Principals’ Working Conditions, Job Stress, and Turnover Behaviors Under NCLB Accountability Pressure

2018 ◽  
Vol 54 (5) ◽  
pp. 822-862 ◽  
Author(s):  
Hajime Mitani
Keyword(s):  
No Child Left Behind ◽  
Survey Data ◽  
Job Stress ◽  
Working Conditions ◽  
Stress Level ◽  
School Leaders ◽  
School Level ◽  
Accountability Systems ◽  
The Impact ◽  
The Relationship

Purpose: Many studies have investigated the impact of the No Child Left Behind (NCLB) Act and its sanctions on students and teachers. Little research, however, has systematically examined the relationship between NCLB and its sanctions and school principals. Given the importance of school leadership and the accountability systems implemented at different levels of government, there has been a need for research that examines how school leaders behave under the accountability pressure. Research Method: Using the Schools and Staffing Survey data, the Principal Follow-up Survey data, and detailed school-level adequate yearly progress (AYP) and assessment data systematically collected from 45 states, I investigate the association between NCLB sanctions and principals’ working conditions, job stress level, and turnover behaviors. I use a distance variable as a key matching variable in propensity score matching and estimate the association. Findings: I find strong evidence that NCLB sanctions are associated with a higher level of principals’ job stress and a higher turnover rate. These findings hold even after controlling for the influence of state accountability systems. I do not find evidence that these associations are moderated by principal or school characteristics. I also find little evidence that job stress is a mediator of the relationship between NCLB sanctions and principal turnover. Implications: Sanction-based accountability pressure appears to make the principalship more stressful and lead to turnover. Policy makers currently redesigning state and local accountability systems under the Every Student Succeeds Act may include support programs for school leaders to reduce their job stress level and retain them for a longer period of time.

scholarly journals Job Stress in Journalism: Interaction between Organisational Support and Job Demands–Resources Model

2017 ◽  
Vol 7 (4) ◽  
pp. 150 ◽  
Author(s):  
Imad Al Muala
Keyword(s):  
Job Stress ◽  
Job Insecurity ◽  
Job Demands ◽  
Hierarchical Regression ◽  
Moderation Effect ◽  
Organisational Support ◽  
Additional Support ◽  
The Impact ◽  
The Relationship ◽  
Task Significance

This study aims to analyse the impact of job demands and job resources on job stress among journalists in Jordan. In addition, the moderation effect of organisational support on such relationship is assessed in this research. A questionnaire survey was conducted among journalists working in daily newspapers in Jordan. This study used multiple and hierarchical regression analyses and determined a significant and positive relationship amongst emotional demands, job insecurity, and task significance on job stress. Additionally, organisational support moderated the relationship between task significance and job stress. Results of study revealed that the organisational support moderates the relationship between task significance and job stress. This finding could challenge journalists, newspaper managements and decision-makers in Jordan. When journalists work on sensitive topics and are in conflict areas, they are in need of additional support from newspaper managements to mitigate high job stress and motivate them to produce quality work.

Kwantitatieve en kwalitatieve baanonzekerheid: samenhangen met arbeidstevredenheid en psychisch welzijn

2007 ◽  
Vol 20 (2) ◽  
Author(s):  
Yasmin Handaja ◽  
Hans De Witte
Keyword(s):  
Job Satisfaction ◽  
Working Conditions ◽  
Social Relations ◽  
Job Insecurity ◽  
Well Being ◽  
Negatively Associated ◽  
Bank Employees ◽  
Job Content ◽  
The Impact ◽  
The Relationship

Quantitative and qualitative job insecurity: associations with job satisfaction and well-being Quantitative and qualitative job insecurity: associations with job satisfaction and well-being Y. Handaja & H. De Witte, Gedrag & Organisatie, volume 20, June 2007, nr. 2, pp. 137-159 This study analyses the associations between both quantitative and qualitative job insecurity and job satisfaction and psychological ill-being. We also analyse whether the relationship between job insecurity and psychological ill-being is mediated by job satisfaction. A more subtle and differentiated measurement of qualitative job insecurity is used, in which insecurity is measured regarding four aspects: the job content, working circumstances, working conditions and social relations. Data gathered among Belgian bank employees are used to test the hypotheses. The results show that both quantitative and qualitative job insecurity are negatively associated with job satisfaction and positively associated with psychological ill-being. The relationship between job insecurity and psychological ill-being is only partially mediated by job satisfaction. This signifies that the impact of job insecurity exceeds the boundaries of work, since it exerts an autonomous impact on the psychological well-being of individual workers. Limitations of the research and recommendations for further research are discussed.  

Leadership Practices and Managerial Accountability in Italy

2020 ◽  
Author(s):  
Angelo Paletta ◽  
Christopher Bezzina ◽  
Genc Alimehmeti
Keyword(s):  
School Improvement ◽  
Leadership Practices ◽  
School Principals ◽  
Theory And Practice ◽  
School Level ◽  
Management Approach ◽  
Policy Makers ◽  
Accountability Systems ◽  
The Impact ◽  
The Way

The changes that are affecting public education imply the need to incorporate into principal’s leadership practices two opposing forces: on the one hand, the accountability systems, which require responsibility for centrally managed achievement testing, compliance with standard procedures of self-evaluation, planning teaching improvement, and reporting of the results; and on the other hand, the expectations that come from within the school, namely those of teachers, students, families, and other stakeholders. This presents the challenge of coproducing authentic learning (problem solving, soft skills, civic knowledge, and citizenship) that is not easily measurable and therefore difficult to bring to light, rationalize, systematize, and report. Principals react differently to the demands of centralized policy-making initiatives. Some see them as opportunities for growth and only formally adopt them, whereas others entrench themselves into particular practices aimed at focusing on the immediate, on being conservative and minimizing risk taking and setting less ambitious goals that can take their schools forward. Managerial accountability can end up “colonizing” the organizations (and those who lead them), with the consequence that time and attention is devoted to what is being measured or observed by the central administrative systems. The “colonized” leaders develop or bend their managerial practices primarily in response to the expectations of accountability systems. On the opposite side, accountability systems can produce the effect of “decoupling”: the actual activities are separated from the rituals of accountability requested by the central or local government. In this case, school principals conform only formally to the demands of accountability systems. Other school leaders can capture opportunities from an accountability system, integrating it into a comprehensive management approach that balances opposing requests and organizational principles into a “systemic” model. Thus, the accountability practices in the field of education introduced in Italy can leave both a positive or negative impact on the way school principals lead their organizations. Studying the impact that the introduction of such policies can have on individuals as a result of the way leaders execute such directives are deemed important as they shed light on the link between policy and practice, and help us gain deeper insights into the so-called theory and practice divide. The move toward greater forms of accountability presents an ideal opportunity for policy makers and educational leaders working at different levels to appreciate the importance of systemic leadership and engage in a discourse that enlightens its value to school improvement initiatives. Rather than focusing on the self, on merely following directives and working independently, the school principal that is able to understand how things and people are connected and can come together to transform their schools can make a difference to school development and school improvement. Bringing policy makers and implementers together can help in understanding the realities faced by educators at the school level, the former often oblivious to the challenges educators face on a day-to-day basis.

scholarly journals The Impact of job stress: An imperative insight into the Banking sector

2013 ◽  
Vol 3 (3) ◽  
pp. 294
Author(s):  
Aliya Ahmad Shaikh ◽  
Memoona Akram ◽  
Muhammad Rizwan ◽  
Shakeela Kousar ◽  
Muneeb Malik
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Stress ◽  
Turnover Intention ◽  
Banking Sector ◽  
Work Life ◽  
Job Demand ◽  
The Impact ◽  
The Relationship ◽  
Work Life Conflict

In this era of stiff competition employee performance is the key driving force for organizational success, at the same time pressure become the part & parcel in organizations for keeping employees motivated to win the competitive race. But undue pressure can causes stress which undermines performance .Stress is ubiquitous phenomenon and a straining condition that has a negative impact on an individual’s physical, physiological, personal and family life. Now days, due to the rapid changes and intense competition the banking sector employees are among the victims of stress. This study has been carried out to investigate the causes of job stress (job demand, work life conflict), the impact of job stress on employee job behaviours (job performance, job satisfaction) and outcomes of job stress (turnover intention, burnout) and also the relationship between organizational commitment and job satisfaction is explored. A questionnaire(scales having 38 items) measured against 5 point Likert-type scale is used to evaluate the relationship among variables of interest which analyzed through statistical tests of regression, correlation and reliability of the measures was confirmed. The regression analysis results show that there is no significant relationship among job demands, Job stress and job performance, but variables of job demand, work life conflict, and job stress has a significant positive relationship with each other and same is the case for turnover intention, burnout & job satisfaction which depend upon the stress faced by the banking employees .There is significant positive correlation between job commitment and Job satisfaction. Theoretical implication of this study will be for diverse organizations for understanding the factors that are causing the stress among employees and how to get rid from this evil of stress to increase employee satisfaction, performance and commitment. Recommendations to reduce the stress level are also discussed and focus of future studies is mentioned.

Job embeddedness as a modulation

2016 ◽  
Vol 29 (4) ◽  
pp. 484-507 ◽  
Author(s):  
Chia-Yi Cheng ◽  
Jung-Nung Chang
Keyword(s):  
Goal Orientation ◽  
Job Stress ◽  
Structural Equation ◽  
Job Embeddedness ◽  
Major Life ◽  
Content Type ◽  
The Impact ◽  
The Relationship ◽  
Reducing Stress

Purpose – Based on job embeddedness (JE) theory, the purpose of this paper is to explore the impact of goal orientation (GO) and JE on job stress for financial service salespersons in the indeterminate situation. Design/methodology/approach – Participants were 298 insurance salespersons employed at two major life insurance institutions in Taiwan: Nan Shan and Fubon – which were formerly the subsidiaries of two international financial groups, American International Group and International Netherland Group, respectively. The models were tested using the two-step structural equation procedure. Findings – Findings indicated that, compared with salespersons in the newly merged Fubon, those in Nan Shan, which was undergoing mergers and acquisitions, were found to be subject to higher job stress with lower JE. In the process of reducing stress, JE is an important mechanism. However, the modulating influence of embeddedness is dependent on salespersons’ GO. In situations of higher stress, learning-oriented salespersons (in Nan Shan) were unable to significantly reduce job stress until JE was introduced as a full mediator. However, in a lower stress context, performance-oriented salespersons (in Fubon) fully applied JE in order to relieve job stress. Research limitations/implications – Managers endeavor to help salespersons effectively improve stability and reduce job stress by exploiting salespersons’ dispositions. Originality/value – The contribution of this study includes identifying the role of JE on the relationship between GO and job stress for the contingency of an indeterminate state.

scholarly journals INSTRUCTIONAL LEADERSHIP OF SCHOOL LEADERS AND ITS RELATIONSHIP TO THE SCHOOL CLIMATE

2021 ◽  
Vol 6 (40) ◽  
pp. 253-263
Author(s):  
Mohd Akhmarudi Mohd Yusoff ◽  
Siti Noor Ismail
Keyword(s):  
School Climate ◽  
Instructional Leadership ◽  
Learning Environment ◽  
Rating Scale ◽  
School Leaders ◽  
Pearson Correlation ◽  
School Level ◽  
Measuring Instruments ◽  
Effective Learning ◽  
The Relationship

The leadership factor of a school is important in creating a conducive school climate to provide an effective learning environment. This study was conducted to identify the relationship between instructional leadership and school climate in Medium Performing Secondary Schools in the State of Kelantan. A total of 355 (L = 137, P = 218) respondents were involved in this study from 18 schools involved. Two (2) types of instruments were used to obtain research data, namely the Principal Instructional Management Rating Scale instrument by Hallinger and Murphy (1985) and the School-Level Environment Questionnaire (SLEQ) instrument by Johnson, Stevens, and Zvoch (2007). Both of these measuring instruments use a seven-point interval scale. The data were then analyzed using Statistical Package of Social Science (SPSS) version 25 which involved Pearson correlation analysis. The findings of the study showed that there was a very strong positive relationship, and this value was significant (r = .90, p <.01) for the relationship between the instructional leadership of school administrators with the level of school climate. The findings of this study can be used by school leaders as a guide in evaluating the aspects of leadership that they have practiced over the years to form a positive school climate that can provide an effective learning environment. In addition, the findings of this study can also be a basic reference to improve various instructional leadership skills such as sharing vision, values, duties, and responsibilities of organizations that have a very strong relationship with school climate to create a conducive and effective school climate in improving school excellence.

scholarly journals Job Stress Level as Perceived by Staffs in the Government Sector Case Study: MARA Kuching, Sarawak

2014 ◽  
Vol 3 (1) ◽  
pp. 350-353
Author(s):  
Kamalludin Bilal ◽  
Siti Noraza Ali ◽  
Abg Sulaiman Abg Naim ◽  
Nurlaila Ali ◽  
Ismail Ashmat
Keyword(s):  
Job Stress ◽  
Working Conditions ◽  
Stress Level ◽  
Emotional Response ◽  
Survey Method ◽  
Excessive Pressure ◽  
Health Concerns ◽  
Government Sector ◽  
The Government

Stress is a reaction to excessive pressure or harassment at work.  It is a physical, mental, or emotional response to events that cause bodily or mental tension.  People in stress conditions may find it is hard to concentrate on any task and cannot be relied on to do their share.  Some employers assume that stressful working conditions turns up the pressure on workers.  A set aside health concerns; it will affect the productivity and profitability in today’s economy.  This paper purposely to identify the level of job stress among government staffs.  This study was carried out using a set of questionnaire and survey method.  The questionnaire was distributed to 150 staffs of Majlis Amanah Rakyat (MARA) Kuching as representative of government sector and was analysed using SPSS version 19.  The study had shown that most of the respondents were moderately stressful.  It is very important that the organisations understands the needs of its employees and provide what is best for the employees.

scholarly journals The Impact of the Job Stress, Job Autonomy and Working Conditions on Employee Satisfaction

2014 ◽  
Vol 4 (2) ◽  
pp. 196
Author(s):  
Muhammad Rizwan ◽  
Muhammad Imran Jamil ◽  
Umar Shahid ◽  
H.M. Akhtar Saeedi ◽  
Nabeel Faisal ◽  
...  
Keyword(s):  
Job Stress ◽  
Working Conditions ◽  
Employee Satisfaction ◽  
Positive Impact ◽  
Sampling Technique ◽  
Target Population ◽  
Industrial Sector ◽  
Job Autonomy ◽  
Special Effects ◽  
The Impact

This paper elaborates a comprehensive judgment of employee satisfaction indices of business, the factors resulting the displeasure & suggestions to improve them. Satisfaction of human reserve result the close relations to very much-motivated Human Resources (HR). Additionally, little levels of employee satisfaction were associated to negative work actions and motivations. There is a great concern about the employee satisfaction and their involvement among employees is having the opportunity to use their efforts and skills at work. Employees commonly have skills and efforts beyond the place for which they were hired. The study investigates the special effects of job stress, working conditions and job autonomy on employee satisfaction. The quantitative data was collected from the industrial sector and  private banking scatter (Financial institutions) of the Punjab (Bahawalpur) that consists of a sample size of 180 including the administrative, accounts and finance. The suitable sampling technique was used to collect the data from the target population. The 160 questionnaires were circulated in the administrative, accounts and finance. For analysis, we have used regression analysis techniques. The results showed that job stress has a relationship with employee satisfaction. Job autonomy & Working conditions has also positive impact on employee satisfaction. These factors determine the satisfaction of the employee. In our opinion if the company is able to develop the desired facilities for their employees, then they can perform better.

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