Reduce Job Stress Research Articles

The Mediating Role of Trust in Manager in the Effect of Workload on Job Stress in Emergency Health Services

Workload is the number of activities an employee or organizational structure must complete using its skills and potential. Job stress is a harmful physical and emotional reaction that can occur when an employee faces job demands and pressures unrelated to knowledge, skills, and abilities, making it difficult to cope. Trust in managers is based on the idea that employees believe that their managers will keep their word and have a consistent, fair, and egalitarian managerial approach without any discrimination among employees. This study aims to determine the mediating role of trust in managers in the effect of workload on job stress in emergency health services (EHS). There is no study in the literature examining the relationship between workload, job stress, and trust in managers in EHS. The use of trust in managers as a mediating variable in the study contributes to the originality of the study. A cross-sectional research design was used in the study. A questionnaire was applied to 372 people working in EHS in a province in Turkey. Descriptive statistical methods, Pearson correlation analysis, and PROCESS macro Model 4 were used in regression analysis. Workload has a negative effect on job stress. However, this negative effect does not increase when trust in managers is used as a mediating variable. In other words, there is no mediating effect of trust in managers on the effect of workload on job stress. The workload of EHS employees’ leads to job stress. However, trust in the manager does not affect job stress. EHS managers should consider that workload can lead to job stress. The negative relationship between employees' trust in management and workload and job stress should be considered. Determining the optimal workload for healthcare workers and ensuring fairness in the distribution of tasks can reduce job stress and insecurity.

Family Support–A Critical Factor to Reduce Work Stress and Facilitate Work Life Balance for Female Employees of Banking Sectors in Bangladesh

Due to economic circumstances and social demands the role of working women has changed in developing countries, like Bangladesh. For this reason, women have tremendous pressure to develop a career as strong as their male counterparts while sustaining active participation in personal life. The ever-increasing pressure in the workplace makes it completely difficult for women to get quality time for their family. This creates negative impact on women’s physical, emotional and social well-being. Thus, attaining work life balance is essential for working women to have a good quality of professional and personal life. This study attempts to explore the role of family support to balance the work life and reduce the job stress for female employees in Bangladesh. The study also focuses on the impact of family support to maintain work life balance and reduce job stress. The finding of the study reveals that family support is the most important issue for working women to continue a healthy professional as well as personal life especially in case of married women. It is also visible that family support has an opposite relationship with job stress.

The Impact of Emotional Intelligence on Audit Quality through Job Stress: Evidence from Vietnamese Independent Auditors

Introduction: This study was conducted to examine how emotional intelligence can affect audit quality through its impact on job stress. Objectives: The aim of the study is to determine whether higher levels of emotional intelligence can reduce job stress and improve audit quality, taking into account the pressures that auditors face in Vietnam, such as tight deadlines and complex regulatory requirements. Methods: Using quantitative research methods, using a structured survey to collect data from 327 auditors, audit team leaders, audit department heads and directors of 125 independent auditing companies in Vietnam and using the SEM structure model on SPSS and AMOS 20 software to test hypotheses. Results: The results show that all dimensions of emotional intelligence (Assessing one's own emotions, Assessing others' emotions, Using Emotions, and Regulating Emotions) significantly reduce work stress and work stress, which in turn negatively affect audit quality. Conclusions: These findings are significant because they highlight the importance of emotional intelligence training and stress management interventions in improving auditor health and improving audit quality. By addressing work stress, audit firms can ensure better performance and higher audit standards in a fiercely competitive market like Vietnam, where Big4 audit firms account for 70% of the audit market share

Analysis Key Variables and Generation Z Turnover Intention Scenarios: MICMAC and Bayesian Network Approaches

Generation Z is projected to dominate the workforce and have great opportunities for the development of a company, but problems arise when various surveys show that Gen Z has a tendency to change jobs (turnover intention). This research aims to analyze key variables and explore shared Gen Z turnover intention scenarios. This research uses a new approach, namely MICMAC and Bayesian Belief Network (BBN. The research highlights that Gen Z employees’ turnover intentions are influenced by factors such as Job Insecurity, Job Stress, Compensation and Benefits, Job Satisfaction, and Leadership and Management, which can be anchored to the Two-Factor Theory and Equity Theory. The results of the strength analysis show that the probability of Gen Z turnover intention is 68%. Based on scenario analysis, it is proven that when Gen Z does not experience job stress, they do not experience job insecurity, and satisfaction with current work can reduce turnover intention levels by 40%. Reducing turnover intention will also have a positive impact on company stability, increasing by 29%. The findings of this research have significant implications for policy recommendations and practices in company management. This study emphasizes the importance of creating a supportive company environment to reduce job stress and job insecurity. Flexible policies and management support can create a positive work atmosphere, increase employee satisfaction, and reduce the risk of burnout.

Job Stress and Burnout Among School Health Teachers During the COVID-19 Pandemic: The Mediating Effect of Resilience and the Moderating Effect of School Organizational Culture.

Objectives: This study aims to examine the mediating effect of resilience and the moderating effect of school organizational culture on the relationship between job stress and burnout among school health teachers during COVID-19. Methods: The participants of the study were 223 school health teachers. The data collected included the Korean version of the Connor-Davidson Resilience Scale (K-CD-RISC), Job Stress Scale, Maslach Burnout Inventory (MBI), and School Organizational Culture Scale. Data analysis was performed using SPSS/WIN 25.0 software. Results: There was a significant positive correlation between job stress and burnout among school health teachers. Conversely, both resilience and school organizational culture were negatively correlated with burnout. The mediating effect of resilience on the relationship between job stress and burnout was significant. However, the moderating effect of school organizational culture was not significant. Conclusions: To prevent burnout in school health teachers, it is necessary to develop policy alternatives aimed at reducing job stress and to implement psychological and emotional support measures to improve resilience.

Effects of job stress and emotional labor on depression in call-center workers

The purpose of this study was to investigate the effects of job stress and emotional labor on depression among call center workers. Data collection was conducted from October 2 to October 30, 2023. The subjects were 175 workers at a large IT call center located in Seoul, Korea. Data was analyzed using SPSS version 23.0. As for data analysis, differences in job stress, emotional labor, and depression were analyzed using t-test and ANOVA. Pearson's correlation coefficient was used to determine the correlation between job stress, emotional labor, and depression. Finally, multiple regression analysis was conducted on factors affecting depression. As a result of this study, the factors affecting call center workers' depression were the number of family members living together (t=-2.650, p=0.009), job stress (t=3.743, p<0.001), and emotional labor (t=2.064, p=0.041), (F=10.306, p<.001). In other words, the greater the number of call center workers' family members living with, the lower the level of depression, the higher job stress and the higher the emotional labor, the higher the level of depression. In conclusion, workplaces should conduct a full survey on the level of job stress and emotional labor to reduce the level of depression among call center workers. In addition, measures are needed to reduce job stress, and depending on the results, professional counseling and healing programs are needed for workers who complain of mental illness.

A study of the factors and correlations influencing the safety level, job stress and job satisfaction of workers in small business in Korea

BackgroundJob stress was found to directly increase the likelihood of accidents and indirectly increase the likelihood of accidents by lowering the safety atmosphere. Job stress has a significant impact on the safety environment, and job satisfaction is effective in reducing accident rates. Accordingly, we sought to investigate the correlation between safety level, job stress, and job satisfaction in small businesses with a high risk of industrial accidents. Additionally, we aim to investigate factors that may affect job stress, job satisfaction, and safety levels. MethodsThis study was conducted on 230 workers in small businesses in Korea. First, hierarchical regression analysis was conducted using SPSS software, and anova analysis was used to investigate significant variables. Finally, the relationships between variables were investigated using structural equation modeling (SEM). ResultsThe analysis results showed that safety level and job stress had a negative correlation with a coefficient of −0.8. Safety level and job satisfaction had a correlation with a coefficient of 0.2. Job satisfaction and job stress had a negative correlation with a coefficient of −0.7. This shows that when job stress is high, there is a negative correlation between job satisfaction and safety level. In addition, 4 general characteristics items and 3 job characteristics items showed a correlation with job stress. 2 general characteristics items and 8 job characteristics items showed a correlation with job satisfaction. 4 general characteristics items and 11 job characteristics items showed a correlation with safety level. ConclusionSmall businesses' job stress, safety level, and job satisfaction showed a significant correlation. In addition, the relationship between the variables affecting them was significant. In order to reduce the occurrence of accidents among workers in small businesses, control of factors and efforts to reduce job stress are necessary.

Interdisciplinary cooperation with solution-focused brief therapy to reduce job stress, burnout, and coping in Chinese nurses: A randomised controlled trial

BackgroundIncreased job stress and burnout are common among clinical nurses in China, reducing their work efficiency and nursing quality. Multiple studies have been conducted on brief interventions to reduce job stress and burnout among nurses. However, research has been hampered by a lack of psychological knowledge among nursing staff. AimTo assess a solution-focused brief therapy for enhancing nurses' coping styles and mitigating job stress and burnout based on interdisciplinary cooperation. DesignThis randomised controlled trial. SettingsWe randomly allocated 60 nurses working at a tertiary general hospital in a city in China to an experimental (n = 30) or a control group (n = 30). MethodsA collaborative research team comprising psychology and nursing specialists was established to conduct this study. The control group received routine psychological intervention, whereas the intervention group received a solution-focused brief therapy based on interdisciplinary cooperation. Chinese nurses’ job stressors, Maslach Burnout Inventory, and simplified coping style questionnaire were used to evaluate both groups before and after the intervention. ResultsA comparison of the scores for job burnout, total job stress, and positive coping before and after the interventions revealed significant improvements in the experimental group, whereas the scores for emotional exhaustion, depersonalisation, and total job stress in the control group demonstrated statistically significant differences. No significant differences were observed in the scores for negative coping, personal accomplishment, and coping style between the test and control groups before and after the intervention. ConclusionsSolution-focused brief therapy implemented through interdisciplinary collaboration effectively enhances clinical nurses' active coping style, alleviates job stress and burnout, and offers valuable guidance for nursing management practices.

A Brief Mindfulness-Based Intervention Pilot Study: Lessons Learned in Feasibility and Acceptability Among Healthcare Professionals Experiencing Burnout

We explored the feasibility of a virtual-reality delivered mindfulness training intervention on burnout symptoms among corporate employees and clinicians in the Intensive Care Unit and Palliative Care Unit (PCU). To develop the VR mindfulness intervention we leveraged the Capability, Opportunity, Motivation, Behavior model (COM-B) as a guide for the design and implementation of the VR mindfulness training intervention. Using a pre-posttest within subjects design we assessed burnout syndrome, job stress and work-related outcomes such as workplace behavior using self-reported measures at baseline and one-month follow up. Due to COVID-19 we were unable to assess 3-month follow-up. Feasibility was measured based on the number of times participants returned for subsequent sessions. Pearson’s correlation shows that more distress and mindfulness were positively related in clinical employees. For corporate employees we saw an increase in mindfulness pre and post-test and a reduction in counterproductive work behavior. However, the co-efficient alpha for the counterproductive work behavior scale was -0.51, therefore results should be interpreted with caution. Lastly, we identified barriers to feasibility in recruitment and retention of participants. The results of the present study hold potential for future interventions to reduce job stress and burnout through virtual reality mindfulness-based interventions.

Guardians under pressure, a spotlight on hypertension among healthcare workers in Kinshasa, Democratic Republic of Congo: a cross-sectional study

BackgroundHypertension is one of the main risk factors for cardiovascular disease impacting over a billion people worldwide. Work environment factors could adversely affect workers’ cardiovascular health, including contributing to hypertension. Healthcare workers who treat patients are also affected. In the Democratic Republic of Congo, limited studies explored the work environment factors associated with hypertension. This study aimed to examine hypertension prevalence and determine the associated risk factors among healthcare workers in Kinshasa.MethodsA cross-sectional study was conducted in Kinshasa’s healthcare facilities from December 2023 to January 2024 among healthcare workers selected by multistage stratified random sampling. Data was collected through a structured questionnaire using a modified WHO STEPwise approach and Karasek questionnaire. Anthropometric parameters, blood pressure, and fasting blood sugar were measured. The prevalence of hypertension was assessed. All sociodemographic, occupational, and lifestyle variables associated with hypertension were included in multivariable logistic regression analysis at the 5% significance level.ResultsThe study encompassed 614 participants, comprising 55.2% females and 44.8% males. The mean age of participants was 38.8 ± 10.4 years, ranging from 20 to 78 years. The prevalence of hypertension was 22.6% and over half of those with hypertension (56.1%) were unaware of their condition. Of the known hypertensive participants before the study, 60.7% had uncontrolled blood pressure. In the multivariable analysis, identified risk factors for hypertension were age ≥ 40 years (aOR = 2.75, 95% CI: 1.64–4.61), seniority ≥ 10 years (aOR = 2.65, 95% CI: 1.54–4.58), multiple job holding (aOR = 3.11, 95% CI: 1.81–5.34), job stress (aOR = 1.84, 95% CI: 1.17–2.89), physical inactivity (aOR = 1.67, 95% CI: 1.03–2.68), overweight (aOR = 1.75, 95% CI: 1.06–2.90) and obesity (aOR = 3.75, 95% CI: 2.10–6.70).ConclusionOur results underline an important prevalence of hypertension among healthcare workers in Kinshasa, despite their medical knowledge of the causes and the risks. A healthy lifestyle among healthcare workers is fundamental for ensuring the efficiency and productivity of the healthcare system. Regulating multiple job holding and implementing a hypertension prevention intervention encompassing their holistic support is crucial for reducing job stress and promoting well-being.

Occupational stress profiles of prehospital and clinical staff in emergency medicine-a cross-sectional baseline study.

Occupational stress among emergency medical staff remains a central problem. Prior to the COVID-19 pandemic, many studies were focused on the working conditions of clinical emergency staff, but few examined the occupational stress profiles of prehospital emergency dispatchers (ED). The aim of this study is therefore to provide baseline data on the differences in occupational stress profiles between prehospital and clinical emergency medical staff. ED, emergency nurses (EN), and trauma surgeons on duty (TS) were questioned using the established and validated standardized short version of the instrument for stress-related job analysis for hospital physicians (ISAK-K). Differences between occupational groups were compared using the Mann-Whitney U test. Our data indicate significant differences in perception of stressors between professional groups (p < 0.05), with ED showing the highest psychological stress, followed by EN. Social stressors and emotional dissonance were significantly higher in ED and EN compared to TS (p < 0.05). Time pressure was identified as major stressor for ED and TS, but not for EN (p < 0.01). All professions showed moderate high levels of uncertainty and frustration (p = n.s.). Support from colleagues and supervisors was the greatest positive resource for all professional groups (p = n.s.). In accordance with current literature, our results advocate for a re-evaluation of the identified stressors, as ED, EN, and TS continue to show high levels of occupational stress. Training programs for coping with emotional dissonance and social stressors are likely to be crucial for reducing job stress among ED and EN.

Does workplace fun reduce job stress? Role of work engagement and job autonomy in the hospitality industry

Drawing on job demand-resource theory and social exchange theory, this study investigates how work engagement mediates the impact of workplace fun on job stress through moderating role of job autonomy in the hospitality industry context. Survey data collected from 384 employees was analyzed using SmartPLS 4.0 to test the hypotheses of the study. The analysis revealed that workplace fun has a negative relationship with the job stress of employees, while work engagement has partial mediation in this relationship. Moreover, job autonomy was found to be a significant moderator in the relationship between workplace fun and employee engagement. The implications for theories and practices, followed by limitations and future directions and concluding remarks, are discussed.

Investigating Turnover Intention: The Role Of Counterproductive Work Behavior And Job Stress

This study aims to analyze the effect of job stress on turnover intention with counterproductive work behavior as a mediating variable among employees of Food Company in Sidoarjo. Data were collected from 97 permanent employees through a questionnaire. The analysis method used is Partial Least Square (PLS) to test the relationships between variables. The results show that job stress has a significant positive effect on turnover intention. Additionally, counterproductive work behavior is found to mediate the relationship between job stress and turnover intention. These findings indicate that increased job stress not only directly raises employees' intentions to leave the company but also enhances counterproductive behavior, which ultimately strengthens turnover intention. This research provides implications for company management in developing strategies to reduce job stress and counterproductive behavior to lower employee turnover rates.

Pengaruh Konflik Kerja, Kualitas Kerja dan Stress Kerja Terhadap Kinerja Karyawan di CV. Maha Surya Motor Penarukan

Performance is the result of work that can be achieved by an individual or a group within an organization, both quantitatively and qualitatively, in accordance with their authority and responsibilities, in an effort to achieve the organization's goals legally, without violating the law, and in accordance with morals and ethics. The purpose of this study is to determine the effect of work conflict, work quality, and job stress on employee performance at CV. Maha Surya Motor Penarukan. This study uses a quantitative approach. The data collection technique used in this study is a questionnaire with measurement tools tested for validity and reliability, with 42 employees of CV. Maha Surya Motor Penarukan selected as respondents.The data analysis techniques used in this study are Descriptive Statistics, Classical Assumption Tests, and Multiple Linear Regression. Based on the research results, it is shown that the work conflict variable has a positive but not very significant effect on employee performance, the work quality variable has a positive but not significant effect on employee performance, and the job stress variable has a positive and significant effect on employee performance. This study concludes that to improve employee performance at CV. Maha Surya Motor Penarukan, the company needs to manage work conflict well, enhance work quality through training and development, and reduce job stress by creating a more conducive work environment.

Factors influencing job stress in pediatric nurses during the pandemic period: Focusing on fatigue, pediatric nurse-parent partnership.

The purpose of this study was to identify the factors influencing pediatric nurses'job stress, including their level of fatigue and partnerships with the parents of patients. This investigation aimed to findings of this study may lead to the development of strategies to reduce pediatric nurse's job stress. Participants were recruited from pediatric, pediatric intensive care, and neonatal intensive care units across seven general hospitals. Eligibility requiresa minimum of 6 months of experience in pediatric nursing. The sample size was determined using the G*power program, considering various variables, including age, marital status, presence of children, and work-related characteristics, leading to a final sample size of 135, adjusted for a 10% dropout rate. Data collection was conducted through self-report questionnaires, and analysis involved frequency, percentage, mean, standard deviation, t-tests, ANOVA, and stepwise multiple regression, using SPSS Statistics 27.0. This study confirmed a significant correlation between pediatric nurses'fatigue and job stress, with higher levels of fatigue associated with increased job stress. Stepwise regression analysis showed that fatigue and age were significant predictors of job stress among pediatric nurses, explaining 23% of the variance. However, detailed analysis showed that younger nurses had lower job stress scores compared to older nurses. This result suggests that more experienced nurses may experience higher job stress due to increased responsibilities and emotional burdens. This study identified the need for effective strategies to manage fatigue and reduce job stress among pediatric nurses during the COVID-19 pandemic. Younger nurses, particularly those under 25 and between 26 and 30 years old, experience lower job stress compared to older nurses. Comprehensive support systems should be developed, including workload management, emotional support, and programs to enhance partnerships between nurses and parents. These strategies can improve job satisfaction and the quality of care provided to young patients. Additionally, they ensure a more resilient and effective healthcare workforce during pandemics and similar crises.

Elevating workforce stability: augmented reality and artificial intelligence solutions for overcoming employee turnover challenges in hospitality and tourism

PurposeThe aim of this article is to produce alternative solution suggestions at a conceptual level, by utilizing technologies in the field of Augmented Reality (AR) and Artificial Intelligence (AI), to address the increasing personnel shortages encountered in the tourism and hospitality industry. The discussion is based on a review of the literature.Design/methodology/approachThis article presents a qualitative study investigating the impact of Artificial Intelligence (AI) and Augmented Reality (AR) technologies on the workforce turnover rate in the tourism and hospitality industry in general.FindingsAlthough Artificial Intelligence (AI) and Augmented Reality (AR) technologies have both positive and negative aspects for the hospitality and tourism industry and its employees, these technologies can be used to reduce the factors that cause employee turnover. In particular, it leads to improvements in job satisfaction, job commitment and career opportunities of sector employees, reduction of job stress, and selection and retention of the right employees.Originality/valueThis study examines the factors that tourism sector employees encounter in the sector and that cause the workforce turnover rate to increase, and emphasizes the importance of the possible benefits of the use of Artificial Intelligence (AI) and Augmented Reality (AR) technologies in reducing these factors that cause the workforce turnover rate.

Conservation of resources perspective on authentic leadership and employee well-being: The influence of job stress and emotional intelligence.

Health care industries must consider their sustainable development, and employee well-being is a crucial environmental, social, and governance indicator that should be prioritized. During events such as the COVID-19 pandemic, information transparency is a concern for health care workers. Authentic leaders can build trust by openly sharing their thoughts and feelings. Understanding how authentic leadership affects employee well-being through job stress and how emotional intelligence reduces job stress is essential for health care workers. This study investigated the effect of authentic leadership on employee well-being and considered the mediating role of job stress and moderating role of emotional intelligence in this effect. A time-lagged survey of 452 full-time health care workers (comprising nurses, allied health professionals, and administrative workers) from a general hospital in Taiwan was conducted. Authentic leadership was positively associated with employee well-being, and job stress mediated the effects of authentic leadership on employee well-being. Among the employees who perceived leadership to be authentic, those with higher emotional intelligence felt less job stress. From the perspective of conservation of resources theory, authentic leadership was identified as a crucial factor influencing how health care workers reduce job stress and improve their well-being. Emotional intelligence was identified as essential in enhancing the effects of authentic leadership on reducing the job stress of health care workers. Organizations should promote authentic interactions between leaders and followers and provide training for developing authentic leadership. They should also provide training to improve their employees' emotional intelligence.

Relationships between Self-Efficacy and Teachers' Well-Being in Middle School English Teachers: The Mediating Role of Teaching Satisfaction and Resilience.

Teaching satisfaction and resilience play important roles in the education field, but most research focuses on higher education, with few scholars studying their impact on language teaching within the context of middle school education. In this sense, this study employs a mixed-methods research design, selecting 375 Chinese middle school English teachers to investigate the roles of teaching satisfaction and resilience in the relationship between self-efficacy and teachers' well-being. A structural equation modeling approach and NVivo were utilized to analyze quantitative data and qualitative data, respectively. Quantitative results reveal that both teaching satisfaction and resilience mediate the relationship between self-efficacy and teachers' well-being. Qualitative interviews reveal that teaching satisfaction primarily enhances job commitment, reduces job stress, improves student relationships, and increases professional growth. Meanwhile, resilience plays a crucial role in stress management, positive adaptation, and emotional regulation. This research offers insightful implications for improving teachers' well-being and contributes significantly to the broader discourse on foreign language teacher education.

Balancing act: exploring work-life balance among nursing home staff working long shifts

BackgroundNursing home staff often face challenges in achieving a satisfactory work-life balance, particularly because of the nature of shift work. While long shifts offer extended periods off work, their impact on the delicate balance between work and leisure remains understudied in the context of nursing homes. This study investigated the experiences of nursing home staff in Norway working long shifts lasting 12–14 h and their perceptions of the balance between family life and work.MethodsEighteen nursing home staff members were interviewed following a semi-structured qualitative approach. The participants worked in three types of long shifts and provided insights into their experiences, addressing issues such as work hours, shift patterns, and work-family balance.ResultsThe study revealed four main categories: (1) impact of long shifts on family life—the highs and lows; (2) maximizing time off with long shifts; (3) reducing job stress with long shifts; and (4) full-time work leads to predictable hours and stable income. The participants emphasised the distinct separation between work and leisure during long shifts, acknowledging limited social life during working periods but appreciating extended periods off. Family life posed challenges, especially with young children, but the participants found benefits in the longer periods of family time during days off. Longer rest periods and reduced commuting time were perceived as advantages of long shifts, contributing to better sleep, reduced stress and overall well-being. Long shifts also allowed for more predictable working hours and income, supporting a stable work-life balance.ConclusionBalancing work and family life involves more than just the number of hours spent at work; it also encompasses the quality of those hours both at work and at home. Our findings underscore the complex interplay between work and family life for nursing home staff working long shifts. While challenges exist, benefits such as extended time off, improved sleep, reduced stress, and predictable working hours contribute positively to their work-life balance. Long shifts in nursing homes offer a unique perspective on achieving work-life balance, revealing both the challenges and advantages inherent in such schedules. Understanding the experiences of nursing home staff in this context can inform future innovations in shift scheduling, promoting a more balanced and sustainable work environment for healthcare professionals. For some healthcare staff, extended shifts can lead to a better work-life balance.

Enhancing Employee Performance through Transformational Leadership: A Study

This research investigates the influence of transformational leadership on employee performance, with a specific focus on the mediating roles of job stress reduction and organizational work environment. Transformational leadership, characterized by its ability to enhance employee engagement and clarity, is examined as an independent variable impacting employee performance, the dependent variable. The study aims to achieve the following objective: (1) explore the impact of transformational leadership on organizational work environments, (2) understand the effect of transformational leadership on reducing job stress, and (3) examine the role of transformational leadership in improving employee performance. The research delves into how transformational leadership fosters a positive work environment—by reciprocating performance, establishing role clarity, and increasing employee participation—and mitigates job stress—by alleviating anger and depression. Conducted in the Meerut district of Delhi NCR, the study considered academicians from private higher educational institutes, selected through stratified random sampling (sample size N=151). Utilizing a descriptive research design, data was collected via a structured questionnaire with a high- reliability score (Cronbach's alpha = 0.88) and analyzed using SmartPLS 4.0 (student version) software. Findings reveal that transformational leadership significantly reduces job stress and enhances the organizational work environment, which collectively boosts employee performance. Key performance indicators observed include improved work quality, effective communication, timely completion of tasks, teamwork, reliability, and problem-solving skills. This study underscores the significant role of transformational leadership in cultivating a supportive work environment and reducing job stress to elevate overall employee performance.