Zeitschriftenartikel: „ORGANISATIONAL ROLE STRESS“

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Katya, Anirudh, Deepika Behera, Naman Jassal und Prerona Chakraborty. „Assessing Organizational Role Stress of Employees in Public and Private Sectors“. Psychology and Cognitive Sciences – Open Journal 8, Nr. 1 (30.12.2022): 1–8. http://dx.doi.org/10.17140/pcsoj-8-164.

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Introduction Work plays a vital role in most people’s lives, and thus the impact of stress in the workplace is a significant issue. Since organisational role stress (ORS) has detrimental effects on both the organisation and employee, managing role pressures has greater importance. Objective This study analysed the comparative organisational role stress between India’s public sector and private sector workers. It also fulfilled its objective of ranking stressors to contribute to total ORS. Materials and Methods This descriptive-comparative analytical study selected 92 employees (41 private sectors and 51 public sectors) from different organisations in India. The study administered the organisational role stress scale developed by Udai Pareek to employees of both groups. For analysis independent sample t-test were used in the study. Results The study reveals that public sector employees score higher than private-sector employees in almost all scale dimensions other than role stagnation. Data analysis also inferred that inter-role stressor was the maximum contributor to overall organisational role stress, and the two groups differed most in the dimension of role overload. Conclusion These have important implications in policy-making to ensure enhanced well-being and productivity.

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Pecino, Vicente, Miguel A. Mañas, Pedro A. Díaz-Fúnez, José M. Aguilar-Parra, David Padilla-Góngora und Remedios López-Liria. „Organisational Climate, Role Stress, and Public Employees’ Job Satisfaction“. International Journal of Environmental Research and Public Health 16, Nr. 10 (21.05.2019): 1792. http://dx.doi.org/10.3390/ijerph16101792.

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The Job Demands-Resources (JD-R) model is an integrative theoretical framework for monitoring workplaces with the aim to increase job engagement and prevent burnout. This framework is of great interest since the management of job resources and demands can negatively affect employees, especially in organisational contexts characterised by high job demands. This study uses the job demands-resources model to investigate the relationships between organisational climate, role stress, and employee well-being (burnout and job satisfaction) in public organisations. This is a descriptive, cross-sectional study. The research participants are 442 public employees. A structural equation model was developed (organisational climate, job satisfaction, burnout, role stress). These confirm that organisational climate is correlated with role stress (−0.594), job satisfaction (0.746), and burnout (−0.408), while role stress is correlated with burnout (0.953) and job satisfaction (−0.685). Finally, there is a correlation between burnout and job satisfaction that is negative and significant (−0.664). The study confirms that a positive organisational climate could lead to less stressed and burned-out workers and, at the same time, to more satisfied employees with improved well-being.

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Bano, Bushara, Parvaiz Talib, Balan Sundarakani und M. Gopalan. „Organisational role stress: the conceptual framework“. International Journal of Logistics Economics and Globalisation 3, Nr. 2/3 (2011): 102. http://dx.doi.org/10.1504/ijleg.2011.042281.

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SAXENA, DR SUBODH. „ORGANISATIONAL ROLE STRESS AMONGST NURSING STUDENTS“. Nursing Journal of India LXXXXII, Nr. 12 (2001): 269–70. http://dx.doi.org/10.48029/nji.2001.lxxxxii1201.

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Sankar, Soumya, P. Reeja George, P. J. Raj Kamal, T. S. Rajeev und K. A. Mercey. „Perception of Veterinarians about Organisational Role Stress“. Journal of Life Sciences 5, Nr. 2 (Dezember 2013): 139–41. http://dx.doi.org/10.1080/09751270.2013.11885221.

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Kaur, Supreet, und Ruchi Sachdeva. „Construction and Standardisation of Organisational Role Stress Scale“. Asian Journal of Research in Social Sciences and Humanities 7, Nr. 10 (2017): 188. http://dx.doi.org/10.5958/2249-7315.2017.00496.8.

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Nair, Sree Lekhsmi Sreekumaran, John Aston und Eugene Kozlovski. „The impact of organisational culture on occupational stress: Comparison of the SME IT sectors in India and the UK“. Business & Management Studies: An International Journal 9, Nr. 2 (25.06.2021): 503–12. http://dx.doi.org/10.15295/bmij.v9i2.1791.

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The study's main aim is to examine the impact of organisational culture on occupational stress by comparing the IT sectors in India and the UK. The paper adopts the application of Denison’s model for studying the organisational culture, whereas role conflict, role ambiguity, role overload and role stress are considered to discuss occupational stress. Through snowball, convenience, purposive and quota sampling techniques, 62 respondents (31 from India and 31 from the UK) were targeted to attain a qualitative perspective through a semi-structured questionnaire. Results showed that there is an impact of organisational culture on occupational stress. Moreover, the impact is mainly evident in the Indian IT sector than the UK IT sector. Moreover, considering the impact of organisational culture on occupational stress, overall employees experience occupational stress, role overload, role conflict, role ambiguity and role stress. In contrasting economies, Indian IT sector employee’s experience role conflict, role overload, role ambiguity and role stress, whereas UK IT sector employees’ experience role ambiguity.

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Ratna, Rajnish, Saniya Chawla und Rohit Mittal. „Organisational role stress: level of stress, major stressor and its differences“. International Journal of Indian Culture and Business Management 7, Nr. 3 (2013): 359. http://dx.doi.org/10.1504/ijicbm.2013.056214.

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Zeinolabedini, Masoume, Alireza Heidarnia, Ghodratollah Shakerinejad und Mohammad Esmaeil Motlagh. „Perceived job demands: a qualitative study of workplace stress in the Iranian healthcare workers (HCWs)“. BMJ Open 12, Nr. 11 (November 2022): e061925. http://dx.doi.org/10.1136/bmjopen-2022-061925.

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ObjectivesWork-related stress is a common risk factor among healthcare workers (HCWs). In Iran, the healthcare system has undergone extensive changes to develop services. Organisational change has led to the creation of new working conditions for HCWs. The purpose of this study is to identify job demands that health workers perceive as stressors.DesignAs a qualitative study, semistructured interviews, a focus group, and related data were analysed both inductively and deductively with reference to the job demand component based on the job demands–resources model and MAXQDA.SettingThis investigation was conducted in 18 primary healthcare centres in Qazvin, Iran.ParticipantTwenty-one female HCWs with at least 6 months of work experience and an average age of 34.4 years.ResultsThe participants identified six key elements as the stressful job demands including organisation’s supervisory function, role characteristics, workload, job insecurity, client service challenges and perceived job content.ConclusionsAfter organisational changes and development, HCWs were faced with role changes and increased workload. In addition, organisational supervision in terms of quantity and quality and lack of job security intensified the pressures. These factors led to the high level of stress among employees who dealt with people and those who perceived their job content as unfavourable. Perhaps teaching stress control skills and organisational support interventions can be useful to reduce and control stress among HCWs.

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Rajagopal, N. „Organisational Role Stress and Employee Burnout in Pharmaceutical Industry“. Review of Professional Management- A Journal of New Delhi Institute of Management 8, Nr. 1 (01.06.2010): 55. http://dx.doi.org/10.20968/rpm/2010/v8/i1/92835.

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Srivastava, Shalini, und Prashant Verma. „Organisational Role Stress among Women in the Private Sector“. Management and Labour Studies 33, Nr. 2 (Mai 2008): 206–27. http://dx.doi.org/10.1177/0258042x0803300204.

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Shahid, Muhammad Naeem, Ali Junaid Khan, Abou Bakar und Furrukh Bashir. „The Mediating Role of Job Satisfaction between Perceived Organizational Politics, Job Stress, Role Conflict, and Turnover Intention: A Covid-19 Perspective“. Review of Education, Administration & Law 5, Nr. 4 (31.12.2022): 677–93. http://dx.doi.org/10.47067/real.v5i4.297.

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The ability of educational institutions to survive is based on the dedication and competence of their academic staff. However, the breakout of COVID-19 has spread the entire world's school system into alarm. particularly in emerging nations such as Pakistan. This pandemic causes nonpayment of salaries, putting teachers through a stressful period that increases the likelihood of turnover. The purpose of this paper was to investigate the mediation role of job satisfaction and the influence of perceived organisational politics, job stress, and role conflict on turnover intention in the context of COVID-19 among university teachers. A cross-sectional survey has been used for data collection from 280 permanent faculty members from universities in Pakistan. The study utilized partial least squares as a tool for hypothesis testing and analysis. The findings of the study revealed that perceived organisational politics, job stress, and the role of conflict have a substantial positive effect on turnover intention. Moreover, perceived organisational politics, job stress, and the role of conflict harm job satisfaction. The results of an indirect effect, however, show that job satisfaction mediates the relationship between the role of conflict and turnover intention, and the results for mediation between perceived organisational politics, job satisfaction, and turnover intention are insignificant. These findings showed that to reduce the turnover intention of faculty members, institutions need to institutionalise policies to reduce the negative perception, stress, and role conflict of teachers and boost the level of their satisfaction.

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Lu, J. L. „SP5-1 Organisational role stress indices affecting burnout among nurses“. Journal of Epidemiology & Community Health 65, Suppl 1 (01.08.2011): A445. http://dx.doi.org/10.1136/jech.2011.142976p.37.

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Chiu, Su-Fen, Shih-Pin Yeh und Tun Chun Huang. „Role stressors and employee deviance: the moderating effect of social support“. Personnel Review 44, Nr. 2 (02.03.2015): 308–24. http://dx.doi.org/10.1108/pr-11-2012-0191.

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Purpose – The purpose of this paper is to investigate the relationships among role stressors, social support, and employee deviance. Specifically, this study explores the relationships of role stressors (i.e. role conflict, role ambiguity, and role overload) to interpersonal and organisational employee deviance. Furthermore, this study examines the moderating role of social support (from supervisors and coworkers) on the above relationships. Design/methodology/approach – Data were collected from 326 paired samples of sales and customer service employees as well as their immediate supervisors in Taiwan. Findings – Role conflict had a positive relationship with both organisational and interpersonal deviance. Role ambiguity was positively, while role overload was negatively related to organisational deviance, respectively. Role ambiguity was more strongly related to organisational than to interpersonal deviance. Coworker support had a significant moderating effect on the role overload – interpersonal deviance relationship. Practical implications – Organisations may implement policies and programs, such as clarification of job responsibility, provision of performance feedback and training in stress coping techniques, to lessen the negative effect of role conflict, and role ambiguity on employee deviance. Originality/value – This study contributes to the literature in several ways. First, this study extends prior research on stressor-performance relationship by investigating the effect of role stressors on two forms of employee deviance (interpersonal deviance and organisational deviance) in a collectivist cultural context (i.e. Taiwan). Second, this study demonstrates that work-related characteristics (e.g. role stressors) have different degrees of effect on interpersonal and organisational deviance. Third, this research offers explanations on why there is little support for the moderating effect of social support on the stressor-deviance relationship.

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Elloy, David F., und Catherine R. Smith. „Patterns of stress, work‐family conflict, role conflict, role ambiguity and overload among dual‐career and single‐career couples: an Australian study“. Cross Cultural Management: An International Journal 10, Nr. 1 (01.03.2003): 55–66. http://dx.doi.org/10.1108/13527600310797531.

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The dual‐career phenomenon has become increasingly prevalent worldwide. This lifestyle often generates stresses and strains, at home and at work, for couples juggling multiple demands, which can have negative consequences for organisations. While most empirical research into this lifestyle has been conducted in the United States and Britain, very little has been carried out in Australia. This particular study, based on data from an Australian sample of 121 lawyers and accountants, was therefore aimed at analysing the levels of stress, work‐family conflict and overload among dual‐career and single‐career couples. The results confirm that dual‐career couples experience higher levels of stress, work‐family conflict and overload than single‐career couples. To enhance labour productivity and organisational effectiveness, human resource managers therefore need to take account of the potential for dual‐career stress, overload and conflict, and respond flexibly to dual‐career employee status.

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Gupta, Vijay Prakash. „The Effect of Length of Service and Demographic Variables on Organisational Role Stress of Public Sector Bank Employees“. Shanlax International Journal of Commerce 7, Nr. 3 (01.07.2019): 23–27. http://dx.doi.org/10.34293/commerce.v7i3.489.

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The study explores the impact of length of service and demographic variables on the organizational role stress on the public sector bank employees. The questionnaire employed in this study is Organisational Role Stress (ORS) scale developed by Prof. Udai Pareek (1983) where the length of service, gender, age, education, number of family members and income are independent variables and Organisational Role Stress (ORS) is the dependent variable. The sample for the study consist of 415 public sector bank employees. Simple random sampling is used as a sampling technique. Data were analyzed using Multiple Regression. The results revealed that length of service, age, education, and income significantly impact the organizational role stress (ORS) on the public sector bank employees.

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Mohan, Vidhu, Daisy Chauhan und S. P. Chauhan. „The Moderating Effect of Locus of Control on Organisational Role Stress“. Paradigm 4, Nr. 1 (Januar 2000): 85–98. http://dx.doi.org/10.1177/0971890720000109.

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Edvik, Anders, und Tuija Muhonen. „A Work Environment Blind Spot – Exploring School Principals’ Organisational and Social Work Environments“. Scandinavian Journal of Public Administration 26, Nr. 4 (15.12.2022): 47–71. http://dx.doi.org/10.58235/sjpa.v26i4.10582.

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This article examines principals’ social work environment in the context of a series of school reforms inspired by new public management. With the point of departure in Job Demands and Resources, we put forward the following overall research question: which job demands and job resources are related to principals’ job satisfaction? The article has a mixed methods approach, combining material from questionnaires (466 participants) and interviews (15 participants). The results of the questionnaire indicate that job resources such as role clarity, influence, meaningfulness, and social community with senior managers were related to job satisfaction, while lacking job resources (influence, social community with senior managers) and experiencing role conflicts were associated with a higher intention to leave the profession. The interviews provide a more in-depth understanding of the shift of institutional logics within the school sector, enforcing boundaries between principals’ professional and managerial roles in accordance with New Public Managerial Ideas. The separation between profession and management contributes to principals’ organisational and social work environments being in a blind spot. This is not only a problem for the principals, but also a risk factor for the organisations themselves, as stress and ill-health among leaders tend to affect the entire organisation.

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Shauran, Bharti, und Neetu Jain. „Impact of mentoring on organisational role stress and role efficacy: an empirical evidence from India“. International Journal of Human Resources Development and Management 22, Nr. 3/4 (2022): 223. http://dx.doi.org/10.1504/ijhrdm.2022.124876.

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Jain, Neetu, und Bharti Shauran. „Impact of mentoring on organisational role stress and role efficacy: an empirical evidence from India“. International Journal of Human Resources Development and Management 22, Nr. 3/4 (2022): 223. http://dx.doi.org/10.1504/ijhrdm.2022.10049612.

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Kumar, Rajender. „A Study Of Distress, Wellness And Organisational Role Stress Among MBA Professionals“. i-manager’s Journal on Educational Psychology 4, Nr. 3 (15.01.2011): 39–44. http://dx.doi.org/10.26634/jpsy.4.3.1247.

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Goyal, Pratibha, und Zahid Nadeem. „Organisational role stress among women executives in the corporate sector in Punjab“. Social Change 34, Nr. 2 (Juni 2004): 66–74. http://dx.doi.org/10.1177/004908570403400205.

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Metcalf, Lindsey. „The impact of a changing policy environment on board members in small and medium-sized voluntary organisations“. Voluntary Sector Review 10, Nr. 3 (01.11.2019): 329–46. http://dx.doi.org/10.1332/204080519x15736555179034.

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This article examines the experiences of volunteers serving as board members in small and medium-sized voluntary organisations (VOs) in England. It considers the ways in which policy developments, including the outsourcing of public service delivery and austerity programmes, are impacting on this group of volunteers. Relatively little research has considered policy change from a board member perspective, despite their key role in organisational governance. The article draws on qualitative interviews with individual board members. It shows that policy changes are contributing to an increasingly complex role for board members in small and medium-sized VOs. The policy environment impacts on board members both by driving more challenging organisational issues for the board and, in turn, by contributing to stress and a lack of confidence at an individual level. Recruitment, training and support mechanisms are not always adequate in meeting the needs of this specific group of volunteers within this context.

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Ponikvar, Nina, und Melita Rant. „FIRM SPECIFIC DETERMINANTS OF MARKUP ‐ THE CASE OF SLOVENIAN MANUFACTURING FIRMS“. Journal of Business Economics and Management 8, Nr. 3 (30.09.2007): 203–12. http://dx.doi.org/10.3846/16111699.2007.9636170.

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Investigations of firms’ pricing decisions and performances have been twofold. While within the industrial organisation framework stress is placed on industry‐specific factors and the market power of firms within industries, various organisational theories emphasise the role of ‘soft’ factors in the determination of firms’ performance. The main thesis of our paper is that the size of a firm's markup can mostly be explained by the firm's productivity, capital and labour costs, as well as the firm's market power and organisational structure characteristics, when the external environment and industry membership is controlled for. Our objective is thus to explain firm‐level markups by a set of firm‐specific factors. The empirical analysis of markup determinants is based on a sample of Slovenian manufacturing firms (NACE 15–37) in the 1994–2003 period, applying panel data regression GLS model and ANOVA analyses. We find that, besides market share and cost factors, organisational structure change occurring after some threshold significantly increases markups.

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Rose, Sarah, und George Palattiyil. „Surviving or thriving? Enhancing the emotional resilience of social workers in their organisational settings“. Journal of Social Work 20, Nr. 1 (22.08.2018): 23–42. http://dx.doi.org/10.1177/1468017318793614.

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Summary High rates of absence due to stress, and issues with recruitment and retention of staff suggest that social work is a challenging profession. Despite this, many social workers gain a great deal of satisfaction from their role. Various studies have focused on stress management in social work. Less attention has been paid to how social workers maintain resilience in the face of challenges and thrive in their role. Drawing on a social constructionist approach to explore how social workers conceptualise emotional resilience in the context of their profession, data were collected through semi-structured interviews with 13 social workers employed in local authority teams. Findings The findings highlight how emotional resilience tended to be associated with stress management by the social workers interviewed. Organisational and structural factors were felt to threaten resilience more than the emotional intensity of working with service users. Application When resilience is conceptualised as stress management, sources of adversity need to be addressed to enable social workers to survive. Resilience needs to be reconceptualised as positive adaptation to the challenges of the social work role in order to promote factors that enable workers to thrive. The insights from the study exhort us to re-examine the scope of social work organisations to enhance the resilience of their workers.

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McEwan, Alexandra B., Komla Tsey, Janya McCalman und Helen J. Travers. „Empowerment and change management in Aboriginal organisations: a case study“. Australian Health Review 34, Nr. 3 (2010): 360. http://dx.doi.org/10.1071/ah08696.

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The social organisation of work, management styles and social relationships in the workplace all matter for health. It is now well recognised that people who have control over their work have better health and that stress in the workplace increases the level of disease. In the context of organisational change, the potential benefits of empowerment strategies are two-fold: a positive impact on the organisation’s effectiveness and enhancements in staff health, wellbeing and sense of control. This case study describes the University of Queensland Empowerment Research Program’s experience working with the Apunipima Cape York Health Council in a change management process. Participatory action research and empowerment strategies were utilised to facilitate shifts in work culture and group cohesion towards achieving Apunipima’s vision of being an effective lead agency for Indigenous health reform in Cape York. As part of the project, staff morale and confidence were monitored using a pictorial tool, Change Curve, which outlined the phases of organisational change. The project findings indicated that organisational change did not follow a clear linear trajectory. In some ways the dynamics mapped over a period of 18 months mirror the type of struggles individuals commonly encounter as a part of personal growth and development. In this case, one of the factors which influenced the program’s success was the willingness of executive employees to actively support and participate in the change management process. What is known about the topic? The pivotal role of community controlled organisations in the development of community based services and policy issues affecting Aboriginal and Torres Strait Islander Australians is well recognised. The presence and activities of these organisations reflects and contributes to community empowerment and self determination. Although it is possible to observe the effects of these organisations in communities, less attention has been given to empowerment as a concept to be utilised internally and as a resource to support wellbeing in the workplace. What does this paper add?In Australia, empowerment strategies are now accepted as an effective approach to health promotion and community development initiatives. This paper adds to this body of knowledge by considering the concept within the context of organisations in which an Indigenous worldview forms the foundation for action. What are the implications for practitioners?This article provides some preliminary insights into the how the concept of empowerment might be instigated in community controlled organisations. It also identifies some of the likely challenges and methodological issues to be considered in designing change management strategies in this context.

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Vagharseyyedin, Seyyed Abolfazl, Bahare Zarei und Mahdi Hosseini. „The role of workplace social capital, compassion satisfaction and secondary traumatic stress in affective organisational commitment of a sample of Iranian nurses“. Journal of Research in Nursing 23, Nr. 5 (24.05.2018): 446–56. http://dx.doi.org/10.1177/1744987118762974.

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Background Affective organisational commitment (AOC) refers to employees’ emotional attachment to the organisation and identification with it. It is vital that nurses explore contributors to their AOC because they stand as the largest group of employees in healthcare organisations. Aim This cross-sectional, analytical study explored the role of workplace social capital (WSC), compassion satisfaction (CS), and secondary traumatic stress (STS) in AOC in a sample of Iranian nurses. Method The study sample consisted of 250 nurses working in eight hospitals affiliated with Birjand University of Medical Sciences, eastern Iran. Participants’ WSC was measured using the Social Capital at Work Scale developed by Kouvonen et al. (2006). CS and STS were measured using CS and STS dimensions of the Professional Quality of Life measure (Version 5) developed by Stamm (2010). Results Significant positive associations were found between WSC and AOC ( p < 0.001), between the cognitive dimension of WSC and AOC ( p < 0.001), between the structural dimension of WSC and AOC ( p < 0.001), and between CS and AOC ( p < 0.001). The correlation between STS and AOC ( p < 0.001) was negatively significant. Conclusion Effort to promote WSC and CS on the one hand and prevention and early recognition of STS on the other hand can enhance nurses’ AOC.

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Plyushteva, Anna. „Exploring the Role of the Workplace in Experiences of Commuter Stress: A Mixed-Method Study from Sofia, Bulgaria“. Social Sciences 10, Nr. 6 (01.06.2021): 208. http://dx.doi.org/10.3390/socsci10060208.

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Several studies have argued that the effects of commuter stress spill into other domains of everyday life, including the workplace. However, the entanglements between commuter stress and the workplace are complex and multidirectional. Commuter stresses both shapes and is shaped by managerial policies, workplace social relations, and the negotiations of working schedules. The present paper explores these interconnections. Drawing on a survey of 281 office-based employees in 27 companies in Sofia, Bulgaria, the paper demonstrates how the characteristics of individuals and individual journeys are important in shaping commuter stress but not exclusively so. In examining the significance of the workplace in relation to commuter stress, the paper differentiates between the geographical location of the workplace and the employing organisation, thus offering a granular understanding of spatial (e.g., the quality of the public spaces surrounding the office) and organisational (e.g., managerial decisions regarding parking) factors. The paper highlights the social and spatial constraints within which commutes are carried out, thus emphasising the role of employers and local government in what is often understood in terms of individual travel choices.

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Rajeswari, R., und G. A. Sudershan. „An Analysis of Organisational Role Stress among Employees of IT Companies in Bangalore“. HuSS: International Journal of Research in Humanities and Social Sciences 1, Nr. 2 (01.12.2014): 106. http://dx.doi.org/10.15613/hijrh/2014/v1i2/61727.

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Kamil, Bidayatul Akmal Mustafa, Awanis Ku Ishak und Obobanyi Momohjimoh Ahmed. „Academics' life satisfaction: the role of perceived stress, organisational justice and self-efficacy“. International Journal of Management in Education 15, Nr. 1 (2021): 1. http://dx.doi.org/10.1504/ijmie.2021.10033589.

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Ahmed, Obobanyi Momohjimoh, Awanis Ku Ishak und Bidayatul Akmal Mustafa Kamil. „Academics' life satisfaction: the role of perceived stress, organisational justice and self-efficacy“. International Journal of Management in Education 15, Nr. 1 (2021): 1. http://dx.doi.org/10.1504/ijmie.2021.111811.

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Kaur, Supreet, und Ruchi Sachdeva. „Study the interaction effect between burnout and personality hardiness on organisational role stress“. GYANODAYA - The Journal of Progressive Education 10, Nr. 2 (2017): 25. http://dx.doi.org/10.5958/2229-4422.2017.00012.3.

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Dudutienė, Daiva, Audronė Juodaitė-Račkauskienė und Rimantas Stukas. „Developing Stress Management Programs in a Public Primary Healthcare Institution: Should We Consider Health Workers’ Sociodemographic Groups?“ Medicina 56, Nr. 4 (03.04.2020): 162. http://dx.doi.org/10.3390/medicina56040162.

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Background and Objectives: An essential part of occupational stress management is identifying target groups and developing a wellbeing program that tailors interventions to the specific needs of the target groups. This study aims to explore whether psychosocial risk determinants and organizational intervention objects differ across employees’ groups based on sociodemographic factors in a Lithuanian public primary healthcare institution. Methods: All 690 health workers of the institution were invited to participate (response rate 68%) in a cross-sectional survey between February and March 2017. The questionnaire contained items related to sociodemographic factors (gender, age, job seniority, education, and occupation), 14 psychosocial risk determinants, and 10 organisational intervention objects. Results: The results of the study showed that differences by gender were not statistically significant except for one organisational intervention object (work–life balance). Only a few organisational intervention objects (justice of reward, matching to the job demand, and variety of tasks) had mean rank scores differing statistically across age and job seniority groups. Five organisational intervention objects (work–life balance, variety of tasks, communication, manager feedback, and stress management training) had mean rank scores differing statistically across education groups, and all organisational intervention objects (except stress management training) had mean rank scores differing statistically across occupational groups. Regarding psychosocial risk determinants, excessive work pace had mean rank scores differing statistically across age and job seniority groups. Four (overtime, unclear role, conflicting roles, and being under-skilled) and six psychosocial risk determinants (work overload, overtime, tight deadlines, unclear role, being under-skilled, and responsibility) had mean scores differing statistically across education and occupational groups, respectively. Statistical significance was considered with p-value < 0.05 and 95% confidence interval. Conclusions: The findings showed that different psychosocial risk determinants and organizational interventional objects were emphasized by different sociodemographic groups in the institution, but they did not impact groups in the same measure. Therefore, it is crucial to start by determining the risk group’s specific needs before developing and implementing stress management programs.

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Edwards, Marissa S., und Neal M. Ashkanasy. „Emotions and failure in academic life: Normalising the experience and building resilience“. Journal of Management & Organization 24, Nr. 2 (März 2018): 167–88. http://dx.doi.org/10.1017/jmo.2018.20.

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AbstractWhile a wealth of evidence exists about failure in organisational settings and the emotions evoked by failure, researchers have paid less attention to failure and its related emotional consequences in academic life. Given that failure is often a cause of significant stress, which in turn can lead to damaging consequences, we argue that this is an issue deserving of greater consideration. In this article, we adopt Ashkanasy’s five-level model of emotion in organisations, and explore the potential role of emotions in academics’ experiences of failure at five levels: within-person, between-persons, interpersonal interactions, groups and teams (and leadership), and organisation-wide. In doing so, we draw on findings from scholarly literature, anecdotal evidence, and our own experiences as academics to build arguments. Following discussion of the model, we suggest how academics might begin to normalise the experience of failure in academia and to build resilience in the coming generations of young scholars.

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Othman, Mahmood, Zachary Steel, Catalina Lawsin und Ruth Wells. „Addressing occupational stress among health staff in non-government controlled Northern Syria: Supporting resilience in a dangerous workplace“. Torture Journal 28, Nr. 3 (28.11.2018): 104–23. http://dx.doi.org/10.7146/torture.v28i3.111200.

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Introduction: Syrian medical staff working in non-government controlled areas of Syria operate in situations that expose them to great personal danger, while they must often face the same challenges as the people they help. Supporting the wellbeing of these staff is crucial to the operation of health services for internally displaced Syrians given the large-scale destruction of healthcare infrastructure. Methods: Findings from a staffcare programme designed by a grassroots Syrian psychosocial organisation in Southern Turkey and implemented in a medical nongovernment organisation in Idlib in Northern Syria are presented. An iterative and collaborative process employed individual, team and organisational level consultation to identify occupational stresses within the workplace. A six-month programme involved group sessions across eight sites with 56 staff working in three primary health clinics, two mobile teams and one sexual and reproductive health clinic, serving eight internally displaced persons camps in Idlib. Results: Following the programme, staff reported significant reductions in role ambiguity, and improvements in the nature of their work, personal relationships with colleagues and superiors and physical conditions in the workplace. There were no significant differences in reported organisational structure or job satisfaction. Discussion: This evaluation of a grassroots programme, designed to address the expressed needs of displaced staff, suggests that reductions in daily living stresses can be achieved even in the context of ongoing crisis.

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Hoeben, Hannah, Milène T. Alferink, Anne A. M. W. van Kempen, Johannes B. van Goudoever, Nicole R. van Veenendaal und Sophie R. D. van der Schoor. „Collaborating to Improve Neonatal Care: ParentAl Participation on the NEonatal Ward—Study Protocol of the neoPARTNER Study“. Children 10, Nr. 9 (30.08.2023): 1482. http://dx.doi.org/10.3390/children10091482.

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Parents are often appointed a passive role in the care for their hospitalised child. In the family-integrated care (FICare) model, parental involvement in neonatal care is emulated. Parental participation in medical rounds, or family-centred rounds (FCR), forms a key element. A paucity remains of randomised trials assessing the outcomes of FCR (embedded in FICare) in families and neonates, and outcomes on an organisational level are relatively unexplored. Likewise, biological mechanisms through which a potential effect may be exerted are lacking robust evidence. Ten level two Dutch neonatal wards are involved in this stepped-wedge cluster-randomised trial FCR (embedded in FICare) by one common implementation strategy. Parents of infants hospitalised for at least 7 days are eligible for inclusion. The primary outcome is parental stress (PSS:NICU) at discharge. Secondary outcomes include parental, neonatal, healthcare professional and organisational outcomes. Biomarkers of stress will be analysed in parent–infant dyads. With a practical approach and broad outcome set, this study aims to obtain evidence on the possible (mechanistic) effect of FCR (as part of FICare) on parents, infants, healthcare professionals and organisations. The practical approach provides (experiences of) FICare material adjusted to the Dutch setting, available for other hospitals after the study.

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Basu, Subhashis, Hasan Qayyum und Suzanne Mason. „Occupational stress in the ED: a systematic literature review“. Emergency Medicine Journal 34, Nr. 7 (11.10.2016): 441–47. http://dx.doi.org/10.1136/emermed-2016-205827.

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IntroductionOccupational stress is a major modern health and safety challenges. While the ED is known to be a high-pressure environment, the specific organisational stressors which affect ED staff have not been established.MethodsWe conducted a systematic review of literature examining the sources of organisational stress in the ED, their link to adverse health outcomes and interventions designed to address them. A narrative review of contextual factors that may contribute to occupational stress was also performed. All articles written in English, French or Spanish were eligible for conclusion. Study quality was graded using a modified version of the Newcastle-Ottawa Scale.ResultsTwenty-five full-text articles were eligible for inclusion in our systematic review. Most were of moderate quality, with two low-quality and two high-quality studies, respectively. While high demand and low job control were commonly featured, other studies demonstrated the role of insufficient support at work, effort–reward imbalance and organisational injustice in the development of adverse health and occupational outcomes. We found only one intervention in a peer-reviewed journal evaluating a stress reduction programme in ED staff.ConclusionsOur review provides a guide to developing interventions that target the origins of stress in the ED. It suggests that those which reduce demand and increase workers' control over their job, improve managerial support, establish better working relationships and make workers' feel more valued for their efforts could be beneficial. We have detailed examples of successful interventions from other fields which may be applicable to this setting.

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Srivastava, Shalini. „Locus of Control as a Moderator for Relationship between Organisational Role Stress and Managerial Effectiveness“. Vision: The Journal of Business Perspective 13, Nr. 4 (Oktober 2009): 49–61. http://dx.doi.org/10.1177/097226290901300405.

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Bhattacharya, Satya Ranjan, und Sumeet Gupta. „A study on emotional awareness and organisational role stress among the middle management level employees“. International Journal of Work Organisation and Emotion 7, Nr. 1 (2015): 63. http://dx.doi.org/10.1504/ijwoe.2015.073134.

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Castro-Martinez, Andrea, Pablo Diaz-Morilla und Jose-Luis Torres-Martin. „Comunicación interna, bienestar y felicidad organizacional en instituciones hospitalarias españolas durante la crisis de la COVID-19“. Relaciones Públicas diversas / Diverse Public Relations 12, Nr. 23 (30.06.2022): 143–62. http://dx.doi.org/10.5783/rirp-23-2022-08-143-162.

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Communication is a priority element in the management of organisations, especially in times of crisis, as both internally and externally it can facilitate its containment. In the case of COVID-19, given the rapid spread of the pandemic, the impact was global in a very short period of time, so that organisations were forced to adapt to an unprecedented situation. One of the elements that became important in this adaptation process was internal communication, which helped to maintain cohesion between members of the organisation in a period when physical distance and isolation were widespread. Aspects such as managing remote working, loyalty, keeping staff aligned with corporate objectives and the mental health of employees became important issues. In the case of the health sector, whose work has been essential in this period of time, aspects such as communication with employees, effective and decisive leadership, prevention of stress, burnout and compassion fatigue, self-care, people management, promotion of training and knowledge or support in decision-making became particularly important. This work is framed within the area of study of organisational communication aimed at internal audiences, specifically in its relationship with organisational wellbeing and happiness in the field of healthcare institutions. It argues that Spanish hospital institutions strengthened their internal communication during the COVID-19 crisis as a key factor in dealing with the situation, despite the fact that organisational happiness and well-being are aspects that are still underdeveloped in these institutions. Two general objectives are established: to determine the role of internal communication in Spanish hospitals during the pandemic and to describe the policies of well-being and promotion of corporate happiness that have taken place during this time in the organisations studied. The secondary objectives are to identify the internal communication policies that have been developed, to establish the tools and channels used during this period, to study the role that the promotion of the well-being and happiness of the staff plays in the organisations and to describe the policies that have been implemented in this area. Through a document review and a semi-structured questionnaire in which 17 Spanish hospitals, mostly privately owned, participated, this research aims to determine the role of internal communication in these centres during the pandemic, as well as to describe the policies of well-being and promotion of corporate happiness that have taken place during this time in the organisations studied. The results indicate that the hospitals were forced to strengthen their internal communication to maintain control of the situation, implementing tools and encouraging communication with leaders and managers. However, the lack of formal management of staff wellbeing and happiness is evident in most of these institutions, as the organisational charts of these institutions lack specific departments or directorates for this purpose, resulting in scarce financial resources being allocated to these issues. Despite the mental and physical health problems of healthcare workers during the pandemic reported in the literature, the measures developed are still limited and often lack a specific budget. This work shows that there has been progress in the field of internal communication in hospitals in recent times, especially in the wake of the COVID-19 pandemic, but that it is still a field with a lot of potential to be exploited, especially with regard to new technologies and social platforms.

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Unguren, Engin, und Yasar Yigit Kacmaz. „Innovations in Management of Hotel Employees: the Relationship Between Organizational Resilience and Work Engagement“. Marketing and Management of Innovations 2, Nr. 1 (2022): 141–50. http://dx.doi.org/10.21272/mmi.2022.2-13.

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In many destinations, crises such as hurricanes, floods, wildfires, earthquakes, terrorist attacks, and outbreaks negatively impact the tourism industry. Such crises stress out both management levels and employees, declining productivity. In an environment where the crisis is intense, tourism enterprises need to take the necessary precautions to continue their activities and ensure sustainability. This study focuses on the implications of organisational resilience on employees, which refers to the ability to continue its activities in the face of crises. This study, handled in the context of Social Exchange Theory, has two purposes. The first purpose of the study is to determine the effect of organisational resilience on organisational support and work engagement. The second purpose of this study is to determine the mediating role of organisational support in the relationship between organisational resilience and work engagement. The study is cross-sectional and employs a quantitative method. The study used convenience sampling because it was conducted during the COVID-19 pandemic and the relevant restrictions dictated certain precautions. Another reason behind convenience sampling is the limited cost and timeline for the study. Data were collected with questionnaires from 506 employees working at four and five-star hotels. The suitability of the measurement model was tested with confirmatory factor analysis. The mediation analysis was carried out with process macro, based on the bootstrap method. Consequent to the analyses conducted in line with the purposes of this study, organisational resilience was found to positively impact perceived organisational support and work engagement. Furthermore, perceived organisational support has a full mediation role in the relationship between organisational resilience and work engagement. The findings of this study theoretically provide a framework regarding how organisational resilience improves employees' attitudes towards their jobs. In addition, the results obtained in the study help efficiently manage crises and unexpected events and develop the right policies for employees.

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Fernandes, Christo F. V., Nandakumar Mekoth, Satish Kumar und Babu P. George. „Organisational role stress and the function of selected organisational practices in reducing it: empirical evidence from the banking service front line in India“. International Journal of Behavioural and Healthcare Research 3, Nr. 3/4 (2012): 258. http://dx.doi.org/10.1504/ijbhr.2012.051392.

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Buys, Nicholas, und Elizabeth Kendall. „Stress and Burnout Among Rehabilitation Counsellors Within the Context of Insurance-Based Rehabilitation: An Institutional-Level Analysis“. Australian Journal of Rehabilitation Counselling 4, Nr. 1 (1998): 1–12. http://dx.doi.org/10.1017/s1323892200001344.

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Work stress and burnout are common problems in rehabilitation services. Usually, attempts to account for stress and burnout focus on the qualities of the individual and the demands of the organisational environment. However, the current paper has responded to recent demands in the occupational stress literature to examine burnout from a third perspective, namely the institutional level. This level of analysis transcends the boundaries of organisations and can be defined by the various political, economic, social and legal constraints that characterise a broad area. It is argued that the rapid growth of insurance-based rehabilitation in Australia has created a unique institutional context that has significant implications for the development of stress and burnout among rehabilitation counsellors. Rehabilitation counsellors in this context face a diverse array of conflicting demands within a system that often does not support the goals of rehabilitation. It is proposed that the development of strategies to reduce stress and burnout in this area would benefit from an institutional-level analysis. While individualised stress management training clearly has a role in the minimisation of stress and burnout, it is proposed in the current paper that this issue has human resource management and educational implications that must be addressed.

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Ms Coral Barboza, und Dr Babu Thomas. „GENDER DIFFERENCE IN ORGANISATIONAL ROLE STRESS: A STUDY OF EMPLOYEES IN IT SECTOR IN MANGALORE CITY“. Indian Journal of Commerce & Management Studies VIII, Nr. 3 (01.09.2017): 01–06. http://dx.doi.org/10.18843/ijcms/v8i3/01.

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Orgambídez, Alejandro, und Miriam Benítez. „Understanding the link between work engagement and affective organisational commitment: The moderating effect of role stress“. International Journal of Psychology 56, Nr. 5 (19.01.2021): 791–800. http://dx.doi.org/10.1002/ijop.12741.

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Naoum, Shamil George, Carlos Herrero, Charles Egbu und Daniel Fong. „Integrated model for the stressors, stress, stress-coping behaviour of construction project managers in the UK“. International Journal of Managing Projects in Business 11, Nr. 3 (02.07.2018): 761–82. http://dx.doi.org/10.1108/ijmpb-07-2017-0071.

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Purpose It is axiomatic that construction is a fast-paced and competitive industry, which goes hand in hand with many construction professionals suffering from stress including construction project managers (C-PMs). The role of C-PMs is crucial to achieving project success as they are responsible for planning the project, organising human resources, controlling operations and the budget, and forecasting probable difficulties. The purpose of this paper is to investigate the causal relationships between stressors, stresses, stress-coping behaviours and their impact on the performance of C-PMs. Design/methodology/approach To investigate the relationships between stress and performance among C-PMs, a questionnaire was designed based on the extensive literature, and was sent to 150 C-PMs who had amassed at least five years’ direct working experience in the construction industry. A total of 44 completed questionnaires were returned. Correlation analysis and structural equation modelling were employed to understand the integrated relationships between these factors. Based on the data collected and analysis of the results, an integrated structural equation model of the stresses and performances of C-PMs was developed using AMOS version 22.0. Findings The results of structural equation modelling reveal the following: burnout is the type of stress that has the highest impact on the performance of C-PMs, being detrimental to their interpersonal performance (IPP) and positive for their organisational performance (OP), whereas physiological stress worsens the task performance of C-PMs and objective stress improves their IPP. The most active stressor towards the performance of C-PMs is “workgroup cooperation”, which has an impact on the IPP in a positive way but is detrimental to the OP. Career-developing environment, poor organisational structure and role conflict affect both stress and performance together. Originality/value This study provides a comprehensive investigation into the impact of various types of stress on the performances of C-PMs. The result constitutes a significant step towards the stress management of C-PMs in the dynamic and stressful construction industry.

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Feijó, Fernando, Débora Gräf und Anaclaudia Fassa. „O2B.2 Risk factors for workplace bullying: a systematic review“. Occupational and Environmental Medicine 76, Suppl 1 (April 2019): A14.3—A15. http://dx.doi.org/10.1136/oem-2019-epi.38.

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IntroductionWorkplace bullying has a high prevalence in organisations and is associated to several health problems. However compiled information on its risk factors remains a gap in the literature. Thus this study aimed to systematically review risk factors for workplace bullying in an epidemiological approach.MethodsStudies were selected by a systematic search in Medline (PubMed) and BIREME (LILACS, IBECS, BINACIS, BDENF, Index Psicologia, WHOLIS, MedCarib and Coleciona SUS) databases. Inclusion criteria were articles in English, Spanish or Portuguese, providing statistical analyses on risk factors for workplace bullying. Quality was assessed using an adapted version of the Downs and Black checklist. PRISMA and MOOSE guidelines were used for reporting papers.ResultsFifty-one papers were included in the review. 70.6% were from European countries. Women were reported to be at higher risk of being bullied in most studies. The association of age, marital status and personality traits with bullying varied across studies. Authoritarian and laissez-faire leadership styles were positively associated to bullying. Several occupational risks related to the work organisation and psychosocial factors – such as the stress – were strongly associated to workplace bullying.ConclusionsFindings from this review highlight the central role of organisational factors on bullying determination, in which the human resource management is a key distal factor. Policies to prevent bullying must address the culture of organisations, facing the permanent challenge of developing safe psychosocial work environments.

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Butler, Mark, Michael Savic, David William Best, Victoria Manning, Katherine L. Mills und Dan I. Lubman. „Wellbeing and coping strategies of alcohol and other drug therapeutic community workers: a qualitative study“. Therapeutic Communities: The International Journal of Therapeutic Communities 39, Nr. 3 (10.09.2018): 118–28. http://dx.doi.org/10.1108/tc-08-2017-0024.

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Purpose The purpose of this paper is to examine the strategies utilised to facilitate the wellbeing of workers of an alcohol and other drug (AOD) therapeutic community (TC) Design/methodology/approach This paper reports on the findings of a qualitative study that involved in-depth interviews with 11 workers from an Australian AOD TC organisation that provides both a residential TC program and an outreach program. Interviews were analysed using thematic analysis Findings Three main interconnected themes emerged through analysis of the data: the challenges of working in an AOD TC organisation, including vicarious trauma, the isolation and safety of outreach workers and a lack of connection between teams; individual strategies for coping and facilitating wellbeing, such as family, friend and partner support and self-care practices; organisational facilitators of worker wellbeing, including staff supervision, employment conditions and the ability to communicate openly about stress. The analysis also revealed cross-cutting themes including the unique challenges and wellbeing support needs of outreach and lived experience workers. Research limitations/implications Rather than just preventing burnout, AOD TC organisations can also play a role in facilitating worker wellbeing. Practical implications This paper discusses a number of practical suggestions and indicates that additional strategies targeted at “at risk” teams or groups of workers may be needed alongside organisation-wide strategies. Originality/value This paper provides a novel and in-depth analysis of strategies to facilitate TC worker wellbeing and has implications for TC staff, managers and researchers.

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Chaturvedula, Sowgandhi, und Avinash BK. „Perception of Job Stress among Fighter Controllers in Indian Air Force“. Defence Life Science Journal 3, Nr. 4 (03.10.2018): 388–92. http://dx.doi.org/10.14429/dlsj.3.13410.

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The fighter controllers (FC) are an occupational group who deal with a hectic, difficult and highly demanding job. Their occupation entails high levels of responsibility in terms of shouldering the Air Defence operations. These kinds of duties require them to perform optimally at all times and thus impose high grade of an unambiguous occupational stress. In the present study 38 Fighter Controllers of 4 IAF Stations were administered Organisational Role Stress (ORS) scale, Stress Buster Tool Kit and Holmes & Rahe Stress Scale. It was found that 66 per cent of the participants felt Inter Role Distance as a reason for high graded stress, similarly Role Stagnancy (55 %), Role overload (61 %) and Role Isolation (40 %) have severely affected the sample studied. Stress buster tool kit showed that 34 per cent participants perceived severe service related and workplace related stress. Holmes & Rahe questionnaire reported that a total of 31.6 per cent participants were at 90 per cent risk of developing systemic co-morbidities due to stress. This study reports that Fighter Controllers perceive their role to be less important with little opportunities for growth. A significant finding that emerged and that needs attention is the possibility that 1/3rd of the participants are prone to stress induced illnesses. The role of Aerospace Medicine Specialists in this context is paramount in alleviating stress and enhancing self-esteem in Fighter Controllers.

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Tisdale, Calvert, Nicole Snowdon, Julaine Allan, Leanne Hides, Philip Williams und Dominique de Andrade. „Youth Mental Health Peer Support Work: A Qualitative Study Exploring the Impacts and Challenges of Operating in a Peer Support Role“. Adolescents 1, Nr. 4 (30.09.2021): 400–411. http://dx.doi.org/10.3390/adolescents1040030.

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Youth aged 16–24 years have the highest prevalence of mental illness in Australia, accounting for 26% of all mental illness. Youth mental health peer support work is a promising avenue of support for this population. However, limited research has examined impacts on those who provide youth mental health peer support work. We aimed to identify the benefits and challenges of working in a youth mental health peer support role. Semi-structured qualitative interviews with seven purposefully sampled peer workers from a national youth mental health organisation in Australia were conducted. The interviews were thematically analysed. Six key themes were identified: (1) personal growth, (2) interpersonal factors, (3) organisational factors, (4) boundaries, (5) role acknowledgement, and (6) challenging situations. Key supportive factors included financial reimbursement, training, support, and role-related flexibility. Identified challenges included lack of role acknowledgement, role-related stress, and boundaries. Operating within a youth mental health peer support role is perceived to have positive impacts on personal growth and interpersonal factors, enhanced through financial reimbursement, supervision, and role-related flexibility. Perspectives on the most effective form of role boundaries were diverse however their importance in addressing challenges was emphasised.

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