Work Stress Research Articles

The Effect of Work Communication on Employee Turnover Intention

Work communication encompasses the exchange of information, ideas, and understanding between individuals or groups within an organization. Effective communication can strengthen relationships among team members, management, and employees in creating a healthy work environment. On the other hand, issues such as compensation problems and work stress are frequently experienced by employees and can lead to major challenges like high turnover rates, as faced by PT PG Rajawali II Cirebon. This research aims to determine the influence of work communication on employee turnover intention at PT PG Rajawali II Cirebon, specifically regarding employees' desire to stay or leave the organization. This research employs quantitative methods and statistical analysis with a population of 125 people, applying theories of work communication and turnover intention. The results show that 16.4% of turnover intention within the company is caused by inhibited communication. Communication at PT PG Rajawali II Cirebon is still lacking, as work errors due to employee miscommunication ultimately affect employees' intention to leave the company. The implications of this research indicate that effective work communication within an organization can strengthen relationships, enhance job satisfaction, and reduce turnover intention or the desire to leave. Based on the research results, it can be concluded that good work communication can reduce turnover intention by increasing employee satisfaction and engagement.

Turnover intention among healthcare workers in Shenzhen, China: the mediating effect of job satisfaction and work engagement.

To ensure workforce stability in China's healthcare system and maintain high-quality care, it is essential to comprehensively understand the interplay of factors contributing to turnover intention of healthcare workers. This study aims to examine the associations between potential factors and turnover intention in healthcare workers and explore the mediating effect of job satisfaction and work engagement in the association between them. In this cross-sectional study, a random sample of 1060 healthcare workers working in 98 public medical institutions were recruited to rate their turnover intention in 2018 in Shenzhen, China. Information on socio-demographic characteristics, job-related factors, turnover intention, job satisfaction, work engagement, work stress and doctor-patient relationship of participants were collected. Pearson's chi-squared tests and binary logistic regression analyses were performed to explore the association between these factor and turnover intention. Mediation analysis was used to explore the roles of potential mediators and moderators. The results showed that age (OR: 0.35, 95%CI: 0.16 to 0.72), tenure (OR: 0.98, 95%CI: 0.96 to 0.99), administrative positions (OR: 0.33, 95%CI: 0.16 to 0.63), and night shift frequency (OR: 1.84, 95%CI: 1.26 to 2.67) were significantly associated with turnover intention. We identified the mediating effect of job satisfaction and work engagement in the relationship between administrative positions and turnover intention, while the suppressing effect in the relationship between professional titles and turnover intention. Additionally, we found that monthly income plays a moderating role in the relationship between work engagement and turnover intention, and in the association between professional titles and turnover intention. Greater job satisfaction and engagement, along with reasonable remuneration, were found to be associated with lower turnover intention among healthcare workers. Employers should proactively monitor the dynamic interactions among these factors and then develop more tailored interventions in order to alleviate the ongoing loss of healthcare workers.

Development of a Mobile App for Occupational Stress Screening Among Female Workers: Protocol for an Exploratory Sequential Design Study.

Occupational safety hazards include physical, chemical, ergonomic, biological, and psychological hazards. Technological innovation in screening for occupational stress, especially among female workers, is needed to improve their health and productivity. This research is being conducted to obtain a prediction model of work stress through a questionnaire instrument that includes stressors and symptoms based on the transactional model, as well as measurement of work stress through a mobile app that can be used anywhere. The research is conducted in 3 stages: qualitative research, quantitative research (cross-sectional), and mobile app development. Data were collected from companies located in Jakarta, Indonesia. The sample was chosen based on purposive sampling. For the quantitative research (n=430), logistic regression analysis was used. We are developing a work stress screening instrument for female workers, which includes stressors and symptoms based on the transactional model, in the form of a digital platform so that female workers can undertake the examination anywhere without interfering with working hours or home duties. This research was funded in January 2024 and qualitative data collection began in February 2024. Quantitative data were obtained in March 2024; the number of respondents in the qualitative stage was 6, and in the quantitative stage it was 430. The work stress screening app is in the development stage and will be launched at the same time as the data collection is performed so we can examine the respondents' perspectives on the use of the app. This study analyzes the prediction of work stress to help female workers screen for work stress. Workers who are detected as experiencing work stress will be educated using an algorithm programmed in the app. PRR1-10.2196/55874.

The effects of psychological flexibility and night shifts on mental health and well-being in nurses.

Examining mental health among nurses in the later stages of the COVID-19 pandemic could offer valuable information for addressing these symptoms in the long term. Therefore, the current study aimed to assess the mental health and well-being of Chinese nurses, as well as investigate the impact of psychological flexibility and night shifts on this relationship. In cross-sectional, hospital-based, multicenter study, 422 Chinese nurses were selected by multistage stratified cluster random sampling. The mental health status, psychological flexibility, and wellbeing were assessed via 12-item General Health Questionnaire (GHQ-12), Chinese version of Personalized Psychological Flexibility Index, and Chinese version of the 5-item WHO Well-Being Index, respectively. To examine the proposed theoretical model, we conducted structural equation modeling using SPSS Amos 26 version. The age, gender, night shift, psychological flexibility, mental health, and well-being data were entered into the model. Pearson correlation and chi-square were used to explore the correlation between variables. The high night shifts, being young and low psychological flexibility significantly had a direct effect on worse mental health (night shifts: ES, 95% CI: 0.619, 0.328-0.725; age: ES, 95% CI: 0.542, 0.226-0.993; psychological flexibility: ES, 95% CI: 0.675, 0.369-1.466). The low psychological flexibility and worse mental health were able to directly effect on worse wellbeing (psychological flexibility: ES, 95% CI: 0.419, 0.757-1.519; mental health: ES, 95% CI: 0.719, 1.109-2.607). In addition, psychological flexibility through the mediation of mental health also had an indirect effect on wellbeing (ES, 95% CI: 0.269, 0.957-2.165). Being young, having more night shifts and having less psychological flexibility can be related to the deterioration of mental health and well-being in nurses. Therefore, it is recommended that nurses use the shift routine program with the least focus on the night shifts. Also, interventions to teach younger nurses how to face work stress and interventions to improve the psychological flexibility of all nurses are needed.

Visibility, Physical Work Environment, and Stress in ICU Nurses

OBJECTIVE Relationships among coworker and patient visibility, reactions to physical work environment, and work stress in ICU nurses are explored. BACKGROUND Millions of dollars are invested annually in the building or remodeling of ICUs, yet there is a gap in understanding relationships between the physical layout of nursing units and work stress. METHODS Using a cross-sectional, correlational, exploratory, predictive design, relationships among variables were studied in a diverse sample of ICU nurses. RESULTS Visibility had a direct effect on work stress (P < 0.01). The ViPES (Visibility, Physical Environment and Stress) model can help explain relationships among study variables. The findings from this study support the notion that high visibility is a job resource and low visibility is a job demand. CONCLUSIONS Design features supporting a sense of connection may be especially important to less experienced ICU nurses. Elements of the built environment that allow nurses to see not only patients, but also their coworkers, may help mitigate work stress.

The Influence of Job Level and Work Stress on Learning Motivation of Master's Students at Harapan Bangsa Business School Class of 2023-2024

The demands of balancing professional and academic responsibilities present unique challenges for Master’s students who work while pursuing higher education, often resulting in increased job stress and varied impacts on learning motivation. This study investigates how job level and job stress influence the learning motivation of Master's students in Management at Harapan Bangsa Business School, focusing on students from the 2023-2024 cohort. A quantitative approach was used, employing structured questionnaires to collect data from a sample of 120 students in Bandung between July and November 2024. The analysis, conducted through multiple regression, revealed that job level significantly positively affects learning motivation, with students in higher positions exhibiting greater motivation to succeed academically. In contrast, job stress did not show a statistically significant effect on learning motivation, indicating that its impact may vary based on individual resilience and role-specific factors. These results suggest that learning motivation is more closely tied to job level than job stress. The study provides valuable insights for educational institutions aiming to enhance motivation among working students by promoting autonomy and competency support, aligning with Deci and Ryan’s self-determination theory. Institutions can better support students' academic success across different job levels by focusing on strategies that increase student autonomy and skill-building opportunities.

Evaluating the efficacy of a mindfulness mobile app for stress reduction in nurses

Objective: All Nurses experience work stress that can take their focus away from patient care. Healthcare organizations strive to identify successful, cost-effective stress reduction programs. Mindfulness Based Stress Reduction (MBSR) training is a validated approach to stress reduction, usually in a class format. However, financial and time constraints make it inaccessible to most practicing nurses. Alternatively, mobile mindfulness apps offer an approach to mindfulness that can reach large populations, are available 24/7, anonymous, and cost effective.Methods: This prospective, study evaluated the efficacy of a mindfulness mobile app for stress reduction in nurses utilizing Whil, a Mobile App that offers mindfulness training specifically geared towards health professionals. Eight hundred and fifty-two nurses were recruited from twelve sites (71 per site) within a large Health Care System in the Northeast United States.Results: Two scales were used to test results. Nurses Stress Scale (NSS) results indicated that nurses experienced a reduction in stress level with use and time spent in the app. Nurses in the 31-40 age range and nurses on 12-hour shifts experienced greater stress levels.Conclusions: Significant differences were seen in the Subscales Conflict with Physicians, Conflict with other Nurses, and Lack of Support. There was no change in the Mindfulness Attention Awareness Scale (MAAS) over time. Spearman’s correlation showed a significant and negative correlation between NSS and MAAS scores. The Whil Mobile App is effective for stress reduction in practicing nurses on all shifts and is cost effective.

Pengaruh Lingkungan Kerja dan Work-Life Balance terhadap Kepuasan Kerja: Stres Kerja sebagai Variabel Intervening

Employees are one of the crucial factors in a company. Companies must be able to pay attention to the physical and mental needs of their employees to achieve good performance. The work environment and work-life balance are factors that affect employee performance and job satisfaction. This study aims to examine the influence of the work environment and work-life balance on job satisfaction, work stress as an intervening variable. In this study, the sample used was PT Telen employees. The number of samples taken was 100 respondents of PT Telen employees specifically in the operational field. The data for this study were obtained using an online survey questionnaire via google form with a measurement scale using a 5-point Likert scale. This research is a descriptive study using quantitative methods. The analysis tool used is Structural Equation Modeling (SEM), with data analysis techniques using the Smart-PLS version 3.0 application. The results of the study indicate that the work environment and work-life balance have a good relationship with a significant negative effect on work stress, but the work environment and work-life balance have a positive and significant effect on job satisfaction. While work stress has a negative and significant relationship with job satisfaction, and work stress can mediate the influence of the work environment on job satisfaction.

Relationships between leadership style, career development, work stress, and turnover intention in a high-tech industry: Moderating role of psychological contract

Employee turnover is an unavoidable part of business development, costing important human resources and impeding long-term growth and strategy implementation. To maintain a steady workforce, businesses must prioritize understanding and addressing this issue. The objective of this study is to examine the impact of leadership style, career development, and work stress on turnover intention in the high-tech industry and to investigate the moderating role of psychological contracts in these relationships. The sample consists of 380 employees of the R&D departments in high-tech companies in Shenzhen, Guangdong province, China, mainly engaged in the electronic information, advanced manufacturing, and automation sectors. The data were gathered via an online questionnaire, and the Smart-PLS approach was used to analyze the data. The empirical findings indicate that transactional leadership, transformational leadership, and career development are significantly and negatively related to turnover intention, whereas work stress has a significant positive effect. The psychological contract moderates the relationship between career development and turnover intention; the higher the psychological contract, the stronger the relationship. In addition, the psychological contract moderates the relationship between work stress and turnover intention, whereby the higher the psychological contract, the weaker the relationship. However, no empirical evidence suggests that the psychological contract moderates the relationship between leadership styles and turnover intention. The R² value is 0.485, indicating moderate explanatory power, and with a GOF index of 0.492, the model also demonstrates a good fit with the data. This study offers considerable implications for both theoretical and practical applications.

What Instigates the Feeling of Monday Blues Among Employees.

The present research aims to explore the factors that contribute to the feeling of Monday Blues among employees in medium and top-level management positions across various industries in Mumbai (India). Fourteen facets were identified from the responses of 50 employees, which were used to finalize the contents of a questionnaire. Data was collected from 181 employees, and Exploratory Factor Analysis revealed three main factors: motivation to work, work environment, and work stress. These factors were then used as independent variables in a regression analysis with Monday Blues as the dependent variable. The results showed that motivation to work and work environment had an inverse impact on Monday Blues, while work stress had a direct impact on feelings of the Monday Blues.

Effects of Noise and Vibration Changes from Agricultural Machinery on Brain Stress Using EEG Measurement

In this study, the agricultural work stress induced by the noise and vibration of some agricultural machinery was analyzed through electroencephalogram (EEG) measurements. The values of spectral edge frequency (SEF) 95%, relative gamma power (RGP), and EEG-based working index (EWI), utilized as stress indicators, were derived by analyzing the EEG data collected. The EEG analysis revealed that agricultural work stress manifested when participants engaged in agricultural tasks following a period of rest. Additionally, the right prefrontal cortex was identified where the values of SEF95% and RGP increased concurrently with the rise in noise (61.42–88.39 dBA) and vibration (0.332–1.598 m/s2). This study’s results are expected to be utilized as foundational data to determine the agricultural work stress felt by farmers during work through EEG analysis in response to changes in noise and vibration.

Working with AI: The Effect of Job Stress on Hotel Employees’ Work Engagement

Based on the Conservation of Resources (COR) theory and social support theory, this study focuses on the effects of AI-induced stress on hotel employees’ work engagement and examines the mediating role of psychological capital and the moderating role of perceived organizational support. A sample of five-star hotels in China was selected for the study, data were analyzed, and hypotheses were tested using SPSS 27.0 and Mplus 7.4 software. The results of the study revealed that AI-induced stress had a significant negative effect on work engagement and psychological capital mediated the relationship between AI-induced stress and work engagement. Perceived organizational support moderated the relationship between work stress and psychological capital. Specifically, the higher the perceived organizational support, the lower the negative effect of work stress on psychological capital; conversely, the lower the perceived organizational support, the higher the negative effect of work stress on psychological capital. The greater the negative impact of work stress on psychological capital, the higher the perceived organizational support, and the smaller the negative impact of work stress on psychological capital. The findings of the study not only enrich the research related to AI in the hotel industry but also have certain reference significance for managers in the hotel industry who introduce AI in managing their employees.

Co-occurrence of occupational outcomes and associated factors among hospitals cleaners, eastern ethiopia: a cross sectional study.

Hospital cleaners face a complex and varied work environment due to several potentially dangerous circumstances, including the risk of getting injured by sharp objects and being subjected to various ergonomic and physical risks. They thus acquire a combination or co-occurrence of outcomes associated to their line of work. In this study it stands for occurrence of occupational injuries and musculoskeletal disorders (MSDs) during study period, which has not been explored in developing countries like Ethiopia, particularly among hospital cleaners. To assess the prevalence of co-occurrence of occupational outcomes and associated factors among hospital cleaners, Eastern Ethiopia. A cross sectional study was conducted on 741 cleaners in eight hospitals in eastern Ethiopia from May, 2023 to 30th August, 2023. Face-to-face interview was conducted. The data quality was maintained by designing standard questions that preserved both external and internal validity. The entered data was exported from Epi-Data 3.1 to Stata 17MP. Descriptive statistic was used to characterize one variable, While, binary logistic regression was used to explore the relationship of the predictors. At binary analysis variables having a p-value of < 0.20 were candidates for multivariate logistic regression. The crude odds ratio and adjusted odds ratio (AOR) with a 95% confidence interval (CI) were presented. Those variables having < 0.05 were reported. The variance inflation factor used to test multicollinearity. While, Hosmer-Lemeshow goodness-of-fit-test was applied for model fit. From total of 741 hospital cleaners, 679 (91.63%) of them were responded. The prevalence co-occurrence of occupational outcome among cleaners was 25.04% (95%CI: 21.82, 28.47). The multivariate logistic regression shows that those had workload (AOR:2.78, 95%CI: 1.25,6.17), those worked more than 8r/day (AOR:3.45, 95%CI:2.34,6.32), those have sleeping disorders (AOR: 4.61,95%CI: 2.89, 8.03), those had work stress (AOR:2.05, 95%CI:0.98,4.29), those highly exposed with hazards (AOR: 4.22, 95%CI:2.40, 7.45) and those had poor knowledge of risk (AOR:2.41, 95%CI:1.06, 5.50) were more likely increase the odds of co-occurrence of occupational outcome as compared to their counterparts. The current study concluded that one-fourth of the co-occurrence of occupational outcomes was reported among hospital cleaners. The study also found that lack of supervision, workload, working more hours per a day, severely presence of occupational hazards, lack of regular job rotation, the sleeping disorders and having work stress all increased the odds of co-occurrence occupational outcome.

Protective Factors for Mental Disorders Among Survivors of Military Sexual Trauma: A Canadian Population-Based Study: Facteurs de protection relatifs à l'apparition de troubles mentaux chez les survivantes et survivants de traumatismes sexuels liés au service militaire : une étude basée sur la population canadienne.

Military sexual trauma (MST) is a prevalent issue among actively serving members and Veterans, and is associated with adverse health outcomes including mental disorders. This study sought to identify correlates and protective factors for the development of mental disorders among Canadian MST survivors. We analyzed data from participants of the longitudinal 2018 Canadian Armed Forces Members and Veterans Mental Health Follow-up Survey (CAFVMHS) who experienced MST (rounded n = 455; 9.6%). A semi-structured diagnostic interview assessed MST and mental disorders in accordance with DSM-IV criteria. Multivariable logistic regressions examined associations between sample characteristics (2002 and 2018) and psychosocial factors (at baseline [i.e., 2002] and 2018) and any mental disorder since 2002. Analyses were run among the full subsample of MST survivors and additionally stratified by sex, when possible. Among MST survivors, 66.5% had a mental disorder since 2002. Among the total sample, those who were officers (odds ratio [OR] = 0.58) or on active duty (OR = 0.52) had reduced odds of any mental disorder since 2002. In addition, less frequent use of avoidance coping in 2002 and 2018 (adjusted odds ratio [AOR]: 0.86, 0.64), more frequent use of active coping in 2018 (AOR = 0.64), less frequent use of self-medication coping in 2018 (AOR = 0.79), greater perceived social support in 2018 (AOR = 0.94), and reduced work stress across various domains in 2018 (AOR: 0.67-0.87) were associated with reduced odds of any mental disorder since 2002. Some variability emerged according to sex (e.g., types of work stress or coping emerging as protective). Results highlight certain sample characteristics and psychosocial factors that illustrated a protective relationship with mental disorders among MST survivors. Findings may inform targeted intervention strategies that could help mitigate adverse mental health impacts of MST.

Nursing Home Administrators' Experiences of Work Stress and Intention to Quit during the COVID-19 Pandemic.

The COVID-19 pandemic negatively impacted nursing home administrators (NHAs). This study explores licensed and employed NHA's perceptions about what work stress events would drive their turnover intentions (TI) in year three of the pandemic. As part of a larger survey-based research project collecting numerical and textual data, this study conducted content analysis with qualitative data. Narrative data from 3,859 discrete responses of 1,139 NHAs, from 50 states and Washington D.C, on two open-ended electronic survey questions asking about their work stress and TI were collected February - March 2022. Categories and subcategories were counted and discussed in context as themes. We identified 4 main narrative categories with subcategories about NHA's stress about the regulatory system (e.g., excessive, conflicting, changing regulations), staffing (e.g., insufficient, agency staff), organizational pressures (e.g., work overload), and macro system stressors (e.g. media representation of nursing homes). Three main TI categories with subcategories were identified: the LTC setting and system (e.g., regulatory demands, staffing, facility surveys); personal factors (e.g. stress, career opportunities), and others (e.g., "I would never quit," or "I already decided to quit"). Whole community disaster planning, person-centered surveyor training, improved regulatory guidance, simplified reporting, adequate guidance assistance, and adequate staff could mitigate NHA stress and TI during crises. Administrator resilience should be recognized. Solutions for supporting NHAs can include long-term care industry participation in public health disaster preparedness coalitions, consistent regulatory guidelines with established communication channels, and ongoing crisis leadership training for administrators.

A cross-sectional study of anesthesia medical staff's occupational and health status in nongovernment medical institutions in China.

Nongovernment medical institutions have gradually become a significant part of China's healthcare system, with a growing numbers of staff. However, the current status of anesthesiology staff in these institutions is unclear. To gain insight into this situation and to compare it with public hospitals, the national anesthesia professional committee of the Chinese Nongovernment Medical Institutions Association (CNMIA) designed and conducted the national cross-sectional survey. We conducted a national cross-sectional study to investigate the occupational and health status of anesthesiology staff in Nongovernment medical institutions. Additional questions were included for the directors of the anesthesiology department to understand their work stress and the reasons for employee turnover. The electronic questionnaire was created using Questionnaire Star and distributed by Anesthesia Professional Committee of the CNMIA through the QR code links and WeChat. A total of 1111 questionnaires were collected, including 989 from anesthesiologists and 122 from nurse anesthetists. The overall job satisfaction score (MSQ) was 75.57 ± 12.32 and the average fatigue score (MFI-20) was 49.10 ± 10.90. High-risk factors for severe fatigue included being aged 31-40, holding a middle title, frequently working night shifts, having long working hours, and participating surgeries classified as ASA III or higher. The most common disease reported was difficulty falling asleep/insomnia. Multivariate logistic regression analysis showed that men (OR = 0.662, 95% CI: 0.482-0.909, p < 0.05), those with a bachelor's degree (OR = 2.152, 95% CI: 1.186-3.903, p < 0.05), individuals with heavy workloads (OR = 2.999, 95% CI: 1.493-6.024, p < 0.01), poor health (OR = 4.280, 95% CI: 1.216-15.057, p < 0.05), and high MFI-20 scores (OR = 1.085, 95% CI: 1.067-1.103, p < 0.001) were more likely to suffer from insomnia. Directors identified medical quality and safety management as their main source of stress and low income as the primary reason for employee resignation. Nongovernment medical institutions have fewer employees, similar workloads, relatively low job stress and higher job satisfaction compared to public hospitals. Low income and difficulty falling asleep/insomnia are significant issues that require attention.

Virtual support group initiative for mental health professionals in the COVID-19 pandemic.

As a result of the coronavirus pandemic, mental health professionals have faced the challenge of helping their clients cope with pandemic-related distress on top of ongoing therapeutic issues. This article describes a telehealth-delivered peer/mutual support program for mental health professionals during the pandemic and the key themes identified by participants. An interdivisional American Psychological Association task force formed a working group to identify practical ways to provide mental health professionals with direct support during the pandemic. A mutual support program, the Clinician Support Collaborative, was initiated using virtual video technology. This article describes the program and themes that emerged, including the challenges and benefits of using virtual video technology to host mutual support meetings. Mutual support meetings were conducted on a weekly basis in 2020 and 2021, with mental health professionals and trainees in the Americas, Australasia, and India participating. Key themes identified included the logistical, therapeutic, and privacy concerns participants faced when shifting to telehealth, professional isolation, compassion fatigue, moral injury, burnout, stigma, disparities, and the intersection of personal/family stressors and work stressors. Recommendations for future use of virtual video technology to provide mutual support by and for mental health professionals are provided. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Energy in the workplace: job demands, job resources, and employees’ inner resources as pathways to organizational outcomes

In this study, we expanded upon the job demands–resources model to assess the role of employees’ vitality as an inner resource for their work engagement and job commitment. To assess vitality and related job resources, we developed an index of vitality outside of work and adapted measures of manager autonomy support and organizational support. For job demands, we measured work stress and predicted that each of these four variables would contribute independently to work-related outcomes. Then, in a preregistered study, we collected these measures from a sample of 5,280 American workers (primarily ages 18–34, 54% female). Results from multivariate regression analyses largely confirmed our hypotheses, showing that positive work-related outcomes, such as enthusiasm, enjoyment, and job satisfaction, were positively predicted by manager autonomy supports, organizational support, and individuals’ vitality, and negatively predicted by work stress. The reverse pattern was largely observed for the negative outcome of turnover intention. Exploratory analyses also suggested that individual vitality may buffer the negative effects of stress and low manager and organizational support. The results highlight the potential role of employee vitality outside of work and managerial support in bolstering work engagement and reducing turnover intentions, offering a basis for organizational strategies aimed at improving work culture and retaining talent.

Developing a multidimensional scale for presenteeism: A study on measurement and implications

Presenteeism is among the key factors that negatively affect employee efficiency and, therefore, company organi zational performance. The existing measurement tools for assessing presenteeism highlight health-related issues as the main reason behind this counterproductive behaviour. On the other hand, other factors that influence modern business life and pro cesses are omitted. The paper’s primary purpose is to develop a comprehensive measurement tool suitable for the individual and organizational multi-factor structure of presenteeism that accurately reflects the complex nature of today’s business world. Meth odologically, the research is shaped within the framework of grounded theory. In the study, mixed methods research combining qualitative and quantitative methods was utilized. In this context, firstly, the authors conducted a literature review and focus group interviews with experts in the field in order to reveal the conceptual structure. We analysed the data using content analysis and then moved on to writing 18 scale items. We performed exploratory factor analysis using the SPSS program and confirmatory factor analysis using the AMOS program. As a result, we develop a four-dimensional scale for presenteeism covering work focus, stress management, social loafing, and performance. The verified multidimensional scale fills a vacuum in the literature by offer ing a comprehensive and dependable instrument to gauge presenteeism on organizational and individual dimensions. Among the possible avenues for further research are testing the scale in different cultural contexts and addressing the organizational causes of presenteeism.

A systematic review on mediators and moderators of job insecurity–health relation before and after COVID-19 pandemic

PurposeJob insecurity is one of the most hazardous work stressors in the twenty-first century, placing employees between employment and unemployment may threaten employees’ health in the workplaces. Using a systematic review, the first aim of this study is to list the mediators and moderators of the link between job insecurity and health-related outcomes, and second, to explain and discuss the mechanisms that could explain the mediating and moderating effects.Design/methodology/approachWe searched four databases (Science Direct, PubMed, Springer Link and Google Scholar) from 2008 to 2018 to detect these mediators and moderators. Also, as the study was conducted during COVID-19 pandemic, we particularly searched and reported the same associations over this period (2019–2022).FindingsThe results of the review suggest that job insecurity negatively influences a wide range of both health- and safety-related outcomes in the workplace. The results also showed that the most studied mediator and moderator of the job insecurity-health link over the past 10 years has been workload and employability. During COVID-19, the number of studies on mediators were more than moderators and coping strategies appeared to gain more research attention. Additionally, this review suggests that, to explain the mediation and moderation effects, a combination of cognitive appraisal theory and the conservation of resources theory can be used.Originality/valueAlthough this review suggests that job insecurity detrimentally influences employee health, the severity of this impact on health-related outcomes may vary by the effects of various moderators.