Organizational Role Stress Research Articles

Organisational Climate, Role Stress, and Public Employees' Job Satisfaction.

The Job Demands-Resources (JD-R) model is an integrative theoretical framework for monitoring workplaces with the aim to increase job engagement and prevent burnout. This framework is of great interest since the management of job resources and demands can negatively affect employees, especially in organisational contexts characterised by high job demands. This study uses the job demands-resources model to investigate the relationships between organisational climate, role stress, and employee well-being (burnout and job satisfaction) in public organisations. This is a descriptive, cross-sectional study. The research participants are 442 public employees. A structural equation model was developed (organisational climate, job satisfaction, burnout, role stress). These confirm that organisational climate is correlated with role stress (−0.594), job satisfaction (0.746), and burnout (−0.408), while role stress is correlated with burnout (0.953) and job satisfaction (−0.685). Finally, there is a correlation between burnout and job satisfaction that is negative and significant (−0.664). The study confirms that a positive organisational climate could lead to less stressed and burned-out workers and, at the same time, to more satisfied employees with improved well-being.

Got political skill?

PurposeThe purpose of this study is to propose a research model in which political skill (PS) exerts a direct effect on role stress, job tension, work engagement and service performance and buffers the deleterious impact of role stress on job tension. The model also investigates the interrelationships of role stress, job tension, work engagement and service performance.Design/methodology/approachThe sample was drawn from 261 customer-contact employees in 15 casual restaurants in South Korea. Structural equation modeling was used to assess the aforementioned relationships.FindingsThe findings illustrate that PS alleviates role stress and job tension, while it fosters work engagement and service performance. PS is a panacea to the deleterious impact of role stress on job tension. As expected, role stress heightens job tension, while job tension mitigates work engagement. The findings further reveal that work engagement exerts a positive impact on service performance.Practical implicationsTraining interventions can be used to develop employees’ PS. Management should hire the individuals with high PS because such employees can work in harmony with the organizational culture and experience lower role stress and job tension.Originality/valueThe extant hospitality research implicitly demonstrates that very little is known about the outcomes of PS and its moderating role on the relationship between role stress and job tension. The current work set out to fill in this gap.

A study on role conflict in higher education institutions

This paper explores the level of Role Conflict among the members of faculty in Higher Education Institutions and how Role Conflict varies across the demographics. 506 faculty members of educational institutions were taken as the sample of Uttar Pradesh and Rajasthan. The difference across the demographic group in terms of Age, Gender, Marital Status, Designations and Work Experience were analyzed using Analysis of Variance (ANOVA) & T-Test. The Role Conflict Scale of Organizational role stress (ORS) by Udai Pareek 1993 was used to measure of Role Conflict. This study provides insights into the level of Role Conflict experienced by the members of faculty from different demographic groups. Role Conflict plays an important and crucial role in the improving performance, keeping employees motivated, creating a good organizational culture.

Organizational Role Stress on Job Satisfaction of Non-Executives in Commercial Banks, Sri Lanka

Area of the Study The impact of role stressors on the job satisfaction among the non-executives in the Sri Lankan commercial banking sector is the main area of this study. Problem of the Study Non-executives in the commercial banking sector in Sri Lanka is a major category of working group whose contribution is significant and important to survival of the banks in the competitive scenario. Success of their working life depends on the high level of day to day job satisfaction. However, the nature of job brings the risky and stressfulness. Therefore, this study is aimed to find out the effect of organizational role stress on the JS of the non-executives in the banking sector. Method of the study The sample of the study was 252 non-executives and sample was selected as simple random sampling method. Two standard questionnaires were used to gather the primary data and correlation and regression analysis were used to analyses the data. Findings of the Study The major finding of the study is that there is moderately negative relationship and impact of role stressors on the job satisfaction of banking non-executives. Conclusion of the Study The main conclusion of the study that the management of the banking companies have to pay their attention to reduce the different role stressors among the non-executives. Keywords: Organizational Role Stress, Job Satisfaction, Banking Non-Executives

The Organizational Role Stress among the Doctors of Government and Private Medical College in Nagpur

The Organizational Role Stress among the Doctors of Government and Private Medical College in Nagpur

Perception of Job Stress among Fighter Controllers in Indian Air Force

The fighter controllers (FC) are an occupational group who deal with a hectic, difficult and highly demanding job. Their occupation entails high levels of responsibility in terms of shouldering the Air Defence operations. These kinds of duties require them to perform optimally at all times and thus impose high grade of an unambiguous occupational stress. In the present study 38 Fighter Controllers of 4 IAF Stations were administered Organisational Role Stress (ORS) scale, Stress Buster Tool Kit and Holmes & Rahe Stress Scale. It was found that 66 per cent of the participants felt Inter Role Distance as a reason for high graded stress, similarly Role Stagnancy (55 %), Role overload (61 %) and Role Isolation (40 %) have severely affected the sample studied. Stress buster tool kit showed that 34 per cent participants perceived severe service related and workplace related stress. Holmes & Rahe questionnaire reported that a total of 31.6 per cent participants were at 90 per cent risk of developing systemic co-morbidities due to stress. This study reports that Fighter Controllers perceive their role to be less important with little opportunities for growth. A significant finding that emerged and that needs attention is the possibility that 1/3rd of the participants are prone to stress induced illnesses. The role of Aerospace Medicine Specialists in this context is paramount in alleviating stress and enhancing self-esteem in Fighter Controllers.

Does Working Capital Management Affect Corporate Profitability?

Because of the mushroom growth in higher education institutions, higher competition for rankings and performance pressures round the clock, academic staff nowadays play many other roles besides their traditional roles of teaching and research. Because of being engaged in multiple roles in competitve environment, it has been found that faculty members constantly face stress and burnout. This exploratory research (basically quantitative in nature) mainly focuses on the impact of various organizational role stressors on job related stress, general stress and burnout among teaching faculty in a university of Pakistan (n=80). The role stressors which showed significant impact on general stress, job related stress and burnout include role ambiguity, resource inadequacy, role conflict and role overload, role stagnation, inter-role distance and self-role distance. However role ambiguity and role stagnation showed strongest impact on some dimensions of stress and burnout. Some demographic factors such as marital status, gender and experience proved to have negligible impact on faculty stress and burnout.

Emotional Intelligence, Organizational Role Stress and Job Satisfaction:Perspectives from Indian Public and Private Sector Organizations

Human capital is not a rigid or absolute entity in its characteristics, and interestingly its value changes from context to context. There are various potent factors which help in optimizing this intangible capital to its highest. The factors like emotion and intellect are always at the center of discussion in human affairs providing the bedrock for developing psychological competencies. Present day literature supports the fact that emotional intelligence is an important ingredient to prepare the elixir of success be it in professional world or in personal sphere. Hence, the present empirical study has tried to explore the dynamics of emotional intelligence that shares with two important factors such as organizational role stress and job satisfaction in Indian public and private sector industries. The findings have revealed that there exists significant difference between public and private sector organizations with regard to job satisfaction. The study has also disclosed that irrespective of sectors emotional intelligence stands negative correlated with organizational role stress. Thus, organization needs to recruit people, train people and develop people in the area of emotional intelligence so that they can handle pressure, multiple job-roles and produce better performance.

GENDER DIFFERENCE IN ORGANISATIONAL ROLE STRESS: A STUDY OF EMPLOYEES IN IT SECTOR IN MANGALORE CITY

This study was conducted to find out the gender difference in organisational role stress on performance of the employees in the Information Technology sector in the city of Mangalore. In carrying out the study, simple random sample technique was used to select 458 employees from the IT sector. Udai Pareek’s ORS scale was used to assess the level of organisational role stress among the employees of the IT sector. Ten dimensions of role stress were measured using ORS scale. The hypothesis were tested using t-test. A quantitative, explorative and descriptive research design was employed in this study to gather information about the gender differences in occupational stress on the performance of employees. After gathering relevant data, analysis was conducted to determine the stress level between the male and female employees. The findings of the study reveal that there exists a significant relationship between in the gender differences in organisational stress in the IT sector.

Role Overload, Role Self Distance, Role Stagnation as Determinants of Job Satisfaction and Turnover Intention in Banking Sector.

Purpose:This study examined the relationship of the organizational role stress: Role overload, role self-distance, and role stagnation with job satisfaction and turnover intention with a sample of banking employees in India.Methodology:In this research, we used the RODS scale developed by Prohit and Pareek (2010) for measuring occupational role scale. The reliability of the scale came out to be 0.71.Findings:The majority of employees of all ranks, in both private and public sector banks, suffer from high role stress of all types. It was found that role overload and role stagnation are inversely associated with banking employees' job satisfaction. Private sector bank employees have more role stress and more unsatisfied than employees of public sector banks. Employees Turnover intention was found to be positively impacted by job satisfaction, contrary to many other studies. Possible reasons have been suggested. Job satisfaction was found to play a partial mediating role in the relationship between role overload and turnover intention with 40% mediation. Further, employees with longer tenure (work experience) have less role stress and are more satisfied.Originality:This study is unique in the sense there is hardly any study linking role stress to job satisfaction and turnover intention, specially in Indian context.

The Correlation of Organizational Role Stressors with Stress Level of ICU Nurses

Introduction : Work stress which is often experienced by ICU nurses may affects nurse’s performance, nurse’s health and wealth so that the factors which may affect work stress such as organizational role stressors must be noticed. This study was aimed to explain the correlation between organizational role stressors and work stress level in ICU Nurses.Methods : This study used cross-sectional design involved 13 respondents, taken by purposive sampling. The independent variable was organizational role stressors and the dependent variable was work stress. Data were collected by using questionnaires and analyzed using Spearman’s rho with level of significance α ≤ 0.05.Results : Results showed that there was no significant correlation between organizational role stressors and work stress level in ICU nurses with significance value p ≤ 0.139.Conclusion :It can be concluded that the organizational role stressors had no correlation with work stress level because there are so many factors that may affect work stress in ICU nurses. Discussion : Role overload however was experienced by ICU nurses as a mild stressors. This indicates the importance of increasing nurse’s quality and quantity by training and recruiting new nursing staffs.

An analytical study of organizational role stress (ORS) in employees of nationalized banks

PurposeThe purpose of this paper is to analyze the organizational role stress (ORS) in employees of Allahabad Bank posted at Guwahati city serving at scale 1 and above up to the deputy general manager (DGM).Design/methodology/approachThis study was carried out at different branches of Allahabad Bank located in the city of Guwahati, Assam. The respondents included assistant managers and DGM. The sampling technique used for data collection was non-probability sampling; the method used was convenience sampling. This study is exploratory as well as descriptive in nature. A questionnaire was distributed and collected personally by the researcher.FindingsAfter an extensive literature review, it was the belief of the researchers that the employees of Allahabad Bank could be experiencing the effects of stress. On using the tools (mean, ANOVA, Correlation) on the dimensions of stress and demographic factors, the results were almost identical.Research limitations/implicationsIn the banking industry, every constituent of the occupational stress can be studied more thoroughly. More insight into the factors of stress can be brought into the spotlight through more research work. Academicians may shed light on new factors that are creating stress, but still remain unidentified.Practical implicationsThis study can be extensively used in fields other than the banking industry such as hospitality, healthcare, insurance, etc. Stress gives rise to physical problems and health problems. It may also lead to psychological, behavioral and organizational problems. Stress adversely affects the productivity of the organization as employees experiencing stress may not perform up to their capability and according to the requirements of the organization. Awareness among people of stress and the reasons for its occurrence is a must to keep them healthy, happy and competitive.Originality/valueThis research is based on primary data collected from Udai Pareek’s ORS scale. The target sample was scale 1-5 employees of Allahabad Bank posted at Guwahati city. The literature review information and the work of other researchers are supported by due reference.

Burnout as a form of mental health problem among nurses in the Philippines

IntroductionNurses are among the health professionals that are confronted with burnout due to workload demands. The dominance of females in the profession reinforce the prevailing notion that the caring professions such as nursing are relegated to women. This gives the study its gender perspective.ObjectivesTo determine the interaction between situational, factors, role stressors, hazard exposure and personal factors in the largest tertiary hospital in the Philippines.MethodsThis was a cross-sectional study, which aimed to determine the interaction between situational, factors, role stressors, hazard exposure and personal factors among 246 nurses consisting most of females (78.5%) from the different wards and units in the Philippines General Hospital (PGH).ResultsAlmost half (49.6%) of the respondents reported being ill due to work in the past year, and 56.1% missed work because of an illness. Correlation statistics using the Spearman's rho showed organizational role stressors was most significant in burnout among nurses in the Philippine's largest tertiary hospital. Organizational role stressors consisted of ten dimensions, namely:– inter-role distance (IRD);– role stagnation (RS);– role expectation conflict (REC);– role erosion (RE);– role overload (RO);– role isolation (RI);– personal inadequacy (PI);– self-role distance (SRD);– role ambiguity;– resource inadequacy (RIn).ConclusionThe contribution of the study is in advancing new concepts in the already existing framework of burnout, and thus, can assist nurses and hospital administration on how to control this problem.Disclosure of interestThe author has not supplied his declaration of competing interest.

Role-stress and mental health of government officers of Nepal

Stress is the mental phenomenon; caused from the various environmental factors. The main aim of this study is to explore relationship between the role-stress and mental health of government officer working under the different ministries of Nepal. The study was conducted among the 284 government officers comprising level I to III. Standard structured questionnaires were used to measure the role-stress and mental health. The study found that there was no significant difference between position regarding the impact of organizational role stress on their mental and physical health. There was no significant difference found between the class I and III at P = 1.000 followed by class I and II at P = 1.000 and class III and class II at P = 1.000. Data shows that perception of mental and physical health has no different on the basis of their position and job roles. The study observed that there is relationship between the role-stress and mental health. If role stress increased then it negatively effect in mental health. Government employee reported the effect of role stress in their daily life but study has not found the serious effect of role stress in mental health of employees because of their practices of coping mechanism. So, there is need to explore their coping mechanism to manage the stress. Journal of Advanced Academic Research Vol. 3, No. 2, 2016, Page: 40-54

Organizational Role Stress among Health Science Faculty Members of Kathmandu, Nepal

Organizational Role Stress among Health Science Faculty Members of Kathmandu, Nepal

Organizational Role Stress and Work Engagement Among Nurses in a Selected Hospital in Cairo

Health care professionals, with particular regard to nurses, are exposed to several role stressors and demands of workplace that can adversely decrease their work engagement. Work engagement is perceived to inversely correlate with organizational role stress (ORS). The study aimed to investigate the relationship between organizational role stress and work engagement among nurses. A correlational comparative design was utilized in this study. The present study was conducted in all medical units and all surgical units with its specialties at New Kasr El Aini Teaching Hospital. The study sample composed of a convenience sample of both head nurses/charge nurses and staff nurses working in the previous selected departments. It composed of 52 head nurses/charge nurses out of 66 and 140 staff nurses out of a total of 230. Data of the present study were collected through utilizing the following two tools: The Utrecht Work Engagement Scale (UWES) and Organizational role stress-scale” (ORS). Findings of the present study concluded that that there was no statistical significant correlation between total organizational role stress (ORS) and total work engagement, while only significant correlation was found between total work engagement and the following ORS subscales: Inter role distance, role expectation conflict, role over load, role isolation, personal inadequacy and role ambiguity. A statistical significant difference between head nurses and staff nurses mean scores in relation to their levels of organizational role stressors as well as work engagement. The findings of this study can assist hospitals administrators and policy makers to create an attractive working climate in an effort to decrease levels of organizational role stress among nursing staff and increase their engagement. Replication of the present study on various clinical setting and different health care sectors in Egypt would also be worthwhile.

Study the interaction effect between burnout and personality hardiness on organisational role stress

Each and every human being have different desires in our life. To fulfill all the desires in life, generates stress and tension. Burnout is the severe form of stress i.e. the negative side of stress that leads to burnout. Burnout is an important phenomenon concern in teaching profession. It is very hard to avoid stress. But some optimistic and goal achievers find out their ways and means to deal stress in a better way. The concept hardiness emerged out from this which means some people have tendency to deal with stress effectively, as they are hardy by their personality. Teacher's hardiness has buffering effects on the stress in such a way that teachers who are more psychologically hardy are on better position to tackle stress at the workplace to perform well (Chan, 2003). Strength to handle stress comes inside. There are three aspects of hardiness i.e. commitment, control and challenge which generate a new and fresh outlook of life (Kobasa, 1979). The objective of the present study was to find out the interaction effect between personality hardiness on organisational role stress. The present study was conducted on 524 secondary school teachers.

Organisational Role Stress and Job Involvement of Employees in Post Consolidation Nationalised Bank: Job Involvement of Employees in Post Consolidation Nationalised Bank

Organisational Role Stress and Job Involvement of Employees in Post Consolidation Nationalised Bank: Job Involvement of Employees in Post Consolidation Nationalised Bank

Construction and Standardisation of Organisational Role Stress Scale

Role stress is defined as the conflict and tension due to the roles being played by a person at any given point of time. Enacted in the problems of organisations, such role stresses are called organisational role stress. The purpose of present study was to design a questionnaire that provides a quantitative measurement of organisational role stress. This scale includes dimensions namely inter role distance, role stagnation, role expectation conflict, role erosion, role overload, role isolation, personal inadequacy, self-role distance, role ambiguity, resource inadequacy, role under-load, technical explosion and career development with reliability 0.417 by test-retest method. The content validity of the scale was judged with the opinion of psychologists and subject experts.

A Study of the Difference in Psychological Well-being of Male and Female Employees Working in Government and Private Sectors Exhibiting Three Levels of Organizational Role Stress

A study of difference in Psychological Wellbeing of 396 male and female employees working in government and private sector exhibiting three levels of organizational role stress was conducted(N= 198 each, age group 25-45 years). The tools used were Udai Pareek’s Organizational Role Stress Scale (1986) and a self prepared questionnaire for measuring Psychological Wellbeing of the employees. The data was collected from the employees of well known private companies and government organizations such as Infosys, Reliance Telecommunications, Oil and Natural Gas Commission, State Bank of India etc. Three way ANOVA for Organizational Role Stress and Psychological Wellbeing of male and female employees working in the two sectors shows a significant main effect for the two sectors and the three levels of ORS but not for the two genders.