Organizational Stress Research Articles

Why do police consider leaving the profession?: The interplay between job demand stress, burnout, psychological distress, and commitment

Abstract Policing worldwide is facing a staffing and retention crisis. If the staffing exodus continues, communities will be left with too few police and large cohorts of inexperienced new recruits on the job. Drawing on 2,669 survey responses collected as part of a national study of law enforcement officers across the USA, we test an integrated theoretical model of the predictors of turnover intentions. We computed a path model using structural equation modelling, finding that job demand stressors (including trauma, organizational, and operational stressors), burnout, psychological distress, and commitment (including organizational commitment and occupational commitment) all play important roles in explaining the intentions of officers to exit the policing profession. Based on the study findings, the importance of trauma, organizational and operational job demand stress, and the differential impact of organizational and occupational commitment on police turnover intentions is established. Addressing burnout and psychological distress through a wellness agenda is likely to assist in stemming the outflow of officers from policing. The current study makes a significant empirical and practical contribution to the small body of existing police turnover research. The current research guides police leaders on the critical factors that must be considered when developing strategies and initiatives that aim to positively impact on the retention of officers within policing.

Stress, job satisfaction, and workplace climate in Italian police workers

Abstract: Police job, because of its inherent characteristics, predisposes to work in stressful contexts on a daily basis. The features of the work environment, such as a good organizational climate, could play an important role in maintaining a good level of job satisfaction. The aim of the present study is to investigate, using OLS regressions, which climate dimensions predict job satisfaction and stress in a sample of police workers (N = 665) in Northern Italy. In addition, the differences between groups in terms of organizational climate and stress are examined, especially in relation to role (police officers vs. other roles) and gender. Results showed that all dimensions of workplace climate (except fairness, autonomy and communication) were positively and significantly associated with job satisfaction, while job description, job involvement, team and leadership were negatively and significantly associated with stress. Compared to the differences between groups, police officers showed significantly more critical scores on most of the variables included in the analyses (workplace climate and stress); in terms of gender, women showed more negative scores on stress symptoms (relational problems, emotional distress and physical problems) and more positive perceptions of organizational fairness. This study offers new insights into the critical role of police officers and gender differences in the police force. The importance of supporting and maintaining a good organizational climate in such a critical profession is also confirmed.

The Modeling of Organizational Health based on the Organizational Commitment and Deviant Behaviors with the Mediation of Job Stress in Anxious Managers

Background and Objective: The present study was conducted with the aim of investigating the modeling of organizational health based on the organizational commitment and deviant behaviors with the mediation of job stress in anxious managers. Methods and Materials: This study in terms of purpose was applied and in terms of implementation method was cross-sectional from type of correlation. The research population was anxious managers in the 20th district of Tehran city in the academic years of 2023-24, which 400 people of them were selected as a sample by purposive sampling method. To collect data were used from questionnaires of organizational health (Hoy and Feldman, 1987), organizational commitment (Mayer and Allen, 1991), organizational deviant behaviors (Bennett and Robinson, 2000), job stress (Harris et al., 1994) and generalized anxiety disorder (Spitzer et al., 2006) and analyzed by path analysis method in SPSS-25 and Amos-25 software. Findings: The findings indicated that the model of organizational health based on the organizational commitment and deviant behaviors with the mediation of job stress in anxious managers had a good fit. Also, the variables of organizational commitment and deviant behaviors on job stress and organizational health and the variable of job stress on organizational health had a direct and significant effect (P<0.001). In addition, each of the variables of organizational commitment and deviant behaviors with the mediation of job stress on organizational health had an indirect and significant effect (P<0.001). Conclusion: According to the findings of this study, it is suggested that the officials and planners of the education system based on the results of this study and similar studies, take an effective step towards improving organizational health by designing and implementing appropriate programs. They to improve organizational health can increase the amount of organizational commitment and reduce the amount of organizational deviant behaviors and job stress.

Organizational Citizenship Behavior, Work Stress, And Job Performance In Public Elementary School

Organizational Citizenship Behavior, Work Stress, And Job Performance In Public Elementary School

Perceived organizational politics: Implications for nurses’ stress and job satisfaction

BackgroundPerceived organizational politics is a common phenomenon in almost every organization and is associated with undesirable employee outcomes. Despite numerous studies on this important topic, studies describing the influence of perceived organizational politics on nurses' outcomes (job satisfaction and stress) remain underinvestigated. This study examined the impact of perceived organizational politics on job satisfaction and job stress among nurses. MethodsA quantitative cross-sectional design was used in this study. Two hundred and thirteen (213) nurses participated. Three standardized instruments were utilized: Perception of Organizational Politics, Job Satisfaction Scale, and Job Stress Scale. Data were analyzed using descriptive statistics, Pearson correlation, and multiple regression analyses. FindingsNurses perceived a high level of organizational politics. We identified a significant correlation between perceived organizational politics, job stress, and job satisfaction in nursing. The results showed nurses' perception of organizational politics had a positive relationship with job stress and a negative relationship with job satisfaction. Managerial implicationHospital management should reconsider the organizational, group, and individual situations that create perceived organizational politics to prevent any unnecessary political behaviors in the hospital. Also, strategies to enhance nursing management and healthcare provision should be directed at reducing the use of politics to promote self-interest. Originality/valueOur study provides a novel insight into the unexplored nature and impact of perceived organizational politics on nurses' job satisfaction and stress in Ghana. It is the first research to investigate organizational politics using nursing population in the Ghanaian context and makes significant contributions to theory and practice.

Organizational Learning and Primary Care Nurses’ Work Performance and Well‐Being: A Multilevel Linear Analysis in a Developing Country

Aim. This study aims to investigate the level of organizational learning within urban Chinese Community Health Centres and reveal its potential association with primary care nurses’ work performance and well‐being. Background. Globally, there is a push to establish learning healthcare systems for complex health reform challenges. Existing studies on organizational learning mainly focus on North American and European hospital settings, offering limited insights into primary care environments, particularly in developing countries. Design. Cross‐sectional study. Methods. We recruited 175 nurses from 38 community health centres in four Chinese cities (Shanghai, Shenzhen, Tianjin, and Jinan) using convenience sampling. Trained research assistants conducted face‐to‐face surveys, measuring organizational learning with the Learning Orientation Scale. Nurse‐level outcomes included self‐directed learning, quality of care, organizational commitment, and work stress. Data analysis employed multilevel linear modelling. Results. The 38 community health centres displayed a relatively high level of organizational learning, and there was a positive and significant association between organizational learning within community health centres and nurses’ self‐directed learning as well as the quality of care. However, there was no significant association between organizational learning and nurses’ organizational commitment or work stress. Conclusion. This study demonstrates a high‐level organizational learning capacity in urban community health centres in China. It provides a new perspective on the potential relationship between CHCs’ organizational learning and primary care nurses’ well‐being and work performance. Further research is needed to clarify unexpected findings and identify factors promoting organizational learning in primary care settings. Implications for Nursing Management. In China’s evolving primary care system, nurses play a vital role amidst physician shortages. Policy should prioritize internal management reform alongside structural changes. This study highlights the importance of fostering organizational learning in primary care settings. Strategic interventions should promote a learning culture in CHCs, which may enhance nurses’ self‐directed learning and improve the quality of care.

Employers' requests when advertising for nurses-A national mapping of recruitment advertising for nurses in Sweden.

There is a shortage of nurses and many are leaving the profession. Maintaining sufficient nursing staff is a major healthcare challenge for societies worldwide. Work conditions, job orientation, and career opportunities all factor into nurses' rates of attrition, exit, and turnover. Newly graduated nurses have requested structured introductory and/or mentoring programmes to ease their transition from education to work life and develop the skills and knowledge necessary in their particular work setting. Nurses also seek opportunities to continue learning and developing professionally. To map and describe the content of recruitment advertisements for nurses. Research questions were: 'What qualifications do healthcare employers request when recruiting nurses?' and 'What sorts of professional development do healthcare employers offer nurses? A comprehensive national mapping of recruitment advertisements for nurses in Sweden where all advertisements, N = 450, on 20 of the 21 regional hospital websites were collected. A qualitative and a quantitative content analysis was performed. Personal characteristics dominated requested competence in recruitment advertisements. Employers offered general nursing opportunities with unspecific work content and focused more on recruiting newly registered, rather than experienced, nurses. In only a few advertisements, employers asked for a master's degree. No employer requested nurses with a PhD or research experience. While the World Health Organization stresses the need for a sustainable recruitment and attainment of nurses to secure health care, employers' recruitment of mostly newly graduated nurses and offering little professional development and few career opportunities may be one explanation for the difficulties in securing safe nurse staffing.

직무과부하가 직무스트레스와 조직불공정성 및 반생산적과업행동에 미치는 영향

In order to increase the competitiveness of companies, reduction management has become commonplace, and efforts are being made to successfully perform more tasks with fewer people. Employees who experience job overload show lower satisfaction and engagement due to negative emotions towards their jobs and organizations, which negatively affects their actual work performance. Therefore, this study conducted an empirical analysis using PROCESS macro proposed by Hayes (2013) for members engaged in small and medium-sized enterprises in Busan to examine the effects of job overload on job stress, organizational unfairness, and counterproductive task behavior. As a result of the analysis, first, it was found that job overload had a positive (+) effect on CWB (individual deviation, organizational deviation). Second, it was found that job overload had a positive (+) effect on job stress and job stress had a positive (+) effect on CWB (individual deviation, organizational deviation), and third, job overload had a positive (+) effect on organizational unfairness, and organizational unfairness had a positive (+) effect on CWB (individual deviation, organizational deviation. Fourth, in the relationship between job overload and individual deviation and counterproductive task behavior, job stress and organizational unfairness did not have a mediating effect, while in the relationship between job overload and organizational deviant counterproductive task behavior, job stress and organizational unfairness showed a mediating effect. Based on the above, I would like to present theoretical and practical implications.

PENGARUH JOB SATISFACTION, PERCEIVED ORGANIZATIONAL SUPPORT, WORK-LIFE BALANCE DAN JOB STRESS TERHADAP TURNOVER INTENTION PADA PT. TRIKUSUMA JAYA PERKASA SEMARANG

This study aims to determine the effect of job satisfaction, perceived organizational support, work-life balance and job stress on turnover intention in PT. Trikusuma Jaya Perkasa Semarang. This study used quantitative research methods. The population used in the study was employees of PT. Trikusuma Jaya Perkasa employees and the sample used was 81 employees of PT. Trikusuma Jaya Perkasa employees using probability sampling Data analysis in the study using SPSS for window software version 26. The results of this study show that there is a negative influence between job satisfaction (X1) on turnover intention at PT. Trikusuma Jaya Perkasa Semarang (Y) partially with a calculated t-value of -0.344 and a significance value of 0.678. Perceived organizational support (X2) has a positive and significant effect on PT. Trikusuma Jaya Perkasa Semarang (Y) partially with a calculated t value of 2,304 significance value of 0.024. Work-life balance (X3) negatively affects turnover intention in PT. Trikusuma Jaya Perkasa Semarang (Y) partially with a calculated t value of -.465 and a significance value of 0.664. Job stress (X4) has no effect on turnover intention in PT. Trikusuma Jaya Perkasa Semarang (Y) partially with a calculated t value of -0.622 and a significance value of 0.535.

Emotional distress and quality of life in teachers during the pandemic

The advent of the COVID-19 pandemic precipitated an unparalleled public health exigency globally. The enforced cessation of operations within educational edifices necessitated an expeditious shift from traditional pedagogy to a virtual educational paradigm. The initial and most palpable repercussion of the Coronavirus pandemic was observed in the alteration of human lifestyles. It drastically redefined interpersonal dynamics. Concurrently, there was a discernible transformation in individual attitudes towards self and others. Nevertheless, the exigencies of social isolation were found to be particularly arduous for individuals in solitude. Solitary inhabitants became acutely aware of their isolation, bereft of familial, social, and professional interactions. The imminent peril of the contagion engendered heightened vigilance towards personal health, compelling adherence to stringent regulations, notwithstanding the inherent sociability of humans. The intrinsic human yearning for social interaction, a component of self-actualization, was temporarily obviated. Concomitantly, the deleterious ramifications of social isolation and solitude began to surface. The eradication of customary leisure activities precipitated a void, punctuated by a collective inability to utilize time constructively. The impetus for selecting this subject matter was its contemporaneity and the desire to delve deeper into the tribulations engendered by the pandemic. Experiencing these tribulations from a student's perspective fostered a curiosity about their impact on educators. This discourse aims to elucidate the perturbations in quality of life and emotional distress, as well as the organizational stress effects during the pandemic epoch. Given the abrupt migration to online pedagogy necessitated by the pandemic, the study centers on pre-university educators, employing two digital questionnaires for data collection. The primary goal of this inquiry is to ascertain the correlation between emotional distress and various facets of life quality among pre-university pedagogues.

Well-Being, Mental Health, and Study Characteristics of Medical Students before and during the Pandemic.

Medical students report high demands, stressors, pressure to perform, and a lack of resources, and are therefore at a higher risk for mental strain and burnout. Due to the COVID-19 pandemic, study conditions have changed, and new challenges have emerged. Thus, this study aimed to examine medical students' well-being, mental health, and study characteristics before and during the pandemic. Data from 988 Austrian medical students were included into the cross-sectional comparisons, and 63 students were included into the longitudinal analyses (variance analyses/t-tests or appropriate non-parametric tests). Well-being before and during the pandemic did not differ significantly but the peri-pandemic cohort reported higher study satisfaction, more social support from lecturers, and less emotional exhaustion, cognitive demands, and stressors (information problems, organizational stressors, work overload). Longitudinally, work overload was also perceived to be higher before the pandemic; however, study satisfaction was lower. During the pandemic, approximately every seventh student exceeded the cut-off value for generalized anxiety disorder, and approximately every tenth student exceeded the cut-off value for major depression. These unexpected peri-pandemic results concerning constant high well-being, study satisfaction, and the perception of conditions may be based on response shift effects that require further exploration. The scores exceeding the reasonable cut-point for identifying probable cases of generalized anxiety disorder and depression may reflect medical students' needs, calling for an in-depth analysis if further health promotion is necessary.

The effect of job stress on the relationship between organizational ostracism and knowledge hiding

Purpose: The purpose of the present study was to investigate the effect of job stress on the relationship between organizational ostracism and knowledge hiding in the metropolitan area of Ahvaz. Methodology: The research was applied and carried out using an analytical survey. The statistical population of the study included all the employees of the Ahvaz Metropolitan Municipality, over 3000 people, 341 of whom were selected as the research sample by stratified random sampling. The data were collected as part of a field study using questionnaires from previous studies on organizational ostracism (Chang et al., 2021), knowledge hiding (Demirkasimoglu, 2016), and job stress (Wooten et al., 2010). The validity of the instrument was approved formally and its reliability was confirmed using Cronbach's alpha coefficient (0.830, 0.869, and 0.884) levels, respectively. The data were analyzed with the structural equation modeling method and AMOS software. Findings: The test of research hypotheses showed that there is a relationship between organizational ostracism by knowledge hiding (β=0.51 and t-Value=8.5) and job stress (β=0.73 and t-Value 11.59) and there is a significant relationship between job stress and knowledge hiding (β=0.44 and t-Value=7.805). In addition, the results revealed that job stress had a direct effect on the causal relationship between organizational ostracism and knowledge hiding (β=0.828) and that (β=0.321) is significant at (p<0.05). Conclusion: It is concluded that organizational ostracism brings about negative consequences such as job stress and hidden knowledge. It means that the organization members miss the opportunity to use communication networks between organization members and knowledge resources. It also increases the costs of providing services and dependence on knowledge resources outside the organization.

COVID-19's impact on worker stress in human service organizations: The mediating role of inclusion.

Human service organizations faced extraordinary challenges due to COVID-19. Despite the increasing interest and research in this new scenario, there has been limited discussion about the impact of COVID-19 on workers, the challenges they faced, and the resulting stress. This study aimed to analyze the impact of COVID-19 on work-related stress and the mediating role of inclusion among workers in human service organizations in Chile during the pandemic. The research design was quantitative and involved a sample of 173 workers from civil society organizations who were contacted during the pandemic. The study confirmed that individuals most affected by the pandemic experienced higher levels of work-related stress, and that inclusion played a negative mediating role in this relationship. This article highlights the importance of relationships, decision-making processes, and access to information in reducing stress in post-COVID scenarios for organizations that traditionally handle crises.

PopStress: designing organizational stress intervention for office workers

IntroductionExcessive work stress on office workers will affect people's health and work efficiency, and organizational stress management is becoming more and more critical. Current studies focus on the management of individual stress. The collective nature of stress and coping needs further exploration.MethodsThis paper proposes the PopStress system, which converts the negative stress of an office group into the energy of a popcorn machine. When the organizational stress accumulates to the threshold, the popcorn machine will start making popcorn and attract office workers to take a break and eat. Through multisensory stimuli such as visual, audio, and olfaction, the system encourages natural and entertaining social stress-relieving behaviors within the office.ResultsTwenty-four office workers were recruited and divided into six groups for the user study. The results showed that PopStress enables users to understand the collective stress status, and successfully relieved the individual's physiological and psychological stress. This work provides insights into organizational stress management, health product design, and social design.

Effect of commitment to the community on variables of organizational behavior in educational institutions

The objective of this study is to analyze the effect of commitment to the community on the community in which the school establishment is inserted, on the organizational commitment, job satisfaction and job stress, in educational institutions. The database, is made up of 140 observations, Cronbach's Alpha was used in the reliability analysis and structural equation analysis was applied. The results are presented in an adjusted model, where it is observed that the workers in the sample, when carrying out more activities for the benefit of the community, have a greater perception of job satisfaction, greater organizational commitment and a decrease in their stress levels.

Розвиток соціально-психологічних методів управління персоналом в умовах воєнного стану

Personnel management is an activity that creates many new challenges for managers who implement it at the enterprise. Today, one of these challenges is personnel management under martial law. In the con-ditions of martial law, a person's mental state is especially vulnerable, which is accompanied by a change in behavior, a low level of information perception, and an aggressive attitude towards others. All these negative processes are formed under the influence of stress in which people are, in particular, employees in organizations under martial law. People perceive and experience stress in different ways, some gradually adapt to the new reality, recover, and some in response to stressful circumstances and events feel uplifted and want to move forward against everything. In the conditions of martial law, the mental health of em-ployees is a factor that significantly affects labor productivity. Therefore, there is a need for the manager to use social and psychological methods at all levels and stages of management. This will contribute to the formation of a highly qualified and effective team, each member of which will realize their potential at the highest level, as a result of which the efficiency of the enterprise will increase. Social-psychological meth-ods appeal to the management of relationships. The main specificity of such methods is the use of informal factors, interests of the group, collective. At the same time, the competently implemented socio-psychological influence of the manager will form the employee's psychological resources for long-term successful activity. The main feature of psychological methods is the appeal to the inner world of a person, his personality, intelligence, feelings, images and behavior in order to direct the inner potential of a person to the solution of specific tasks of the enterprise. A review of literary sources and own research allow us to state that the formation of an effective labor team in the conditions of martial law directly depends on the identification, formation and development of psychological resources among employees. Despite the diffi-cult operating conditions of domestic enterprises, the proposed directions for the formation of psychologi-cal resources and well-argued evidence of the effectiveness of socio-psychological personnel management methods in the conditions of martial law should comprehensively solve the problem of reducing labor productivity, namely, from reducing organizational stress to improving the company's reputation, increas-ing trust in leadership and team cohesion.

FACTORS RELATED TO WORK STRESS IN THE ONLINE MOTORCYCLE TAXIS DRIVER COMMUNITY IN DEPOK CITY IN 2022

The incidence of stress is considered quite high, where more than 350 million people in the world experience stress. And according to the World Health Organization stress is a disease with the 4th rank in the world. It is recorded that around 10% of the population in Indonesia experience stress. Based on the results of previous research, it was found that in the coverage area of ​​Jakarta, Bogor, Depok, Tangerang, and Bekasi (Jabodetabek), there were 19 people (63.3%) online motorcycle taxi drivers who experienced stress, then online motorcycle taxi drivers who did not experience stress as many as 11 people. (36.7%). The purpose of this study was to find out the factors related to work stress in the online motorcycle taxi driver community in Depok City in 2022. The method in this study used a quantitative approach with a cross-sectional study design with a sample size of 130 respondents. The results of the bivariate analysis test showed that the variables related to work stress are age (p-value 0,000), gender (p-value 0,003), marital status (p-value 0,000), and workload (p-value 0,000). The variable that is not related to work stress is interpersonal relationships (p-value 0,236). This study concludes that the factors that have a relationship with work stress are age, gender, marital status, and workload. While the variables of interpersonal relationships have no relationship.

Pengaruh Komitmen Organisasi, Stres Kerja, dan Motivasi Kerja Terhadap Kinerja Driver Maxim di Bandar Lampung

The performance quality of the drivers has a significant impact on the quantity of Maxim performance, therefore the business must take these variables into account. This study aims to analyze the effect of organizational commitment, work stress, and work motivation on the performance of maxim online motorcycle taxi drivers in Bandar Lampung. 100 motorcycle riders maxim Bandar Lampung made up the sample in this study, which employed quantitative approaches. Coefficient of determination, partially test & simultaneous test, multiple linear regression models and hypothesis test are the analytical techniques research used. The research shows that the results of the conclusion that organizational commitment and work stress have no effect while work motivation has a significant positive effect on the performance of maxim online motorcycle taxi drivers in Bandar Lampung. While the F test has the result that’simultaneously the variables organizational commitment, work motivaton & job stress together have a significants effect on the performance of maxim online motorcycle taxi drivers in Bandar Lampung. The predictive capacity of those three variables on the overall performance of maxim online motorcycle taxi drivers in Bandar Lampung is 37,7%, whilst the final 62,3% is stimulated by other variable factors outside the regression version.

Ambivalent identification mediates the relationship between organizational justice and stress.

The present study aims to examine the relationship between organizational justice and employee stress through the lenses of social identity theory and the ambivalent identification process. The research hypotheses assume that employees working in organizational environments with low levels of justice could experience more stress, and this relationship is also mediated by ambivalent identification. In other words, the mediating mechanism of this relation posited that low levels of organizational justice were associated with high levels of ambivalent identification, which in turn increased levels of work-related stress. Across a field study in several organizations from healthcare sectors, results confirmed that employees treated with less fairness experienced high ambivalence toward their organization, which increased their perception of stress, i.e., work-related burnout, client-related burnout, physical symptoms, and interpersonal strain at work. Furthermore, results supported only a full mediation model, in which the direct relationship between organizational justice and stress was not significant. The present results make an important contribution to the research literature on justice: the inclusion of the mediator variable, namely, ambivalent identification, drops the expected direct effect of organizational justice on stress, suggesting a call for action in adopting the social identity perspective in addition to organizational justice models, and specifically introducing the study of a detrimental form of identification, such as ambivalent identification. Limitations and practical implications of the study were discussed.

Association of Socio-Psychological Factors on Decision Making Process of Kvk Officials in Odisha

The role of research and extension system in delivery of appropriate technology to the farmers has been looked at as the most important input for furthering agricultural production. Therefore, considering the requirement of developing the capacity of the farmers and reducing the time lag between technology generation and technology application at farmer’s field; the idea of establishing KVK under the leadership of Dr. Mohan Singh Mehta appointed by ICAR in 1973 took place. The present study is an exploratory survey design undertaking 125 respondents comprising of Sr. Scientist & Head, Scientists, Program Assistants and Farm managers selected randomly from 33 KVKs across the state. The findings of the study revealed that majority of the respondents (56.80%) were middle aged, 64 per cent of them were male officials and (68.00%) of the sample reported to experience moderate level of Job Satisfaction, Job Autonomy and Organizational Stress. Further, Organizational Climate (76.00%) and the Level of Job Management (72.00%) of the KVK was also reported to be moderate. The average gap in participation was maximum in identifying the problem/needs (38.40%) and policy decisions (39.40%) among the all the different stages of decision-making and types of decision-making respectively. Further, it was observed that Professional Experience, Organizational Stress, Job Autonomy and Level of Job Management was strongly associated with extent of Participation in different types of Decision-making. The findings also revealed that Level of Job Management was found to be associated with participation in different stages of decision-making.