Organizational Stress Research Articles

How regional attitudes towards immigration shape the chance to obtain asylum: Evidence from Germany

Abstract Asylum recognition rates in advanced democracies differ not only across states but also vary within them, translating into fluctuating individual chances to obtain protection. Existing studies on the determinants of these regional inequities typically rely on aggregate data. Utilizing a German refugee survey and leveraging a quasi-natural experiment arising from state-based allocation rules tied to national dispersal policies, we test two explanations for the perplexing regional differences. Drawing on principal–agent models of administrative decision-making, we test whether asylum decision-makers consciously or unconsciously comply with regional political preferences between 2015 and 2017 in Germany, one of the major European destination countries for refugee migration. We furthermore explore whether such biased decision-making amplifies in times of organizational stress as suggested by the statistical discrimination theory. Using mixed-effects logistic regressions, our analyses confirm a lower approval probability in regions with more immigration-averse residents or governments. We cannot confirm, however, that this association is mediated by high workloads or large knowledge gaps. Our results thus suggest that regional political biases affect the individual chance of asylum-seekers to obtain protection irrespective of temporal administrative conditions.

The impact of psychological capital on nurses’ job performance: a chain mediation analysis of problem-focused coping and job engagement

BackgroundPrevious studies have explored the relationships of psychological capital with employees’ job performance in the health sector. However, the possible indirect pathways, including a serial mediation of problem-focus coping and job engagement, have not been extensively examined. This article explores how psychological capital influences nurses’ coping strategies focused on problem-solving, their level of engagement with their jobs, and how this, in turn, affects their job performance.MethodsThe study involved 575 nurses from Cameroon’s public health sector. It investigated how psychological capital, an intrinsic resource, triggers nurses’ problem-focus coping liaison with job engagement to impact job performance. Analysis was conducted to assess the relationships among psychological capital, problem-focus coping, job engagement, and job performance with the use of SmartPLS 4.0 and PROCESS 4.2.ResultsFindings revealed a significant effect of psychological capital on problem-focus coping, job engagement and job performance. Moreover, notable relationships were identified between psychological capital, problem-focus coping, job engagement, and performance, highlighting a chain mediation effect.ConclusionThe research advocates for hospital managers to employ strategies fostering employees’ psychological capital to better cope with organizational stressors to promote job engagement and enhance job performance. The study contributes fresh insights into healthcare organizational dynamics and human resource management, providing a foundation for future advancements in this field.

사회복지사의 조직갈등이 이직의도에 미치는 영향

The purpose of this study is to research the effects of organizational conflict on the turnover intention of social workers and test if job stress and depression had serial multiple mediating effects on the process. For this purpose, the study conducted a self-reported online survey with social workers and analyzed a total of 439 questionnaires. The analysis results are as follows: first, there were significant correlations among organizational conflict, turnover intention, job stress, and depression; second, job stress had mediating effects on the relations between organizational conflict and turnover intention of social workers; third, depression had mediating effects on the relations between organizational conflict and turnover intention; finally, the test results demonstrate that job stress and depression had serial multiple mediating effects on relations between organizational conflict and turnover intention. Based on these analysis results, the study made proposals to prevent job stress and depression to reduce the turnover intention of social workers.

Psychosocial risks and their consequences on health and job satisfaction among Spanish police officers.

Police officers are exposed to risk and violence, which makes their work highly stressful. According to the Job Demand-Resource model, the working conditions of police officers may affect their health and job satisfaction. The aims of this research were to evaluate the psychosocial factors at work in a sample of municipal police officers from the Valencian Community (Spain) to identify the prevalence of psychosocial risks and their consequences and analyse the influence of psychosocial factors (resource and demands) at work on job satisfaction and health. The Unidad de Investigación Psicosocial de la Conducta Organizacional (UNIPSICO) battery was used to evaluate the prevalence and distribution of different levels of risk and their consequences in police officers (n=103). The influence of psychosocial factors (resource and demands) at work on psychosomatic disorders and job satisfaction was examined using stepwise regression analysis. All considered variables showed moderate levels of psychosocial risk for the whole sample. As for the consequences of psychosocial risks, moderate levels of psychosomatic disorders and job satisfaction were also observed. Perceived stress levels and organizational stressors have a negative effect on health and job satisfaction. To create positive conditions for the health and well-being of police officers, real commitment is required when evaluating psychosocial risks in local police organizations and the establishment of prevention and intervention measures where psychosocial risk factors are detected.

Explanation of Organizational Stress in Hotel Businesses with Attribution (Causality Attribution) Theory

This research is aimed to determine the sources of organizational stress and to associate the stress dimensions that stand out as a result of the research with attribution behavior. For this purpose, the relevant data were analyzed with the SPSS Program. The dimensions of organizational stress were determined by Explanatory Factor Analysis. As a result of the research, stress originating from the manager and employee relations, which is one of the prominent dimensions of organizational stress, has been associated with external attribution behavior. Stress stemming from organizational structure, which is another prominent dimension, has been associated with internal attribution behavior. For managing the external attribution behavior, it is necessary to provide appropriate working conditions within the enterprise. For managing internal attribution behavior, an effective communication environment should be established.

Investigating the relationship between organizational health and burnout and job stress among midwives working in hospitals in 2020.

Despite the prominent role of midwives in improving the health of women and families, limited studies have been conducted in the occupational and organizational field and their role on the performance of this group. The purpose of this research is to investigate the relationship between organizational health, burnout, and job stress among midwives working in hospitals affiliated to Shahrekord University of Medical Sciences. The present study is a cross-sectional descriptive-analytical study, which was conducted with available sampling method on 159 midwives working in hospitals affiliated to Shahrekord University of Medical Sciences in 2020. Data collection tools were: Demographic Questionnaire, Modified Hoy and Feldman Organizational Health Questionnaire, Job Stress Questionnaire, Maslach Questionnaire to measure job burnout. Finally, the obtained data were analyzed with descriptive and analytical statistical tests (Pearson). The findings of the study showed that 70.4% of the participants had moderate to severe job stress and 70.4% of the participants had moderate level of organizational health and 79.9% suffered from job burnout. The results of structural equations showed that organizational health has an inverse and significant relationship with job stress (P < 0.001, β = -0.45) and job burnout (P = 0.002, β = -0.33). Organizational health has an inverse and significant relationship with job stress and job burnout. The findings of this study can be useful in planning and organizational policies for midwifery professionals. It also conveys the importance of extensive studies and planning to reduce stress and burnout and then improve organizational health. As a result, it can improve the performance and productivity, and as a result, improve the health of midwives and patients under their care and, consequently, the health of the society.

군 조직의 시간 긴급성 풍토에 대한 지각이 직무 스트레스에 미치는 영향

In order to secure a competitive advantage, organizations need to consider deadlines when pursuing goals and tasks. In such work environments and atmospheres, effective leadership is crucial in managing organizational time resources carefully and minimizing job stress among members.&#x0D; This study empirically confirmed the mechanism by which perceived organizational time urgency climate mediated by time pressure affects job stress, based on social information processing theory and the job demands-resources theory. To accomplish this, a survey was conducted on military officers in a mechanized unit of the South Korean Army, and a final sample of 342 participants was analyzed after excluding 37 untruthful respondents from the original sample of 379 respondents with varying ranks and lengths of service. Descriptive statistics, correlation analysis, and reliability tests were conducted using SPSS 24, and the validity of variables and model fit were examined through confirmatory factor analysis using AMOS 24. Additionally, hierarchical regression analysis was performed using SPSS 24 to verify the relationships among variables Existing research on time has primarily focused on the relationship between individual personality traits, individual behavior, and performance in organizations. Additionally, various studies have been conducted on organizational climate, but research specifically related to organizational time urgency climate has been limited. Therefore, it is necessary to consider not only positive outcomes but also negative outcomes from a cognitive perspective on time urgency. Furthermore, the need for research on how employee time-based personality traits moderate the impact on themselves has been raised. The empirical analysis revealed that there is a positive relationship between organizational time urgency climate, time pressure, and job stress. Additionally, the mediating effect of time pressure in the relationship between organizational time urgency climate and job stress was significant. Moreover, there was a positive moderating effect of employee' time urgency in the relationship between organizational time urgency climate, time pressure, and job stress.&#x0D; This study contributes to expanding leadership theories by examining the negative impact of the temporal characteristics of organizational climate on members. Previous research on time urgency has mainly focused on individual or leader-centric perspectives, but this study complements it by offering important theoretical implications on how the outcomes related to organizational time urgency climate can extend to individuals from an employee-centric perspective. Furthermore, this study addresses the limitations of previous literature on boundary conditions (employee' time urgency) and provides practical implications, such as creating an environment to mitigate the negative effects of organizational time urgency climate.

Demographic Dynamics in Organizational Stress and Coping Stress Perceptions: A Comprehensive Analysis

This study aims to assess both the stress levels of employees and identify the sources of stress. Data for the research were collected through questionnaires distributed to 60 employees via online surveys. The instruments utilized for data collection included the personal information form, organizational stress scale, and stress coping scale. The initial phase of data analysis focused on revealing the demographic characteristics of the workers. Subsequently, analyses were conducted to explore potential correlations between organizational stress, stress-coping mechanisms, and demographic variables. While socio-demographic variables are commonly treated as control variables in organizational stress research, this study distinguishes itself by placing them at the forefront. Its objective is to comprehend the influence of gender, age, educational background, marital status, income levels, titles, and total work experience on individuals' perspectives regarding organizational stress and stress coping. Examining survey data from Assist Company, a subsidiary of Turk Telekom, the study uncovers that male employees tend to display greater resilience to organizational stress. Additionally, unmarried workers demonstrate a higher efficacy in coping with stress compared to their married counterparts. The paper concludes with implications for managerial applications, theoretical insights, and suggestions for future research directions. In conclusion, the study recommends that firms consider implementing stress coping methods, techniques, and programs. Furthermore, it suggests organizations identify the specific factors within their structure that contribute to stress among employees.

Beyond the Classroom in Indonesia: How Organizational Support Shapes Academic Stress and Emotional Wellness

In the era of modern education characterized by technological developments, understanding the factors that affect the academic load and emotional well-being of lecturers and students is very important. This study explores the impact of organizational support, time flexibility, and technological adaptation on the academic load and emotional well-being of lecturers and students in the college environment. Data was collected through an online questionnaire from 120 respondents, consisting of 92 female and 28 male respondents. Meanwhile, from the point of view of time flexibility, as many as 60 respondents came from universities that apply time flexibility. In comparison, the other 60 respondents came from universities that do not apply time flexibility. The data analysis technique used in this study is Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS software. The analysis results show that high awareness and understanding of lecturers and students on academic load is the main factor that eliminates the significant influence of variables such as organizational support, time flexibility, and technological adaptation to academic load. Nonetheless, the focus of the study shows that organizational support, technological adaptation, and academic load significantly influence emotional well-being. A deep understanding of the relationship between these variables can assist universities in creating an academic environment conducive to the development and well-being of the academic community.

ПОДхОДы К УПРАВЛЕНИЮ ОРГАНИЗАЦИОННыМИ И ВНЕОРГАНИЗАЦИОННыМИ СТРЕССАМИ В УСЛОВИЯх ГИГ-ЭКОНОМИКИ И ПРЕКАРИЗАЦИИ ТРУДОВых ОТНОШЕНИЙ

Precarization is one of the most important trends in the modern development of the labor market both in Russia and abroad. At the same time, the relevance of managing organizational and non-organizational stresses, which are facilitated by both numerous external factors and changing working conditions, is increasing. This article provides an analysis of the current state of procarization, as well as the results of studies of the causes of precarization, conducted with the involvement of the leaders of 46 service organizations, and studies of the correlation of labor stress and precarization. The main conclusion of the article is the thesis that in order to solve the problems associated with the development of precarization, an integrated approach and the involvement of multi-level actors are needed: the state, entrepreneurs, managers and workers themselves.

Physiological Responses to Organizational Stressors Among Police Managers

Police officers demonstrate increased risk of physical and mental health conditions due to repeated and prolonged exposure to stressful occupational conditions. Occupational stress is broken into two types: operational stress, related to the content of field duties (e.g., physical demands); and organizational stress, related to cultural and structural contexts (e.g., interpersonal relationships). Applied police research focuses on physiological activation in operational tasks as a mechanism explaining health risk and non-optimal performance outcomes. However, recent survey-based studies indicate numerous organizational stressors associated with self-reported mental health symptoms. The question of whether organizational stressors elicit significant physiological activity remains unknown. The current proof-of-concept field study tests the hypothesis that police managers will display significant physiological reactivity before, during, and after engaging in reality-based scenarios representative of stressful police management tasks developed from evidence-based pedagogical approaches. A sample of 25 training police managers (7 female, M = 16 +/- 5.3 years of experience) completed 5 reality-based scenarios, including resolving a heated conflict between colleagues, delivering negative feedback to a subordinate, and critical incident command. Significant increases in heart rate relative to rest were observed during all tasks, and in anticipation of several tasks. Greater increases in reactive heart rate were associated with longer recovery times. Sex differences and relationships between objective biological and subjective psychological measures of stress are discussed. The current findings demonstrate significant physiological responses to organizational stressors similar to levels observed during operational tasks, despite the absence of physical or aerobic exertion. Implications for police health and training are discussed.

‘It’s why you get up in the morning’. A Straussian grounded theory study of coping in police officers who investigate rape and child abuse

Policing by its very nature has been widely recognised as being inherently stressful with little that can be done to prevent police officers’ exposure to both primary and secondary trauma. Officers involved in the investigation of child abuse and sexual offences have been further recognised as working in some of the most stressful and demanding roles in policing. However, there has been little research within this high-risk group of officers which seeks to understand how they cope with both the organisational and occupational stressors they are exposed to, as well as which strategies help them to ‘ get up in the morning’. Data were collected through twenty-three (23) semi-structured interviews, with Straussian Grounded Theory used as a framework to develop a model of coping. This study highlighted that although some officers were affected by the traumatic nature of their work, there were other risk factors present which appear to have impacted on them more significantly including ‘burnout’, ’compassion fatigue’ and ‘moral injury’. Protective factors were identified as ‘being in control’, ‘organisational, social and peer support’ as well as ‘having a purpose’ all of which impacted on an officer’s ability to cope with the work they do. The present findings extend our knowledge of key concepts relating to police officer coping which may help officers working in these high-risk roles to cope with challenges they face daily. Recommendations for further research on how to support this group of officers, as well as implications for practice are discussed.

Resilience Training Programs with Police Forces: A Systematic Review

AbstractThrough the course of their career, it is expected that police officers are exposed to stressful and emotionally challenging environments, which, combined with well-known organizational and occupational stressors, makes this professional class vulnerable to several psychological and medical conditions. In recent years, there has been a growing interest in developing intervention programs that seek to minimize the impact of the changing nature of police work within a changing society and promote skills that enable police officers to deal more effectively with the current and future challenges. Therefore, the aim of this review is to systematize resilience training intervention programs and characterize their format, content, and efficacy. For that purpose, we searched four databases for resilience programs delivered to the police. We reached a final sample of 32 articles from a total of 550 published studies. The articles considered were divided into three main groups: mindfulness-based resilience interventions (n = 13), neurobiological-based resilience interventions (n = 13), and other resilience training interventions that did not fit in the previous categories (n = 6). There was much inter-intervention variability, mainly concerning their structure and approach. However, the intervention programs were relatively uniform in the topics covered, such as psychoeducation, police scenario simulation, and debriefing. Nonetheless, most studies found positive outcomes on the variables of interest, predominantly clinical and performance indicators (e.g., stress, anxiety, decision-making). Subsequent research endeavors could aim to determine the most reliable measure outcome measures for resilience variables and intervention efficacy, as alongside identifying pivotal occupational factors crucial to a robust and impactful resilience intervention.

Illegitimate Tasks, Negative Affectivity, and Organizational Citizenship Behavior among Private School Teachers: A Mediated–Moderated Model

Social sustainability has gained popularity over the last decade, with a growing body of research calling for researchers to focus on the personal-level determinants of employee satisfaction and well-being in the pursuit of social sustainability. By using negative affectivity as a mediating mechanism and gender and passive leadership as moderators, this study examines a novel sequential mediation–moderation model that explores the relationship between unreasonable tasks and teachers’ Organizational Citizenship Behavior (OCB). It employs the Conservation of Resources (COR) and Stress as Offense to Self (SOS) paradigms as a comprehensive theoretical framework for organizational stressors and organizational behavior. A total of 415 matched questionnaire responses were collected from private school teachers in the UAE. Confirmatory factor analysis (CFA) is conducted using AMOS 20, hierarchical linear modeling (HLM) is utilized to verify the causal and moderation hypotheses, and the resulting moderated mediated conceptual model is evaluated by employing Hayes PROCESS analysis. Results demonstrate the effects of illegitimate tasks on OCB are indirect and statistically significant and are mediated through negative affectivity. The cumulative effect of illegitimate tasks and negative affectivity on OCB is magnified by the moderating effects of passive leadership.

Unlocking Prevalence Data: Describing the Job Stress and Well-being of U.S. Correctional Nurses.

Little is known about the health and well-being of U.S. correctional nurses. To protect correctional nurses, a better understanding of organizational characteristics, job stress, and well-being must be undertaken. A cross-sectional design was used in the form of an online survey. Correctional nurses were conveniently recruited using national listservs and snowball sampling. Variables were measured with the Health & Safety Executive Management Standards Indicator Tool, Nurse Wellbeing Index, and the Perceived Stress Scale. Data were analyzed using descriptive statistics and analyses of variance. Two hundred seventy participants (142 registered nurses, 83 licensed practical nurses/licensed vocational nurses, and 42 advanced practice nurses) completed the survey. Job stress scored moderate (M = 16.26, SD = 7.14), and well-being levels were just below the risk for adverse events (M = 1.8, SD = 3.06). Lower scores were noted for managerial support (M = 3.13, SD = 0.35) and job demands (M = 3.56, SD = 0.92), but slightly better for job control (M = 3.57, SD = 0.77), peer support (M = 3.85, SD = 0.64), and workplace relationships (M = 3.73, SD = 0.95). Significant differences between organizational characteristics, job stress, and well-being were found across nursing licensure, workplace environments, biological sex, and employment through state or private agencies. Registered nurses working in U.S. prisons experienced the highest job stress and worse well-being. This work is an essential next step in promoting healthy workspaces, urging the need for further research establishing the impact of organizational characteristics and job stress on nurse well-being.

User engagement with organizational mHealth stress management intervention – A mixed methods study

Mobile health (mHealth) demonstrates great promise for providing effective and accessible interventions within an organizational context. Compared with traditional workplace interventions, mHealth solutions may be significantly more scalable and easier to standardize. However, inadequate user engagement is a major challenge with mHealth solutions that can negatively impact the potential benefits of an intervention. More research is needed to better understand how to ensure sufficient engagement, which is essential for designing and implementing effective interventions. To address this issue, this study employed a mixed methods approach to investigate what factors influence user engagement with an organizational mHealth intervention. Quantitative data were collected using surveys (n = 1267), and semi-structured interviews were conducted with a subset of participants (n = 17). Primary findings indicate that short and consistent interactions as well as user intention are key drivers of engagement. These results may inform future development of interventions to increase engagement and effectiveness.

Investigating the role of organizational stress in nurses' psychosomatic complaints: Evidence from a study in northeastern Italy

&lt;abstract&gt;&lt;sec&gt; &lt;title&gt;Background&lt;/title&gt; &lt;p&gt;Nursing is pivotal to healthcare delivery but is often associated with high levels of organizational stress. In this cross-sectional study, we aimed to investigate the associations between exposure to organizational stressors, measured using the Health and Safety Executive Management Standards Indicator Tool, and psychosomatic complaints among nurses in a medium-sized city hospital in northeastern Italy.&lt;/p&gt; &lt;/sec&gt;&lt;sec&gt; &lt;title&gt;Methods&lt;/title&gt; &lt;p&gt;A total of 215 nurses participated in the study, completing self-report questionnaires assessing organizational stressors and the prevalence of psychosomatic complaints experienced over the preceding six months.&lt;/p&gt; &lt;/sec&gt;&lt;sec&gt; &lt;title&gt;Results&lt;/title&gt; &lt;p&gt;Significant associations were observed between various organizational stressors and psychosomatic complaints among nurses. Specifically, the Relationships factor emerged as a significant predictor of palpitations, irritability, anxiety, physical and mental tiredness, and headache. Additionally, Demands and Managers' support were identified as significant predictors of specific psychosomatic complaints.&lt;/p&gt; &lt;/sec&gt;&lt;sec&gt; &lt;title&gt;Conclusion&lt;/title&gt; &lt;p&gt;This study highlights the critical role of addressing organizational stressors, particularly those related to interpersonal relationships, in promoting nurse well-being and optimizing patient care delivery. Despite its strengths, including the use of a well-established measurement tool and a comprehensive assessment of psychosomatic complaints, limitations such as the cross-sectional design and self-report measures warrant consideration. By prioritizing supportive work environments and implementing targeted interventions, healthcare organizations can cultivate a culture of well-being among nurses, ultimately enhancing the quality and safety of healthcare delivery.&lt;/p&gt; &lt;/sec&gt;&lt;/abstract&gt;

A Loss Cycle of Burnout Symptoms and Reduced Coping Self-Efficacy: A Latent Change Score Modelling Approach

Police officers are frequently faced with chronic and acute stressors, such as excessive workload, organizational stressors and emotionally charged reports. This study aims to examine the relationship between a form of chronic strain (ie, burnout symptoms) and a resource (ie, coping self-efficacy) in a sample of Dutch police officers. Specifically, we aim to investigate the existence of a loss cycle of resources. We use Latent Change Score modeling to investigate the potential depletion or loss cycle of coping self-efficacy as a result of burnout symptoms in a sample of 95 police officers who completed a survey on three consecutive timepoints. The lag between the measurements was approximately one year. We found that, during both one-year intervals, within-person increases in burnout symptoms were related to within-person decreases in coping self-efficacy. Also, the results emphasize the buffering role of coping self-efficacy for burnout symptoms, as within-person decreases in coping self-efficacy during the first year were associated with within-person increases in burnout symptoms during the following year. Together, the results imply that a loss cycle of coping self-efficacy and burnout symptoms may occur. For this we used Latent Change Score modeling, which is a relatively new approach which provides researchers with the opportunity to analyse multi-wave longitudinal data while focusing on within-person changes over time. Practically, police organizations are advised to monitor personnel wellbeing and resources, to maintain and promote sustainable employability of police officers and to be able to timely provide individuals with interventions. Limitations discussed are the use of self-report measures and large intervals between the measurements. Finally, future directions of research are discussed that would circumvent the reported limitations, such as multiple wave with shorter lags and incorporating confounding factors that could affect coping self-efficacy.

Determining involvement HRM practices and benevolent HRM attributions' role in improving employees' engagement and reducing stress in sales-centric organisations

Determining involvement HRM practices and benevolent HRM attributions' role in improving employees' engagement and reducing stress in sales-centric organisations

Managing Challenging Situations in the Coach–Athlete Dyad: Introducing the Grey Zone Model From the Coach Perspective

Challenging situations and interactions are necessary and unavoidable in sport. From deselection to injury, burnout, and mental health issues, coaches and athletes will face challenging situations throughout their sporting career. The aims of this research study were to (a) introduce a conceptual model of challenging situations and subsequently to (b) explore a range of challenging situations that occur in high-performance sport, and (c) discover how such challenging situations are managed and perceived by high-performance coaches. In this study, challenging situations in coach–athlete dyads are defined as organisational, performance, interpersonal, and personal stressors that can push or pull one or both the coach and athlete, and subsequently their relationship into a state of indeterminacy (i.e., the Grey Zone) that may cause stress, strain, conflict, or resolution and understanding depending on how the challenging situations are managed. A total of 11 current high-performance and World Class Performance coaches (M = 41.64 years old, SD = 10.69 years; female = 4, male = 7), took part in a semistructured interview aided by vignettes to explore and discover the process by which coaches deal with challenging situations. Using a pragmatism approach, a content analysis guided by the conceptual Grey Zone Model was utilised to analyse the obtained qualitative data. Results indicated that coaches regularly experience challenging situations and use a variety of techniques to manage them. The Grey Zone Model is proposed as a practical tool to help coaches, athletes, and other practitioners, such as sport psychology consultants and coach developers to analyse the various phases of challenging situations.