Job Pressure Research Articles

Factors Contributing to Job Stress of Private Bank Employees in Bangladesh

The purpose of the study is to investigate the contributing factors of stress among full time entry level employees of listed banks in Bangladesh. A total number of 29 listed private commercial banks were selected to conduct the research. Survey research design was adopted (n = 172). A factor analysis of job stress reveals five factors: burn out, job pressure, inadequate working hour. anxiety and less time to family. A stepwise multiple regressions demonstrated that burnout, job pressure, inadequate working hour, and anxiety are statistically significant factors which influence job stress at the work place. Findings also indicate that less time for the family has no effect on stress.

The natural lifespan of a safety policy: violations and system migration in anaesthesia

BackgroundSafety rules continue growing rapidly, as if constraining human behaviour was the unique avenue for reaching ultimate safety. Safety rules are essential for a safe system, but their multiplication can...

Career Influences of Agricultural Extension Agents

This qualitative study sought to explore the influences that shaped Florida agricultural agents’ employment decisions at different career stages. A purposive sample was used to select 12 agents who were classified into one of the three stages of the career stages model (Kutilek, Gunderson, & Conklin, 2002). In–depth interviews were utilized to investigate positive and negative influences on the decision– making process regarding an Extension career. Grounded theory was the primary data analysis method (Strauss & Corbin, 1998). Positive influences on entry level agents’ career decisions were personal traits, motivators, and support systems. Negative influences were lack of direction, personal work management issues, job pressures, and mandated work requirements. Positive influences on colleague level agents’ career decisions were motivators, career growth opportunities, career management strategies, and collaboration with key people. Negative influences were job performance measures, salary disparity, and personal work management issues. Positive influences on counselor/advisor level agents’ career decisions were motivators, career growth opportunities, and career management strategies. Negative influences were career overload and job dissatisfiers. A grounded theory was developed to explain the most significant factors and influences. Findings should be addressed by the organization to improve the overall career satisfaction of agents and maintain its high–quality employees.

Views of Specially-trained Child Welfare Social Workers

This study explores the similarities and differences between those who choose to remain in public child welfare (stayers) and those who leave (leavers) in a sample of Title IV-E MSW graduates. Interview transcripts from a self-selected sample of 386 specially-trained, MSW-level child welfare workers were thematically coded to compare and contrast the motivations, perceptions and experiences of 304 stayers and 82 leavers over a 10-year data collection period. Results showed that dedication to children and families and social work values does not differ between stayers and leavers. Overall, respondents raised a central issue of disconnection between educational experiences and agency realities. While all participants acknowledged workload and stress as job challenges, stayers illustrated experiences that buffered job pressures, particularly encounters with supportive supervisors. Leavers tended not to experience these buffers, and expressed more difficulty in balancing their professional and personal lives.

Pengaruh Tekanan Pekerjaan dan Stres Pekerjaan terhadap Evaluasi Kinerja

The lawyer profession at this time has become the public spotlight due to their role in upholding justice and defending the oppressed. This noble work requires reliable performance. Therefore, performance evaluation of lawyers needs to be considered. Factors that affect the performance evaluation of lawyers should also be investigated further. The purpose of this study is to see the correlation of job stress and pressure of work on performance evaluation of the lawyers, especially in corporate law firm "H H. Harris Sarana and Partner Law Firm". This research has shown that the effects of job stress and job stress have a significant impact on performance evaluation. Work pressure variable can affect performance evaluation significantly. With the situation now, corporate leaders need to consider the pressures of work and working atmosphere, so performance can be increased. In addition, companies need to improve communications systems and trying to minimize all forms of work stressors, so the lawyers can provide more optimal results in doing their job.

Workplace Stress and Ethical Challenges Experienced by Nursing Staff in a Nursing Home

This research explores the workplace stress and ethical challenges reported by healthcare staff in a nursing home. A brief self-report survey was administered to 44 members of the nursing staff in a not-for-profit nursing home. The survey included items that elicited identification of specific workplace stressors and ethical challenges and global assessments of job-satisfaction, psychological stress, and perceived pressures that may affect provision of care. There were also items dealing with the perceived benefit of prospective in-service training programs. Content analyses indicated interactions with residents as the most frequent source of stress and ethical challenges encountered by nursing staff. Further, results of correlational analyses suggested psychological stress to be associated with job satisfaction and pressure to take shortcuts in the provision of care. Continuing education via in-service training that addresses workplace stress and ethical challenges in nursing care is discussed.

Study on relativity between self-efficacy and job pressure of clinical nurse

Objective To investigate the main sources of job pressure and serf-efficacy, and to probe the relativity between them, so as to help the administrators and nurses rightly know and reduce their work pressure. Methods 160 nurses in Sixth People' s Hospital were investigated by a questionnaire, including the sources of job pressure, self-efficacy and the relationship between them. Results The sources of job pressure of clinical nurses were allocation of work load and time, problem of nursing profession and work, problem of work surroundings and resources, problem about care of patients, and problem of management and interpersonal relations. The married nurses with college education, aged between26-45, felt the most job pressure. There was a moderately and significantly negative correlation between the sources of job pressure and self-efficacy (P < 0. 05). Conclusions It is suggested that the administrators reduce some sources of job pressure from the aspect of management, and perform a training to improve self-efficacy and relieve the work pressure. Key words: Nurse; Self-efficacy; Job pressure

An Ergonomic Evaluation of a Call Center Performed by Disabled Agents

Potential ergonomic hazards for 27 disabled call center agents engaged in computer-telephone interactive tasks were evaluated for possible associations between the task behaviors and work-related disorders. Data included task description, 300 samples of performance, a questionnaire on workstation design, body-part discomfort rating, perceived stress, potential job stressors, and direct measurement of environmental factors. Analysis indicated agents were frequently exposed to prolonged static sitting and repetitive movements, together with unsupported back and flexed neck, causing musculoskeletal discomforts. Visual fatigue (85.2% of agents), discomfort of ears (66.7%), and musculoskeletal discomforts (59.3%) were the most pronounced and prevalent complaints after prolonged working. 17 of 27 agents described job pressure as high or very high, and dealing with difficult customers and trying to fulfill the customers' needs within the time standard were main stressors. Further work on surrounding noise, earphone use, possible hearing loss of experienced agents, training programs, feasible solutions for visual fatigue, musculoskeletal symptoms, and psychosocial stress should be conducted.

Work‐family conflict and work‐family synergy for generation X, baby boomers, and matures

PurposeThis paper aims to explore generational effects on work‐family conflict and synergyDesign/methodology/approachThe design is cross‐sectional and investigates large US national probability samples. Multiple regressions and ANOVAs were used in the analyses.FindingsGenerational differences in work‐family conflict and synergy were found. Mental health and job pressure were the strongest predictors of work‐family conflict for each group. Matures were significantly more satisfied than baby boomers and generation Xers.Research limitations/implicationsAll measures were self‐reports collected at one point in time. Thus, common method variance may be an issue and causal inferences cannot be made. Life stage and family stage differed for the generational groups and this should be explored in subsequent research.Practical implicationsManagers and human resource professionals need to consider generational differences in work‐family program design and monitor patterns of program usage for each group. Generation X members are particularly concerned about work/life balance.Originality/valueThis is the first paper to investigate generational issues affecting work‐family conflict and synergy. The findings are particularly relevant to managers and human resource professionals.

Job-Related Stress and Sleep Disorders Among North Carolina College Presidents

The purpose of this study was threefold. First, the study was to determine the extent of job-related stress among North Carolina community college presidents. Second, the study was to determine the extent of sleep disorders that exist in the target population. And finally, the study was to measure, if any, the relationship between job-related stress, sleep disorders, and stress reduction methods. The findings of the study indicated that the presidents may feel job-related stress in the form of job pressures such as demands, but are less stressed by job-related threats such as a feeling of being overwhelmed. In the area of sleep, the findings suggest that community college presidents are generally sleeping without difficulties. Overall, the scores were on the lower end of the range that indicates better sleep quality. The study results also indicated that all respondents except one used some method of stress reduction.

Survey of Organizational Job Stress among Physical Education Managers

To explore job stress among the 115 male managers in physical education from Fars province in Iran, participants completed the Job Stress Survey by Spielberger and Vagg. Analysis indicated that these managers experienced high frequency and severity of job stress, especially for an inadequate salary. Lack of organizational support contributed more to the variability of job stress among participants than job pressure.

A Self-Determination Theory Approach to Understanding the Antecedents of Teachers’ Motivational Strategies in Physical Education

Physical education teachers can influence students' self-determination through the motivational strategies that they use. The current study examined how teachers' reported use of three motivational strategies (providing a meaningful rationale, providing instrumental help and support, and gaining an understanding of the students) were predicted by perceived job pressure, perceptions of student self-determination, the teachers' autonomous orientation, psychological need satisfaction, and self-determination to teach. Structural equation modeling supported a model in which perceived job pressure, perceptions of student self-determination, and teacher autonomous orientation predicted teacher psychological need satisfaction, which, in turn positively influenced teacher self-determination. The last positively predicted the use of all three strategies. Direct positive effects of teachers' psychological need satisfaction on the strategies of gaining an understanding of students and instrumental help and support were also found. In summary, factors that influence teacher motivation may also indirectly affect their motivational strategies toward students.

Has Esprit missed the Hilton moment?

PurposeExplores strategic and first‐line managers' perspectives on their role in human‐resource management and human‐resource development.Design/methodology/approachUses information collected from 76 hotels, owned by Hilton UK, via self‐administered questionnaires to strategic and first‐line managers.FindingsReveals that a higher proportion of strategic managers than first‐line managers reported involvement in HR activities, despite the operational and teamwork emphasis of first‐line managers' jobs in particular. The personal level of responsibility for team members and responsibility for HR in teams is perceived to be higher among the strategic‐manager respondents than first‐line respondents. Only the strategic managers considered that HRD is viewed as important. The strategic managers rated their working relationships with HR specialists in their hotels higher than the first‐line managers did. A large majority of first‐line managers saw heavy workloads and short‐term job pressures as hindrances to involvement in HR roles.Practical implicationsContends that there is potential for first‐line managers in Hilton's UK hotels to engage more in the HR activities that underpin the company's service culture.Originality/valueHighlights the importance of ensuring that HR is seen as a critical component of all hospitality‐management education programs.

Job stress and other working conditions: Relationships with smoking behaviors in a representative sample of working Australians

To assess the relationships between current smoking status and psychosocial working conditions. A cross-sectional population-based telephone survey was conducted (66% response rate, N = 1,101). Job stress was measured using the demand/control, effort/reward imbalance (ERI), and job pressure models. Multiple regression modelling was conducted for smoking status (current versus non-smokers, and a more restricted analysis of current versus former-smokers) and daily smoking intensity outcomes in relation to job stress measures, working hours, shift work, and other independent variables. After adjustment for age, education, martial status, and hostility, high job strain was positively associated with current smoking in men only. Employment in active jobs was associated with decreased odds of smoking among women only. High strain jobs were associated with decreased odds of current smoking compared to former smoking in women. In men, extreme and moderate job pressure were related to current smoking compared to current non-smoking, and moderate job pressure was associated with current smoking compared with former smokers. Other working conditions associated with smoking were excessive working hours in men and physical demand in women. Daily smoking intensity in current smokers was associated with high psychological demand and with ERI in women. These results suggest that job stress is related to smoking status at the population level, with different patterns in men and women.

“How Fatigued Do You Currently Feel?” Convergent and Discriminant Validity of a Single‐Item Fatigue Measure

The main aim of this study was to establish the convergent and discriminant validity of a single-item measure of daily fatigue ("How fatigued do you currently feel?") in a daily diary context. Convergent validity of our measure was examined by relating it to a validated multiple-item measure of fatigue (Profile of Mood States; McNair, Lorr, & Droppelman, 1971) and to other daily (work-home interference, sleep complaints, work-related effort) and global (fatigue, health complaints, work-home interference, job pressure) measures that are conceptually related to fatigue. Discriminant validity was assessed by relating the single-item fatigue measure to daily (work pleasure) and global (job control, social support, motivation to learn) measures that are conceptually distinct from fatigue. Data were collected among 120 academic staff members, who completed a general questionnaire (tapping the global measures under study) and who took part in a 9-d daily diary study (3 measurements daily). Correlation patterns and multilevel analyses revealed strong and significant associations between the single-item fatigue measure and the variables incorporated to assess convergent validity (especially with the POMS: r=0.80), thus supporting the convergent validity of our measure. Relations with variables included to examine discriminant validity were weak or insignificant, supporting the discriminant validity of the single-item fatigue measure. Despite this study's limitations (i.e., exclusive use of self-reporting, specific sample) we conclude that this single-item fatigue measure offers a valid way to assess daily fatigue.

Nurses? perceptions of hospital work environments

To examine factors within the nursing work environment that may affect nurse outcomes. Primary data were acquired from unit managers and staff nurses on the study units. Secondary data were collected from health records administrative databases. The sample included adult medical and surgical units within all 19 teaching hospitals in Ontario, Canada. A cross-sectional study design was employed in this study. A random sampling process was used to recruit the number of nurses (n = 1,116) required to provide a statistically adequate sample for the survey. Perceptions of the quality of care at the unit level were found to have a statistically significant positive influence on nurses' job satisfaction, and a statistically significant negative influence on nurses' job pressure and job threat. The results of this study underscore the importance of examining the environment in which nurses' work as a potential factor that influences outcomes experienced by patients and nurses.

Stress in teaching: a study of occupational stress and its determinants among Italian schoolteachers

AbstractThis paper presents the findings of an investigation into stress among Italian teachers conducted by means of the Teacher Stress Questionnaire elaborated by Travers and Cooper. The questionnaire was submitted to 320 southern Italy teachers drawn from a cross‐section of school types. Data were discussed in order to highlight some features of teacher stress peculiar to the Italian sample with respect to those that emerged in the British validation of the questionnaire. In this perspective a comparison was drawn between the intensity and quality of mental ill‐health, the sources of job pressure, the intensity and quality of job satisfaction and the coping strategies adopted by teachers as emerged in this study and in the British study; and between the most predictive dimensions of mental ill‐health highlighted from the present study with respect to the British study. Copyright © 2007 John Wiley &amp; Sons, Ltd.

Evidence-based practice: from medicine to social work

The last 10 years have witnessed an increasing interest in evidence-based practice in the field of medicine. The product of a time characterised by the explosion of information technology, a heightened sense of risk, and the enshrining of the principles of economy, effectiveness, transparency and consumerism, evidence-based practice has rapidly expanded from medicine to other fields, including social work. The new paradigm has generated not only great enthusiasm in many areas of the social work profession but also an intense debate about the transferability of the principles of evidence-based practice from medicine to a discipline that operates amidst particularly complex and multifaceted societal factors. Similarly, the concept of evidence upon which social work practice should be based has been the object of considerable discussion, though initial emphasis on results from randomised controlled trials seems to be gradually shifting towards broader approaches to defining evidence. Although organisational constraints and job pressures are likely to favour the use, among practitioners, of ‘preappraised’ resources, this should not prevent social workers from acquiring the skills and knowledge necessary to make independent and critical appraisal of evidence.

Line managers’ views on adopting human resource roles: the case of Hilton (UK) hotels

PurposeThe purpose of this paper is to explore different levels of line manager perspectives, namely strategic and first‐line on their role in human resource management (HRM) and human resource development (HRD), and to identify enablers of and barriers to devolving HR to line managers.Design/methodology/approachUsing a deductive approach, case study data was collected from 76 hotels, owned by Hilton UK, via self‐administered questionnaires to strategic and first‐line managers. Descriptive statistics were used to analyse the quantitative results, prior to significance tests being conducted in SPSS to identify differences in means based on managerial positions.FindingsA number of points of divergence in opinions are revealed, implying that there is potential for the case organisation to secure greater engagement of its first‐line managers in HR roles. Reducing the workloads and short‐term job pressures of these managers, together with capitalising on the good relations with the hotel HR specialists are means to develop greater engagement. Importantly, improving all line managers’ understanding of the organisational basis of their involvement in HR may bolster their performance in HR activities.Originality/valueThis paper offers a fusion of two theoretical perspectives (HRM and HRD), in addition to identifying differences in perceptions of two different levels of line managers.

&lt;B&gt;Associação entre distúrbios psíquicos e aspectos psicossociais do trabalho de professores&lt;/B&gt;

To investigate the association between work-related psychosocial factors and the prevalence of mental disorders among pre-school and elementary school teachers. This cross-sectional study was undertaken with 1,024 teachers from municipal public schools and from the ten largest private schools in Vitória da Conquista, Bahia State (Northeastern Brazil) in 2001. The main independent variable was based on the demand-control model, which classifies individuals according to their job pressures. The dependent variable was the incidence of mental disorders as evaluated by a self-reporting questionnaire. The measure of frequency was prevalence, and the measure of association was the prevalence ratio. A logistic regression model was used as the main statistical technique. There was a 44% prevalence of mental disorders among teachers. Evidence suggests that these were associated with work-related demands and control issues, after controlling for confounding variables such as sex, geographic region and social support. The prevalence of mental disorders among high-strain teachers was 1.5 times greater than that among low-strain teachers. The prevalence of mental disorders was high among teachers of the municipality. There was evidence that this was associated with job demands.