Employee Stress Research Articles

AN INVESTIGATION INTO THE IMPACT OF EMPLOYEE STRESS MANAGEMENT ON ORGANIZATIONAL PERFORMANCE

Stress is a normal physical response to events that make you feel threatened or upset your balance in some way. When you sense danger – whether it’s real or imagined – the body's defenses kick into high gear in a rapid, automatic process known as the “fight-or- flight” reaction, or the stress response. The present study has been focused in to identify the reasons of employee stress and symptoms of the stress. It has also focused on to analyze whether the management is providing an adequate training facilities to their workers. The purpose of the study is also to identify whether the workers are able to manage their time in their job. KEY WORDS : job, management, training, stress, symptoms.

Mobile Heart Rate Variability Biofeedback for Work-Related Stress in Employees and the Influence of Instruction Format (Digital or Live) on Training Outcome: A Non-Randomized Controlled Trial.

Work-related stress is a major health issue in most industrialized countries. Heart rate variability biofeedback (HRV-BfB) can promote resilience and stress coping capacity. Mobile HRV-BfB could contribute to stress prevention in the workplace. Little is known about whether the type of training, with digital or live instruction, has an impact on the training outcome. This study analyzes the psychophysiological effects of four-week workplace resilience training with mobile HRV-BfB and the influence of instruction format (digital or live) on training success. This was a prospective, three-arm, non-randomized controlled trial with parallel group design. 73 employees of a bearing and seal manufacturer (58.9% male, 86.3% full-time employment, 67.1% office workers) attended resilience training with HRV-BfB, live (n = 24) or digital (n = 19) format, or served as waitlist controls (n = 30). HRV-BfB training spanned four weeks. Participants applied resilience techniques to increase HRV using visual biofeedback. Data were collected at baseline (T0), post-intervention (T1), and another four weeks later (T2). Primary outcome measure was the Burnout scale of the Copenhagen Psychosocial Questionnaire (COPSOQ) at T1. Secondary outcome measures included further COPSOQ scales, self-reported sleep quality (Pittsburgh Sleep Quality Index, PSQI), and HRV parameters. Burnout parameters decreased significantly in HRV-BfB and waitlist. The decrease (T0-T1 and T0-T2) showed higher effect sizes in HRV-BfB (Cohen's d: 0.63; 0.69) than in waitlist (d: 0.27; 0.36). Sleep quality improved in HRV-BfB with small effect sizes (no change for waitlist). SDNN (standard deviation of beat-to-beat intervals) increased in HRV-BfB between T0 and T1 (d: 0.23;). In subgroup analysis, digital reached higher effect sizes for improvement in burnout (d: 0.87; 0.92) and sleep quality (d: 0.59; 0.64) than live learning (burnout: d: 0.43; 0.51; sleep quality: d: 0.28; 0.22). HRV-analysis revealed no differences between subgroups. Four-week mobile HRV-BfB resilience training reduced stress and burnout symptoms in employees. No significant differences were found between HRV-BfB digital or live. Hence, companies should choose the approach that fits their company profile or, if possible, offer both formats to accommodate the different needs of employees. However, findings were nonhomogeneous and should be verified by further studies.Trial Registration: ClinicalTrials.gov , NCT04897165, 05/18/2021, retrospectively registered.

Mired in tasks: how daily workplace multitasking shapes employee service innovation behavior

Purpose Drawing on conservation of resources theory, this paper aims to propose that daily multitasking increases employees’ daily role pressure, ultimately hindering their service innovation behavior. Furthermore, we suggest that trait mindfulness may mitigate this negative impact. Design/methodology/approach To empirically test the study hypotheses, this paper conducted a multilevel diary field study, collecting data from 64 employees over 10 working days to comprehensively validate the theoretical model. Findings The findings indicate that daily multitasking indirectly reduces daily service innovation behavior by increasing employee role pressure. Notably, this indirect effect is more pronounced among employees with lower trait mindfulness, while it is less significant for those with higher trait mindfulness. Practical implications Hotels should manage multitasking, reduce employee stress and promote service innovation by optimizing task allocation and redesigning work processes. Additionally, hotel management should adopt a multifaceted and innovative approach to foster mindfulness traits. Originality/value This study contributes to the literature on multitasking and innovation by examining how and when daily multitasking influences employee service innovation behavior.

Decoding Pandemic Stress: Analysing Mental Health of Tea Workers in India

This research article aims to investigate the factors that affected the mental health of tea workers during the COVID-19 pandemic. The study provides essential insights into the psychological factors affecting tea workers during this critical time. Data were collected through semi-structured questionnaires from 532 tea workers in the north-eastern region of India. The collected data were analysed using confirmatory factor analysis and structural equation modelling approaches. The study found that all the factors investigated significantly impacted employee stress during the COVID-19 pandemic. However, safety perception and contagion risk were found to have the strongest influence on stress, followed by unknown and information overload, social exclusion and humiliation, monetary loss and job uncertainty, and quarantine and restraint. Additionally, the study confirms that stress at the onset of the COVID-19 pandemic can lead to depression among tea workers, which is also related to insomnia and relationship troubles. Investigating the various dimensions of COVID-19 stressors among tea workers is crucial for the government and management to understand the root causes of the problem. By understanding the contributing factors to mental health issues, we can develop appropriate interventions to support the well-being of tea workers, providing a blueprint for mitigating the potential adverse effects of future pandemics.

The Impact of Job Stress on Job Satisfaction among Nurses during Covid-19 Pandemic: The Moderating Role of Psychological Capital

The COVID-19 disease is a calamity that may leave a dreadful psychological indentation on nurses. Nurses take all the necessary measures to protect themselves physically and psychologically. This global pandemic demands a firmly secured nursing staff engagement in clinical management in pursuance of public safety. In the interest of sustaining psychological and physical well-being, nurses should be entitled to fair compensation, access to counseling for mental health care support, and provide job satisfaction, empowering these professionals to survive this crisis and beyond. This study is proposed to provide baseline information on the impact of job stress on Al Dhafra hospitals nurses' job satisfaction during the covid-19 pandemic and the effect of psychological capital as a moderator. Furthermore, the study will open a new aspect for further research to improve and reduce its adverse effects. In addition, it can be used as a reference to create, improve, or modify guidelines and existing protocols, and it can also serve as a reasonable contribution study for further nursing management in future crises. The study employed a quantitative correlation research design, and an online survey was conducted and participated in by 255 nurses who are in direct contact with COVID-19 patients in Al Dhafra hospitals in UAE. The present study's findings indicate a negative relationship between job stress and job satisfaction; on the other hand, The findings also revealed a positive moderating effect of psychological capital on the relationship between job stress and satisfaction. The current study has important implications for hospitals in developing managerial, training, and strategic policies. According to the findings of this study, job stress has a significant impact on nursing satisfaction. In light of this study, hospitals can improve their job satisfaction. Furthermore, this study can be applied to other cultural and demographic contexts to reduce employee stress.

Managerial strategies to reduce stress and brain drain in tourism through moral values

Purpose: This research explores effective managerial practices to reduce brain drain in tourism by promoting moral values such as compassion and empathy. It investigates how a supportive work environment can decrease employee stress, improve job satisfaction and retain skilled professionals.Design/methodology/approach: The study employed a structural equation modelling-partial least squares (SEM-PLS) longitudinal model over three periods in 2023–2024. Invitations were sent to 47 inland hotels, with only 6 participating. It aimed to provide tools for employees to cope with pandemic-related crises. Managers distributed the questionnaires, yielding 267 responses out of 290.Findings/results: The research highlights how managerial practices focussed on moral values such as compassion and empathy can reduce brain drain in tourism by alleviating employee stress. It shows that values-driven training programmes foster a supportive work environment, leading to greater job satisfaction and talent retention. Limitations call for further longitudinal studies.Practical implications: A key limitation was the lack of longitudinal studies on training’s impact on values within the same population. Additionally, focus groups were needed because of employees’ unavailability for scheduled meetings.Originality/value: It was observed that the training helps not only overcome stressful situations but also provided a sense of commitment and excellence towards the company, helping to connect workers and customers. Similarly, it contributed to reducing the level of stress by improving its customer-facing training, which helped to overcome unforeseen changes in the hotel.

Navigating the New Normal: Psychological Capital's Mediating Role in the Work-From-Home Paradigm

Working from home (WFH) has become the expected trend as a result of the COVID-19 epidemic. The impact of family conflict, social isolation, distracting environment, job autonomy, and self-leadership on employees' productivity, work engagement, and stress levels have been examined in this study with a mediating role of Psychological capital. There has been little study on the impact of Psychological capital as a mediator and its influence on remote work productivity, work engagement, and stress. The data was collected from employees of IT sector organizations. Through online and print surveys, a sample of 429 respondents was gathered using the convenience sampling method. The dependent variables were workers’ productivity, work engagement, and Stress, the mediating variable was Psychological Capital and the independent variables were family-work conflict, social isolation, distracting environment, job autonomy, and self-leadership under the framework of the Job Demand and Resource model. The PLS-SEM tool was used to investigate the association between research variables. The SPSS tool was used to run the descriptive statistics of respondents. Through this study, it was able to conclude that Job Demand and Job Resources significantly impact productivity, work engagement, and stress through psychological capital. Job Demand negatively impacts productivity, and work engagement and positively impacts stress while Job Resource positively impacts productivity, and work engagement and negatively impact stress.

Under Pressure: Employee Work Stress, Supervisory Mentoring Support, and Employee Career Success

ABSTRACTDespite consistent findings that stressed employees benefit from social support, these employees do not always have access to such support. We propose and test a conceptual model suggesting employee work stress will negatively affect supervisory career and psychosocial mentoring support. Drawing from social exchange theory, we predict this will indirectly affect employee career success (lower career satisfaction and promotability ratings, fewer promotions), and that the relationship between employee work stress and lower supervisory mentoring support can be explained by lower levels of work engagement experienced by, and attributed to, stressed employees. We tested our model across three studies. In Study 1, we collected four waves of multisource field data (254 employees, 127 managers, and company records) at a large postal organization in the United Kingdom (UK). Employee work stress was negatively related to supervisor career and psychosocial mentoring support, and indirectly affected career satisfaction and manager promotability ratings of employees via supervisor career mentoring support. Cross‐lagged panel analyses in a supplemental study additionally supported the proposed directionality of relationships. Study 2 included data across three waves from employees in Hong Kong (n = 137) and showed that employee work stress had indirect effects on supervisor career and psychosocial mentoring via lower employee engagement. In Study 3, using data from supervisors in the UK (n = 240) we showed that supervisor perceived employee stress had indirect effects on their provision of supervisor career and psychosocial mentoring support via lower perceived employee engagement.

Work Stress and Job Satisfaction Among Female Bankers in Nepal

The purpose of the study is to identify the causes of stress and how stress affects job satisfaction in the banking sector. Data on the employees' Satisfaction and stress levels are also provided by this study .Non-probability sampling was utilized to create a representative sample for the study, which included 16 different banks . There were 386 responders in the sample. A questionnaire was used to get the primary data from the respondents. One-way ANOVA, correlation, and regression analysis. The results of the study demonstrate that work-life balance, peer support, and stress connected to the job all significantly affect how well employees perform in the banking sector. The study also comes to the conclusion that employee happiness is not significantly impacted by organizational stress factors.

Modeling the Relationship Between Employee Conflict, Work Stress, and Turnover Intention in the Food-Service Industry

The fast-paced and demanding food service industry faces challenges like employee conflict, workplace stress, and high turnover intentions, which impact both employee well-being and business performance. This study examines the causal relationships among employee conflict, work stress, and turnover intention using Partial Least Squares Structural Equation Modeling (PLS-SEM). A sample of 237 food service restaurant workers from Pampanga, Philippines, was selected via purposive sampling. Data were collected using a survey instrument with rating scales. The study evaluated the model’s fit, internal reliability, and construct validity using confirmatory factor analysis. Path analysis revealed a moderate fit of the model to the data, indicating acceptable reliability and validity. Findings showed a direct positive effect of employee conflict on turnover intention, with work stress having an indirect influence. Recommendations include the following: implementing conflict resolution and stress management programs, improving communication, offering flexible work hours, task management, employee assistance programs, rewards, and career advancement opportunities. Due to geographical limitations, future studies should also employ qualitative or mixed methods and longitudinal designs to examine these effects over time.

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.

Pengaruh Beban Kerja, Gaya Kepemimpinan, dan Lingkungan Kerja Terhadap Stress Kerja (Studi Terhadap Kantor Akuntan Publik (KAP) Mirawati Sensi Idris)

This research aims to examine the influence of workload (X1), leadership style (X2) and work environment (X3) on work stress (Y). Sampling in this study used a saturated sampling technique with a total of 55 respondents including employees of KAP Mirawati Sensi Idris. The analysis method used is the path analysis method with the help of SPSS V.22 software. The results of this research show that the Workload variable (X1) (0.011) has a significant effect on Work Stress (Y), the Leadership Style variable (X2) (0.013) has a significant effect on Work Stress (Y), the Work Environment variable (X3) (0.551 ) has no significant effect on Job Stress (Y). The results of this research show that Workload and Leadership Style have a significant effect and the Work Environment does not have a significant effect on Work Stress in Employees of KAP Mirawati Sensi Idris

Evaluating the Impact of Workplace Interventions on Employee Stress Management: Insights from Health Awareness Programs, Job Redesign and Recreation Centre Access

Workplace stress is a growing concern, with serious implications for employee well-being and organizational performance. This study examines the impact of various workplace interventions on employees' ability to manage stress, such as health awareness programs, vacation and holiday trips, job redesign, recreation center access, and social support systems. This study used a cross-sectional research design; data were collected through a structured questionnaire and analyzed using logistic regression. The results reveal that health awareness programs and access to recreation centers significantly improve employees' stress management. Job redesign showed a marginally significant effect, while vacation trips and social support systems did not significantly influence stress management. These findings highlight the importance of targeted interventions in supporting employees' mental health and reducing stress, particularly through health awareness initiatives and access to recreational facilities. Organizations should focus on these strategies while further exploring the potential benefits of job redesign and the quality of vacation policies.

Pemodelan Sistem Pakar Identifikasi Tingkat Stres Karyawan dengan Metode Certainty Factor

Expert systems work by collecting knowledge from experts in the form of rules or knowledge bases, then using an inference engine to analyze situations and produce decisions or suggestions. Apart from that, it is often used in the fields of medicine, engineering, finance, etc., related to this, especially the process of identifying the level of stress experienced by employees in the company so that they can find out more, therefore an expert system application design is needed for identification using the method. certainty factor, based on the certainty factor which has a concept based on symptoms and diagnoses from the weight of an expert's value and the user's value, calculated using the formula in CF, the final result is the creation of an expert system application for identifying employee stress levels based on a website.

Pengaruh Beban Kerja, Work Life Balance dan Konflik Kerja Terhadap Stres Kerja (Studi Pada Karyawan di PT Jamkrindo Cabang Kabupaten Tangerang)

This research aims to improve work stress at PT Jamkrindo with the title research into the influence of Work Load, Work Life Balance, and Work Conflict on work stress in employees of PT Jamkrindo Tangerang Regency branch. The population used in this research were employees of PT Jamkrindo Tangerang Regency branch. The sample in this study was 54 respondents and the technique used was nonprobability sampling technique. The analytical tool used is quantitative analysis, namely multiple linear regression analysis using the SPSS version 22.0 program and Microsoft Excel 2021. The results of this research show that workload (X1), work life balance(X2), and work conflict have a significant effect (X3) on work stress (Y)

Effect Of Stress on Employees’ Performance at West African Examination Council Zonal Office, Kaduna

The research investigated how stress impacts employees' performance and also x-ray whether there is any relationship between stress and performance. To achieve this, the study looked at the meaning of stress generally, various causes of stress, and occupational stress, particularly among the staff of the West Africa Examination Council Kaduna Zonal Office. Data were collected from both primary and secondary sources. The primary source of data was questionnaire administered to the respondents. The secondary data was sourced from textbooks, reports of past works, journals, and materials from the internet. Lazarus' interactional theory was adopted to analyse the work. From the collected and analysed data, the study revealed that there is a significant relationship between the primary sources of stress for employees at the West African Examination Council Zonal Office in Kaduna and their work efficiency and effectiveness and workplace stress have a significant impact on the overall job performance of employees at the West African Examination Council Zonal Office in Kaduna. The study recommended that WAEC should develop and offer specific programs addressing identified stressors, such as high workload and role ambiguity, to help employees manage their stress more effectively also WAEC should improve job descriptions and provide regular feedback to ensure employees have clear expectations and adequate support, reducing role ambiguity and its impact on efficiency.

Examining Dark Triad Traits in Formal Leaders and Their Impact on Employee Workplace Stress: A Comparative Study of Family and Non-Family Businesses

This paper aims to explore differences between the perception of dark traits in formal leaders and levels of workplace stress among employees working in family and non-family businesses. Furthermore, we assess if the company nature (family-owned versus non-family-owned) moderates the relationship between the employees’ perception of dark triad traits in their formal leaders and their workplace stress levels. The empirical evidence is provided by a sample of 220 Portuguese employees who responded to a questionnaire that included their perceptions of their formal leaders’ dark triad traits and workplace stress measures. All respondents are employed in small and medium-sized private companies, holding no management responsibilities and under formal hierarchical supervision. The initial ideas that family firms’ employees perceive higher levels of dark triad traits in their formal leaders than non-family firms’ employees and that they also show higher levels of workplace stress than non-family firms’ employees were confirmed. The results also support the notion that higher perceptions of dark triad traits in formal leaders are related with higher levels of workplace stress of employees and that the company nature significantly moderates this relationship. These findings enhance the research literature by addressing two often overlooked aspects in the comparison between family and non-family firms. Additionally, they provide valuable insights into the relationship between dark triad traits in formal leaders and employee workplace stress levels.

Predicting Workers' Stress: Application of a High-Performance Algorithm Using Working-Style Characteristics.

Work characteristics, such as teleworking rate, have been studied in relation to stress. However, the use of work-related data to improve a high-performance stress prediction model that suits an individual's lifestyle has not been evaluated. This study aims to develop a novel, high-performance algorithm to predict an employee's stress among a group of employees with similar working characteristics. This prospective observational study evaluated participants' responses to web‑based questionnaires, including attendance records and data collected using a wearable device. Data spanning 12 weeks (between January 17, 2022, and April 10, 2022) were collected from 194 Shionogi Group employees. Participants wore the Fitbit Charge 4 wearable device, which collected data on daily sleep, activity, and heart rate. Daily work shift data included details of working hours. Weekly questionnaire responses included the K6 questionnaire for depression/anxiety, a behavioral questionnaire, and the number of days lunch was missed. The proposed prediction model used a neighborhood cluster (N=20) with working-style characteristics similar to those of the prediction target person. Data from the previous week predicted stress levels the following week. Three models were compared by selecting appropriate training data: (1) single model, (2) proposed method 1, and (3) proposed method 2. Shapley Additive Explanations (SHAP) were calculated for the top 10 extracted features from the Extreme Gradient Boosting (XGBoost) model to evaluate the amount and contribution direction categorized by teleworking rates (mean): low: <0.2 (more than 4 days/week in office), middle: 0.2 to <0.6 (2 to 4 days/week in office), and high: ≥0.6 (less than 2 days/week in office). Data from 190 participants were used, with a teleworking rate ranging from 0% to 79%. The area under the curve (AUC) of the proposed method 2 was 0.84 (true positive vs false positive: 0.77 vs 0.26). Among participants with low teleworking rates, most features extracted were related to sleep, followed by activity and work. Among participants with high teleworking rates, most features were related to activity, followed by sleep and work. SHAP analysis showed that for participants with high teleworking rates, skipping lunch, working more/less than scheduled, higher fluctuations in heart rate, and lower mean sleep duration contributed to stress. In participants with low teleworking rates, coming too early or late to work (before/after 9 AM), a higher/lower than mean heart rate, lower fluctuations in heart rate, and burning more/fewer calories than normal contributed to stress. Forming a neighborhood cluster with similar working styles based on teleworking rates and using it as training data improved the prediction performance. The validity of the neighborhood cluster approach is indicated by differences in the contributing features and their contribution directions among teleworking levels. UMIN UMIN000046394; https://www.umin.ac.jp/ctr/index.htm.

The Cost of Saying No: Examining The Effects of Help Rejection on Employee Stress and Conduct

The Cost of Saying No: Examining The Effects of Help Rejection on Employee Stress and Conduct

Correlation analysis of occupational stress and metabolic syndrome among employees of a power grid enterprise in China.

Being in a state of high occupational stress may disrupt the metabolic balance of the body, thus increasing the risk of metabolic diseases. However, the evidence about the relationship between occupational stress and metabolic syndrome was limited. To explore the association between occupational stress and metabolic syndrome (MetS) in employees of a power grid enterprise. A total of 1091 employees were recruited from a power grid enterprise in China. Excluding those who failed to complete the questionnaire and those who had incomplete health check-ups, 945 subjects were included in the study. Assessment of occupational stress was used by job demand-control (JDC) and effort-reward imbalance (ERI) questionnaires, respectively. The information on body mass index (BMI), systolic blood pressure (SBP), and diastolic blood pressure (DBP) were collected. The levels of high-density lipoprotein cholesterol (HDL-C), triglycerides (TG), and fasting blood glucose (FBG) in the fasting venous blood samples were measured. Logistic regression analysis and multiple linear regression methods were used to analyze the correlation between JDC and ERI models of occupational stress, metabolic syndrome, and its components, respectively. The prevalence of MetS was 8.4% and 9.9% in JDC and ERI model high occupational stress employees, respectively. ERI model occupational stress and smoking are significantly associated with the risk of MetS. ERI ratio was significantly associated with lower HDL-C levels. Gender, age, marital status, smoking, high-temperature and high-altitude work were significantly associated with metabolic component levels. Our study revealed a high detection rate of occupational stress in both JDC and ERI models among employees of a power grid enterprise. ERI model occupational stress, demanding more attention, was associated with the risk of MetS as well as its components such as HDL-C.