Work Stress Research Articles

The role of resilience in navigating work stress and achieving daily work goals

SummaryOn a daily basis, resilience is critical for employees to cope with difficulties and challenges in achieving work goals. Understanding the dynamic resilience process throughout the workday is crucial for gaining insights into how employees can effectively leverage their resilience to meet their daily work goals. The present study aims to examine this dynamic resilience process in response to work stress while pursuing work goals among employees with different levels of trait resilience. Drawing on resilience literature and the conservation of resources theory, we propose a resilience‐depleting process in response to morning work stress within a short, half‐day timeframe. We further examine whether state resilience impacts subsequent work goal striving at the within‐person level. Additionally, we explore the buffering effect of trait resilience on the resilience‐depleting process after experiencing work stress. To test our hypotheses, we employed the experience sampling methodology with 108 full‐time employees over five consecutive workdays. Multilevel analyses revealed that morning work stress significantly diminished state resilience, indirectly influencing daily work goal progress through work goal activation. Notably, trait resilience buffered the negative impact of work stress on state resilience. These results offer insights into theoretical understanding and practical implications for managing employee state resilience in the face of work stress to achieve daily work goals.

Burnout as a multidimensional phenomenon: How can workplaces be healthy environments?

Abstract Purpose Burnout was already a significant problem before the pandemics, but in the aftermath became a serious concern and a public health and occupational health priority. This study had two aims. First, it investigated how different healthy workplace dimensions and other health individual-level variables are related to burnout. Second, it examined differences in terms of presentism, absenteeism, quality of life between employees who report burnout symptoms and those who do not. Methods Participants were 1702 Portuguese employees from various organizations. 69.68% were female, age ranged from 18 to 72 years (M = 43.25 years, SD = 10.40). Almost half of the participants (49.9%; 851 participants) reported having at least one burnout symptom. Results Participants reported that they have felt exhausted (43.7%), irritated (34.5%) and sad (30.5%) always or very often in the last 4 weeks. Regression analysis revealed that the global score on burnout symptoms was negatively related to leadership engagement, psychosocial work environment, personal health resources, health behaviours, and satisfaction with salary. In addition, the global score on burnout symptoms was positively related to worker involvement, enterprise community involvement, perceived stress, and screen time at work. Furthermore, females tend to report a higher level of burnout symptoms compared to males. In addition, burnout has an impact on sickness absenteeism, presentism, and quality of life. Conclusions Our findings have an important contribution to understanding and promoting a healthier work environment and reinforce the need for measures and policies to promote mental health, manage stress, and prevent burnout in the workplace. Key messages • What best explains the burnout symptoms is the workers’ perceived stress, followed by psychosocial risk factors at work. • There is a positive relationship between perceived stress and burnout: effective work stress management is one of the protective factors that prevents burnout.

The Effect of Work Stress and Work Environment on Job Performance in Manufacturing Industry: A PLS-SEM Approach

Employee performance is a critical determinant of growth and success within manufacturing organizations, making it essential to understand the factors influencing it. This study delves into the effects of work stress and the work environment on job performance, specifically within the electronics manufacturing sector in Penang, Malaysia. The research addresses how role ambiguity and conflict can act as stressors and also explores how intrinsic and extrinsic motivation factors related to the work environment affect job performance. The study sample comprised 116 participants from five electronics manufacturing firms located in Bayan Lepas, Penang. Data collection was conducted through a structured questionnaire, and the analysis was performed using Partial Least Squares Structural Equation Modelling (PLS-SEM). The results confirmed that the measurement model was robust, providing a solid foundation for validating the structural model. The PLS-SEM analysis demonstrated that the model had significant predictive capability, revealing that both work stress and the work environment exert substantial effects on job performance within the electronics manufacturing industry in Penang. Specifically, role stressors such as ambiguity and conflict were found to negatively impact job performance, while a supportive and motivating work environment positively influenced it. The study's results align with the theoretical frameworks of role stressors and self-determination, suggesting that effective management of stressors and the cultivation of a motivating work environment are essential for optimizing employee performance in the manufacturing sector.

Compensation, Stress, And Retention: Crafting A Satisfied Workforce In Guarantee Companies

This study examines the effects of compensation and work-related stress on employee retention, with job satisfaction acting as a mediating factor within Indonesia's guarantee company sector. A quantitative approach was used, involving 216 permanent employees from guarantee companies who had been employed for at least one year. Data was gathered through an online survey using a 5-point Likert scale, and analysis was conducted with SMART PLS. The findings reveal that compensation has a positive impact on job satisfaction, while work stress negatively affects it. Additionally, job satisfaction significantly boosts employee retention. Interestingly, the direct influence of compensation and work stress on employee retention was not statistically significant. However, job satisfaction strongly mediates the relationship between compensation and employee retention (suggesting a positive mediation) as well as the relationship between work stress and employee retention (indicating a negative mediation). These results provide valuable insights into the factors affecting employee retention in the guarantee industry and offer practical suggestions for organizations aiming to improve their retention strategies. This research uniquely integrates compensation, work stress, job satisfaction, and employee retention into one framework, particularly within the less-explored context of the guarantee sector

Dimensions of Job Demands Among New-Generation Employees Based on Online Reviews by Employees

Based on employees’ online reviews, this article analyzes the dimensions of job demand for new-generation employees, using a combination model of Latent Dirichlet Allocation, decision-making trials and evaluation laboratory, interpretative structural modeling, and cross-impact matrix multiplication (LDA—DEMATEL—ISM—MICMAC). The results show that job demand is composed of 10 dimensions, and there is significant interdependence between the dimensions. Changing one dimension will quickly affect the other dimensions. The dimension with the greatest influence degree is leadership and team atmosphere (s1), while the dimension with the highest affected degree and centrality degree is welfare and promotion (s3). Leadership and team atmosphere (s1), company culture and industry (s4), overall environment and platform (s5), and platform and technology (s7) were identified as the key factors. They play a causal role in job demand and have a significant impact on other dimensions. Dimensions such as working relationship and intensity (s2), welfare and promotion (s3), opportunity and resources (s6), business and industry development (s8), corporate prospects and personal development (s9), and work stress and position (s10) are affected by other dimensions and require special attention. The underlying need is present for the dimension of leadership and team atmosphere (s1), which has a direct or indirect impact on other dimensions in different ways.

Sound speed determination in copper shock compressed to 190 GPa

Sound speed measurements in shock compressed solids have long been valuable for the development of equations of state at extreme conditions, shock-induced phase transformations, and a comprehensive characterization of the thermophysical response of high-pressure standards. We present results from plate impact experiments to 190 GPa to determine the longitudinal sound speed in copper—an important high-pressure standard. Surprisingly, the sound speeds determined using the two most common experimental techniques—the front surface impact (FSI) approach and the release wave overtake (RWO) approach—diverge significantly for stresses greater than ∼100 GPa. Further analyses, including numerical simulations, show that the FSI experiments provide the correct sound speeds and that fundamental assumptions underlying the RWO method are likely violated due to the complex release response of shock compressed copper. The sound speeds determined using the FSI approach provide for a more accurate high-pressure description of copper in dynamic compression experiments. The present findings are in contrast to the results for shock compressed silver [Wallace et al., Phys. Rev. B 104, 214106 (2021)], where both methods provided consistent sound speed results. Thus, the findings presented here demonstrate the need to experimentally verify the validity of the RWO method on a case-by-case basis. Finally, we note that even at the high stresses in the present work, the copper unloading response shows a time-dependent, quasielastic response often observed in metals at lower stresses.

Work Stress, Burnout Levels, and Affecting Factors in Nurses in Neonatal Intensive Care Units

Work Stress, Burnout Levels, and Affecting Factors in Nurses in Neonatal Intensive Care Units

Impact of Servant Leadership, Self-Efficacy and Work Stress on Teachers’ Performance at Christian School

This study aims to analyze the effect of servant leadership, self-efficacy, and work stress on teachers’ performance. Aside from that, the study will also investigate if work stress can mediate the effect of servant leadership and self-efficacy on teachers’ performance. The approach used in this study is a quantitative approach, to confirm relationships between the variables. This is done by using a 36-person sample and a questionnaire modified from a number of other research. Data was collected by giving questionnaires to the teachers of a Christian High School and Middle School in Bandung. Then, the data was processed using Partial Least Square Structural Equation Modelling, by testing the validity and reliability first, and then testing the hypothesis. The result of this research shows that servant leadership has a positive effect on performance, although not significant. Meanwhile, self-efficacy has significant positive effect on performance. Work stress can affect performance negatively, although it wasn’t found to be significant in this study. For the mediation effect, work stress can mediate the positive effect of servant leadership and self-efficacy on performance, but not significantly. So in order to maintain or increase the quality of school, teachers need to have high self-efficacy level, and the school can help with that by mentoring and coaching, or other methods.

Development and Validation of the Emergency Medical Technicians Occupational Stress Scale

Introduction. The population of interested workers for this study included Emergency Medical Technicians (EMTs) in the United States. This group of workers was chosen because of the nature of their work, which requires their presence at the scenes of life and death situations. Certainly, their work conditions can have an effect on their psychological well-being. Yet, the work of these workers, with all of its stressors, has not been adequately studied through the use of appropriate measuring instruments. Emergency Medical Technicians are not unknown in occupational stress research. This report discusses previous studies on EMT workers and occupational stressors and explains the curative process through the development and validation of an EMT Occupational Stress Scale. The report also highlights the psychometric investigation of this scale. Paramedics/EMTs face increased risk of physical and psychological stress due to the nature of their work. It is crucial to understand the stressors affecting their well-being in order to develop appropriate management strategies. Research suggests that EMTs may lack preparation for their roles, requiring additional training in empathy and emotional intelligence. The relationship between stressors experienced and clinical service provided needs further investigation. Standardized measures of stress for paramedics/EMTs are lacking and more comprehensive instruments are needed. This report aims to develop a comprehensive stress scale specifically for EMTs/paramedics, addressing validation concerns and incorporating environmental stress within a larger theoretical framework. Methods. This study was This study was conducted using a mixed-methods approach to develop and validate the Emergency Medical Technicians Occupational Stress Scale. The scale was pilot tested with a sample of EMTs to ensure reliability and validity. by the ethics committee and is based on a literature review. The Canadian EMT Job Satisfaction Questionnaire was used to measure organizational stress levels of EMTs. The questionnaire was reviewed by professionals and academics, resulting in the inclusion of five new items. The final item list consisted of 58 questions. Permission was obtained. Results. The outcomes and findings obtained from the comprehensive study conducted on the Development and Validation of the Emergency Medical Technicians Occupational Stress Scale have shed light on significant discoveries pertaining to the intricate realm of stress levels experienced by our dedicated EMT professionals. Conclusion. The rapidly evolving scope of Emergency Medical Services (EMS) practice has placed increasing demands on the relatively small professional community that consists of EMTs and paramedics. An Occupational Stress model was developed to examine interpersonal work stressors unique to the EMT role, and a measure was developed to assess the construct. Initial results suggest that the OSM is an accurate, reliable, and potentially valuable assessment tool. High levels of interpersonal stress may influence the EMTs to cope with their daily activities by seeking outlets for tension and depression through increased use of alcohol, legal drugs, and caffeine. Alcohol is used more frequently than other legal drugs are to modify interpersonal stress symptoms. The EMTs are in a prime position to help each other identify these symptoms when arising and offer assistance. Staff stress management programs are essential in solving and preventing occupational stress. A move toward prevention rather than reaction to such stress, which for many results in alcoholism, drug addiction, or job related emotional illness, will serve to preserve the health of the EMTs. The medical community has a vested interest in the health of these dedicated professionals. Not only does such prevention attempt to manage the human tragedy of alcoholism, legal drug addiction, and job related emotional illness, but it also prevents the more tangible, but no less important cost factors to the EMT.

The Stressful Implications of Remote E-Working: Evidence Based Literature Review Arab Gulf

Objectives: It is a cross-sectional study that intends to discover the stress consequences of remote e-working for the Arab Gulf region with consideration of the coronavirus pandemic. Theoretical Framework: This review is based on the literature review on remote work stressors, which considers the technological environment and, apart from that, gives consideration to the cultural and social context of the Arab Gulf. Method: A literature review was carried out, which involved distilling essential data from the local and international reports and articles on the stressors related to remote e-working in the context of the Arab Gulf. Results and Discussion: It is possible to disengage due to the following significant stresses: Technology difficulties, no experience a face-to-face communication, and the loss of the boundary line between work and family. They all cumulatively result in the enhancement of stress levels of the region’s remote workers. Research Implications: If stress factors are to be restricted and workers’ well-being improved in organizations embracing remote working fully, then it is essential to understand these stressors. Originality/Value: The current review isolates stressors of remote e-working in the Arab Gulf, which should help organizations improve the well-being of employees carrying out remote work.

PENGARUH BEBAN KERJA DAN STRESS KERJA TERHADAP KINERJA PEGAWAI MELALUI KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA PT. PEGADAIAN SYARIAH CABANG BANGKALAN

This research aims to find out how workload and work stress influence employee performance at PT. Pegadaian Syariah Bangkalan Branch through job satisfaction. The data analysis technique uses PLS (Partial Least Square) structural equation modeling analysis with the SmartPLS version 3.0 program. Validity and Reliability Test. The results of this research state that 1) There is a significant positive influence of Workload on Job Satisfaction 2) There is an insignificant positive influence of Job Stress on Job Satisfaction 3) There is a significant positive influence of Workload on Employee Performance 4) There is a positive influence which is not significant from Job Stress to Employee Performance 5) There is an insignificant positive effect of Job Satisfaction on Employee Performance 6) There is a positive, significant mediation of Job Satisfaction on the effect of Workload on Employee Performance 7) There is positive but not significant mediation of Job Satisfaction significant influence of Job Stress on Employee Performance.

Catching on: Work stress, employee wellbeing, and the moderating role of team-level emotional contagion

Abstract Work stress and employee wellbeing have gained heightened attention since the COVID-19 pandemic. Until now, organizations have primarily sought to conceptualize these variables as an individual-level phenomenon; thereby neglecting the potential influence of social dynamics within the workplace. Drawing on conservation of resources and emotional contagion theories, this study examines the extent to which team-level emotional contagion moderates the impact of stress on wellbeing, factoring in multilevel effects. Data from 237 professional services employees nested within 41 teams was analyzed. The results show support for emotional contagion as a team-level moderator between individual-level work stress and employee wellbeing. The role of organizational resources in shaping stress and wellbeing outcomes was also significant. This study underscores the significance of team dynamics and organizational resources in shaping employee wellbeing. Well-targeted, stress alleviation, and team-contagion enhancing initiatives will have a more positive impact on wellbeing, than individually targeted stress alleviation initiatives in isolation.

The Impact of Supportive Leadership on Work Stress: An Empirical Research in the Ministry of Iraqi Interior

Purpose: The purpose of this research is to discover the effect of supportive leadership on work stress in the Ministry of Iraqi Interior / Human Resources Management to achieve a happy life for its employees and hence achieve the desired level of performance. Theoretical Framework: The current research deals with introducing the Ministry of Iraqi Interior / Human Resources Management to the latest developments in the administration field through supportive leadership style and work stress, as well as presenting the latest concepts, importance, and models that previous researchers have arrived at. It contributes to expanding the researched organization's awareness of adopting any of these models that are appropriate for their goals and future direction. Design/Methodology/Approach: The research analyses administrative data within the Ministry of Iraqi Interior / Human Resources Management (2023-2024), using the dimensions of supportive leadership (empowering employees, fairness of treatment, and inspirational motivation) and the dimensions of work stress (role ambiguity, role conflict, workload, and work nature). It will determine the factors affecting them. Findings: The findings of this current research have approved the key effect hypothesis (supportive leadership style and its dimensions have a significant and negative impact on work stress and its dimensions). Research Implications: The results most leaders of human resources in the under-study organization practice the dimension of fair treatment more than other dimensions (empowering employees, and inspirational motivation. Originality/Value: This research seeks to enhance awareness of the importance of the negative role of a supportive leadership style on work stress. This research has dropped the knowledge gap between them and uses a framework that is compatible and harmonious to save the lives of the employees and at the same time increase organizational performance.

Pandemic scars: long-term impact of COVID-19 on work stress among healthcare workers in China.

This study mainly focused on the long-term effect of different risk exposure levels and prior anti-epidemic experience of healthcare workers in mitigating COVID-19 on their work stress in the post-COVID era. The study sample included 359 physicians, 619 nurses, 229 technicians and 212 administrators, for a total of 1,419 healthcare workers working in the Lanzhou area during the investigation. Data were analyzed by multivariate regression models. Our findings indicated that the interaction between pandemic effect mitigation experience and high-risk exposure significantly affected healthcare workers in the post-COVID era by increasing their work stress (p<0.001) and reducing their rest time (p<0.001). Healthcare workers may have experienced worse outcomes in the long term if they had higher levels of risk exposure and more experience in fighting epidemics. Furthermore, poor mental health (p<0.001) and prior experience with SARS (p<0.001) further amplified these adverse effects. However, surprisingly, we did not observe any effect of prior anti-epidemic experience or high-risk exposure on the mental health of healthcare workers in the post-COVID era (p>0.1). The adverse impact of COVID-19 may have left long-lasting effects on Health professionals (HPs), particularly those with high Risk exposure (RE) and more mitigation experience. Poor Mental health (MH) and previous experience in mitigating previous similar outbreaks (such as SARS) are risk factors that should be considered. Support programs must be designed and promoted to help HPs respond and improve their performance. Our study presents compelling evidence that the COVID-19 pandemic will have long-term detrimental effects on the work stress of healthcare workers.

Work stress and professional quality of life among Chinese nurses during the COVID-19 pandemic: the chain mediating role of self-compassion and benefit finding

BackgroundSince the outbreak of the Coronavirus Disease 2019 (COVID-19), front-line nurses have faced not only daily work stress but also a high risk of infection and excessive workload, leading to unsatisfactory professional quality of life (ProQOL). This study aimed to explore whether self-compassion (SC) and benefit finding (BF) play a chain mediating role between work stress and ProQOL among Chinese nurses during the COVID-19 pandemic.MethodsFrom March to April 2022, a sample of 13,936 Chinese nurses was recruited through snowball sampling. Demographic information, work stress, SC, BF, and ProQOL were assessed. The SPSS 25.0 software and Amos 24.0 software were used for statistical analysis. The bootstrap method was employed to construct and examine the chain mediating structural equation model.ResultsThe ProQOL level of Chinese nurses during the COVID-19 pandemic was moderate. The overall fit indices for the compassion satisfaction (CS), burnout (BO), and secondary traumatic stress (STS) models were satisfactory (χ²/df = 2.486, 3.256, 2.553, RMSEA = 0.011, 0.014, 0.011, the GFI, AGFI, NFI, and CFI values were all above 0.90). Work stress had direct effects on CS, BO, and STS (β=–0.171, 0.334, 0.222, P < 0.001), and also indirectly affected these outcomes through SC (point estimate=–0.010, 0.021, 0.024, P < 0.001), BF (point estimate=–0.033, 0.015, − 0.011, P < 0.001), as well as their chain mediating effect (point estimate=–0.015, 0.006, − 0.005, P < 0.001).ConclusionsOur study suggests that SC and BF partially mediated the association between work stress and ProQOL in Chinese nurses during the COVID-19 pandemic. Training on SC and BF may be crucial components of interventions aimed at improving ProQOL.

Binary work stressors and work procrastination: The mediating role of work attentiveness and emotional exhaustion and the moderating role of regulatory focus.

Binary work stressors and work procrastination: The mediating role of work attentiveness and emotional exhaustion and the moderating role of regulatory focus.

Relation between the Time Management Skills and Nurses' Work Stress Levels

Relation between the Time Management Skills and Nurses' Work Stress Levels

Understanding Career Adapt Abilities, Career Stress, Work Stress, Career Regret, Job Satisfaction Among Nursing Professionals.

This study aims to conduct a comprehensive analysis of the interrelationships among career stress, work stress, career regret, job satisfaction and career adapt abilities within the nursing profession. The research involved a sample of 576 nurses from ten urban hospitals, distributed across five distinct cities in Turkiye, between December 2023 and January 2024. The study employed regression models to systematically test hypotheses, providing nuanced insights into the complex dynamics of the variables under investigation. Regression models were utilized to test the hypotheses systematically, considering the moderating role of career adapt abilities. The study included a sample of 576 nurses from 10 urban hospitals in Turkey, distributed across five distinct cities. This approach allowed for a detailed examination of the intricate relationships between career stress, work stress, career regret, job satisfaction and career adapt abilities within the nursing profession. The findings underscore the delicate balance between the positive gains of job satisfaction and the challenges posed by career stress, work stress and career regret in the multifaceted landscape of nursing. In nursing, the relationship between career stress, work stress, career regret and job satisfaction include progress, resilience and obstacles. Developing strategies requires a cooperative effort from health care organizations, nursing leaders and individual nurses. The research provides valuable insights into the interplay of these factors and emphasizes the moderating role played by career adapt abilities. The implications of the study extend to healthcare organizations, nursing leaders and individual nurses. The research advocates for collaborative strategies aimed at enhancing job satisfaction, alleviating stressors and addressing career regret. The ultimate goal is to contribute to the retention of a resilient nursing workforce, emphasizing the importance of strategies that support the well-being and satisfaction of nurses in their careers. No patient or public contribution.

It depends: Platform dependence, schedule control, and satisfaction among gig workers on Amazon's Mechanical Turk platform

AbstractUnderstanding the risks and rewards of gig work requires examining how gig workers themselves feel about their work and how work satisfaction may vary even among workers on the same gig platform. Platform dependence theory posits that financially disadvantaged workers who depend on gig work for essential income will be less satisfied, in part, because they are less able to work their preferred schedules. These predictions, however, have not been tested quantitatively. Using survey data from workers who do gig microtasks on Amazon's Mechanical Turk platform (MTurk), we examine how platform dependence, schedule mismatches (between preferred and actual work schedules), and work stress are related to work satisfaction. We find that all three factors are associated with lower satisfaction. Furthermore, we find support for a hypothesized mediating mechanism: platform dependence lowers satisfaction, in part, because it is associated with more mismatches between workers' preferred and actual schedules. We conclude by discussing reforms that could improve satisfaction for all microtask workers.

Included and engaged: thesignificance of perceived inclusion among healthcare workers.

This study investigates the impact of perceived inclusion among healthcare employees on intrinsic motivation and its subsequent effects on work engagement and stress levels. Drawing from multiple theoretical frameworks, the study hypothesizes the following: (a) perceived inclusion positively influences employees' intrinsic motivation, and (b) perceived inclusion and intrinsic motivation serve as resources that enhance employee well-being by promoting work engagement and reducing stress. Data were collected from 407 healthcare workers across the European Union. The research objectives were achieved through statistical analysis of the gathered responses. The results indicate a positive relationship between perceived inclusion and intrinsic motivation. Importantly, both perceived inclusion and intrinsic motivation emerged as significant predictors of work engagement. Additionally, perceived inclusion was found to have a negative association with stress levels, underscoring its importance in healthcare management. The study is subject to certain limitations, including the cross-sectional design and reliance on self-reported data, which may affect the generalizability of the findings. The findings highlight the importance of fostering perceived inclusion and intrinsic motivation among healthcare employees to enhance work engagement and reduce stress, thus offering valuable insights for healthcare management practices. This study contributes to the existing literature by examining the complex interplay between perceived inclusion, intrinsic motivation, work engagement and stress within the healthcare sector. It also identifies avenues for future research in this area.