Organizational Stress Research Articles

Police burnout and organizational stress: job and rank associations

PurposeBurnout is an issue affecting not only individual officers, but also the agencies they work for and the communities they serve. Despite its prevalence, there is limited evidence for effective interventions that address officer burnout. This study aims to advance this area of study by identifying organizational factors associated with police burnout. By identifying these factors, stakeholders interested in officer wellness will have more clearly defined targets for intervention.Design/methodology/approachSelf-report data were gathered from US police officers partitioned into command staff (n = 125), detective (n = 41), and patrol officer (n = 191) samples. Bootstrapped correlations were calculated between 20 organizational stressors and officer burnout.FindingsFindings revealed several shared organizational stressors associated with burnout regardless of role (command staff, detective, patrol officer), as well as several role-specific organizational stressors strongly associated with burnout. Together, these findings suggest utility in considering broad-based organizational interventions and role-specific interventions to affect burnout amidst varying job duties.Research limitations/implicationsPrimary limitations to consider when interpreting these results include sample homogeneity, unequal subsample sizes, cross-sectional data limitations, and the need for implementation of interventions to test the experimental effects of reducing identified organizational stressors.Practical implicationsThis study may provide command staff and consulting parties with targets to improve departmental conditions and officer burnout.Originality/valueThis represents the first study to evaluate organizational stressors by their strength of association with burnout across a stratified police sample.

The impact of critical incidents, work stress, and organizational support on PTSD symptoms among law enforcement officers: a moderated moderation model

ABSTRACT Law enforcement officers regularly encounter critical incidents, which can result in the development of posttraumatic stress disorder (PTSD) symptoms. Multiple factors could impact the association between critical incidents and PTSD, particularly work environment stress (WES) and perceived organizational support (POS). We hypothesized that WES would moderate the association between critical incident frequency and PTSD symptoms, with POS interacting with WES to moderate the association. The current study used cross-sectional data from a sample of 120 officers (average age = 42.23 years, SD = 11.09; 80.8% male). WES interacted with critical incident frequency to impact PTSD symptoms (p = .05), while POS did not significantly moderate the association. Exploratory analyses identified only organizational stress as a significant moderator (p = .03). The current results provide insights regarding interactions between organizational supports and stressors, as well as PTSD symptoms, underscoring the potential importance of using research to guide the development of departmental policies and programs. Additional prospective experimental research is also needed.

Factors Affecting Employee Turnover in a Small Business in Egypt

Employee turnover has become a common phenomenon in all organizations. It will cost a lot of money and time because organizations need to hire new employees and train them to fill field open positions. There are many different reasons why they choose to leave the organization. So, organizations need to find out the most important reasons to treat and improve it. There are four categories of factors that affect employee turnover: demographic, work, financial-economic and organizational. The demographic category consists of three factors Age, Tenure and Job designation level. The second category which is personal consists of Job Satisfaction and Organizational commitment. While the third category is the organization which consists of payments and benefits, location of workplace, working environment (i.e., flexible working hours), perceive alternative employment opportunities, career promotion and recognition, supervision and relationship, training and improved skills and the last category consists of work stress, work/life balance and field of study. The research design is descriptive with a correlation type of instrumentation to get the effect of variables positively or negatively with the amount. The data will collect via a structured questionnaire. This study has identified several key factors that contribute to employee turnover, including perceived organizational support, job stress, work-life balance, and available job alternatives. The results suggest that organizations can reduce employee turnover by improving perceived organizational support and work-life balance while also minimizing job stress. These findings have important implications for HR management in developing effective retention strategies to retain valuable employees and improve organizational performance.

Organizational Stress Antecedents and Emotional Intelligence Role in Pakistani Private Bankers' Organizational Well-Being After Covid-19

The present study examines the organizational wellbeing among banking employees that may affect due to organizational stress antecedents, which may arise due to COVID-19, Hyderabad, Pakistan. In this research, cross-sectional data is used to conclude the results with the assistance of an online survey questionnaire based on a convenience sampling technique. From 350 raw samples, 252 usable answers proceed with final results by applying structural equation model (SEM) for the data analysis. The finding explores a significant and positive influence of organizational stress antecedents and emotional intelligence towards organizational wellbeing and its outcomes in the pandemic era. The study provides analytical knowledge about the factors that play an essential role in managing organizational wellbeing. This research study may offer a new vision to the policymakers and banking sector planners in Pakistan to provide the specific consideration and develop such an environment that can help the employees cope with the current pandemic situation of Covid 19. This study is original, empirically confirming the influence of organizational stress antecedents and emotional intelligence on organizational wellbeing and its outcomes during COVID-19 in the private banking sector.

The Impact of Organisational Stress on The Motivation of The Nigerian Police Personnel

The Impact of Organisational Stress on The Motivation of The Nigerian Police Personnel

Intermediate Role of Presenteeism in Relationship Between Organizational Stress and Organizational Silence

The purpose of this study is to investigate the mediating role of presenteeism in the relationship between organizational stress and organizational silence of 305 forest products employees in İstanbul and Kocaeli, Turkey. According to our literature review, although some important studies about presenteeism, stress, and silence can be found, this study is the first to explore the mediating role of presenteeism in the relationship between organizational stress and organizational silence in forest products sector. The research was designed as a field study and conducted using a questionnaire. The questionnaire involved forest industry employees’ demographic data, Organizational Stress Scale, Organizational Silence Scale, and Stanford Presenteeism Scale. Data were analyzed in SPSS and AMOS, incorporating statistical tests such as exploratory and confirmatory factor analysis, correlation analysis, and structural equation modeling. Results of the analyzed data showed that presenteeism had a significant moderating effect on the relationship between organizational stress and organizational silence. Moreover, organizational stress had a positive effect on presenteeism, while organizational silence had a negative effect. Organizational stress had no effect on organizational silence. Therefore, managers should develop strategies for coping with stress to reduce presenteeism behavior of their employees and identify organizational stress factors causing organizational silence.

Crack Formation Mechanisms and Control Methods of Laser Cladding Coatings: A Review

Laser cladding, a novel surface treatment technology, utilizes a high-energy laser beam to melt diverse alloy compositions and form a specialized alloy-cladding layer on the surface of the substrate to enhance its property. However, it can generate substantial residual stresses during the rapid cooling and heating stages, due to inadequate selection of cladding process parameters and disparities in thermophysical properties between the clad layer and substrate material, leading to the formation of various types of cracks. These cracks can significantly impact the quality and performance of the coating. This paper presents a comprehensive review of crack types and their causes in laser cladding coatings, and identifies that three primary sources of residual stresses, thermal stress, organizational stress, and restraint stress, are the fundamental causes of crack formation. The study proposes several strategies to control coating cracks, including optimizing the coating layer material, refining the coating process parameters, incorporating heat treatment, applying auxiliary fields, and utilizing numerical simulations to predict crack initiation and propagation. Additionally, the paper summarizes crack control methods for emerging structural materials and novel preparation processes. Lastly, the paper analyzes the prospects, technical approaches, and key research directions for effectively controlling cracks in laser cladding coatings.

From paper to practice: the use of cortisol in ambulatory field research to examine associations between police lethal force decision-making and mental health

Acute and chronic operational and organizational stress dysregulate associated neuroendocrine responses and have been shown to increase health risks and occupational performance errors. The current paper addressed a research gap comparing biopsychosocial stress measures and its interaction on police lethal force errors during realistic critical incident (CI) scenarios. A combined sample (n=101) of frontline and tactical police officers completed externally valid, live-action scenarios requiring lethal force decisions paralleling field experiences. Officers provided diurnal and reactive (pre-to-post CI) salivary cortisol samples, and self-reported mental health and stress symptoms. Higher cortisol awakening response significantly predicted increased odds of committing a lethal force error by 6.45%. However, further regressions deemphasizing influential outliers via logarithmic transformations (as per Psychoneuroendocrinology expert consensus guidelines⁠—Stalder et al., 2016) revealed a no longer significant association. Reactive cortisol did not predict lethal force error across all subsamples. Consistent with previous literature, several significant relationships between mental health symptoms and cortisol were observed. The use of cortisol in field research presents a number of collection, control, and cost challenges. Furthermore, outliers are necessary to include in analyses to represent the potential cortisol dysregulation in police officers deemed ‘fit for duty’ by their respective organizations. The current findings suggest that diurnal cortisol is heavily influenced by outlier values, and reactive cortisol may be too subtle to predict lethal force errors during acute stress. While purposeful for predicting long-term health outcomes, pursuit of alternative measures may be more suitable for assessing acute operational errors in field research.

The downstream network of STAT6 in promoting vascular smooth muscle cell phenotypic switch and neointimal formation.

Intimal thickening caused by the excessive multiplication of vascular smooth muscle cells (VSMCs) is the pathological process central to cardiovascular diseases, including restenosis. In response to vascular injury, VSMCs would undergo phenotypic switching from a fully differentiated, low proliferative rate phenotype to a more pro-proliferative, promigratory, and incompletely-differentiated state. The lack of a full understanding of the molecular pathways coupling the vascular injury stimuli to VSMCs phenotype switching largely limits the development of medical therapies for treating intima hyperplasia-related diseases. The role of signal transducers and activators of transcription 6 (STAT6) in modulating the proliferation and differentiation of various cell types, especially macrophage, has been well investigated, but little is known about its pathophysiological role and target genes in restenosis after vascular injury. In the present work, Stat6-/- mice were observed to exhibit less severe intimal hyperplasia compared with Stat6+/+ mice after carotid injury. The expression of STAT6 was upregulated in VSMCs located in the injured vascular walls. STAT6 deletion leads to decreased proliferation and migration of VSMCs while STAT6 overexpression enhances the proliferation and migration of VSMCs companies with reduced expression of VSMCs marker genes and organized stress fibers. The effect of STAT6 in mouse VSMCs was conserved in human aortic SMCs. RNA-deep-sequencing and experiments verification revealed LncRNA C7orf69/LOC100996318-miR-370-3p/FOXO1-ER stress signaling as the downstream network mediating the pro-dedifferentiation effect of STAT6 in VSMCs. These findings broaden our understanding of vascular pathological molecules and throw a beam of light on the therapy of a variety of proliferative vascular diseases.

Supporting The Mental Health Of Elite-Level Coaches Through Early Intervention

Current evidence indicates that elite-level coaches encounter a range of performance, organizational, and personal stressors that may influence or compromise mental health. With exposure to these stressors, supports need to be established to protect and preserve the mental health of elite-level coaches. Given the paucity of evidence available, this article proposes a number of considerations that should be taken into account when developing a mental health and rehabilitation framework for high-performance coaches. We argue that early intervention should be positioned at the core of this framework, to address the onset of symptoms prior to the emergence of a mental disorder or mental health crisis. Mental health screening and monitoring of coaches, the psychological safety of high-performance environments, the mental health literacy of coaches, and the tailored pathways to support are discussed. Beyond these strategies, it is proposed that rehabilitation and reintegration should be addressed to assist coaches who are currently experiencing mental ill health or have left their role due to mental health reasons. Although further research is needed to implement evidence-based strategies, it is recommended that a future mental health framework should incorporate the perspectives of coaches to ensure it is consistent with their needs and experiences.

A Mixed-Methods Examination of the Effects of Organizational and Incident Stressors on the Mental Health of Navy Corpsmen

Military healthcare providers experience a unique combination of occupational stressors, which put them at risk for adverse mental health outcomes. However, little attention has been devoted to organizational and incident stressors. The current study used a mixed-methods approach to examine organizational and incident stressors and their associations with mental health symptoms in a sample of Navy corpsmen. Participants completed qualitative interviews assessing workplace stressors, followed by a quantitative questionnaire that assessed organizational stressors, incident stressors, and mental health symptoms (i.e., depression, posttraumatic stress, and anxiety). Qualitative analyses revealed that corpsmen most commonly discussed themes associated with heavy workload, high level of responsibility, long work hours, lack of leadership support, and feelings of burden associated with the responsibility for saving the lives of others. Quantitative analyses revealed that organizational stressors were associated with depression symptoms and incident stressors were associated with posttraumatic stress symptoms. The results indicated that different types of stressors are associated with distinct mental health outcomes and highlighted modifiable contextual factors that could reduce distress among Navy corpsmen. Interventions that address organizational and incident stressors and enhance resilience would ensure that corpsmen are well-prepared to withstand stressors and provide quality care to their patients.

Analysis of Organizational Citizenship Behavior (OCB) Variables, Work Stress, Work Communication, Work Climate Affecting Employee Performance and Turnover Intention at PT. Bank Tabungan Negara (Persero) Tbk. Cabang Gresik

This research attempts to illustrate and evaluate "Organizational citizenship behavior's effects (OCB), work stress, work communication, and work atmosphere on employee performance and turnover intention at PT. Bank Tabungan Negara (Persero) Tbk. Cabang Gresik." The research's conclusions are as follows: The OCB of an organization (organizational citizenship behavior) significantly affects performance. Performance is unaffected significantly by work stress. Workplace communication has a big impact on performance. The workplace culture has a tremendous impact on employee performance. Intentions to leave the company are significantly influenced by organizational citizenship behavior (OCB). The likelihood of turnover is significantly impacted by work stress. The intention to turnover is not much impacted by workplace communication. Employee turnover intentions are not much impacted by work environment.

A Novel Exploration of Occupational Recovery in Certified Mental Performance Consultants

Researchers have provided evidence that workplace demands impair professionals’ health and performance, while occupational recovery facilitates them. Sport psychology professionals experience workplace demands (e.g., organizational stressors) and must manage their health and performance to consistently deliver competent, ethical, and effective services. Therefore, the purpose of this novel study was to explore the prevalence of, and relationship between, perceived stress and psychological aspects of occupational recovery (i.e., recovery experiences, off-job activities) in certified mental performance consultants (CMPCs). A sample of 140 CMPCs completed measures of perceived stress and psychological aspects of occupational recovery. Results indicated that psychological aspects of occupational recovery significantly predicted perceived stress. Practical implications to reduce CMPCs’ perceived stress include the promotion of occupational recovery through prioritization of activities positively related to recovery experiences.

Mental health, operational stress, and organizational stress among sworn and unsworn police personnel.

Mental health, operational stress, and organizational stress among sworn and unsworn police personnel.

Leading Change in Universities and Its Impact on Improving the Educational Process

Educational institutions face a great challenge represented by the rapid growth in the field of knowledge, the tremendous development in communication systems and their means, the information and modern technological revolution, and the growing interest in the value of excellence and quality in the comprehensive sense, which expresses perfectly doing business from the first time to achieve the satisfaction of the beneficiary (student, and the labor market). The quality of education today represents the most important challenges facing education systems in all countries of the world, especially since the reports of international organizations stress the need to reconsider the philosophy of education with a focus on the importance of setting better standards to achieve quality from the principles: customer focus, continuous improvement, employee empowerment, and senior management commitment. As all of them help to obtain the most high-quality educational outputs that are expected to lead to the development of the human personality to serve the community and support its national culture and help reduce errors and material and human costs to a minimum while obtaining satisfaction of the beneficiaries and their expectations and needs are changing and continuous, and this cannot happen Without the role of leadership in supporting improvement efforts and spreading a culture of quality. The prevailing leadership patterns in educational institutions must be changed with a new leadership pattern with certain characteristics and a special work style that is compatible with the methodology and culture.

Pengaruh Iklim Organisasi dan Stress Kerja Terhadap Turnover Intention Melalui Kepuasan Kerja Karyawan Bank Di Wilayah Surabaya

The role of banking in the economy of a country is very large. Almost all sectors related to various financial activities always need bank services. Therefore both now and in the future we will not be separated from the world of banking. Surabaya as a metropolitan city and one of the largest cities in Indonesia, has a dense population and is a business opportunity for banks. The growth of banking services in Surabaya is expected to increase economic prosperity in Surabaya. This study aims to determine and explain the effect of organizational climate and work stress on turnover intention through job satisfaction in banking employees in Surabaya. This research is a type of causal research that uses a quantitative approach with a population of all banking employees in Surabaya, both permanent and contract employees at commercial/conventional and private banks, with a sampling technique using accidental sampling with a total sample of 90 employees. The statistical analysis used in this study is Structural Equation Modeling (SEM) with the help of SMART-PLS 4.0 software. The results of this study indicate that the organizational climate has a positive effect on the job satisfaction of banking employees in Surabaya, work stress has no effect on the job satisfaction of banking employees in Surabaya, job satisfaction has a negative effect on the turnover intention of banking employees in Surabaya, organizational climate has a negative effect on turnover banking employee intention in Surabaya, job stress has no effect on banking employee turnover intention in Surabaya, job satisfaction mediates the effect of organizational climate on banking employee turnover intention in Surabaya, job satisfaction does not mediate the effect of work stress on banking employee turnover intention in Surabaya. Research implies that companies are expected to be able to create a warm and harmonious and supportive atmosphere in the work environment, then provide rewards to employees so that employees feel comfortable and at home at work. Companies need to create a sense of fairness and objectivity in employees to increase job satisfaction. To reduce turnover intention, companies can implement policies that are not detrimental to the company and employees, for example paying attention to working hours so as not to cause stress because working hours are too high. Keywords: Organizational Climate, Work Stress, Job satisfaction, Turnover intention

International health and wellness of online child sexual exploitation police personnel: individual, management, and organizational realms of responsibility.

Recognizing the need to better understand the operational and organizational stressors as well as the short- and long-term effects of working in the area of online child sexual exploitation (OCSE), the Virtual Global Taskforce international health and wellness study engaged current and former police personnel (inclusive of civilian and sworn officers) working in this area of specialization. Through the use of an online survey, this study engaged current (n = 516) and former (n = 126) personnel and focused on a thematic exploration of several topics of significance: job demands (sources that create distress), general health outcomes (including specific changes since joining or leaving an OCSE unit), health and wellness policies (beneficial aspects, suggested improvements, and desired components if no policy was in place), job resources (sources of positive energy) and personal resources and coping strategies. Recognizing that the health and wellness of police personnel working in OCSE units is not a "one-size-fits-all" approach, this study proposes a unique approach to understanding these impacts, effects and stressors by showcasing the findings across three distinct realms of responsibility: the individual level, the management level and organizational level highlighting the ways in which these work toward creating a holistic approach to safeguarding and maintaining the health and wellness of police personnel.

One Billion hiPSC-Cardiomyocytes: Upscaling Engineered Cardiac Tissues to Create High Cell Density Therapies for Clinical Translation in Heart Regeneration.

Despite the overwhelming use of cellularized therapeutics in cardiac regenerative engineering, approaches to biomanufacture engineered cardiac tissues (ECTs) at clinical scale remain limited. This study aims to evaluate the impact of critical biomanufacturing decisions-namely cell dose, hydrogel composition, and size-on ECT formation and function-through the lens of clinical translation. ECTs were fabricated by mixing human induced pluripotent stem-cell-derived cardiomyocytes (hiPSC-CMs) and human cardiac fibroblasts into a collagen hydrogel to engineer meso-(3 × 9 mm), macro- (8 × 12 mm), and mega-ECTs (65 × 75 mm). Meso-ECTs exhibited a hiPSC-CM dose-dependent response in structure and mechanics, with high-density ECTs displaying reduced elastic modulus, collagen organization, prestrain development, and active stress generation. Scaling up, cell-dense macro-ECTs were able to follow point stimulation pacing without arrhythmogenesis. Finally, we successfully fabricated a mega-ECT at clinical scale containing 1 billion hiPSC-CMs for implantation in a swine model of chronic myocardial ischemia to demonstrate the technical feasibility of biomanufacturing, surgical implantation, and engraftment. Through this iterative process, we define the impact of manufacturing variables on ECT formation and function as well as identify challenges that must still be overcome to successfully accelerate ECT clinical translation.

Medication Safety Event Reporting: Factors That Contribute to Safety Events During Times of Organizational Stress.

Incident reports submitted during times of organizational stress may reveal unique insights. To understand the insights conveyed in hospital incident reports about how work system factors affected medication safety during a coronavirus disease-2019 (COVID-19) surge. We randomly selected 100 medication safety incident reports from an academic medical center (December 2020 to January 2021), identified near misses and errors, and classified contributing work system factors using the Human Factors Analysis and Classification System-Healthcare. Among 35 near misses/errors, incident reports described contributing factors (mean 1.3/report) involving skill-based errors (n = 20), communication (n = 8), and tools/technology (n = 4). Reporters linked 7 events to COVID-19. Skill-based errors were the most common contributing factors for medication safety events during a COVID-19 surge. Reporters rarely deemed events to be related to COVID-19, despite the tremendous strain of the surge on nurses. Future efforts to improve the utility of incident reports should emphasize the importance of describing work system factors.

The Relationship between Organizational Stress and Psychological Well-Being- A Longitudinal Mediation Model

Introduction. Most of the specialized studies carried out at the level of the gendarme military population investigate the stress they face in theaters of operations. There is very little peacetime activity and research investigating the impact of operational stress has not been encountered to date. The present study analyzed the longitudinal relationship between operational stress faced by military gendarmes in South-Eastern Europe and psychological well-being. Also, the mediating effects of social support and coping strategies were addressed: seeking social support, positive refocusing and self-control, in the previously mentioned relationship. Methodology. The study investigated the relationship between organizational stress, measured at T1, and psychological well-being, measured four months later, at T2. Furthermore, the mediating role of social support and coping strategies, assessed at both T1 and T2, was examined. Results. Organizational stress significantly negatively predicts psychological well-being. Social support, measured at both T1 and T2, is a significant partial mediator of the relationship between operational stress, measured at T1, and psychological well-being, measured at T2. Self-control, measured at T2, is a partial mediator in the relationship between operational stress, measured at T1, and psychological well-being, measured at T2. Discussions and conclusions. The obtained results guide mental health specialists who work in military units towards the consolidation of intervention programs aimed at the development of social support, in order to reduce the stress felt by this population category.