Employee Stress Management Research Articles

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.

A Study on Employee Stress Management in Conserve Solution

A Study on Employee Stress Management in Conserve Solution

Examining employees under stress by pandemic, hurricane, and bridge closure

As researchers, recognizing and capturing once-in-a-lifetime events in real-time is essential. The researchers felt compelled to document the impacts of the natural disasters, pandemics, and bridge closures that directly affected the geographical area in which they lived. These sequential crises touched countless lives in the region. Most critically, disseminating and recording these rapid developments has been vital so that others may learn from this time when faced with similar situations. It is the duty of researchers immersed in such extraordinary circumstances to acknowledge and examine the implications in the moment, given the singularity of living through consecutive disasters of this nature. Drawing on the propositions of the social exchange theory SET), the purpose of this study is twofold, (a) evaluating the predictive power of natural disasters (i.e., Hurricane Sally, COVID-19 pandemic) and a related event (i.e., Pensacola Bay Bridge closure) toward the average stress felt, and (b) exploring the outcomes of these disasters and the related event on employees’ work lives and local economy. The data were gathered from a sample of 305 individuals via an online survey instrument. The respondents were those impacted by the closure of a critical bridge while commuting to and from their place of employment. Multiple regression, graphical, and descriptive analyses were conducted. The bridge closure was found to be the event associated with the highest level of stress. Findings provide valuable practical implications for global business in employee stress management, especially during natural disasters and corresponding events. Further practical and theoretical implications are discussed.

Impact of psychosocial stress COVID-19 on job satisfaction: Job stress and job insecurity as mediation variables

During a pandemic, the environment around employees is considered a virus carrier, which can endanger their lives. Employees also fear that they will carry the virus and infect their surroundings. This condition is called psychosocial stress. This study aims to prove empirically how psychosocial stress from the impact of COVID-19 can affect employee job satisfaction. Add the variables of job stress and job insecurity as the variables tested indirectly. This study uses a quantitative method with data from the snowball sampling technique on direct sales employees in Surabaya. Two hundred thirty seven samples are obtained. The findings show no direct effect between the psychosocial stress impact of COVID-19 on employee job satisfaction. However, adding indirect test variables, namely job insecurity and job stress, shows significant results. That is, explains that the characteristics of employees in Surabaya agree that they feel the effects of psychosocial stress due to COVID-19. However, these conditions do not affect whether they are satisfied or not at work. Nevertheless, when they feel insecure about their job, and there is stress from work, they feel unsatisfied. The findings of this research provide a theoretical contribution to managing employee stress management in the current turbulent times.

Employees’ proactive customer service performance in hospitality: impacts of customer mistreatment and team performance pressure

ObjetivoEste estudio examina el impacto conjunto de los abusos de los clientez (estresor externo) y la presión sobre el rendimiento del equipo (estresor interno) en el rendimiento proactivo del servicio al cliente (PCSP) de los empleados utilizando el modelo estresor-emoción.Diseño/metodología/enfoqueNuestra muestra está formada por 220 empleados y 54 jefes de establecimientos pertenecientes a una gran cadena de restaurantes de China. Realizamos un diseño multitemporal y multifuente con Mplus 7.4 para examinar todas las hipótesis.ResultadosLos abusos de los clientes tienen un efecto positivo sobre el agotamiento emocional de los empleados, lo que reduce aún más la PCSP. La presión sobre el rendimiento del equipo refuerza el efecto disfuncional del abuso de los clientes sobre el agotamiento emocional, mientras que la presencia afectiva positiva de los líderes mitiga la relación negativa entre el agotamiento emocional y la PCSP.Originalidad/valorEste artículo contribuye a investigar cómo los factores estresantes internos y externos afectan conjuntamente a la PCSP de los empleados. Proporciona una perspectiva más completa de la gestión del estrés de los empleados y de la gestión activa de los servicios para los directivos de las organizaciones.

Configuring optimal contextual performance and task performance in offshore business processing organizations

PurposeOccupational stress is damaging to employee well-being, causes serious illnesses and costs organizations billions of dollars every year. Mutual gains model of human resource management (HRM) recommends that HRM practices should improve both employee well-being and performance. Offshore business processing organizations (BPO) are renowned to have intense wok environment. The study aimed to deploy mutual gains models in BPO to determine if positive perceptions of HRM practices (or benevolent HRM attributions) can help employees manage their stress better and improve their task performance (TP) and contextual performance (CP). Furthermore, work gratitude (WG) was examined to see if it acted as an intermediary in the relationship between benevolent HRM attributions, employee stress management (SM), TP and CP.Design/methodology/approachPrimary data of 368 respondents were collected from the employees working in BPO. Structural equation modeling technique was deployed for the testing of causal relationships among constructs. AMOS 24.0 was used for the estimation of theoretical model.FindingsEmpirical outcomes affirmed strongly knitted theoretical associations among the constructs.Originality/valueThis study contributes to literature by proposing a framework which shows how HRM attributions can enhance employee's TP, CP and improve employee SM through the mediating influence of WG.

Employee stress management and well-being while working from home during the pandemic: the role of involvement HRM practices, self-efficacy and hope

Employee stress management and well-being while working from home during the pandemic: the role of involvement HRM practices, self-efficacy and hope

Employee stress management and well-being while working from home during the pandemic: The role of involvement HRM practices, self-efficacy and hope

Employee stress management and well-being while working from home during the pandemic: The role of involvement HRM practices, self-efficacy and hope

Supportive supervision in improving stress management skills on employees of health social security implementing agency in South Tangerang City

Frontline personnel in South Tangerang City serve participants and prospective participants directly and indirectly. Work is pressure-prone. Supportive supervision is needed to reduce employee stress. This study aims to determine the causes of stress for Health Social Security Implementing Agency employees in South Tangerang City, the implementation of supportive supervision to improve employee stress management, and the factors that support and inhibit supportive supervision in improving employee stress management. This research is descriptive and qualitative. Workload, role ambiguity, participant attitudes, individual mental states of employees, and work support facilities cause stress for Health and Social Security Implementing Agency staff in South Tangerang City, according to this study. To reduce employee stress, supportive supervision is used. South Tangerang's Health Social Security Implementing Agency provides emotional, instrumental, appreciating, informational, social integration, and spiritual support. Role play, sharing sessions, and strong work connections enhance supportive supervision in enhancing employee stress management. Participants' attitudes and employees' personalities are difficulties.

THE EFFECTS OF STRESS ON EMPLOYEES’ PRODUCTIVITY IN SERVICE INDUSTRY

Stress has become the challenging factor in affecting employee and the company’s productivity. Both men and women employees working in different sectors have to deal with stress. . Stress increases the number of errors, decreases the employee’s overall performance. Stress also causes a lot of health problems to the employees such as frequent headaches, heart attacks etc. Components that cause stress are majorly excessive work load, family, work-life imbalance etc. Increased stress can also cause anxiety and lead to increase in alcohol, usage of drugs. So in order to overcome these problems the organizations have to provide its employees with adequate training and counseling, and also reward them whenever necessary. Proper administrative support and managing the requirements of the employee is required. The main objective of this project is to explore problems that cause stress and finding ways to get rid of it and improve the overall performance of the employee and profit of the organization. It is recommended that employee stress has to be reduced by properly managing the workload and resource the organization has on offer. Keywords: Employee stress management, Service productivity, Employee performance.

WITHDRAWN: Evaluation of occupational stress management for improving performance and productivity at workplaces by monitoring the health, well-being of workers

Competence lack, inadequate social support at work leads to the inability of workers since they are suffering from occupational stress. This will cause distress, burnout or psychosomatic difficulties, decreases in quality of life and service provision. Some of them may connect to work in an individual's personal life, both as managers, recognize stressors in their department, and respond on a departmental basis or individually. Many workers say that their employee utilization monitoring is not sufficient until computer counting involves. In addition, the systems are associated with higher stress, health hazards, and work unhappiness among supervised personnel. Monitoring these problems can increase employee awareness of personal productivity, providing performance information more promptly and frequently. Interventions are based on an examination of the variables that impact the performance of health workers. The article for employee stress management and health monitoring using information technology (SMHM-IT) gives better working conditions, motivation, retention, etc. Evaluation of occupational risks is a framework introduced to manage health and safety implications associated with preventative measures for improving and protecting the highest physical, social, or emotional working skills. Statistical data analysis is introduced to compare a medical specialty which includes analysis of employee's details. Results are compared with assessments shows that architecture offers successful in-time accessibility of performance 98.12% is achieved. • Approaches reducing organizational stress consisted of general and professional. • Management can be flexible to all employees who can concentrate demands. • Professional consultations, including members of the management team

A Study on the Influence of the Bhagavat Gita on Modern Day Corporate Stress Management

The Bhagavat Gita is a prehistoric Hindu Holy book that was concocted eras before the modern pillars of business management was reputable. The book is believed to have huge potentials to capture reader’s devotion through its allegorical testimonials on human life and the ways to eradicate sufferings and distortions from the same. Today’s modern corporate world is witnessing a huge anguish in the form of employee stress. Recent studies have established the fact how an employee’s mental stress has become his principal adversary on the work. Business juggernauts are spending millions for the mental stability and satisfaction of their employees but the phenomenon has become too disquieting to be neglected any further. The concerned research article attempted to find whether the age old Hindu Holy book has anything to do with the employee stress management of today. The study has probed deep into the wisdoms of the specific chapters of the book and the implications of the same on the average employee of the 21st century.

Stress Management in Employees of Recently Merged Banks in India

Stress Management in Employees of Recently Merged Banks in India

A preliminary evaluation of psychological stress amongst workers in Taiwan: a cross-sectional survey

BackgroundStress and psychological disorders have been assigned increasing significance in the field of occupational health. Based on Japan’s psychiatric disability occupational disease recognition regulation, Taiwan’s Council of Labor Affairs announced “Evaluation Guidelines for psychiatric diseases induced by work-related stress” in 2009. This evaluation tool was designed to assess the source and intensity of work-related and non-work-related mental stress, and references existing Japanese guidelines. However, empirical data from workers in various sectors in Taiwan are still required to validate the utility of the guidelines.MethodsThis study recruited 2319 workers from the manufacturing, service, and public administration sectors to participate in a survey between 2010 and 2011. The survey included questions regarding participants’ demographic characteristics, job type or attributes, a life event stress intensity evaluation Table (35 work-related and 23 non-work-related items on a scale of 1–10). The Chinese version of the Copenhagen Burnout Inventory (C-CBI) and Chinese Health Questionnaire (CHQ-12) were also included to explore associations between work-related/non-work-related stress and health outcomes.ResultsAnalyses of survey results showed events relating to employment security (e.g., “company bankruptcy” and “being fired or forced to retire” scores; mean stress intensity scores both 6.18) were the cause of the highest intensity work-related stress. Within different demographic/job type categories, women had higher stress intensity scores for most items than men (greatest difference in “sexual harassment in the workplace” score). Furthermore, executive class workers generally experienced more psychological stress than blue-collar workers (greatest difference in “serious injury or disease due to work” score). Results from regression analysis supported the observation that employees’ burnout and work-related stress was more significant than non-work-related stress. Moreover, work-related/non-work-related stress intensity levels both had significant negative predictive effects on mental health.ConclusionsRegarding policy, this study provides empirical evidence and practical suggestions for establishing a psychological stress intensity database of workers under specific social contexts in a newly industrialized East Asian country. Such a database can be employed to help identify workers with work-related psychological disorders. Additionally, this study also provides a point of reference for enterprises to prioritize agendas when developing employee stress management and support protocols.

Employee stress management: An examination of adaptive and maladaptive coping strategies on employee health.

Employees commonly report feeling stressed at work. Examine how employees cope with work and personal stress, whether their coping strategies are adaptive (protective to health) or maladaptive (detrimental to health), and if the manner in which employees cope with stress influences perceived stress management. In this cross-sectional study, a random sample of 2,500 full-time university non-student employees (i.e. faculty, salaried professionals, and hourly non-professionals) were surveyed on health related behaviors including stress and coping. Approximately 1,277 completed the survey (51% ). Hierarchical logistic regression was used to assess the ability of adaptive and maladaptive coping strategies to predict self-reported stress management, while controlling for multiple demographic variables. Over half of employees surveyed reported effective stress management. Most frequently used adaptive coping strategies were communication with friend/family member and exercise, while most frequently used maladaptive coping strategies were drinking alcohol and eating more than usual. Both adaptive and maladaptive coping strategies made significant (p < 0.05) contributions to predicting employee's perceived stress management. Only adaptive coping strategies (B = 0.265) predicted whether someone would self-identify as effectively managing stress. Use of maladaptive coping strategies decreased likelihood of self-reporting effective stress management. Actual coping strategies employed may influence employees' perceived stress management. Adaptive coping strategies may be more influential than maladaptive coping strategies on perceived stress management. Results illustrate themes for effective workplace stress management programs. Stress management programs focused on increasing use of adaptive coping may have a greater impact on employee stress management than those focused on decreasing use of maladaptive coping. Coping is not only a reaction to stressful experiences but also a consequence of coping resources. Thereby increasing the availability of resources in the workplace to facilitate the use of adaptive coping strategies is necessary for successful stress management and, ultimately, healthier employees.

Understanding information security stress: Focusing on the type of information security compliance activity

Organizations are intensifying their information security levels, as information security has become an essential element in business management. However, excessive focus on the mere reinforcement of information security has placed employees under stress. Studies have confirmed that the negative effects of stress include reduced employee productivity. Therefore, it is important to manage employee stress while enforcing information security in an organization. Based on person–environment fit theory, this study examines how employees become stressed, the factors behind information security stress (ISS), and the differences between managerial and technical security-oriented organizations. The results show that work overload and invasion of privacy are information security stressors. Furthermore, work overload has a greater effect on ISS in managerial security-oriented organizations, while invasion of privacy exerts a greater influence on ISS in technical security-oriented organizations. In addition, attitude to compliance with the information security policy mitigates work overload and invasion of privacy. These findings can be used as a basic reference for the establishment of employee stress management measures and the evaluation of information security stress levels.

Psychological Distress and Burnout among Information Technology Professionals in India – A Pilot Study

One of the first needs of an organization is to understand the needs of their employees. As the global environment is becoming more complex there is a growing need to understand the relationship between people and the implications for organizational functioning. There are 552 engineering colleges in Tamilnadu and around 1.75 Lakhs of engineers graduate every year. Majority of these graduates enter into Information Technology industries which forms the major portion of the service sector industries in India. It is important to study the Psychological Distress and Burnout levels of employees working in these industries. This study examines the levels of psychological health amongst the Information Technology professionals in India. There is a concern that the demands of the work environment in these industries may contribute to stress levels and psychological vulnerability among their employees. This paper also throws some light on the Burnout intentions of the professionals regarding leaving their organizations in a sample of 148 professionals working in different IT companies in Chennai, Tamilnadu. The sample included professionals working full time, with varying demographic details. Based on the objectives of the study the questionnaire consisting of three set of variable (1) Demographic variable -Gender, Marital Status, Educational Qualification, Employment Status, Living arrangements (2) Psychological Distress -General Health Questionnaire (GHQ) (3) Burnout -Maslach burnout inventory. The questionnaires were used to assess Psychological Distress and Burnout among Information Technology professionals. Findings show that 38% of IT professionals are facing significant Psychological Distress. Heavy workloads, inadequate staff along with role ambiguity affects their family life. Women are more vulnerable to this since they have to play the dual role of working professional and traditional homemaker. They are under great pressure to balance their work and family life. However, it was also seen that intentions to leave their organizations were not purely due to Psychological Distress and the reported levels of Burnout were relative low among them. This study examined the levels of Psychological Distress, their impact on the Information Technology professionals. This study also analyzed the Burnout intentions of the professionals regarding leaving their organizations. The study has suggestions for individual and systemic endeavors at employee stress management and working environment prevention approaches. The organizations should concentrate on various stress management activities and the involvement of both workers and management are crucial for the success of these activities. From this study, it can be concluded that prompt attention of the organization should be drawn so that they could take subjective measures to lessen the stress levels of their workers.

Efficacy and cost-effectiveness of minimal guided and unguided internet-based mobile supported stress-management in employees with occupational stress: a three-armed randomised controlled trial.

BackgroundInternet- and mobile based stress-management interventions (iSMI) may be an effective means to address the negative consequences of occupational stress. However, available results from randomised controlled trials are conflicting. Moreover, it is yet not clear whether guided or unguided self-help iSMI provide better value for money. Internet-based mental health interventions without guidance are often much less effective than interventions including at least some guidance from a professional. However, direct comparisons in randomised controlled trials are scarce and, to the best of our knowledge, the comparative (cost)-effectiveness of guided vs. unguided iSMI has not yet been studied. Hence, this study investigates the acceptability and (cost-) effectiveness of minimal guided and unguided iSMI in employees with heightened levels of perceived stress.MethodsA three-armed randomised controlled trial (RCT) will be conducted to compare a minimal guided and unguided iSMI with a waiting list control condition (WLC). Both active conditions are based on the same iSMI, i.e. GET.ON Stress, and differ only with regard to the guidance format. Employees with heightened levels of perceived stress (PSS ≥ 22) will be randomised to one of three conditions. Primary outcome will be comparative changes in perceived stress (PSS). Secondary outcomes include changes in self-reported depression, work-engagement, presenteeism and absenteeism. Moreover, a cost-effectiveness analysis will be conducted from a societal perspective, including both direct medical costs and costs related to productivity losses. In addition, a cost-benefit analysis will be conducted from the employer’s perspective. Incremental net-benefit regression analyses will address the question if there are any baseline factors (i.e. subgroups of employees) associated with particularly favorable cost-effectiveness when the experimental intervention is offered. Assessments take place at baseline, 7 weeks post-treatment and 6 months after randomisation.DiscussionOnline-based (guided) self-help interventions could be an acceptable, effective and economically sustainable approach to offer evidence-based intervention alternatives to reduce the negative consequences associated with work-related stress. This study evaluates the (cost-) effectiveness of two versions of an iSMI, minimal guided and unguided iSMI. Thus, the present study will further enhance the evidence-base for iSMI and provide valuable information about the optimal balance between outcome and economic costs.Trial registrationGerman Clinical Trial Registration (DRKS): DRKS00005687.

Psychological vulnerability, burnout, and coping among employees of a business process outsourcing organization

Background:The business process outsourcing (BPO) sector is a contemporary work setting in India, with a large and relatively young workforce. There is concern that the demands of the work environment may contribute to stress levels and psychological vulnerability among employees as well as to high attrition levels.Materials and Methods:As part of a larger study, questionnaires were used to assess psychological distress, burnout, and coping strategies in a sample of 1,209 employees of a BPO organization.Results:The analysis indicated that 38% of the sample had significant psychological distress on the General Health Questionnaire (GHQ-28; Goldberg and Hillier, 1979). The vulnerable groups were women, permanent employees, data processors, and those employed for 6 months or longer. The reported levels of burnout were low and the employees reported a fairly large repertoire of coping behaviors.Conclusions:The study has implications for individual and systemic efforts at employee stress management and workplace prevention approaches. The results point to the emerging and growing role of mental health professionals in the corporate sector.

The role of job control and job support in adjusting service employee's work-to-leisure conflict

Many tourism employees are increasingly confronted with rising work stress levels, especially work-to-leisure conflict (WLC). The Job Demand–Control–Support model performance in this study predicted service employees’ WLC and tested two job strain hypotheses (i.e., iso-strain and buffering hypotheses). With a structural equation modeling data of 380 service workers, relationships between job stress variables and WLC were examined. Evidence suggests that job demands, job controls, and supervisor support have significant and direct effects on WLC, based on the iso-strain hypothesis. Job control's and support's moderating effect in the buffering hypothesis were found to attenuate job demand's negative effect and drive coworker support buffering effect and lessen service workers’ WLC. Job design implications for the HR manager and employee stress management are discussed.