The Effects of Abusive Supervision of S+B51upervisors on Organization Identification, Psychological Well-being and Organization Silence with Job Stress as a B16Mediator: Focused on Travel Agency Employees

2019 ◽  
Vol 15 (3) ◽  
pp. 71-93
Author(s):  
Hyeok-Gi Kwon ◽  
Na-Young Han
Keyword(s):  
Job Stress ◽  
Abusive Supervision ◽  
Well Being ◽  
Travel Agency ◽  
Psychological Well Being ◽  
Organization Identification

scholarly journals Employees’ Weekend Activities and Psychological Well-Being via Job Stress: A Moderated Mediation Role of Recovery Experience

2020 ◽  
Vol 17 (5) ◽  
pp. 1642 ◽  
Author(s):  
Jae-Geum Jeong ◽  
Seung-Wan Kang ◽  
Suk Bong Choi
Keyword(s):  
Job Stress ◽  
Well Being ◽  
Mediating Effect ◽  
University Graduates ◽  
Manufacturing Companies ◽  
Psychological Well Being ◽  
Daily Work ◽  
Recovery Experiences ◽  
The Relationship

An employee’s off-work activities are known to contribute positively to recovering their energy levels depleted by daily work. Despite this view and understanding, the effect of employees’ weekend activities on their psychological well-being has not attracted sufficient research interest. Therefore, the purpose of this paper is to analyze the relationship between employees’ weekend activities and their psychological well-being, and the mediating role of job stress in the above relationship. We also investigated the moderating role of the recovery experiences in the relationship between employees’ weekend activities and job stress. Furthermore, we examined the moderated mediating effect of recovery experiences on the relationship among employees’ weekend activity, job stress, and psychological well-being. The survey data was obtained from 294 employees working in 15 manufacturing companies in South Korea. The participants were 71.1% men and 28.9% women, 49.7% were university graduates, followed by 26.2% college graduates, 12.6% high school graduates, 10.2% post-graduates, and 1.4% Ph.D. holders. In terms of age composition, 50% participants were in their thirties, followed by 19.7% in their forties. The empirical analysis revealed that weekend activities are positively associated with employees’ psychological well-being. Moreover, job stress was found to mediate the relationship between weekend activities and psychological well-being. We also found that the recovery experiences positively moderated the relationship between weekend activities and job stress. Further, the study revealed that the higher the level of recovery experience, the greater the effect of weekend activities on psychological well-being affected by job stress. The paper also discusses the theoretical and practical implications of the study.

A hopefulness survey of SWOG members: Relationships among hope, job stress, and burnout.

2020 ◽  
Vol 38 (29_suppl) ◽  
pp. 185-185
Author(s):  
David B. Feldman ◽  
Mark Allen O'Rourke ◽  
Robert S. Krouse ◽  
Marie Bakitas ◽  
Heidi Deininger ◽  
...  
Keyword(s):  
Social Support ◽  
Life Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Satisfaction With Life ◽  
Well Being ◽  
Research Network ◽  
Psychological Well Being ◽  
Negatively Associated ◽  
General Satisfaction

185 Background: Hope is a cognitive, goal-directed phenomenon that is measurable. It is “a cognitive set that is based on a reciprocally-derived sense of successful agency (goal-directed determination) and pathways (planning to meet goals).” Although hope has been explored in patients, few studies have investigated hope in physicians and other healthcare providers. Low hope has been shown to predict work burnout in other professions. This survey in the SWOG Cancer Research Network tests the relationships among hope, work stress, burnout, and general satisfaction with life. Methods: SWOG members randomly selected and invited to participate by email linked to a 10-minute online survey consisting of the following: The Adult Hope Scale, Satisfaction with Life Scale, demographic questionnaire, and items assessing burnout, work stress, and general social support. Of 1000 invitees, 226 responded to the survey, including physicians ( n = 77) and RNs ( n = 46). Results: On average, respondents reported relatively high work stress ( M = 3.59 out of 5). Levels of work stress were positively associated with burnout ( r = .58, p < .001), but not with general satisfaction with life ( r = .11, p = .08). Hope levels were negatively associated with burnout ( r = -.21, p = .003) and positively associated with satisfaction with life ( r = .58, p < .001). Consistent with past research showing that people with greater availability of general social support suffer from lower rates of burnout and experience higher levels of psychological well-being, we found that social support was negatively associated with burnout ( r = -.18, p = .007) and positively associated with life satisfaction ( r = .38, p < .001). In addition, we tested a meditational model using Hayes’ bootstrapping approach via the PROCESS macro in SPSS. In this model, hope partially mediated the relationships between social support and both burnout and life satisfaction. In the model, job stress also predicted burnout, but, as in the previous correlational analysis, had no relationship with general life satisfaction. Conclusions: Our cross-sectional results suggest that hope may mitigate the effects of burnout. Our data indicate that the particular combination of social support and hope may prove helpful for reducing job burnout and increasing general satisfaction with life. Single-session hope-enhancement workshops that incorporate both of these elements have been shown to increase hope and psychological well-being in non-medical populations. Such interventions for healthcare professionals warrant further study.

scholarly journals The effect of work stress on the performance of employees psychological well-being and subjective well-being (Study at PT. Global Insight Utama Bali area)

2019 ◽  
Vol 3 (1) ◽  
pp. 95
Author(s):  
Ekromi Fraida Tsalasah ◽  
Noermijati Noermijati ◽  
Kusuma Ratnawati
Keyword(s):  
Job Stress ◽  
Work Stress ◽  
Employee Performance ◽  
Well Being ◽  
Mechanical Analysis ◽  
Subjective Well Being ◽  
Psychological Well Being ◽  
Performance Analyze

This study aimed to analyze the effect of work stress on employee performance, analyze the effect of work stress on psychologicall well-being, to analyze the influence of psychologicall well-being of the employee's performance, analyze the effect of work stress on subjective well-being, to analyze the influence of subjective well-being of the performance employee, psychologicall To analyze the effect of well-being as mediation work stress on employee performance, and analyze the influence of subjective well-being as mediation work stress on employee performance. Mechanical analysis using PLS. The analysis showed that the effect of work stress on employee performance, job stress affect the well-being psychologicall, psychologicall well-being affect the performance of the employee

scholarly journals Good, Bad, and Ugly Leadership Patterns: Implications for Followers’ Work-Related and Context-Free Outcomes

2021 ◽  
pp. 014920632110503
Author(s):  
Amanda J. Hancock ◽  
Ian R. Gellatly ◽  
Megan. M. Walsh ◽  
Kara A. Arnold ◽  
Catherine E. Connelly
Keyword(s):  
Physical Health ◽  
Organizational Support ◽  
Abusive Supervision ◽  
Well Being ◽  
Active Management ◽  
Integrative Approach ◽  
Psychological Well Being ◽  
Analytical Strategy ◽  
Work Related ◽  
Context Free

This research responds to calls for a more integrative approach to leadership theory by identifying subpopulations of followers who share a common set of perceptions with respect to their leader's behaviors. Six commonly researched styles were investigated: abusive supervision, transformational leadership (TFL), contingent reward (CR), passive and active management-by-exception (MBE-P and MBE-A, respectively), and laissez faire/avoidant (LF/A). Study hypotheses were tested with data from four independent samples of working adults, three from followers ( N = 855) and a validation sample of leaders ( N = 505). Using latent profile analysis, three pattern cohorts emerged across all four samples. One subpopulation of followers exhibited a constructive pattern with higher scores on TFL and CR relative to other styles. Two cohorts exhibited destructive patterns, one where the passive styles of MBE-A, MBE- P and LF/A were high relative to the other styles (passive) and one where the passive styles co-occurred with abusive supervision (passive-abusive). Drawing on conservation of resources theory, we confirmed differential associations with work-related (i.e., burnout, vigor, perceived organizational support and affective organizational commitment) and context-free (i.e., physical health and psychological well-being) outcomes. The passive-abusive pattern was devastating for physical health, yet passiveness without abuse was damaging for psychological well-being. Interestingly, we find a clear demarcation between passiveness as “benign neglect” and passiveness as an intentional and deliberate form of leadership aimed at disrupting or undermining followers—hence, the two faces of passiveness: “bad” and “ugly.” We discuss the novel insights offered by a pattern (person)-oriented analytical strategy and the broader theoretical and practical implications for leadership research.

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