Employee Job Stress Research Articles

The nexus of servant leadership and project success: the mediation of emotional intelligence and job stress and moderation of team effectiveness

PurposeThis study investigated the impact of servant leadership on project success in nongovernment organizations (NGOs) working in a developing country like Pakistan. A moderated mediation design was employed, and the mediating role of employees' emotional intelligence (EI) and job stress (JS) was tested between servant leadership on project success. Moreover, the study also examined the moderating role of team effectiveness.Design/methodology/approachData were collected from 441 project team members working on different developed projects. Data were analyzed using partial least square-structural equation modeling (PLS-SEM) technique.FindingsResults revealed that servant leadership exerts a significant positive impact on project success. Also, it is noted that servant leadership significantly increases the employee's emotional intelligence that contributes to project success although it does not reduce JS. However, JS was found to be a significant mediator in the association between servant leadership on project success. The findings also revealed that team effect plays an imperative moderating role in ensuring project success.Originality/valueThe study is one of the very few studies conducted to assess the impact of servant leadership on project success in not-for-profit organizations. The study contributes to the literature and methodology by adopting a holistic approach to investigate the mediation of EI and JS along with the moderation of team effectiveness in the nexus of servant leadership and project success.

Exploring the effect of workplace incivility on job outcomes: testing the mediating effect of emotional exhaustion

PurposeThe main goal of this research study is to look at the mediating effect of emotional exhaustion in the association between workplace incivility and job outcomes (job stress, job satisfaction, and employee turnover intentions).Design/methodology/approachThe authors gathered field data from individuals working in the higher education sector of Jammu and Kashmir to test the proposed study paradigm. A total of 550 respondents reported their perceptions of workplace incivility, emotional exhaustion, and job-related outcomes (job stress, job satisfaction, and employee turnover intention) at Time 1 in the Kashmir division and Time 2 in the Jammu division of Jammu and Kashmir via a two-wave data collection design.FindingsThe findings supported the hypothesized relationships, demonstrating that emotional exhaustion acts as a mediator between workplace incivility and employee job outcomes (job stress, employee job satisfaction, and employee intention to leave).Practical implicationsThe findings of this research study will assist organizations and practitioners in comprehending the implications of workplace incivility and emotional exhaustion, as well as how they positively impact job-related outcomes (employee job stress, turnover intention), and negatively on job satisfaction.Originality/valueThis study adds to existing knowledge on COR theory by suggesting workplace incivility as a stressor and also testing emotional exhaustion as a defense mechanism for determining the effect of workplace incivility on employee job outcomes.

JOB STRESS AND EMPLOYEE PERFORMANCE AMONG OFFICERS IN PUBLIC SPORTS INSTITUTIONS

Employees are the most critical assets of an organisation, but they experience stress in their job, resulting in physical and mental health problems that affect their performance. The impact of job stress on employee performance is an area of concern for organisations. Job stress affects employees who have work demands and pressures beyond their knowledge and ability to cope. Stressful workers incur healthcare costs due to stress-related illnesses that affect their work performances. The impact of stress on employees' performance and productivity of organisations caused the initiation of this research. The stress and job performance of sports officers are unknown. The study examined the impact of stress on the job performance of Malaysian sports officers to contribute to the filling of this knowledge gap. Three variables of job stress of role ambiguity, role conflict, and workload (Conant, 2016; Wijayanti & Fauzi, 2020) were used in the research. The methodology employed a questionnaire designed and administered to respondents and used descriptive and inferential statistics for the data analyses. The participants were 100 Malaysian sports officers, 30 were from the International Islamic University Malaysia (IIUM), 20 were from the University College Shahputra, and 50 were from the Pahang Sports Council. All the participants completed a questionnaire that consisted of the Perceived Stress Scale (PSS) and the Generic Job Stress Questionnaire (GJSQ). The result showed that most employees had moderate stress (n=57, 59.4%), and 58.3% (n=56) of the sports officers showed average work performance. It also showed a significant relationship between role ambiguity, role conflict, and workload and employee job stress, and the stress negatively affected their job performance (r=-0.927, p= 0.01). The results of this study are expected to contribute to an understanding of how job stress affects sports officers' performance. The management of organisations can use the findings to reduce job stress to enhance employees' wellbeing and productivity. For example, the management of Malaysian sports organisations could use how stress affects employee performance to develop policies and implement strategies to reduce job stress and improve employees' wellbeing and productivity. Findings from this study may also assist various human resource practitioners, researchers, and higher education institutions to build relevant policies to reduce employee stress to achieve a sustainable work-life balance practice within sports institutions. In addition, this study will also be used as a guide to researchers in the future. For example, it could be extended to organisations outside the sports industry and explore how occupation, years of employment, ethnicity, participation in physical activity, religion, and culture affect employees' stress and job performance.

Factors Associated with Job Stress among Employees in Food Service Department at Selected Private Hospitals in Malaysia

The institutional food services industry is one of the most important sectors in Malaysia. In conjunction with institutional food services industry roles that provide services either in the government or public institutional operations, this industry has rapidly expanded in the coming years. Hence, the numbers of employees requested in this industry are getting high in demand in supplying services throughout the institutional operations. Despite the high demand in this industry, the exposure of job stress to the employee can cause turnover. Therefore, the purpose of this study is to examine the factors that contribute towards to job stress among food service employees at the private hospitals and identify the most influential factor that associated with the stress. This study also designed to examine the relationship between demographic characteristics of employees and job stress. The factors that used to conduct this study are workload, salary and working environment. This study used a quantitative approach through a self-administered survey questionnaire. 180 sets of questionnaires distributed to employees who were currently working in food service department at private hospitals. There were only 126 questionnaires returned and valid for further analysis. Data obtained were analyzed by using Statistic Packages for Social Science (SPSS) latest version. Based on the analysis, workload is the most influential factor of job stress and followed by the working environment as a second influential factor. Meanwhile, the salary factor did not significantly influence job stress among employees in this industry. Findings of study hopes will help the managers or owners in the institutional food service industry particularly the private hospitals to highlight these factors that lead to employee job stress. Additionally, the importance of this study is to encourage managers in focusing on these three factors in order to implement strategies to minimize stress at workplace.

Pengaruh Motivasi dan Kepuasan Kerja terhadap Stres Kerja Karyawan PT. PLN (Persero) Pembangkitan Selama Masa Pademi Covid – 19

This study aims to see the effect of work motivation and job satisfaction on job stress of employees of PT. PLN (Persero) generation during the covid-19 pandemic. The research subjects were 111 people with the sampling technique using total sampling. Data were collected using a Likert scale consisting of three scales, namely the work motivation scale, job satisfaction scale, and work stress scale. Data analysis technique using multiple regression analysis. The results obtained that there is a significant influence between work motivation and job satisfaction on work stress of employees of PT. PLN (Persero) generation during the covid-19 pandemic. The magnitude of the influence of motivation and job satisfaction on the work stress of employees of PT. PLN (Persero) generation during the covid-19 pandemic was 41.9% while the remaining 58.1% was influenced by other factors outside the study. From the results of the study, it was concluded that there was an effect of motivation and job satisfaction on employee job stress.

Business Challenges Such as Organizational Politics, Job Stress and Turnover Intentions of Employees: Implication for Policy Development in Ghana

The purpose of the study was to look at the link between Organizational Politics, Job Stress, and Turnover Intentions as some of the difficulties that face Ghanaian businesses, leading to policy formation. The participants in this study were Anglo Gold Ashanti employees. Data was gathered by the distribution of personally given questionnaires to respondents who were chosen using a non-probability sample approach called convenience sampling. In the end, a total of 100 completed questionnaires were employed in the study. The results of this study were established by analyzing the data with SPSS and Smart PLS SEM Software. The study's findings revealed that Organizational Politics and Turnover Intention had a substantial positive association. The outcomes of this study suggest that in order to lower turnover intentions, high levels of work stress and low levels of organizational politics must be addressed.

Pengaruh Overtime dan Workload terhadap Turnover Intention dengan Job Stress Sebagai Variabel Mediasi (Studi Empiris Pada Karyawan PT Albasia Sejahtera Mandiri Temanggung)

This study aims to examine and analyze the effect of overtime, workload, and job stress on employee turnover intention, the effect of overtime and workload on employee job stress, the mediating role of job stress on the effect of overtime. on employee turnover intention, and the mediating role of job stress on the effect of workload on employee turnover intention. The sample used in this study were 172 production employees of PT Albasia Sejahtera Mandiri Temanggung. The sampling method used was purposive sampling. The analytical tool used is multiple linear regression analysis with SPSS 25.0. The results of this study indicate that overtime has a positive and significant effect on employee turnover intention, workload has a positive and significant effect on employee turnover intention, overtime has no effect on employee job stress, workload has a positive and significant effect on employee job stress, job stress has a positive and significant effect on employee turnover. employee turnover intention, job stress does not mediate the effect of overtime on employee turnover intention, and job stress mediates the effect of workload on employee turnover intention.

Integrative work design for telework practices: lessons learned from the COVID-19 pandemic in Thailand

Purpose This study aims to identify an effective work design for telework practices in Thailand by investigating the influence on employee work engagement and job stress of job demands and resources in three domains of work characteristics – task, social and contextual. Design/methodology/approach In total, 1,052 high-intensity teleworkers participated in our online survey. Nested model comparisons and chi-square difference tests were used to test the significance of the three domains of work characteristics by comparing changes in model fit associated with the removal of the parameters associated with each domain. The best fit model was then used to examine the hypothesized relationships. Findings The results revealed that each domain of work characteristics provides additional and meaningful insights on employee outcomes. For telework practices in Thailand, supervisor support and work autonomy, the job resources specified respectively in the social and task domain can enhance work engagement. In contrast, supervisor surveillance and communication overload, the job demands in these respective domains can lead to job stress. Additionally, telework contextual demands of blurred work–life boundaries reduce employee work engagement. Communication overload has paradoxical outcomes of increased job stress and improved work engagement. Originality/value This study contributes to the work design and telework literature by applying an integrative work–design approach to demonstrate that organizations should consider both job demands and resources in a wider context of work design. This study also provides insights in respect of Thai cultural values to explain the effective design of telework practices in Thailand, a country where telework is relatively new and the work–design literature is very limited. This study is useful for international business managers wishing to adopt telework practices in Thailand to localize how telework is organized and ensure a smooth transition to the new world of work more successfully in the post-pandemic period.

The influence of leadership style on employee performance mediated by work conflict and moderated by job stress

This research paper aims to examine whether there is a significant effect of overall Leadership on Employee Performance. Furthermore, additional focus could be placed on the question, whether Work Conflict can play a mediating role of Leadership style on Employee Performance or Job Stress can play a moderating role between Work Conflict on Employee Performance and Leadership Style on Employee Performance. After reviewing the literature, there are seven hypotheses proposed in this study. The dependent variable is Employee Performance, while the independent variable is Leadership Style. The study design consisted of a population with a saturated sample of 50 workers from an SME company in Surabaya, East Java, Indonesia. The data is processed using SEM Smart PLS 3 where the bootstrap method is used to test hypotheses and the results of the study show that Job Stress has no significant effect on Employee Performance, Leadership Style and Work Conflict have a significant effect on Employee Performance, Leadership Style has a significant effect on Work Conflict, Job Stress only acts as a potential moderating because it has no a significant direct relationship with Employee Performance and cannot moderate Work Conflict on Employee Performance and Leadership Style on Employee Performance, and Leadership Style has a significant effect on Employee Performance through Work Conflict. This study provides input to enrich the theory of the relationship between leadership and employee performance with mediating and moderating factors.

Psychological Contract, Self-Efficacy, Job Stress, and Turnover Intention: A View of Job Demand-Control-Support Model.

The outbreak of Coronavirus disease 2019 (COVID-19) has caused enterprises to face more challenges, such as operational management, production and sales management, and human resource management, among other issues. In the context of the global knowledge economy, employees with high knowledge and skills have become an important source of corporate growth and breakthroughs. However, employees may intend to transfer to other companies due to the pressure of the external and internal environments, so the main topic explored by this paper will be the change of employees' turnover intention. The purpose of this study was to explore the influence mechanism that propels the employees' self-efficacy, job stress, and turnover intention, and the moderating effect of transformational leadership. A total of 553 valid responses from several information service companies in China are collected via purposive sampling and used in the data analysis. This study conducts partial least squares structural equation modeling partial least squares structural equation modeling (PLS-SEM) to analyze collected data. The results of the path analysis with structural equation modeling show that employees' psychological contracts have a positive impact on the self-efficacy and a negative impact on the job stress. Employees' self-efficacy has a negative impact on job stress and turnover intention; transformational leadership plays a significant moderator in the research framework. Based on research findings, the theoretical and managerial implications are presented.

Long-term improvement of psychological well-being in the workplace: What and how

ObjectiveThe World Health Organization states that by 2030, mental illness will become the leading global disease burden. Thus, investigations of job stress might require more heterogeneous and innovative solutions. Existing literature demonstrates that good workplace environments have favorable effects on employees’ psychological well-being. However, studies on long-term effects are scarce. This study examined the long-term impact of comprehensive workplace characteristics and employee responses to stress (coping strategies) on job stress in Japan. MethodsUnder a large-scale 3-year longitudinal study, 1,021,178 observations collected from employees in 390 companies from 2017 to 2019 were used. Employee job stress trends were confirmed based on company-fixed-effects linear regression. The relationship between one-year or two-year lagged comprehensive workplace characteristics or coping strategies, and employee job stress was estimated using linear regression. Favorable effects of the work environment and coping strategy improvement were illustrated based on the regression results simulation. ResultsFirst, job stress appeared to be steadily worsening among the employees of Japanese companies from 2017 to 2019. Second, low job and psychological demand, high job control, a high level of support from the people around, balanced effort–reward, strong job security, and strong interpersonal relationship have favorable long-term effects on employee job stress. Third, employees’ coping strategies, such as positive thinking, changing mood, requiring help from other people, reduced negative thinking, and avoiding inappropriate emotional divergence have long-term effects on mitigating job stress. Particularly, thinking positively, changing mood, and avoiding directing feelings of anger and frustration toward others reduce high stress in 46% of respondent employees. ConclusionsA comprehensive well-organized workplace environment and appropriate responses to stress have a long-term favorable effect on employee job stress. These results provide policy measures for improving the workplace environment and for employees to adopt coping strategies to enhance their psychological well-being in the long term.

Assessing the impact of workaholism and work engagement on medical university employee stress and satisfaction levels.

BackgroundWorkaholism (WH) is related with high mental trouble and physical objections, low employment and family fulfillment, and low occupation execution; however, work commitment is related with job and life satisfaction. This study aimed to assess the impact of WH and work engagement (WE) on medical university employee job stress and satisfaction.MethodsThis descriptive analytical study was conducted on workers employed in medical universities using validated questionnaires for data collection. The sample size was 330, from which 305 responded with completed questionnaire. The employees were the direct workers of different accessible medical universities in Karachi, Pakistan. The employee enrolment and distribution of the questionnaire was performed using non-probability convenient sampling. The Brief Job Questionnaire (BJQ), Dutch Work Addiction Scale (DUWAS) and Utrecht Work Engagement Scale (UWES) were used to assess the impact of job stress on job satisfaction and WE. The data was analyzed by applying descriptive statistics, Spearman correlation and regression analysis. A p-value of ≤ 0.05 was taken as significant.ResultsThe study consisted of 117 (38.4%) male and 188 (61.6%) female participants; the mean age of participating employee was 28.50 ± 6.192. The mean score for WE was 3.78 ± 0.467, that of WH was 3.42 ± 0.559, for JS was 4.29 ± 0.400, whereas JSF was 3.10 ± 0.591. A positive correlation was observed between job stress, WH and WE. WH had a strong correlation with job stress and weak correlation with job satisfaction and performance. A significant difference was observed between WE and WH among males and females.ConclusionsThe study presented with a significant effect of job satisfaction with WH and WE with job stress. Hence, indicating the importance of social skills and WE with fellow employees to increase the work productivity and performance. However, in case of over work and WH, an increase of job stress is inevitable.

Analyzing organizational factors in Greek tourism services

The purpose of the paper is to investigate the interaction of human resource management, strategic leadership, role conflict, job commitment, and job stress of employees in a public tourism organization. The value of this paper lies in the fact that human resources are undoubtedly the most important asset for both private tourism businesses and public tourist organizations (Ntalakos, Belias, & Koustelios, 2022a; Ntalakos, Belias, & Tsigilis, 2022b; Belias & Trihas, 2022a). The success or failure of the goals set by the respective administration depends on this. The above variables interact with each other and affect employee performance, as strategic leadership decisions will affect job stress and job commitment (Belias, Rossidis, Sotiriou, & Malik, 2022). The empirical data used in this paper has been derived from quantitative research which occurred in a sample of 190 persons working in hotels. The outcome of the research is that strategic leadership has an effect on work stress, while it also affects job commitment and the lack of a sense of belonging to the organization. Furthermore, role conflicts affect both job commitment with work stress, while work stress has also an effect on job commitment. An important conclusion is that work stress is not a moderator variable for the examined relationships. Based on the outcome of the research, the recommendation is that public Greek organizations need to empower their human resource management so to increase the job commitment and the leadership capacity of their employees but also to make sure that the work environment is able to reduce stress.

Perceived organizational politics, job stress and job involvement of public sector employees in Nigeria: the role of resilience

Empirical evidence suggests that only 15% of employees are dedicated and involved in the workplace in Nigeria. The study examined the role of resilience in the relationship between perceived organisational politics, job stress and job involvement among employees in Zamfara state. The research is quantitative in nature employing both survey and cross-sectional research designs. The study utilised purposive sampling techniques as 500 pieces of the questionnaire were distributed to respondents and of which 266 pieces of the questionnaire were valid and used for analysis. The study utilised structural equation modelling to ascertain the hypothesised relationship. The finding revealed that perceived organisational politics and resilience have negative and positive significant effect on job involvement respectively while job stress has negative nonsignificant effect on job involvement. In addition, resilience significantly moderated the relationship between job stress and job involvement but failed to significantly moderate the relationship between perceived organisational politics and job involvement. The study recommended government effort at ensuring that employees' workload is nominal to discourage job stress. JEL Classification: M10, ML12, ML14

Understanding Job Stress and Organizational Effectiveness of Airline Employees Due to Changes in the Employment Environment under COVID-19—Focusing on the Difference in the GAD-7 of Employees

The purpose of this study was to examine the relationship between the job stress of employees due to changes in the employment environment of airlines under COVID-19 and job burnout and turnover intention. GAD-7 was applied to verify the influence relationship linking job stress, job burnout and turnover intention, using a structural equation model according to anxiety, namely, COVID blues. The results of this study can provide a theoretical basis for the relationship linking job stress, job burnout and turnover intention of employees due to changes in the employment environment resulting from the business crisis of airlines under the COVID-19 pandemic, which has been ongoing since 2020. In addition, it was possible to understand the degree of impact on stress, job burnout and turnover intention by measuring the anxiety disorder of employees, i.e., COVID-19 blues, due to the prolonged pandemic. This study provides basic data on human management measures in the aviation field. Furthermore, according to the results of this study, changes in the employment environment led to job stress in employees, which in turn increased employee job burnout and turnover intention. These results can provide practical implications and help human resource managers to better manage employees, as it was revealed that both changes in the organization of employees and changes in the employment environment of temporary employees increase job stress. Lastly, in the situation where COVID-19 and its associated blues continue, the GAD-7 scale, typically used for patients in hospitals, was applied to airline employees to determine their anxiety levels and psychological state, representing an effective method of lowering intention to leave, job stress and job burnout.

Employee perception of talent management practices and turnover intentions: a multiple mediator model

PurposeThe study aims to investigate employees' overall justice perception and job stress as multiple mediators in the relationship between perceived talent management (TM) practices and turnover intention.Design/methodology/approachCovering various industries in Bangkok, Thailand, the sample of the study consists of 552 employees, including both talented employees and normal employees as defined by their organization. Online questionnaires were distributed internally by selected organizations, and structural equations modeling was used to analyze the data.FindingsThe results indicate that both overall justice perception and job stress mediate the relationship between perceived TM practices and turnover intention.Originality/valueThe study contributes to the lack of empirical evidence in TM literature and aids in the design of better TM strategies to deliver effective organizational investments in its people.

MEDIATING ROLE OF MENTORING BETWEEN JOB STRESS AND JOB SATISFACTION IN EMPLOYEES OF AN IRANIAN STATE BANK

A large number of research studies have been conducted on mentoring; however, a few of them have been done in developing countries (e.g., Iran). In addition, few researchers have investigated the mediating effect of mentoring functions on job stress and job satisfaction in bank staff. This study is aimed at exploring the mediating role of mentoring in the relationship between job stress and job satisfaction in employees. The study population consisted of all employees of state bank branches in Rasht city (north Iran). The participants of this study were 214 bank employees. The results revealed the mediating role of mentoring in the relationship of job satisfaction and job stress, showing that mentoring mediates the destructive effects of job stress and improves job satisfaction. The present study showed that mentoring is a general form of organizational support that can be effective in reducing job stress. Therefore, having a good mentor may act as a buffer against the destructive effect of job stress toward job satisfaction for employees within an organization. These results supported the proposed structural model.

The analysis of the Influence of Environmental Factors, Organizations and Individuals Against Stress Employees Working In The Department of Industry and Trade of West Sumbawa District

Every Institution of Government, the better it Organizations and Institutions urgently need and understand the importance of Human Resources to be developed, in an attempt to achieve a competitive advantage, which is an important asset for the organization in the process of planning strategic. Anatan and Ellitan (2007:16). This study uses a quantitative approach. The type of research conducted included the study of the cause-and-effect (causality). The purpose of the research is to analyze the factors that significantly influence work stress like environmental factors, organizational factors, and individual factors on the employees of Industry and trade of West Sumbawa District . Methods of data collection in this study using Census Method. Furthermore, the data were analyzed using multiple linear regression analysis. The results of the research that environmental factors, organizational factors and individual factors partially and simultaneously have a significant effect on work stress of employees of the Department of Industry and trade of West Sumbawa District , is evident from the results of the t test each independent variable is large dinandingkan from the t table, and the value of F calculated is greater than F table. Individual factors, is the dominant variable affecting the job stress of employees in the Department of trade and Industry of West Sumbawa District , is known based on the results of the t value which is the largest when compared with the results of other variables.

The Effects of Customer bad behavior on Food Service Employee Job Stress and Service Sabotage

본 연구는 외식업소 고객불량행동이 종사자의 직무스트레스와 서비스사보타주에 미치는 영향을 분석하는 것이다. 본 연구를 위한 설문조사는 외식업소 종사자 300명을 대상으로 2020년 7월 1일부터 2020년 8월 15일까지 약 45일 간에 거쳐 설문을 실시하였다. 가설검증을 위해 SPSS 22.0을 사용하였다. 분석결과 고객불량행동(불평행동, 언어폭력, 비매너행동, 규정위반)은 직무스트레스에 유의한 정(+)의 영향을 나타냈으며, 서비스사보타주에는 비매너행동과 규정위반이 유의한 정(+)의 영향을 나타냈다. 직무스트레스는 서비스사보타주에 유의한 정(+)의 영향을 나타냈다. 본 연구결과는 대면서비스업이 주를 이루고 있는 외식업 종사자들의 직무스트레스를 최소화 할 수 있도록 외식업소에서의 적극적인 종사자 보호가 필요함을 시사한다.

Why and When Leader Entity Morality Beliefs Promotes Employee Unethical Pro-Organizational Behavior

Research on unethical employee pro-organizational behavior has gained increasing attention and explored obvious antecedents like leadership and leader’s unethical behavior. However, no known study has examined leader entity morality beliefs, although it is apparent that leader entity morality beliefs would shape the organizational environment in which the employees are in. Combining the implicit person theory and stressor-coping-outcome model, our research aims at investigating the indirect effect of leader entity morality beliefs on employee unethical pro-organizational behavior through employee job stress and moral disengagement. Results found that employees who had stronger organizational identification were more likely to be influenced by leader entity morality beliefs, resulting in high unethical pro-organizational behavior through their job stress and moral disengagement. Our findings have pertinent practical implications in managing employee job stress and unethical pro-organizational behavior.