Job Anxiety Research Articles

The regulating and mediating effects of resilience on the influence of job resources on anxiety of nurses

Objective To explore the relationship between job resources and anxiety on nurses, and investigate the moderating and mediating effects of resilience on job resources and anxiety. Methods Chinese nurses (n=560) from some departments of four hospitals in tangshan city were recruited by random sampling method and interviewed by job resources questionnaire, Connor-Davidson resilience scale and self-rating anxiety scale. Results The scores of nurses' anxiety, resilience and job resources were 40.82±9.63, 9.45±1.82, and 93.24±16.61 respectively.The resilience, job resources and its dimensions were negatively correlated to nurses' anxiety (P<0.05). Resilience played moderating role in the relationship between nurses' anxiety and work autonomy(β=0.168, P<0.01). Resilience served to mediate the relationship between nurses' anxiety and performance feedback, career development opportunities (P<0.05). The mediating effect value of performance feedback and career development opportunities on nurses' anxiety were -0.115881 and -0.068052 respectively , which were 41.26% and 32.71% of the total effect respectively. Conclusion Job resources and resilience are closely related to nurses' anxiety.Resilience plays partially moderating and mediating role in the relationship between nurses' anxiety and job resources. Key words: Job resources; Resilience; Anxiety; Nurse

대학 태권도선수의 자기효능감이 취업불안과 구직준비에 미치는 영향

이 연구는 대학 태권도선수의 자기효능감과 취업불안 및 구직준비의 관계를 규명하는데 목적이 있다. 연구대상자는 2017년 서울, 경기, 충청권에 재학중인 대학태권도 선수로 모집단으로 선정하였으며, 무작위로 11개소를 선정한 후 각 학교당 20명씩 할당 표집한 후 응답의 일관성이 결여되는 16부를 제외한 204명을 최종 연구자료로 사용하였다. 조사도구는 선행연구에서 조사된 설문지를 수정 및 보완하여 사용하였으며, 연구자가 직접 연구기관인 학교를 방문하여 연구를 진행하였다. 자료처리는 통계패키지 프로그램인 SPSS 22.0을 이용하여 상관관계 분석과 다중회귀분석 방법을 연구목적에 맞게 사용한 결과 다음과 같은 결론을 얻었다. 첫째, 자기효능감은 취업불안에 부분적인 영향을 미쳤고, 둘째, 자기효능감은 구직준비에 부분적인 영향을 미쳤다. 셋째, 취업불안은 구직준비에 부분적인 영향을 미쳤다. 이 연구는 차후 대학 태권도선수의 취업불안을 해소하고, 구직준비활동에 기초자료 또는 지표로 활용할 수 있을 것이다.

The Relationship between Job Demands and Employees' Counterproductive Work Behaviors: The Mediating Effect of Psychological Detachment and Job Anxiety.

This study aims to explore the relation between job demands and counterproductive work behaviors (CWBs). A cross-sectional sample of 439 coal miners completed a self-report questionnaire that assessed their job demands, psychological detachment, job anxiety, and CWBs in a Chinese context. The conceptual model, based on the stressor-detachment model, was examined using structural equation modeling. The results suggest that psychological detachment mediates not only the relation between job demands and job anxiety but also that between job demands and CWBs. Furthermore, the relation between job demands and CWBs is sequentially mediated by psychological detachment and job anxiety. Our findings validate the effectiveness of the stressor-detachment model. Moreover, we demonstrate that the underlying mechanism of the relation between job demands and CWBs can be explained by psychological detachment and job anxiety.

Employee dispositions to job and organization as antecedents and consequences of information systems use

AbstractOrganizations implement information systems to improve employee productivity and engender favourable organizational outcomes. Although there is evidence of positive outcomes of system use, research has suggested that system use may lead to negative consequences for employees and organizations. There has been limited research that focuses on how employees' use of information systems in the workplace is associated with their positive and negative dispositions to job and organization. We develop and test a model that posits that dispositions to job (ie, job satisfaction, job security, job anxiety, and emotional exhaustion), and organization (ie, organizational commitment and organizational trust) will play a dual role of antecedents and consequences of system use. We conducted 2 longitudinal studies in the context of 2 different systems—a functional system and an enterprise system—and found support for our hypotheses (N = 257 and 181, respectively). We found that preimplementation job and organizational dispositions significantly predicted both lean and rich measures of system use. Further, we found that rich measures of system use (ie, cognitive absorption use and deep structure use) had differential impacts on postimplementation employee dispositions—functional system use had a positive impact and enterprise system use had a negative impact. Overall, our findings offer a comprehensive understanding of system use, and its antecedents and consequences for employees in organizations.

Building your career capital: why you should avoid following your passion

Deciding to follow your passion at the beginning of your career is a flawed concept that can potentially lead to frequent job changes, anxiety and regret. Jason Ratcliffe discusses the traits of jobs that people love to do, and some rules to consider to get out there. He also introduces the three basic principles of self-determination theory and how they relate to workplace satisfaction

Job satisfaction, burnout and coping strategies: Comparison between medical and surgical specialties

IntroductionDoctors have many constraints in their professional practice, which influence negatively the quality of their performance. This causes a psychological distress.AimTo compare job satisfaction (JS), burnout (BT), anxiety, depression and coping strategies among doctors of medical (DMS) and surgical specialities (DSS).MethodComparative and cross-sectional study conducted among 33 DMS and 63 DSS with different grades, in the university hospital Farhat Hached Sousse, Tunisia. We used job satisfaction scale (JSS) to determine the degree of JS, hospital anxiety and depression scale (HADS) to evaluate anxiety and depression, the Maslach burnout inventory to assess the BT and the brief cope to determine coping strategies.ResultsDMS were older than the DSS (P = 0.005). The MSC had more unsettled family life (P = 0.04) and more monthly guard (5.87 vs. 4.96, P = 0.03). DMS had more days of outpatient (P = 0.00), were more satisfied with the work schedule (P = 0.00), conditions of the guards (P = 0.02). Relationships with colleagues were more satisfactory among DMS (P = 0.001). DMS were less confronted to violent events (P = 0.03). The average score of JSS was higher among DMS (P = 0.014). The BT was more reported in the DSS (P = 0.049). An average sub-score HADS-D (depression) was higher in the DSS (P = 0.00). An avoidance-focused coping was more adopted by the DSS (P = 0.02).ConclusionDSS were generally less satisfied in their work than DMS with obvious psychological repercussions. This incites to intervene in factors that interfere with job satisfaction to improve the quality of physicians’ performance.Disclosure of interestThe authors have not supplied their declaration of competing interest.

The Role of Workers’ Motivational Profiles in Affective and Organizational Factors

We used latent profile analyses to understand how the different forms of motivation proposed by self-determination theory combine with each other and how they relate to some organizational factors (i.e., perceived organizational support and procedural justice) and well-and ill-being indicators (i.e., work engagement, quality of working life, work satisfaction, job anxiety, and burnout). The research draws upon quantitative data collected by means of a questionnaire that was administered to 328 employees (Study 1) and 521 employees (Study 2) from various French companies. Results revealed that workers characterized by the two most autonomous motivational profiles displayed higher levels of work engagement, quality of working life, and work satisfaction, and lower levels of burnout and job anxiety than those with low levels of autonomous motivation, and introjected and external regulations (Low AU/INR/EXR profile), and those with moderate levels of autonomous motivation, moderate to high levels of introjected regulation, and moderate levels of external regulation (Mod AU/INR/EXR profile in Study 1 and Mod AU–High INR–Mod EXR profile in Study 2). Of interest is that the High AU–Low INR/EXR and High AU/INR–Low EXR profiles did not differ on well- and ill-being. In addition, perceived organizational support and procedural justice were associated with a greater probability of belonging to the High AU–Low INR/EXR and High AU/INR–Low EXR profiles, taking the Low AU/INR/EXR profile as a referent. The present research contributes towards a better understanding of the links between workers’ motivational profiles and affective and organizational factors.

Antecedents and consequences of organizational politics: a select study of a central university

Purpose The purpose of this paper is to investigate the relationship between perceived organizational politics and three levels of antecedents (i.e. organizational, work environment and individual levels) and its consequents. It further aims to examine the relative importance of the three levels of antecedents in influencing employees’ POP. The study has been conducted at a central university in India. Design/methodology/approach A conceptual framework and a set of hypotheses were first developed on the basis of a review of previous studies of organizational politics (OP). A questionnaire was then developed, carrying 55 items related to eight constructs and the demographic characteristics of its respondents. Judgmental sampling was used to choose the university. The respondents were selected on the basis of convenience. Primary data were collected via a structured questionnaire from 45 faculty members at the university. The sample was made up of professors, associate professors and assistant professors from its various departments. To test the hypotheses, data were analyzed using partial least squares structural equations modeling (PLS-SEM). Findings The results have indicated that all the three levels of antecedents have significant impacts on POP. The antecedents of workforce diversity (the organizational level), relationship conflict (the work environment level) and a need for power (the individual level) have a significant positive impact on POP. No relationship was found between role conflict and POP. Of the three levels of antecedents, it was observed that the organizational level contributed most significantly to POP. Of the three consequences, the intention to turnover and job anxiety were found to be positively related to POP, while organizational commitment was negatively related to it. Practical implications The study provides managerial insights for both organizations and managers. Workforce diversity is a primary driver of POP and it is under the purview of organizations. Thus, to control the unfavorable consequences of POP, organizations must design effective policies to manage workforce diversity. Specifically, human resource processes must be formalized. Since human managers often make decisions in favor of those who are relatively homogeneous to them (homosocial reproduction), the distribution of resources and benefits is restricted to a few people only. Those who do not get their share of organizational resources perceive such acts of homosocial reproduction to be political. If policies are formalized, people have to take decisions within the boundaries of well-defined sets of rules and procedures. Those who are not homogeneous with decision-makers (the outgroup) should get a fair share of organizational resources in such a formalized environment. They neither need to play political games to gain power, nor will they perceive the organizational processes and environment to be political. It is also suggested that managers design effective development programs for enhancing the political skills of “outgroups” and minorities. This would help them to understand how to deal with political situations. Thus, the detrimental effects of employees’ political perceptions on work-related outcomes would be reduced. Originality/value Although a large number of studies on the antecedents and consequents of POP have been reported, the antecedents and consequences mentioned herein have never been examined previously by a single study. Four antecedents are introduced at three levels. Furthermore, in previous research, the relationships examined have treated OP either as a dependent variable or an independent variable. However, for this paper, the authors have provided a PLS-SEM-based model, which allows for simultaneous treatment of organizational politics as an independent variable in some relationships, and as a dependent variable in other relationships.

El Liderazgo Emocional Y Su Repercusión En Las Instituciones Educativas Españolas

This article presents a theoretical review based in one of the emerging new leadership models: emotional leadership; likewise, the impact of exercising this style of leadership in Spanish educational institutions. These effects are in the areas of education, the physical and mental health of members of the educational community, improved interpersonal relationships, avoidance of stress and job anxiety. Finally, it will conclude with the importance of including Emotional Intelligence in training programs for headmasters through coaching, to emphasize the importance of exercising an emotional leadership style as a means of improving the organization and quality of Spanish schools.

Measuring Job Anxiety in Military Organization

Abstract In this paper, we present the partial results of a study that aims to highlight the link between affectivity and work performance in the military organization. We considered that the anxiety generated by daily activities is an important factor that can affect the performance at work of the military personnel. To measure this type of anxiety we used the Job Anxiety subscale, which is a part of Job Stress Scale developed by Parker &amp; DeCotiis. The Job Anxiety subscale is constructed to exceed the specific features of each occupation or workplace, making it suitable for measuring the level of anxiety in the military environment. Cronbach's coefficient indicates a good internal consistency of the subscale. To test the criterion reliability, we correlated this subscale with a related construct: the anxiety as a trait measured by STAI (State-Trait Anxiety Inventory). The job anxiety correlated significantly positive with anxiety-trait.

The Impact of Trainings on Skill Development and Anxiety Reduction of Teachers in Public Sector Colleges in Khyber Pakhtunkhwa Pakistan

Training is an important source of development of work force in an organization whether its business, educational or sports related organization. The current research activity is an effort to study the impact of trainings on job performance of teachers in public sector colleges in Khyber Pakhtunkhwa. The study is purely quantitative in nature and conducted in Malakand Division, Khyber Pakhtunkhwa, Pakistan. Probability sampling technique has been adopted for sampling specifically stratified random sampling while a structured questioner based on Likert five category scales has been utilized to collect information from the selected samples. Besides, the data has been analysed in tabular form including frequency and percentage against each category of opinion. In addition, chi-square test has applied to in order to check association among variables. The process of data analysis has done through computer-based software (SPSS). Findings of the study reveal that training significantly affects performance of teachers at college level. In this regard, numerous indicators have been discussed and analysed and the results indicate that trainings play a positive role in learning and enhancing their capacity to perform job and reduce job related stress and anxiety.

Influence of Employees’ Perception of Politics on the Job Attitude of the employees in Banking Sector-An Indian Perspective

Prevalence of Employees’ perception of politics in new private sector banks and public sector banks was studied in an Indian context.. This study is an exclusive contribution with eight variables at the same time to find the influence of organizational politics on the job attitudes like Job Satisfaction, Job Involvement, Organizational Commitment which in turn led to outcomes like Job Anxiety, Job Burnout, Turnover Intention and Absenteeism.

Language and job anxiety in multicultural teams: The role of inclusive language management

In recent years international language management has been attracting substantial scholarly attention. While some progress has been made, there is still space for major contributions by focusing on...

Symptom Profiles, Work Productivity and Quality of Life among Chinese Female Cancer Survivors

Background: Cervical and breast cancer are very common forms of malignancy among women. With increasingly long survivorship rates, it is essential to explore the impact of cancer survivorship on the work productivity and quality of life (QOL) of cancer survivors. Objectives: This study aimed to assess the symptom prevalence, work productivity and QOL among Chinese breast cancer survivors (BCS) and cervical cancer survivors (CCS), and to explore factors related to their work productivity and QOL. Methods: A cross-sectional study design was used. Chinese women with a history of primary breast or cervical cancer were included. Results: A total of 192 subjects joined the study. Participants reported a mean reduction in work productivity of 16%, although these women reported relatively good QOL compared with EORTC reference values. Significant predictors for work productivity loss included depression symptoms and cognitive limitations. Job stress, disease stage, anxiety symptoms, cognitive limitations, and physical functioning levels were statistically significant predictors of global QOL. These variables accounted for 55.4% of variance of QOL. Conclusion: This study found that cancer survivors reported higher levels of anxiety and cognitive limitations, and lower levels of work productivity and QOL. Cognitive symptoms were significantly related to cancer survivors’ work limitation and QOL. Implications for practice: Nurses and other healthcare professionals should be aware that BCS and CCS reported higher levels of work limitations and lower levels of QOL. Future research should develop relevant interventions to maximize cancer survivors’ work productivity and QOL.

Job Anxiety, Work‐Related Psychological Illness and Workplace Performance

AbstractThis article uses matched employee–employer data from the British Workplace Employment Relations Survey to examine the relationship between employee psychological health and workplace performance in 2004 and 2011. Using two measures of work‐related psychological health — namely employee‐reported job anxiety and manager‐reported workforce stress, depression and anxiety — we find a positive relationship between psychological ill‐health and absence, but not quits. The association between psychological ill‐health and labour productivity is less clear, with estimates sensitive to sector, time period and the measure of psychological health. The 2004–2011 panel is further used to explore the extent to which change in psychological health is related to change in performance.

Heavy lies the crown? How job anxiety affects top executive decision making in gain and loss contexts

Research summary: Despite abundant anecdotal evidence that many top executives experience anxiety in their jobs, the upper echelons literature has remained largely silent on the organizational implications of executive job anxiety. In this study, we theorize that job anxiety will cause executives to (1) create a social buffer against threats by surrounding themselves with supportive decision-making teams, and (2) pursue lower-risk firm strategies. We further argue that these effects will vary depending upon whether strategic decisions occur in gain versus loss contexts. We test our ideas using a novel multisource, multimethod approach that includes data from 84 top executives of large organizations, their decision-making teams, their friends and families, and archival sources. Results from an analysis of 154 major strategic decisions provide general support for our theory. Managerial summary: Although many top executives experience anxiety in their jobs, some struggle more with anxiety than others. Our paper is the first to focus on how job anxiety affects executives' decisions. We analyze 154 major strategic decisions made by 84 top executives of large organizations in a range of industries, collecting data from personal interviews with executives and surveys of their decision-making teams, spouses, and friends. We find that anxious executives take fewer strategic risks, especially when things are going well. We further argue that anxious executives focus more on “buffering” themselves from threats, and find that they surround themselves with close supporters when times are tough. Our results demonstrate a pattern through which anxiety causes top executives to focus more heavily on avoiding potential threats. Copyright © 2015 John Wiley & Sons, Ltd.

Quality management, job-related contentment and performance

Purpose– The purpose of this paper is to investigate whether a quality management (QM) philosophy underlies the joint use of operations and human resource management practices, and the relationships with job-related contentment and performance.Design/methodology/approach– Data from an economy-wide survey are used to test hypotheses via latent variable analyses (latent trait and latent class models) and structural equation models. The sensitivity of each path is then assessed using regression models.Findings– Different elements rather than a unified philosophy are identified. A managerial approach that integrates total QM and just-in-time procedures is rare, but is associated with the quality of the product or service delivered. Labor productivity and quality are independent of the level of job-related contentment in the workplace. Although the average workforce is content, high involvement management and motivational support practices are associated with job anxiety. On the positive side, job enrichment is linked to labor productivity, thus suggesting potential gains through job design.Originality/value– The study adds evidence from a national sample about a comprehensive range of management practices, and suggests distinct outcomes from different elements of QM. Additionally, it shows that performance expectations based on previous studies may not hold in large nationwide heterogeneous samples.

Is job anxiety and perceived stress modifiable in Indian IT professionals? An experimental study using yoga-based intervention

Background: Indian information technology (IT) professionals are continuously subjected to project assignment changes as well as uncertainties in existing project continuations as cancelling of projects is not uncommon. There are periods in the work life of an Indian IT professional when he/she has to cope with no project situation, before being assigned to another project. IT professionals also need to continuously upgrade their IT-relevant skills in order to deliver projects to customers with less capital. All this adds up to job anxiety and perceived stress among IT professionals. With prolonged states of job anxiety and perceived stress, these professionals may become victims of diseases driven by anxiety and stress. There is a popular perception that Yoga, an Indian ancient science, can give control over modifications of mind and hence can help reduce anxiety and stress. Objective: To study the effect of cyclic meditation ( a yoga based practice) on job Anxiety and perceived stress of Indian IT Professionals. Materials and Methods: A control study was carried out on 96 Indian age ranged from 24 to 50 IT Professionals working in Bengaluru, Karnataka, India. Pre-post design was chosen and questionnaire method of collecting data was adopted. Results: The results indicates that after a period of 8 week intervention, there is a reduction of 19.51% in job anxiety and a reduction of 34.77% in perceived stress among Indian IT Professionals. Conclusion: This study indicates that Yoga based practices help to greatly reduce Job Anxiety and Perceived stress among Indian IT professionals. This study also highlights the need to explore the role of Yoga based practices on Indian IT professionals work life in greater detail.

A Push on Job Anxiety for Employees on Managing Recent Difficult to Understand Computing Equipment in the Modern Issues in Indian Banking Quarter.

Stress management can be defined as intervention planned to decrease the force of stressors in the administrative center. These can have a human being focus, aimed at raising an individual's ability to cope with stressors and the implementation of the CRM is essential to establish a better performance of the banking sector. Since managing stress and customer relationship management are becoming crucial in the field of management the work has forecasted them in a wide range of dimensions. This paper organizes few preliminary concepts of stress and critically analyzes the CRM strategy implemented by banking sector. Hence the employees of the Banking Industry have been asked to give their opinion about the CRM strategy adopted by banks. In order to provide the background of the employees, the profile of the employees has been discussed initially. The profile of the employees along with their opinion on the CRM practices adopted at Banking Industries has been discussed. In our work progresses we have been taken of two main parameters for consideration and it detriment in which area stress are mainly responds, and also the paper envelopes certain valuable stress management tactics and techniques that are particularly compassionate for people who have been working in the banking sector. Also an attempt to diagnose the impact of underside stress of day to day life in mounting a bigger level stress upon the employees has been made. Further development has been made with a detailed parametric analysis of employee stress conducted with the wide range of key parameters and several rounds of experiments have been conducted with techniques as Kolmogorov-Smirnov test, Garrett ranking, and ANOVA; the work ensures to pave way for an accurate measure in customer handling. The questionnaire is planned to be distributed to 175 employees in the Madurai district banks.

Effets du soutien organisationnel perçu et des caractéristiques de l’emploi sur l’anxiété au travail et l’épuisement professionnel : le rôle médiateur de la satisfaction des besoins psychologiques

Based on organizational support theory, job characteristics model, and self-determination theory, we examined the mechanisms that underlie the relations between organizational factors and ill-being. Specifically, the main purpose of the present study was to demonstrate the mediating role of the psychological needs for autonomy (i.e., the need for individuals to feel volitional and responsible for their own behavior), competence (i.e., the need for individuals to interact effectively with their environment), and relatedness (i.e., the need for individuals to feel connected and accepted by others), in the relationships of perceived organizational support (i.e., the degree to which employees believe that their organization values their contributions and cares about their well-being) and three motivational job characteristics (i.e., task identity, task significance, and work scheduling autonomy) to job anxiety and burnout. This is the first research, to the best of our knowledge, to test for the joint effects of perceived organizational support and motivational job characteristics on job anxiety and burnout through psychological need satisfaction. Four hundred and fifty-seven employees (216 men and 241 women) from different sectors (i.e., industry, trade, crafts) took part in the study. Fifty-seven participants worked in companies with less than 10 employees, 105 in companies with 11–49 employees, 138 in companies with 50–249 employees, 33 in companies with 250–499 employees, and 124 in companies with more than 500 employees. The hypothesized model was tested with structural equation modeling analyses. Results provided support for our hypotheses and revealed that all hypothesized paths were significant. Specifically, our results showed that perceived organizational support and job characteristics were positively related to psychological need satisfaction. In addition, satisfaction of these psychological needs was negatively associated with job anxiety and burnout. Therefore, feelings of autonomy, competence, and relatedness play a central role in the development or reduction of well- and ill-being at work. These results are consistent with previous research in the work context, which has shown that social factors (e.g., autonomy-supportive behaviors) have significant effects on workplace mental health through their influence on psychological need satisfaction. Practical and research implications as well as suggestions for future research are discussed.