scholarly journals Development of a Conceptual Model of Occupational Stress for Athletic Directors in Sport Contexts

2022 ◽  
Vol 19 (1) ◽  
pp. 516
Author(s):  
Ye Hoon Lee ◽  
Hyungsook Kim ◽  
Yonghyun Park
Keyword(s):  
Job Performance ◽  
Occupational Stress ◽  
Athletic Directors ◽  
Organizational Factors ◽  
Higher Order ◽  
Organizational Leaders ◽  
Occupational Stressors ◽  
Athletic Director ◽  
Sport Leadership ◽  
Occupational Climate

Previous studies have reported that occupational stress is a determinant risk factor for both chronic diseases and job performance among organizational leaders. Every occupation has its own culture and occupational climate influencing organizations within the industries. Thus, due to the idiosyncratic features inherent in sports, athletic directors may experience different occupational stressors. To date, there has been no comprehensive review of the occupational stress in athletic director contexts. Thus, based on the literature on both occupational stress and sport leadership, this study proposes a conceptual framework of occupational stress in sport leadership. The model identifies the five higher-order themes of occupational stressors and their associations with the first-level outcomes of individuals and the second-level outcomes of organizations. It also includes the two higher-order moderators of personal and organizational factors. It is hoped that this initiative can invoke interest in this topic to provide health-enhancing environments for athletic directors and quality sport services to society.

Coach Evaluation From Three Perspectives: An Athletic Director, a Coach and a Consultant

2015 ◽  
Vol 2 (2) ◽  
pp. 192-200 ◽  
Author(s):  
Andy Gillham ◽  
Keith Hansen ◽  
Connor Brady
Keyword(s):  
United States ◽  
Athletic Directors ◽  
Evaluation Process ◽  
The United States ◽  
Science Literature ◽  
College Level ◽  
International Level ◽  
Athletic Director ◽  
Stakeholder Views ◽  
Number Of Factors

Coaches are evaluated and judged on a large number of factors (Gillham, Burton, & Gillham, 2013). The purpose of this paper is to describe the views of three different professionals on coach evaluation. An athletic director and a coach from different Canadian colleges and a coaching consultant responded to the same series of questions regarding coach evaluation at the college level. Across the three professionals, the views expressed are more similar than dissimilar, with each professional emphasizing a different piece of the coach evaluation process. The information presented aligns both with coaching standards in the United States and at the International level. Stakeholder views are compared with the coaching science literature and recommendations for athletic directors and coaching scientists are provided.

Working Extra Hours in the Australian Public Service: Organizational Drivers and Consequences

2016 ◽  
Vol 38 (2) ◽  
pp. 193-217 ◽  
Author(s):  
Jeannette Taylor
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Public Service ◽  
Organizational Citizenship Behavior ◽  
Significant Proportion ◽  
Working Hours ◽  
Organizational Factors ◽  
Intention To Leave ◽  
Well Being ◽  
Citizenship Behavior

Why do government employees work long hours, and what are the consequences? Although there is generally little scope for extra pay in return for extra hours in the Australian Public Service (APS), a significant proportion of its employees work long hours. This study draws from the organizational citizenship behavior literature in an attempt to understand why APS employees work extra hours. It uses the 2015 APS Employee Census to examine the APS employees’ patterns of working hours and the links between working extra hours and three outcomes: job performance, personal well-being, and intention to leave one’s agency. Several organizational factors are found to be positively associated with working extra hours. Many who work extra hours also believe that their job performance is high, but they report poor well-being and are thinking of leaving their agency.

Cognitive and affective predictors of occupational stress and job performance: the role of perceived organizational support and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ana Junça Silva ◽  
Cannanda Lopes
Keyword(s):  
Job Performance ◽  
Occupational Stress ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Future Research ◽  
Cross Sectional ◽  
Content Type

PurposeThis study aimed to (1) analyze whether the perceived organizational support (POS) was a significant predictor of performance and stress and (2) explore the mediating role of engagement in these relations.Design/methodology/approachTo test the hypotheses, the authors collected data with 200 working adults in a mandatory quarantine due to COVID-19 pandemic crisis.FindingsThe results showed that the POS contributed to increase engagement, and consequently, job performance. These relations also proved to be significant for stress, because when the POS increased, the work engagement also increased, and as a result decreased occupational stress.Research limitations/implicationsThis study relied on a cross-sectional design. Therefore, future research should consider a daily design to replicate this study and analyze daily fluctuations. Overall, the authors can conclude that work engagement is an affective process through which POS decreases stress and increases performance.Originality/valueThis study tests the mediating effect of work engagement on the link between POS, stress and performance, and its theoretical and practical implications of these findings are discussed.

scholarly journals Reducing Stress from Workload Compression: Coping Strategies That Work in CPA Firms

2011 ◽  
Vol 16 (1) ◽  
Author(s):  
Craig R. Ehlen ◽  
G. R. Cluskey, Jr. ◽  
Richard A. Rivers
Keyword(s):  
Job Performance ◽  
Occupational Stress ◽  
Job Stress ◽  
Management Practices ◽  
Job Demands ◽  
Contributing Factors ◽  
Job Stressors ◽  
Accounting Practitioners ◽  
Workload Compression ◽  
Reducing Stress

<p class="MsoNormal" style="margin: 0in 0.5in 0pt;"><span style="font-family: &quot;CG Times&quot;,&quot;serif&quot;;"><span style="font-size: x-small;">Workload compression is characterized by the AICPA (Padwe 1994) as a condition of excessive job demands caused by the 1986 Tax Reform Act (TRA).<span style="mso-spacerun: yes;">&nbsp; </span>The TRA severely limited the ability of businesses to elect other than a calendar year-end reporting for tax purposes.<span style="mso-spacerun: yes;">&nbsp; </span>Consequently, professional accountants find their tax and audit work compressed into the first quarter of each year.<span style="mso-spacerun: yes;">&nbsp; </span>In an earlier study Cluskey and Vaux (1997a) found job stressors, such as excessive job demands, to be contributing factors in causing job stress, which ultimately leads to degraded job performance. Cluskey and Vaux (1997b) also found workload compression to be a possible contributor to occupational stress in professional accountants.<span style="mso-spacerun: yes;">&nbsp; </span>The current study surveyed public accountants in both October (slack season) and February (busy season).<span style="mso-spacerun: yes;">&nbsp; </span>The study found that standard indicators of job stress were no greater in February than in October, indicating that workload compression does not contribute additional occupational stress in accounting practitioners.<span style="mso-spacerun: yes;">&nbsp; </span>Subsequent interviews with the participants revealed that the firms in this study have incorporated specific management practices to help their employees cope with the extremely high job demands during this period of workload compression, which may help explain these unexpected results.</span></span></p>

scholarly journals CORRELATION BETWEEN ORGANIZATIONAL FACTORS AND PERSONAL CHARACTERISTICS WITH OCCUPATIONAL STRESS AMONG ADMINISTRATION EMPLOYEES OF X HOSPITAL

2021 ◽  
Vol 5 (1) ◽  
pp. 54
Author(s):  
Natasya Ezra Hotnida ◽  
Azizah Musliha Fitri ◽  
Chahya Kharin Herbawani
Keyword(s):  
Occupational Stress ◽  
Sampling Method ◽  
Mental Workload ◽  
Personal Characteristics ◽  
Working Hours ◽  
Organizational Factors ◽  
P Value ◽  
Cross Sectional ◽  
Office Employees ◽  
Commit Suicide

Occupational stress occurs to anyone, including hospital workers who are at high risk of depression, commit suicide, and experience excessive anxiety. The stress was one of the long-standing problems that occur among them. This study aimed to determine the risk of occupational stress among administration employees at X Hospital. This research used a quantitative with cross-sectional approach. The sample for this research was all 58 of the office employees in X Hospital. The method used in this research was the total sampling method. This research was undertaken from March to June 2020. The research instrument was a questionnaire that includes personal characteristics (age, sex, and working period), occupational stress, and organizational factors (mental workload, working hours, and income). The result showed that 77.6% of employees deal with heavy occupational stress. The statistical analysis result showed that working mental workload (p-value= 0.009) had a significant correlation with occupational stress. Meanwhile, age (p-value = 0.404), sex (p-value = 0.094), working period (p-value = 0.480), working hours (p-value = 0.073), and income (p-value = 0.862) did not have significant correlation with occupational stress. Therefore, the hospital should pay more attention to employees, their mental health, and their occupational stress.Keywords: mental workload, income, age

scholarly journals Cross-Cultural Adjustment: A Case Of Thai Expatriates In Indonesia

2017 ◽  
Vol 33 (6) ◽  
pp. 1139-1152
Author(s):  
Tayaphon Rodsai ◽  
Jol Stoffers ◽  
Margaretha Banowati Talim
Keyword(s):  
Job Performance ◽  
Organizational Support ◽  
Quantitative Research ◽  
Management Strategies ◽  
Organizational Factors ◽  
Cultural Adjustment ◽  
Cross Cultural ◽  
Cultural Training ◽  
Cross Cultural Training ◽  
Expatriate Employees

This study empirically examines individual and organizational factors that influence expatriates’ cross-cultural adjustment and job performance. The study was a quantitative research from 117 Thai expatriates who work in Thai multinational companies (MNC) located in Indonesia. The results of the study indicated that financial perceived organizational support influence positively towards Thai expatriates’ overall cross-cultural adjustment in Indonesia. This study found that cross-cultural training influenced positively towards Thai expatriates’ adjustment. A causal relationship between the predicting variables of cross-cultural adjustment and Thai expatriates’ job performance was not found. Results suggest important consequences for management strategies providing support to Thai expatriate employees increasing their adjustment in Indonesia.

Communication and Job Satisfaction

2017 ◽  
pp. 201-225 ◽  
Author(s):  
Libi Shen ◽  
Larry Austin
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Communication Strategies ◽  
Effective Communication ◽  
Communication Styles ◽  
Organizational Leaders ◽  
Business Executives ◽  
Successful Leadership ◽  
The Relationship

In a business organization, communication is imperative for employers to express their thoughts, ideas, policies, and goals to their employees. Different organizational leaders or managers have various communication styles. Effective communication between employers and employees would not only boost employees' morale and job performance, but also demonstrate employers' successful leadership. Are communication and job satisfaction related? How should employers communicate so that their employees have higher job satisfaction, better engagement, lower turnover, and stronger long-term commitment? The purpose of this chapter is to explore the relationship between communication and employees' job satisfaction. This chapter attempts to provide business executives, company leaders, and scholar-practitioners suggestions with regard to developing effective communication strategies for better company management.

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