impact on employee performance and engagement. Simultaneously, a multitude of worker strikes emerged in the western world with the objective of securing higher wages and salaries. Notably, certain strikes were predominantly instigated by public sector employees during the current year. An illustration of this phenomenon can be observed in the United Kingdom during the first half of 2023, where an extended period of public sector strikes occurred. These strikes were initiated by teachers, doctors, and other workers in response to their demand for increased wages in light of high inflation (M & James, 2023). All of them had an impact on and worsened both company performance and employee engagement. In a context characterized by instability, it is crucial for companies, particularly those who regard senior management as critical personnel, to effectively mitigate employee anxiety and foster a positive work attitude. The research framework is constructed and the relationships among variables are explained using the expectancy theory of motivation (Vroom et al., 2015). The main research problem in this study is to determine the relationship between company performance on employee engagement in the presence of individual benefit of senior management as a mediator. Keywords: Company Performance, Employee Engagement, Individual Benefit of Senior Management, Expectancy Theory

The job demands-resource model and performance: the mediating role of employee engagement.

In case of a major social crisis, such as the coronavirus pandemic, the most important measure is to identify the determinants influencing employee health and well-being, which are directly linked to workplace job performance. Many studies have explored the role of employee engagement in the relationship between job resources, psychological capital, and job performance; however, only a few have investigated the relationships reflecting rapid changes in the work environment represented by digital transformation and a major social crisis. Considering this, this study examines how job autonomy and psychological well-being, which lower employee anxiety about health and welfare, influence in-role performance in the form of proactive employee characteristics as well as extra-role performance in the form of prosocial behavior, as mediated by employee engagement. The results of the data analysis of 1,092 corporate employees in Korea supported this model. Specifically, job autonomy and psychological well-being influence job performance (i.e., personal initiative and prosocial behavior) through improvements in employee engagement. Based on these findings, the study also discusses the implications of the results, future directions, and limitations.

Effectiveness of tailored digital health interventions for mental health at the workplace: A systematic review of randomised controlled trials

IntroductionMental health problems in the workplace are common and have a considerable impact on employee wellbeing and productivity. Mental ill-health costs employers between £33 billion and £42 billion a year. According to a 2020 HSE report, roughly 2,440 per 100,000 workers in the UK were affected by work-related stress, depression, or anxiety, resulting in an estimated 17.9 million working days lost.This study is part of the EMPOWER study. The European Intervention to Promote Wellbeing and Health in the Workplace (EMPOWER) consortium’s aim is to create an individualised digital tool that promotes employee wellbeing, mental health, and work productivity. It has received funding from the European Union’s Horizon 2020 research https://ec.europa.eu/programmes/horizon2020/en/home) and innovation program under grant agreement No 848180.ObjectivesWe performed a systematic review of randomised controlled trials (RCTs) to assess the effect of tailored digital health interventions provided in the workplace aiming to improve mental health, presenteeism and absenteeism of employees.MethodsWe searched several databases for RCTs published from 2000 onwards. Data were extracted into a standardised data extraction form. The quality of the included studies was assessed using the Cochrane Risk of Bias tool. Due to the heterogeneity of outcome measures, narrative synthesis was used to summarise the findings.ResultsSeven RCTs (eight publications) were included that evaluated tailored digital interventions versus waiting list control or usual care to improve physical and mental health outcomes and work productivity.The results are promising to the advantage of tailored digital interventions regarding presenteeism, sleep, stress levels, and physical symptoms related to somatisation.There is less evidence for addressing depression, anxiety, and absenteeism in the general working population, but they significantly reduced depression and anxiety in employees with higher levels of psychological distress.ConclusionsTailored digital interventions seem more effective in employees with higher levels of distress, presenteeism or absenteeism than in the general working population. However, so far, there are not many studies in this domain. Given the promising results, tailoring of digital interventions based upon employee input should be a focus in future research.Disclosure of InterestNone Declared

A socio-technical system perspective to exploring the negative effects of social media on work performance

PurposeThis research aims to explore the potential negative effects of social media on employees' work performance in a stressful working environment.Design/methodology/approachThis study model was tested using a sample of 398 social media users from China.FindingsStructural equation modeling analysis provide support for most of the hypothesized relationships as results reveal that social stressors and technical stressors are related to exhaustion and anxiety of employees using social media. Furthermore, results reveal that exhaustion and anxiety exhibit a negative influence on employees' work performance.Originality/valueThis study extends the authors’ understanding of how social stressors and technical stressors are related to work performance. The integration of the transactional theory of stress and coping with socio-technical systems offers a holistic view to explain the phenomenon of stress in the social media context.

Tweet you right back: Follower anxiety predicts leader anxiety in social media interactions during the SARS-CoV-2 pandemic.

Recent research has shown that organizational leaders' tweets can influence employee anxiety. In this study, we turn the table and examine whether the same can be said about followers' tweets. Based on emotional contagion and a dataset of 108 leaders and 178 followers across 50 organizations, we infer and track state- and trait-anxiety scores of participants over 316 days, including pre- and post the onset of the SARS-CoV-2 pandemic and crisis. We show that although leaders traditionally possess greater authority and power than their followers, followers have the power to influence their leaders' state anxiety. In addition, this influence is particularly strong in the case of less trait anxious leaders.

Impact of a Perceived Threat of Terrorism on Job Performance: A Moderated-Mediated Model

This study explores the relationship between the threat of terrorism and the job performance of police employees. It also examines the potential mediating effect of jobrelated anxiety between the threat of terrorism to job performance relationship and the moderating effect of innovative work behaviour among Punjab Police personnel. Multisource (employee and respective supervisor), time-lagged data from 425 respondents, was collected, which shows that the threat of terrorism increases jobrelated anxiety of employees which in turn reduces job performance. Personnel's innovative work behaviour buffers the negative effect of perceived threats of terrorism on job-related anxiety, resultantly the relationship is mitigated for those who are innovative in their work behaviour and practices. In an external environment where terrorism presents a credible threat, organizations can, therefore, encourage employees to exercise innovative ways to enhance security provisions at different levels. The study results showed; a direct association between the perceived Threat of Terrorism (TOT) and Job-Related Anxiety (JRA). While an inverse relationship was emerged between Job-Related Anxiety and Job Performance (JP) and Innovative Work Behaviour (IWB) mitigated the positive relationship between the Perceived Threat of Terrorism and Job-Related Anxiety. Mediation role of Job-Related Anxiety between the perceived Threat of Terrorism and Job Performance was also explored. It shows that when employees feel a threat of terrorism, causes them to feel anxiety which curtails their performance of employees. However, innovative employees diffuse stress by coming up with novel solutions. Our study is limited due to the sample size. Other psychological reservoirs may also be incorporated in the same model to see the mitigating effect. However, managers may provide training interventions to help in developing innovative behaviour.

The Effect of Performance Pressure on Helping Behavior: Mediating Role of Workplace Anxiety and Moderating Effect of Agreeableness

Purpose: Based on the theory of ego depletion, this paper takes employees as the main research object, explores the influence of performance pressure on helping behavior, and analyzes the mediating role of workplace anxiety and the moderating effect of agreeableness. Design/Methodology/Approach: 216 employees in Chinese enterprises were investigated in this research, and confirmatory factor analysis, hierarchical regression analysis, and bootstrap regression analysis were used to verify the hypotheses. Findings: Performance pressure negatively affects employee helping behavior; workplace anxiety plays a mediating role in the negative relationship between performance pressure and employee helping behavior; agreeableness has a moderating effect on the relationship between workplace anxiety and helping behavior. Originality/Value: The research conclusions enrich the results of performance pressure, and provide a reasonable and novel theoretical perspective for enterprises to alleviate the workplace anxiety of employees and promote the implementation of helping behavior in the organization.