Job-related stress and burnout

Occupational stress is a topic of substantial interest to organizational researchers and managers, as well as society at large. Stress arising from work conditions can be pervasive and significant in its impact on individuals, their families and organizations. There is also a widespread belief that management of job stress is a key factor for enhancing individual performance on the job, hence increasing organizational effectiveness. Sethi and Schuler 1984 outlined four major reasons why job stress and coping have become prominent issues: a concern for individual employee health and well-being; b the financial impact on organizations including days lost due to stress-related illness; c organizational effectiveness; and d legal obligations on employers to provide safe and healthy working environments

Psychological Disturbance Following T-Groups: Relationship between the Eysenck Personality Inventroy and Family/Friends Perceptions

SUMMARY This study assessed the psychologically disturbing effects of sensitivity training. Two different measures of disturbance or distress were used, the Eysenck Personality Inventory (a standardized personality test) and a Behaviour Change questionnaire completed by the participant and his close family and friends. The relationship between the two measures was explored. Participants showed increases in neuroticism as a result of training but this was not confirmed by the participants' family and friends two weeks after the T-group (the most likely period of heightened disturbance from training). In fact, a large number of trainees saw themselves and were seen by their family, friends and children as slightly better able to cope with personal and family problems, more happy, better able to get on with their children and/or significant person/s, and better able to communicat

Psychological Disturbance Following T-Groups: Relationship between the Eysenck Personality Inventroy and Family/Friends Perceptions

SUMMARY This study assessed the psychologically disturbing effects of sensitivity training. Two different measures of disturbance or distress were used, the Eysenck Personality Inventory (a standardized personality test) and a Behaviour Change questionnaire completed by the participant and his close family and friends. The relationship between the two measures was explored. Participants showed increases in neuroticism as a result of training but this was not confirmed by the participants' family and friends two weeks after the T-group (the most likely period of heightened disturbance from training). In fact, a large number of trainees saw themselves and were seen by their family, friends and children as slightly better able to cope with personal and family problems, more happy, better able to get on with their children and/or significant person/s, and better able to communicat

The effect of the recession on the quality of working life of UK managers: an empirical study

This paper explores the effect of the post-2007 recession on UK managers using a unique data set derived from the Quality of Working Life Project. This project has been running since 1997 in partnership with UK's Chartered Management Institute. the paper compares a wide range of measures from surveys run in 2007 (immediately before the "credit crunch") and in 2012 as the UK was slowly emerging from the recession. Data from the surveys are used to examine the extent, pace and nature or organisational change, to assess the effect of changing patterns of work on their physical and psychological well-being and their working hours. the paper reveals that the effect of change has overwhelmingly been seen as negative with declining levels of job satisfaction, work intensification and growing levels of ill health

Sickness Presenteeism as a Link between Long Working Hours and Employees’ Outcomes: Intrinsic and Extrinsic Motivators as Resources

The aim of this study was to test the flow from long working hours to sickness presenteeism behavior and its outcomes for employees, while integrating intrinsic and extrinsic work value orientations as moderators in the process. We employed a two-wave design with a five-month interval. Data were obtained from 275 employees in Taiwan. The results of latent moderated structural equations (LMS) revealed that long working hours were positively associated with presenteeism, which in turn was negatively related to employees’ well-being and job performance. Furthermore, the negative indirect effect of working long hours on job performance via presenteeism was weaker for those with a higher intrinsic work value orientation. The negative indirect effect of working long hours on well-being via presenteeism was weaker for those with a higher extrinsic work value orientation. We demonstrated that the long-term impact of presenteeism behavior could be understood by viewing work value orientations as resource gains to compensate resource depletion in a demanding work context. This resource dynamism is pivotal to realizing the functional or dysfunctional outcomes of presenteeism behavior. Theoretical and managerial implications of the findings for employees’ well-being and organizational effectiveness are discussed

CONTROLLING NITRATE CONCENTRATIONS IN LARGE SEAWATER FACILITIES

Upravitelji velikih akvatorija gdje nema značajnije primarne proizvodnje i gdje su promjene vode nepraktične koriste biološku denitrifikaciju za kontrolu visokih koncentracija nitrata. Dva opisana sustava denitrifikacije u ovom radu funkcioniraju na različite načine: Sustav Živo more (Living Sea) koristi se serijskim sustavom (batch-system), dok državni akvarijum u New Jerseyu koristi protočni (flow-through) sustav. Brzina denitrifikacije kontrolira djelovanje sustava Living Sea, dok vremensko zadržavanje vode kontrolira rad sustava državnog akvarijuma New Jerseya.water changes are impractical have been using biological denitrification to control high nitrate concentrations. The two denitrification systems described in this study operate in different ways: the Living Seas uses a batch system, while the New Jersey State Aquarium uses a flow-through system. The rate of denitrification controls the operation of the Living Seas system, while water residence time controls the operation of the New Jersey State Aquarium system

Managerial stress in Hong Kong and Taiwan : a comparative study

The purpose of this study was to investigate occupational stress in managers in Hong Kong (N=280) and Taiwan (N=347) using the Occupational Stress Indicator-2 (OSI-2). The results showed that the reliabilities and predictive validity of the OSI-2 subscales were reasonably high in both samples. The logical relationships between job satisfaction, mental and physical well-being that were found in the two samples have provided support to the findings obtained in Western countries. The predictors for health effects were various and many in the two places. Further, there were gender differences in managerial stress in Hong Kong: female managers scored higher in sources of stress and quitting intention; but had lower job satisfaction, worse mental and physical well-being than male managers. These differences could not be found in Taiwanese managers, yet Taiwanese female managers did report more stress related to the Managerial role\u27 than their male counterparts. The authors provided some explanations for the similarities and differences in. managerial stress in the two places

Managers\u27 occupational stress in China : the role of self-efficacy

The role of self-efficacy, an individual difference variable, in occupational stress research is seldom discussed, and is even rarely examined in Chinese societies. This study investigates the relationships between stressors, managerial self-efficacy (MSE) and work-related strains (job satisfaction, physical strain, and psychological strain). A total of 450 enterprise managers in eight cities of the People\u27s Republic of China completed a battery of structured questionnaires. The results of the study generally support that total stressors was negatively related to job satisfaction, physical strain, and psychological strain. Furthermore, MSE was statistically significantly related to strains in that respondents with high levels of MSE reported higher levels of job satisfaction, lower levels of physical strain and psychological strain than did those with low MSE. Related to the moderating effects of MSE on stressor-strain relationship, only significant moderating effect was found in predicting physical strain, as demonstrated by a series of hierarchical regressions while controlling for age, tenure, and position levels and educational levels

A comparative study of managerial stress in greater China : the direct and indirect effects of coping strategies and work locus of control

The present study aims at comparing the direct and indirect effects of coping strategies (control and support coping) and work locus of control (externality) on the stress-strain relationships among managers in Greater China (Peopled Republic of China [PRC], Hong Kong, and Taiwan) using the Occupational Stress Indicator (OSI). Self-administered survey method was employed to collect data from 249 (164 males, 85 females) managers in China, 280 (159 males, 120 females, 1 unclassified) managers in Hong Kong, and 347 (191 males, 151 females, 5 unclassified) managers in Taiwan. The direct and indirect effects of control coping, support coping, and locus of control on some stress-strain relationships were demonstrated in the studied samples. The similarities and differences in managerial stress in Greater China were discussed according to economic and socio-cultural variations