Occupational Stress and Job Burnout of Female Medical Staff: The Moderating Role of Psychological Capital and Social Support

The medical field is quite challenging as employees have to work day and night under extreme pressure and long and irregular working hours. This work pressure and exhaustion lead to occupational stress. Occupational stress, when unaddressed, leads to burnout which severely affects the physical and mental health of females in the medical field. This study investigates the relationship between occupational stress and job burnout on a sample of female medical staff working in the public health sector with the moderating role of psychological capital and social support between the relationship of occupational stress and job burnout. The research comprises a sample of 250 female medical employees that are working in public hospitals of the twin cities of Pakistan Results show that occupational stress causes job burnout, and psychological capital moderates the relation between occupational stress and job burnout. The three dimensions of psychological capital, namely, self-efficacy, resilience, and Hope, moderate the relation while optimism does not moderate the relationship. Results also show that family support acts as a moderator between stress and burnout, but supervisory support does not moderate the relationship. This study highlights that coping strategies help medical health workers in dealing with stress and burnout. In addition, family support plays an essential role in minimizing the stress of female health workers. Therefore, the administration of hospitals should arrange training to enhance the psychological capital of their health workers to keep them stress-free and ultimately efficient in their work

A systematic review and meta-analysis of workplace mindfulness training randomized controlled trials

This meta-analytic review responds to promises in the research literature and public domain about the benefits of workplace mindfulness training. It synthesizes randomized controlled trial evidence from workplace-delivered training for changes in mindfulness, stress, mental health, well-being, and work performance outcomes. Going beyond extant reviews, this article explores the influence of variability in workforce and intervention characteristics for reducing perceived stress. Meta-effect estimates (Hedge’s g) were computed using data from 23 studies. Results indicate beneficial effects following training for mindfulness (g = 0.45, p < .001) and stress (g = 0.56, p < .001), anxiety (g = 0.62, p < .001) and psychological distress (g = 0.69, p < .001), and for well-being (g = 0.46, p = .002) and sleep (g = 0.26, p = .003). No conclusions could be drawn from pooled data for burnout due to ambivalence in results, for depression due to publication bias, or for work performance due to insufficient data. The potential for integrating the construct of mindfulness within job demands-resources, coping, and prevention theories of work stress is considered in relation to the results. Limitations to study designs and reporting are addressed, and recommendations to advance research in this field are made. (PsycINFO Database Record (c) 2019 APA, all rights reserved

Beyond motivation: Job and work design for development, health, ambidexterity, and more

Much research shows it is possible to design motivating work, which has positive consequences for individuals and their organizations. This article reviews research that adopts this motivational perspective on work design, and it emphasizes that it is important to continue to refine motivational theories. In light of continued large numbers of poor-quality jobs, attention must also be given to influencing practice and policy to promote the effective implementation of enriched work designs. Nevertheless, current and future work-based challenges mean that designing work for motivation is necessary but insufficient. This review argues that work design can be a powerful vehicle for learning and development, for maintaining and enhancing employees' physical and mental health, and for achieving control and flexibility simultaneously (for example, in the form of ambidexterity); all these outcomes are important given the challenges in today's workplaces. The review concludes by suggesting methodological directions

Technostress: A Concept Analysis

Information and communication technology (ICT) has become an integral part of modern society, transforming the way people work, communicate, and live. However, the pervasive use of technology has also given rise to a new phenomenon known as "technostress", which refers to the negative effects and stressors that arise from the use of technology in various domains of life, including the workplace. Despite the growing recognition of technostress as a significant issue, the literature on this topic remains fragmented and lacks comprehensive evaluations. Therefore, this article aims to provide a thorough and comprehensive literature review of technostress in the workplace. Using keywords such as "techno-stress", "technostress", and "Technology Related Stress", we conducted a systematic review of four major electronic databases, including Google Scholar, Scopus, Web of Science (WOS), and Cairn. The review revealed that technostress is a multidimensional construct that encompasses various cognitive, emotional, behavioral, and physiological responses to technology use in the workplace. The review also discuss theoretical models of technostress, and highlighted the physiological side of technostress, including its impact on physical health.&nbsp; In addition to the negative effects, the review also discussed inhibitors or coping mechanisms that individuals and organizations may employ to mitigate technostress. The findings of this literature review provide insights for researchers, practitioners, and policymakers to further investigate and address the challenges posed by technostress in the workplace. &nbsp; Keywords: technostress definition, technostress theoretical models, physiological face of technostress, technostress assessment, technostress inhibitors. JEL Classification: I1 Paper type: Theoretical Research&nbsp;Information and communication technology (ICT) has become an integral part of modern society, transforming the way people work, communicate, and live. However, the pervasive use of technology has also given rise to a new phenomenon known as "technostress", which refers to the negative effects and stressors that arise from the use of technology in various domains of life, including the workplace. Despite the growing recognition of technostress as a significant issue, the literature on this topic remains fragmented and lacks comprehensive evaluations. Therefore, this article aims to provide a thorough and comprehensive literature review of technostress in the workplace. Using keywords such as "techno-stress", "technostress", and "Technology Related Stress", we conducted a systematic review of four major electronic databases, including Google Scholar, Scopus, Web of Science (WOS), and Cairn. The review revealed that technostress is a multidimensional construct that encompasses various cognitive, emotional, behavioral, and physiological responses to technology use in the workplace. The review also discuss theoretical models of technostress, and highlighted the physiological side of technostress, including its impact on physical health.&nbsp; In addition to the negative effects, the review also discussed inhibitors or coping mechanisms that individuals and organizations may employ to mitigate technostress. The findings of this literature review provide insights for researchers, practitioners, and policymakers to further investigate and address the challenges posed by technostress in the workplace. &nbsp; Keywords: technostress definition, technostress theoretical models, physiological face of technostress, technostress assessment, technostress inhibitors. JEL Classification: I1 Paper type: Theoretical Research&nbsp

Three Research Essays on the Effects of Culture Across IT Diffusion Within Social Networks, Organizations, and Hospitals

This dissertation focuses on two research streams: IT diffusion and culture, and each can be examined in various contexts. Specifically, this study investigates IT diffusion through online social network use, knowledge sharing towards the general organizational information systems, and hospital information systems usage. In terms of culture, espoused national cultural values, IT occupational subculture, and organizational cultural variables are examined in the following essays. Essay1: Espoused National Cultural Values and Online Social Network Use: Towards an Extension of UTAUT Prior research has developed a number of models for examining the acceptance and use of technology. This paper extends the unified theory of acceptance and use of technology (UTAUT) beyond the established demographic and contextual variables. Building upon research from social psychology and technology adoption, our proposed model incorporated three constructs into UTAUT: information privacy concerns, hedonic motivation, and relationship expectancy. Motivated by research where individual differences were shown to moderate the relationships of the UTAUT model, this paper investigated the effect of espoused national culture values on social network adoption. Integrating these findings into UTAUT, we formulated a model to examine the individual use of social network sites. Using data from 379 respondents, the model explained over seventy percent of the variance in intentions to use online social networks. Overall, all hypotheses were supported. The findings from this research generated both theoretical and practical implications. Essay2: Development and Testing of a Scale to Measure the Effect of IT Occupational Subculture on Knowledge Sharing within Organization Personnel Based on an existing conceptual framework in culture, this study developed a scale to measure IT occupational subculture. The relationship between the occupational subculture of information technology personnel and knowledge sharing in organizations was investigated. It was suggested that knowledge sharing among IT personnel and business end-users was positively affected by some elements of IT occupational subculture. Overtime, IT occupational subculture is positively affected by knowledge sharing among IT personnel and business end-users. Drawing upon cross-cultural psychology, the study presented one possible approach through which occupational subculture manifests at the organizational level of analysis and impacts the knowledge sharing process. In doing so, behaviors related to knowledge sharing and IT diffusion at the organizational level were better understood beyond the limitations of previous IT diffusion studies. Essay3: Differentiating Eustress from Distress: An Examination of Stress Associated with HIS Use across Organizational Culture An interesting but not yet investigated research issue is why some users complain that they are tired of using information systems while some other users actively embrace the use of such systems in their daily routine, and that this taste and associated behavior varies from person to person. Based on the job demands-resources (JD-R) model, a framework was developed to explore the antecedents of distress (negative stress) and eustress (positive stress). This study was based within the context of using hospital information systems (HIS) and we investigated two different psychological processes that played a role in the development of HIS-use strain and motivation. Additionally, espoused organizational cultural values were found to be antecedents of perceived HIS-enabled job resources (literacy support, technical support provision, technology involvement facilitation, and innovation support). While HIS-enabled job resources were positively related to eustress, HIS-enabled job demands (HIS-complexity, HIS-overload, and HIS-uncertainty) were positively related to distress. Furthermore, HIS-enabled job resource (literacy support) was found to buffer the intensity and outcome of HIS-enabled use demands - distress

Organizational Stressors as Predictors of Burnout

The purpose of this study is to determine if organizational stress, measured by role conflict and role ambiguity, predicts burnout among employees. A review of the related literature identified variables that demonstrate a relationship with burnout, supported by the Maslach (1998) theory of burnout and Katz and Kahn’s (1966) organizational role theory. The researcher also examined whether organizational level and demographic variables (gender, education level, and job tenure) moderate the relationships between role conflict, role ambiguity, and burnout. The study follows a non-experimental, cross-sectional design using data collected from a survey. Results of linear regression analyses reveal role conflict and role ambiguity predict burnout. A series of Baron and Kenny moderation analyses (Baron & Kenny, 1986) show that organizational level is not a moderating factor in the relationships between role conflict, role ambiguity, and burnout. In addition, only education level (Associate’s degree) emerged as a moderator in the relationship between role conflict and burnout. Findings from this study emphasize the importance of understanding and addressing role conflict and role ambiguity, in order to prevent employee burnout, within organizations. Findings also suggest that organizations should include staff at all levels of the organization in burnout assessment and remediation efforts, including additional resources for employees to obtain skills that may have been absent from their previous education. Future research considerations include qualitative methods, additional industries or organizational structures, and predictive qualities of other related variables