scholarly journals Psychological capital as a moderator in the relationship between job autonomy and job stress: The case of Pakistan financial services firms

2019 ◽  
Vol 18 (4) ◽  
pp. 614-633
Author(s):  
Muhammad Babar Shahzad ◽  
Keyword(s):  
Job Stress ◽  
Financial Services ◽  
Psychological Capital ◽  
Job Autonomy ◽  
Financial Services Firms ◽  
The Relationship

scholarly journals Psychological Capital Mediates the Association between Job Stress and Burnout of among Korean Psychiatric Nurses

Healthcare ◽  
2020 ◽  
Vol 8 (3) ◽  
pp. 199
Author(s):  
Sooyeong Kim ◽  
YoungRan Kweon
Keyword(s):  
Job Stress ◽  
Psychological Capital ◽  
Statistical Significance ◽  
Psychiatric Hospitals ◽  
Mediating Effect ◽  
Self Report ◽  
Psychiatric Nurses ◽  
Mediating Effects ◽  
The Relationship ◽  
One Way Anova

This study examined the mediating effect of psychological capital in the relationship between job stress and burnout of psychiatric nurses. The participants were 108 psychiatric nurses working in three psychiatric hospitals located in South Korea. Data were collected from 10 August to 15 September 2018 using self-report questionnaires. Data were analyzed using descriptive statistics, t-test, one-way ANOVA, Pearson’s correlation coefficient, and multiple linear regression by IBM SPSS 24.0 program. In addition, a bootstrapping test using the SPSS PROCESS macro was conducted to test the statistical significance of the mediating effect. There was significant correlation between job stress, psychological capital, and burnout. Psychological capital showed partial mediating effects in the relationship between job stress and burnout. Job stress explained 29.7% of the variance in burnout, and the model including job stress and psychological capital explained 49.6% of the variance in burnout. The bootstrapping showed that psychological capital was a significant sub-parameter and decreased job stress and burnout (LLCI = −0.1442, ULCI = −0.3548). These findings suggest that psychiatric nurses’ burnout can be reduced by implementing various health care programs designed to increase psychological capital.

scholarly journals The Contribution of Workplace Incivility and Psychological Capital toward Job Stress

2014 ◽  
Vol 4 (2) ◽  
pp. 1 ◽  
Author(s):  
Milha Shabir ◽  
Muhammad Abrar ◽  
Sajjad Ahmad Baig ◽  
Mehwish Javed
Keyword(s):  
Job Stress ◽  
Psychological Capital ◽  
Workplace Incivility ◽  
Cultural Contexts ◽  
Telecommunication Companies ◽  
Complex Models ◽  
Spss Software ◽  
Relationship Of ◽  
The Relationship ◽  
Good Support

Previously, a great stream of research is based on the study of workplace incivility and its impact on outcomes, but a very few studies were conducted to check the effect of different moderators and mediators that could affect the relationship of workplace incivility with outcomes. With the sample (N=100) of employees from telecommunication companies of Pakistan, current study carries out with the aim of exploring the effect of workplace incivility and psychological capital on job stress. We also examined the moderating influence of the psychological capital in the workplace incivility and job stress relationship. Self-administered surveys were conducted and results of the questionnaire were analyzed by using SPSS software. Results provided good support for the proposed hypothesis. While workplace incivility was associated positively with job stress, psychological capital had a significant relationship with job stress. As hypothesized, the result for the moderation was counter to expectation where incivility, job stress relationship was stronger when psychological capital was high. Our study provides a few approaches into the generalizability ideas and concepts such as workplace incivility and psychological capital in Faisalabad. However, there is a need to make further efforts to expand and test complex models in different cultural contexts. 

scholarly journals The Role of Work Stress as a Mediating Variable in The Relationship Between Workload and Intention to Leave

2019 ◽  
Author(s):  
Dini Arifiani ◽  
Aura Amalia ◽  
Hastuti Naibaho ◽  
Endang Pitaloka
Keyword(s):  
Hypothesis Testing ◽  
Job Stress ◽  
Work Stress ◽  
Financial Services ◽  
Working Hours ◽  
Intention To Leave ◽  
High Workload ◽  
The Relationship ◽  
Telecommunications Companies

Jobs with high workload characteristics will require employees to work more than normal working hours so that employees will often work overtime. This condition will cause employees to be exhausted both physically and mentally which ultimately creates work stress. Job stress will cause employees to experience health problems. Employees who experience job stress will consider leaving the organization and looking for new jobs that can reduce their work stress. Respondents of this study were employees of telecommunications companies in the digital financial services department. The questionnaire was distributed to all employees in the digital financial service department of a leading telecommunications company in Indonesia. The questionnaire was distributed to 100 employees. However, only 60 questionnaires can be used for hypothesis testing (the response rate of this study is 60%). Hypothesis testing using hierarchical linear regression. The three hypotheses proposed in this study are supported, namely (1) workload has a positive and significant effect on work stress (H1; p<.001); (2) work stress affects the intention to leave (H2; p<.001; and (3) work stress as a mediating variable in the relationship between workload and intention to leave the company (H-3; p<.001).

The importance of psychological capital on the linkages between religious orientation and job stress

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Niluh Putu Dian Rosalina Handayani Narsa ◽  
Dwi Marlina Wijayanti
Keyword(s):  
Job Stress ◽  
Structural Equation ◽  
Religious Orientation ◽  
Psychological Capital ◽  
Equation Model ◽  
Internal Factors ◽  
Content Type ◽  
Business Practitioners ◽  
The Relationship ◽  
Practical Implications

Purpose Even though many studies have been conducted in exploring the determinants of job stress, limited research has been conducted in exploring how the internal factors of religious orientation and the relatively new variable in the field of psychology, psychological capital (PsyCap), may relate to job stress. This study aims to examine the influence of PsyCap as a mediating variable on the relationship between religious orientation and job stress. Design/methodology/approach This study used self-administered surveys. Data was collected through the completion of online questionnaires. The participants include 208 accountants and business practitioners in Indonesia. Data were analysed using structural equation model-partial least squares. Findings The results show that intrinsic (extrinsic) religious orientation is negatively (positively) related to job stress and positively (negatively) related to PsyCap. Additionally, PsyCap mediates the relationship between religious orientation (intrinsic and extrinsic) and job stress. Other results indicate a positive relationship between PsyCap and job stress. Research limitations/implications Firstly, the sample used comes from various professions in companies or agencies that function differently. Secondly, this study asks individuals to assess their own job stress, which increases the chance of bias. Practical implications The findings of this study will provide a recommendation to the company, particularly the human resources division, to consider candidates’ religious orientation and PsyCap levels during the recruitment process. Thus, the company may observe the employees or individuals who can effectively manage job stress. Originality/value This study provides new empirical evidence regarding the relationship between religious orientation, PsyCap and job stress. It shows that the individual’s religious orientation (intrinsic and extrinsic) affects their level of PsyCap (higher and lower), which is a determinant factor in the experience of job stress.

scholarly journals The Moderating Effect of Managerial Roles on Job Stress and Satisfaction by Employees’ Employment Type

2020 ◽  
Vol 17 (21) ◽  
pp. 8259
Author(s):  
Kwan-Woo Kim ◽  
Yoon-Ho Cho
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Moderating Effect ◽  
Job Autonomy ◽  
Negative Effects ◽  
Job Demand ◽  
Managerial Roles ◽  
Employees Satisfaction ◽  
Type Data ◽  
The Relationship

The roles of managers affect job stress and satisfaction. As irregular employees increase globally, more research is needed on the effects of managerial roles. This study analyzed job stress (subfactors: job autonomy and demand), job satisfaction, and managerial roles by employment type. Data comprised 33,420 cases from the fifth Korean Working Condition Survey. Regular employees had higher job autonomy and satisfaction fewer lower demands than irregular employees. For both, job autonomy positively and job demand negatively affected job satisfaction; the interaction of job autonomy and managerial roles negatively affected the relationship between job autonomy and satisfaction. In the relationship between job demand and satisfaction, the interaction of job demand and managerial roles had positive and negative effects for regular and irregular employees, respectively. The moderating effect of the interaction between job stress and managerial roles differed by employment type. Thus, managerial roles should differ by employment type. Guaranteed autonomy and minimal managerial intervention positively affect job satisfaction regardless of employment type. Appropriate managerial intervention relieves job stress and increases satisfaction for regular employees; managerial intervention negatively impacts irregular employees’ satisfaction. Irregular employees should be provided with clear job expectations from the start, with minimal managerial intervention.

scholarly journals The moderating role of psychological capital in the relationship between job stress and the outcomes of incivility and job involvement amongst call centre employees

2015 ◽  
Vol 41 (1) ◽  
Author(s):  
Sarah B. Setar ◽  
Johanna H. Buitendach ◽  
Herbert Kanengoni
Keyword(s):  
South African ◽  
Job Stress ◽  
Psychological Capital ◽  
Job Involvement ◽  
Call Centre ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
The Relationship ◽  
Moderating Role

Orientation: South African call centres were found to rank amongst those with the highest degree of performance monitoring and feedback. This revelation comes at a time when many scholars concur that research has not entirely succeeded in helping organisations overcome the negative aspects of work and enhance the positive aspects of work, such as job involvement. Research purpose: This study sought to examine the relationship between job stress, job involvement and the display of uncivil behaviour amongst call centre employees, whilst also studying the role of psychological capital (PsyCap) in this relationship. Motivation for the study: The study was prompted by the scarcity of research in the area of PsyCap and job involvement, none of which has examined relationships between job stress and the outcomes of incivility and job involvement and the moderating role of PsyCap in this relationship, focusing on call centre employees. Research design, approach and method: A quantitative design employed a cross-sectional survey to collect data from 104 South African call centre employees using a biographical data sheet, the PsyCap Questionnaire, Job Stress Scale, Uncivil Workplace Behaviour Scale and the Job Involvement Scale. Main findings: PsyCap and uncivil workplace behaviour were negatively related, whilst PsyCap and job involvement were positively related. Job stress held predictive value for incivility and the hostility subscale. Hierarchical regression analysis indicated that PsyCap did not moderate the relationship between job stress and incivility and neither did it moderate the relationship between job stress and job involvement.Practical implications: Organisations should work on minimising stressors within the workplace in order to enhance the PsyCap of employees, which not only lowers the risk of incivility displayed by employees but also ensures greater employee involvement. Contribution/value-add: Although previous studies have examined the relationship between stress, incivility and job involvement, no studies have been conducted examining the role of PsyCap in this relationship, especially, more importantly, sampling call centre employees.

Workplace Ostracism and Its Negative Outcomes

2016 ◽  
Vol 15 (4) ◽  
pp. 143-151 ◽  
Author(s):  
Xiaoming Zheng ◽  
Jun Yang ◽  
Hang-Yue Ngo ◽  
Xiao-Yu Liu ◽  
Wengjuan Jiao
Keyword(s):  
Affective Commitment ◽  
Psychological Capital ◽  
Intention To Leave ◽  
Future Research ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Workplace Ostracism ◽  
Using Data ◽  
The Relationship

Abstract. Workplace ostracism, conceived as to being ignored or excluded by others, has attracted the attention of researchers in recent years. One essential topic in this area is how to reduce or even eliminate the negative consequences of workplace ostracism. Based on conservation of resources (COR) theory, the current study assesses the relationship between workplace ostracism and its negative outcomes, as well as the moderating role played by psychological capital, using data collected from 256 employees in three companies in the northern part of China. The study yields two important findings: (1) workplace ostracism is positively related to intention to leave and (2) psychological capital moderates the effect of workplace ostracism on affective commitment and intention to leave. This paper concludes by discussing the implications of these findings for organizations and employees, along with recommendations for future research.

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