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Journal articles on the topic 'Stress at the workplace'

Author: Grafiati
Published: 4 June 2021
Last updated: 25 April 2022

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1

Teasdale, Eric L. "Workplace stress." Psychiatry 5, no. 7 (July 2006): 251–54. http://dx.doi.org/10.1053/j.mppsy.2006.04.006.

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2

Colligan, Thomas W., and Eileen M. Higgins. "Workplace Stress." Journal of Workplace Behavioral Health 21, no. 2 (July 25, 2006): 89–97. http://dx.doi.org/10.1300/j490v21n02_07.

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3

Page, Kathryn M., Allison J. Milner, Angela Martin, Gavin Turrell, Billie Giles-Corti, and Anthony D. LaMontagne. "Workplace Stress." Journal of Occupational and Environmental Medicine 56, no. 8 (August 2014): 814–19. http://dx.doi.org/10.1097/jom.0000000000000230.

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4

Affleck, Mary Ann. "Managing workplace stress." Journal of Academic Librarianship 23, no. 6 (November 1997): 533. http://dx.doi.org/10.1016/s0099-1333(97)90189-0.

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5

Dada, Iyabode O. "WORKPLACE STRESS EFFECTS." AJN, American Journal of Nursing 107, no. 2 (February 2007): 15. http://dx.doi.org/10.1097/00000446-200702000-00004.

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6

Epstein, David G. "Extinguish workplace stress." Nursing Management (Springhouse) 41, no. 10 (October 2010): 34–37. http://dx.doi.org/10.1097/01.numa.0000388295.31857.a2.

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7

Edwards, Sister Christine. "Managing workplace stress." Accident and Emergency Nursing 11, no. 1 (January 2003): 58. http://dx.doi.org/10.1016/s0965-2302(02)00122-4.

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8

Alyan, Emad, Naufal M. Saad, Nidal Kamel, Mohd Zuki Yusoff, Mohd Azman Zakariya, Mohammad Abdul Rahman, Christophe Guillet, and Frederic Merienne. "Frontal Electroencephalogram Alpha Asymmetry during Mental Stress Related to Workplace Noise." Sensors 21, no. 6 (March 11, 2021): 1968. http://dx.doi.org/10.3390/s21061968.

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This study aims to investigate the effects of workplace noise on neural activity and alpha asymmetries of the prefrontal cortex (PFC) during mental stress conditions. Workplace noise exposure is a pervasive environmental pollutant and is negatively linked to cognitive effects and selective attention. Generally, the stress theory is assumed to underlie the impact of noise on health. Evidence for the impacts of workplace noise on mental stress is lacking. Fifteen healthy volunteer subjects performed the Montreal imaging stress task in quiet and noisy workplaces while their brain activity was recorded using electroencephalography. The salivary alpha-amylase (sAA) was measured before and immediately after each tested workplace to evaluate the stress level. The results showed a decrease in alpha rhythms, or an increase in cortical activity, of the PFC for all participants at the noisy workplace. Further analysis of alpha asymmetry revealed a greater significant relative right frontal activation of the noisy workplace group at electrode pairs F4-F3 but not F8-F7. Furthermore, a significant increase in sAA activity was observed in all participants at the noisy workplace, demonstrating the presence of stress. The findings provide critical information on the effects of workplace noise-related stress that might be neglected during mental stress evaluations.
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9

Buys, Nicholas, Lynda R. Matthews, and Christine Randall. "Employees' Perceptions of the Management of Workplace Stress." International Journal of Disability Management 5, no. 2 (December 1, 2010): 25–31. http://dx.doi.org/10.1375/jdmr.5.2.25.

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AbstractThe purpose of this study was to explore how employees perceive their organisation's efforts to address the management of stress in their workplaces and to examine differences based on demographic variables of organisational location and size. A convenience sample of 85 people at an international disability management conference completed a Management of Stress in the Workplace Questionnaire. Results of this survey indicated that employees were not positive about their organisations efforts to manage stress in either prevention or rehabilitation activities. Employees from smaller organisations rated their workplace environments more positively than larger organisations. A perceived high incidence of stress in an organisation was negatively related to perceptions about the work environment. Lower perceived levels of stress-related compensation claims were associated with higher ratings of prevention and higher workplace environment ratings. Effective disability management programs need to address a range of individual, organisational and system factors that cause and exacerbate stress injuries. In addition to the provision of a range of prevention and rehabilitation services, it is important that organisations look at ways to improve workplace culture and, by association, job satisfaction and workplace morale.
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10

Mihai, Cozmin, and Veronica Oprea. "Stress in the workplace." BULLETIN OF INTEGRATIVE PSYCHIATRY 84, no. 1 (March 18, 2020): 11–15. http://dx.doi.org/10.36219/bpi.2020.1.01.

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11

Soylu, Ali. "Foreigners and Workplace Stress." Journal of Individual Employment Rights 12, no. 4 (January 1, 2007): 313–27. http://dx.doi.org/10.2190/ie.12.4.d.

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12

Gummer, Burton. "Stress in the Workplace:." Administration in Social Work 20, no. 1 (April 29, 1996): 73–88. http://dx.doi.org/10.1300/j147v20n01_06.

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13

Freedman, Sara M., and Michael Bisesi. "Women and Workplace Stress." AAOHN Journal 36, no. 6 (June 1988): 271–75. http://dx.doi.org/10.1177/216507998803600605.

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14

Sanusi, Anwar. "Workplace Stress among Workers of Banks and Financial Organizations." International Journal of Psychosocial Rehabilitation 24, no. 1 (January 20, 2020): 1317–28. http://dx.doi.org/10.37200/ijpr/v24i1/pr200231.

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15

Choudhury, Jyotirmayee. "Occupational Stress, Physical Wellness and Productivity Barometer at Workplace." International Journal of Advances in Management and Economics 8, no. 5 (August 30, 2019): 46–50. http://dx.doi.org/10.31270/ijame/v08/i05/2019/6.

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The paper is a conceptual one to understand the relationship between occupational stress, physical wellbeing and productivity barometer such as burnout, illness, labour turnover and absenteeism. The accumulated unpleasant emotional and psychological feelings ascend out of occupational stress impacts the physical and mental wellness of an employee which ultimately depreciates his/ her productivity barometer. The present paper is a conceptual frame work to understand the concept stress, occupational stress and individual’s appraisal of it in his/her work environment. The research work analyses occupational stress as more of a sort of individual generated which rises out of individual’s assessment of the stressors of work life. The objective of the research work is to study on occupational stress, physical and psychological wellbeing and productivity barometer. The research article attempts to suggest in promoting health philosophy and physical wellness programme in organisation’s work culture and environment through individual initiated interventions and organisation policy to put a control on occupational stress in order to check the alarming signal of productivity barometer. Keywords: Occupational Stress, Physical Wellbeing, Productivity Barometer, Quality of Work Life and Quality of Life.
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16

Wang, Xinyuan, Zhenyang Zhang, and Dongphil Chun. "How Does Mobile Workplace Stress Affect Employee Innovative Behavior? The Role of Work–Family Conflict and Employee Engagement." Behavioral Sciences 12, no. 1 (December 22, 2021): 2. http://dx.doi.org/10.3390/bs12010002.

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The new wave of interest in mobile workplaces is profoundly changing the internal ecology of Chinese companies and creating new stress for employees. To investigate the mechanisms of mobile workplace stress on employee innovative behavior and the role of work–family conflict and employee engagement, we collected 426 valid samples from married male employees in the software and information service industries. The results show that mobile workplace stress has a significant negative effect on employee innovative behavior. In contrast, it has a significant positive effect on work–family conflict and employee engagement. In addition, work–family conflict partially mediates the relationship between mobile workplace stress and employee innovative behavior; employee engagement produces the suppressing effects. The chain intermediary effect of work–family conflict and employee engagement between the mobile workplace and employee innovative behavior is present. When we focus on the high performance of the mobile workplace, we should also pay attention to its impact on the company’s ability for innovation.
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17

Fuchs, Reinhard, and Ralf Schwarzer. "Stress and stress management at the workplace." Anxiety, Stress & Coping 6, no. 2 (January 1993): 153–54. http://dx.doi.org/10.1080/10615809308248377.

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18

Hunnur, Smt Rashmi. "Workplace Stress – Causes of Work Place Stress in Police Department: A Proposal for Stress Free Workplace." IOSR Journal of Business and Management 16, no. 3 (2014): 39–47. http://dx.doi.org/10.9790/487x-16313947.

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19

Zeytinoglu, Isik U., Waheeda Lillevik, Bianca Seaton, and Josefina Moruz. "Part-Time and Casual Work in Retail Trade." Articles 59, no. 3 (June 20, 2005): 516–44. http://dx.doi.org/10.7202/010923ar.

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The purpose of this article is to examine the effects of working conditions in part-time and casual work on worker stress and the consequences for their workplaces. Data were collected through interviews with occupational health and safety representatives, and focus groups and interviews with workers in retail trade. Results show that job insecurity, short- and split-shifts, unpredictability of hours, low wages and benefits in part-time and casual jobs in retail sector, and the need to juggle multiple jobs to earn a living wage contribute to stress and workplace problems of absenteeism, high turnover and workplace conflicts. Gendered work environments and work-personal life conflicts also contribute to stress affecting the workplace. Equitable treatment of part-time and casual workers, treating workers with respect and dignity, and creating a gender-neutral, safe and healthy work environment can help decrease stress, and in turn, can lead to positive workplace outcomes for retail workers.
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20

Hurley, Mary. "Managing stress in the workplace." Nursing Management 14, no. 3 (June 2007): 16–18. http://dx.doi.org/10.7748/nm.14.3.16.s11.

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21

Serezhkina, Ekaterina V. "Managing Workplace Stress: Organizational Approach." Russian Management Journal 17, no. 2 (2019): 233–50. http://dx.doi.org/10.21638/spbu18.2019.205.

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22

Robinson, J. Renée, Karen Clements, and Colleen Land. "Workplace STRESS Among Psychiatric Nurses." Journal of Psychosocial Nursing and Mental Health Services 41, no. 4 (April 1, 2003): 32–41. http://dx.doi.org/10.3928/0279-3695-20030401-12.

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23

Hui, Felix, and Lu Aye. "Occupational Stress and Workplace Design." Buildings 8, no. 10 (September 23, 2018): 133. http://dx.doi.org/10.3390/buildings8100133.

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The World Green Building Council (WGBC) advocates improvements in employee health, wellbeing, and productivity in buildings as people are about 90% of an organisation’s expense and well exceed building costs and energy costs. It was reported that earlier research on workplace design primarily focused on physical arrangement of employees’ immediate work area, and ambient environmental qualities of the work area. Building organisation, exterior amenities, and site-planning have been given less attention. Therefore, we examine more closely the health relevance of both proximal and remote aspects of workplace design. Occupational stress is a complex phenomenon that is dynamic and evolving over time. This investigation reviews the existing fundamental conceptual models of occupational stress, workplace design, and connection to nature. It aims to develop an improved model relevant to work place design and occupational stress linked with connection to nature. The proposed improved model is presented with an appropriate causal loop diagram to assist in visualizing how different variables in a system are interrelated. The developed model highlights how connection to nature in workspaces can function as a work resource with a dual effect of improving physical wellbeing and psychological wellbeing.
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24

Myers, Edward. "Claiming Damages for Workplace Stress." International Journal of Mental Health and Capacity Law, no. 8 (September 8, 2014): 283. http://dx.doi.org/10.19164/ijmhcl.v0i8.334.

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British workers are reported as having the highest levels of stress in Europe; indeed 1 in 5 workers (around 5 million people) is affected by stress. The cost to Britain’s economy is broadly estimated at approximately 6.7 million working days lost each year – valued at between £3.7–£3.8 billion. As recently as 14th October 2002 the TUC launched a campaign “Tackle the Hassle” designed to focus on the 270,000 people per year who go sick, and the cost to British Companies of around£538 per employee.
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25

NAGATA, SHOJI. "Stress Management in the Workplace." Japanese journal of ergonomics 33, Supplement (1997): 58–59. http://dx.doi.org/10.5100/jje.33.supplement_58.

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26

Archer, Rob. "How to beat workplace stress." New Scientist 238, no. 3177 (May 2018): 16–17. http://dx.doi.org/10.1016/s0262-4079(18)30830-3.

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27

Miharti, Ida. "Workplace Stress: Issues and Management." Jambura Science of Management 2, no. 2 (July 2, 2020): 66–75. http://dx.doi.org/10.37479/jsm.v2i2.5956.

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This paper tries to show that workplace stress should be managed. Workplace stress can be influences individual life, not only in its family but also in its society. Work and nonwork factor can be interacting each other, that can be made stress become. So, it is important to find how to manage individual stress, especially in workplace stress.
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28

Szűcs, Edit, Sándor Kovács, Eszter Tornai, Tímea Takács, and Andrea Matkó. "Examining stress in the workplace." Társadalomkutatás 32, no. 4 (December 2014): 384–401. http://dx.doi.org/10.1556/tarskut.32.2014.4.7.

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29

Burrows, Brian. "Tomorrow’s Workplace. Fulfilment or Stress?" Long Range Planning 35, no. 2 (April 2002): 201–4. http://dx.doi.org/10.1016/s0024-6301(02)00041-9.

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30

Raitano, Robert, and Brian Kleiner. "Easing stress in the workplace." IEEE Engineering Management Review 38, no. 4 (2010): 19–21. http://dx.doi.org/10.1109/emr.2010.5645751.

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31

Salazar, Mary K. "Stress in the American Workplace." AAOHN Journal 42, no. 10 (October 1994): 467. http://dx.doi.org/10.1177/216507999404201001.

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32

Ramphal, Lilly. "Heat Stress in the Workplace." Baylor University Medical Center Proceedings 13, no. 4 (October 2000): 349–50. http://dx.doi.org/10.1080/08998280.2000.11927703.

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33

Bradley, Jennifer R., and Valerie Sutherland. "Stress Management in the Workplace." Employee Counselling Today 6, no. 1 (February 1994): 4–9. http://dx.doi.org/10.1108/13665629410060443.

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34

Dickinson, David, and Kabelo Duncan Kgatea. "Workplace peer educators and stress." African Journal of AIDS Research 7, no. 3 (November 2008): 293–303. http://dx.doi.org/10.2989/ajar.2008.7.3.6.653.

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35

Gromadzinska, Jolanta, and Wojciech Wasowicz. "Oxidative Stress-Inducing Workplace Agents." Comments on Toxicology 9, no. 1 (January 2003): 23–37. http://dx.doi.org/10.1080/08865140302423.

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36

Chander, Tina. "Mitigating Stress in the Workplace." Practice Management 30, no. 9 (October 2, 2020): 28–30. http://dx.doi.org/10.12968/prma.2020.30.9.28.

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The coronavirus pandemic has increased anxiety levels for many people, and workplace stress remains an issue, even if that workplace is now a makeshift home office for either all or part of the working week
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37

Livingstone, Zara. "Managing stress in the workplace." Veterinary Nursing Journal 35, no. 5 (May 3, 2020): 127–28. http://dx.doi.org/10.1080/17415349.2020.1744493.

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38

Quirke, Anne. "Stress Management on the Workplace." World Federation of Occupational Therapists Bulletin 44, no. 1 (January 2001): 15–17. http://dx.doi.org/10.1080/14473828.2001.11785411.

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39

Kenner, Carole A., and Jana L. Pressler. "Stress Within the Academic Workplace." Nurse Educator 39, no. 3 (2014): 105–6. http://dx.doi.org/10.1097/nne.0000000000000028.

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40

Stanley, Julian. "Keeping workplace stress at bay." Headteacher Update 2016, no. 2 (March 2, 2016): 12–13. http://dx.doi.org/10.12968/htup.2016.2.12.

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41

Topper, Elisa F. "Stress in the library workplace." New Library World 108, no. 11/12 (November 20, 2007): 561–64. http://dx.doi.org/10.1108/03074800710838290.

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42

Lancaster, Rebecca, Maria Butler, and Adele Pilkington. "Workplace Stress: An Organisational Approach." Mental Health Review Journal 3, no. 2 (June 1998): 16–20. http://dx.doi.org/10.1108/13619322199800011.

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43

Chad, Karen E., and J. M. M. Brown. "Climatic stress in the workplace." Applied Ergonomics 26, no. 1 (February 1995): 29–34. http://dx.doi.org/10.1016/0003-6870(95)95749-p.

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44

Pham, Cong Tuan, Chiachi Bonnie Lee, Thi Lien Huong Nguyen, Jin-Ding Lin, Shahmir Ali, and Cordia Chu. "Integrative settings approach to workplace health promotion to address contemporary challenges for worker health in the Asia-Pacific." Global Health Promotion 27, no. 2 (April 3, 2019): 82–90. http://dx.doi.org/10.1177/1757975918816691.

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Workplaces in the rapidly industrializing Asia-Pacific region face growing pressures from high-speed development driven by global competition, migration and the aging of the workforce. Apart from addressing work-related injuries, workplaces in the region also have to deal with increasing occupational stress, chronic diseases and their associated socio-economic burden. Meanwhile, interventions in workplace health are still dominated by a narrow behavioral change model. To this end, the integrative workplace health promotion model, initiated by the World Health Organization from successful post-1990 pilot projects, emerges as a timely, comprehensive and appropriate means to manage contemporary workplace health and safety issues in the region. In this paper, we highlight the key workplace health challenges in the Asia-Pacific region and the utility of the integrative workplace health promotion model in addressing them. We provide a brief overview of the pressing challenges confronting workplaces in the region, then explain the why, what and how of integrative workplace health promotion. We illustrate this model by reviewing successful examples of good practice and evidence of their achievements from workplace health promotion programs in Asia-Pacific from 2002 to date, with specific attention to government-led workplace health promotion programs in Shanghai, Singapore and Taiwan. Drawing from these successful examples, we recommend government policies and facilitating strategies needed to guide, support and sustain industries in implementing integrative workplace health promotion. We conclude that consistent supportive government policies, coupled with facilitation by international bodies towards capacity and professional network building, are crucial to developing and sustaining healthy workplaces in the region.
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45

Toussaint, Loren, Everett L. Worthington, Daryl R. Van Tongeren, Joshua Hook, Jack W. Berry, Victoria A. Shivy, Andrea J. Miller, and Don E. Davis. "Forgiveness Working: Forgiveness, Health, and Productivity in the Workplace." American Journal of Health Promotion 32, no. 1 (August 25, 2016): 59–67. http://dx.doi.org/10.1177/0890117116662312.

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Purpose: Associations between forgiveness and health promotion in the workplace were examined as mediating effects of workplace interpersonal stress. Design: Cross-sectional. Setting: Multiple Washington, DC, office-based and Midwestern manufacturing workplaces. Participants: Study 1: 108 employees (40 males and 68 females); mean age was 32.4 years. Study 2: 154 employees (14 males and 140 females); mean age was 43.9 years. Measures: Questionnaires measured forgiveness, unproductivity, absenteeism, stress, and health problems. Analysis: Bivariate and multiple correlation/regression and structural equation models were used. Indirect effects were estimated with bootstrapping methods. Results: In study 1, forgiveness of a specific workplace offense was inversely associated with unproductivity ( r = −.35, P < .001) and mental ( r = −.32, P = .001) and physical ( r = −.19, P = .044) health problems. In study 2, trait forgiveness was inversely associated with unproductivity (β = −.20, P = .016) and mental (β = −.31, P < .001) and physical health problems (β = −.28, P = .001), and workplace interpersonal stress partially mediated these associations (indirect effects = −.03, −.04, −.05, respectively). Conclusion: The association of forgiveness and occupational outcomes is robust. Forgiveness may be associated with outcomes by (at least partially) reducing stress related to workplace offenses. Forgiveness may be an effective means of coping following being emotionally hurt on the job that may promote good health, well-being, and productivity.
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46

Shrawankar, Urmila, and Chaitali Chandankhede. "Sarcasm Detection for Workplace Stress Management." International Journal of Synthetic Emotions 10, no. 2 (July 2019): 1–17. http://dx.doi.org/10.4018/ijse.2019070101.

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Working stress is becoming very common. Handling working stress at the workplace is really going to be challenging. As a result, most of the time most of the time people start behaving in sarcastic ways through verbal communication, through different gestures, using emoticons, or writing reviews or comments that leads to increasing their anxiety sometimes promotes depression. It is difficult to identify sarcasm in written notes or communication. Feedback analysis is not a direct method since feedback or employer reviews are written in more formal language. This motivates the authors to work on the employee feedback system. The currently developed system helps to detect the sarcastic emotions by applying different methodologies on several types of statements. This will help corporations and other big organizations to identify reasons behind sarcastic behavior or increased anxiety. As a result, they can promote counseling programs, psychological treatment, or yoga-meditation camps.
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47

Janipha, Nurul Afida Isnaini, Arniatul Aiza Mustapha, and Faridah Ismail. "Workplace Stress amongst Consultants in Practice." Procedia - Social and Behavioral Sciences 68 (December 2012): 183–91. http://dx.doi.org/10.1016/j.sbspro.2012.12.218.

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48

Cooper, Cary L., and Sue Cartwright. "An intervention strategy for workplace stress." Journal of Psychosomatic Research 43, no. 1 (July 1997): 7–16. http://dx.doi.org/10.1016/s0022-3999(96)00392-3.

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49

Hotopf, Matthew, and Simon Wessely. "Stress in the workplace: Unfinished business." Journal of Psychosomatic Research 43, no. 1 (July 1997): 1–6. http://dx.doi.org/10.1016/s0022-3999(97)00115-3.

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50

Sharma, Jyoti, and Arti Devi. "Individual Differences and Stress at Workplace." Asia Pacific Business Review 7, no. 3 (July 2011): 198–207. http://dx.doi.org/10.1177/097324701100700318.

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