Workplace Stress: Implications for Employees and Organizations

Stressors are ubiquitous in today’s society, impacting the personal and professional lives of most people on a daily basis. In terms of stress in organizational settings, employees must deal with an array of workplace stressors, including: Role conflict or ambiguity; Task overload; Difficult relationships with co-workers or supervisor; Harsh environmental conditions; Lack of clear communication or direction; Insufficient resources needed to perform a job; Inadequate pay and benefits; Hostile work environment, including bullying or harassment; Job instability or uncertainty of the organization’s future. It is in the best interest of an organization to establish practices and programs to help reduce or eliminate stressors from the work environment. Employees who are able to perform their jobs with minimal stressors will demonstrate greater engagement, as well as productivity. This will enable an organization to sustain a high level of performance for achieving short and long-term objectives and overall success

The Accuracy of Employee Performance Evaluation Across Global Cultural Dimensions & Moderating Effects of Rater Personality Traits

The effectiveness of a performance management strategy is impacted by a variety of factors, examined through many different research studies: -the accuracy and reliability of the tools used, such as forms and rating scales -the process and the context in which the evaluations are conducted -the accuracy and reliability of the raters/evaluators, typically supervisors. The proposed study will examine two elements and their impact on the accuracy of employee performance ratings: -The global cultural dimensions of the rater’s country of origin -The personality traits of the individual rater