Work Role Stress and Employee Outcomes

2022 ◽  
pp. 1324-1338
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Organizational Citizenship ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Developed Countries ◽  
Role Stress ◽  
Two Dimensions ◽  
Work Role ◽  
Employee Outcomes

Work Stress is taking its toll on the working adults and the evidence of its detrimental effects is building in India as in United States and other developed countries. Research has shown that the work stress can lead to physical and psychological disorders that reduce job performance and negatively affect other employee outcomes. The purpose of the study was to examine the direct effect of work role stress on job satisfaction and two dimensions of employee outcomes i.e., organizational citizenship behaviour (OCB) and turnover intention in the Indian organizations. The study further aimed to investigate the mediating role of job satisfaction in the relationship between work role stress and two employee outcomes, i.e., organizational citizenship behaviour and turnover intentions. Data, using a structured questionnaire comprising the standard scales for work role stress, job satisfaction, organizational citizenship behaviour and turnover intentions, was collected from a diverse range of organizations in Delhi and NCR.

Work Role Stress and Employee Outcomes

2018 ◽  
pp. 192-206 ◽  
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Organizational Citizenship ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Developed Countries ◽  
Role Stress ◽  
Two Dimensions ◽  
Work Role ◽  
Employee Outcomes

Work Stress is taking its toll on the working adults and the evidence of its detrimental effects is building in India as in United States and other developed countries. Research has shown that the work stress can lead to physical and psychological disorders that reduce job performance and negatively affect other employee outcomes. The purpose of the study was to examine the direct effect of work role stress on job satisfaction and two dimensions of employee outcomes i.e., organizational citizenship behaviour (OCB) and turnover intention in the Indian organizations. The study further aimed to investigate the mediating role of job satisfaction in the relationship between work role stress and two employee outcomes, i.e., organizational citizenship behaviour and turnover intentions. Data, using a structured questionnaire comprising the standard scales for work role stress, job satisfaction, organizational citizenship behaviour and turnover intentions, was collected from a diverse range of organizations in Delhi and NCR.

Revisiting the Relationship Between Work Role Stress and Employee Outcomes in Indian Organizations: Moderating Role of Core Self-evaluation

2019 ◽  
Vol 21 (1) ◽  
pp. 219-240
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Role Stress ◽  
Work Role ◽  
Employee Outcomes ◽  
Negative Effects ◽  
Stress Buffering ◽  
Role Stressors ◽  
Self Evaluation ◽  
Core Self

The present research was aimed at exploring the effect of work role stressors and core self-evaluation (CSE) on important employee outcomes of job satisfaction, organizational citizenship behaviour (OCB) and turnover intentions. Another important objective of this study was to investigate whether CSE acts as a moderator in the above-mentioned relationship between work role stressors and employee outcomes. The sample of the study was 347 professionals from 5 sectors. The results of the hierarchical multiple regression revealed that work role stress was negatively related to both job satisfaction and OCB but positively related to turnover intentions. Further, CSE was found to be positively related to job satisfaction and OCB but negatively related to turnover intentions. The support was also found for the stress buffering effect of CSE in the prediction of job satisfaction and turnover intentions. The result of the present research finds support for the job demands-resources (JD-R) model and contributes to the existing literature by focusing on the fact that the negative effects of work role stressors on employee outcomes can be alleviated by personal resources which act as a buffer to weaken this effect. The results of the study highlight the importance of selecting the employees with high CSE, especially for the demanding jobs.

scholarly journals PENGARUH TEKANAN KERJA, BEBAN KERJA DAN LINGKUNGAN KERJA TERHADAP INTENSI TURNOVER: PERAN MEDIASI KEPUASAN KERJA

2020 ◽  
Vol 4 (1) ◽  
pp. 33
Author(s):  
Prahyudi Apriyanto ◽  
Siswoyo Haryono
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Work Stress ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Model ◽  
Partial Least Square ◽  
Team Work ◽  
Least Square

Turnover Intention in the present study was defined as a situation where employee leaves company due to disturbance in operation, team work dynamics, and unit performance of PT. Patria Migas. This study aims to determine the direct effects of work stress, workload, work environment on turnover intentions, and the effects of work stress, workload, work environment on turnover through job satisfaction as a mediating variable. The subjects in this study are employees of PT. Patria Migas, with a total of 48 respondents. The model in the study was tested using Structural Equation Model (SEM) data analysis technique with Partial Least Square (PLS) and using software SmartPLS 3.0. The result of the study indicates positive and significant effects both directly of work stress, workload, and work environment on turnover intentions, and mediation of work stress, workload, and work environment turnover intentions mediated by job satisfaction. This study is expected to add insight on turnover intentions and variables such as work stress, workload, work environment an job satisfaction which can create turnover intentions.Keywords: work stress, workload, work environment, job satisfaction, and turnover intentions.

Moderating Role of Demands

2017 ◽  
pp. 322-338
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Multiple Regression ◽  
Organizational Citizenship Behavior ◽  
Turnover Intentions ◽  
Work Role ◽  
Employee Outcomes ◽  
Hierarchical Multiple Regression ◽  
Role Stressors ◽  
Moderating Role

The purpose of the present study was to explore the direct effect of work role stressors and Demands-Abilities (D-A) fit on the employee outcomes of job satisfaction, organizational citizenship behavior (OCB) and turnover intentions. The study further aimed to investigate the moderating role of D-A fit in the relationship between work role stressors and the above mentioned employee outcomes. The study was conducted using structured questionnaires for measuring the above mentioned variables. The sample of the study was 317professionals from five sectors. Hierarchical multiple regression was used to analyze the data. Hierarchical multiple regression results showed that the work role stressors were negatively related to job satisfaction and OCB and positively related to turnover intentions. D-A fit was seen to be positively related to job satisfaction and OCB and negatively related to turnover intentions. The analysis also found some support for the stress buffering effect of high D-A fit in the prediction of job satisfaction, OCB and turnover intentions. This study contributes to the organizational behavior literature by focusing on the fact that the negative effects of work role stressors on employee outcomes can be mitigated by identifying the variables which act as a buffer to weaken this effect. The results of the study provide support for the fact that matching employees to their job can help in the mitigation of employees' stress resulting in positive employee outcomes, hence benefiting the organization in the long run.

Work role stressors and employee outcomes

2016 ◽  
Vol 24 (3) ◽  
pp. 390-414 ◽  
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Work Role ◽  
Employee Outcomes ◽  
Content Type ◽  
Role Stressors ◽  
Subjective Fit ◽  
The Relationship ◽  
Moderating Role

Purpose The purpose of the present study was to explore the direct effects of work role stressors and subjective fit perceptions on the employee outcomes of job satisfaction, organizational citizenship behavior (OCB) and turnover intentions. The study further aimed to investigate the moderating role of person-organization (P-O) fit, demands-abilities (D-A) fit and needs supplies (N-S) fit in the relationship between work role stressors and the aforementioned employee outcomes. Design/methodology/approach The study was conducted using structured questionnaires for measuring the aforementioned variables. The sample of the study was 317 professionals from five sectors. Hierarchical multiple regression was used to analyze the data. Findings Hierarchical multiple regression showed that the work role stressors were negatively related to job satisfaction and OCB and positively related to turnover intentions. Subjective fit was seen to be positively related to job satisfaction and OCB and negatively related to turnover intentions. The analysis also found some support for the stress buffering effect of high subjective fit in the prediction of job satisfaction, OCB and turnover intentions. Research limitations/implications This study contributes to the organizational behavior literature by focusing on the fact that the negative effects of work role stressors on employee outcomes can be mitigated by identifying the variables which act as a buffer to weaken this effect. The results of the study highlight the importance of the concept of subjective fit for the managers and the employees to help them in coping up with the demands of the job. They provide support for the fact that matching employees to their organization and job can help in the mitigation of employees’ stress, resulting in positive employee outcomes, hence benefiting the organization in the long run. Originality/value The study is the first of its kind to investigate the moderating role of P-O fit, D-A fit and N-S perceptions in the relationship between work role stressors and employee outcomes, especially in the Indian context.

Moderating Role of Demands

2016 ◽  
pp. 228-245
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Multiple Regression ◽  
Organizational Citizenship Behavior ◽  
Turnover Intentions ◽  
Work Role ◽  
Employee Outcomes ◽  
Hierarchical Multiple Regression ◽  
Role Stressors ◽  
Moderating Role

The purpose of the present study was to explore the direct effect of work role stressors and Demands-Abilities (D-A) fit on the employee outcomes of job satisfaction, organizational citizenship behavior (OCB) and turnover intentions. The study further aimed to investigate the moderating role of D-A fit in the relationship between work role stressors and the above mentioned employee outcomes. The study was conducted using structured questionnaires for measuring the above mentioned variables. The sample of the study was 317professionals from five sectors. Hierarchical multiple regression was used to analyze the data. Hierarchical multiple regression results showed that the work role stressors were negatively related to job satisfaction and OCB and positively related to turnover intentions. D-A fit was seen to be positively related to job satisfaction and OCB and negatively related to turnover intentions. The analysis also found some support for the stress buffering effect of high D-A fit in the prediction of job satisfaction, OCB and turnover intentions. This study contributes to the organizational behavior literature by focusing on the fact that the negative effects of work role stressors on employee outcomes can be mitigated by identifying the variables which act as a buffer to weaken this effect. The results of the study provide support for the fact that matching employees to their job can help in the mitigation of employees' stress resulting in positive employee outcomes, hence benefiting the organization in the long run.

scholarly journals Individuals’ Assessment of Corporate Social Performance, Person-Organization Values and Goals Fit, Job Satisfaction and Turnover Intentions

2017 ◽  
Vol 72 (2) ◽  
pp. 322-344 ◽  
Author(s):  
Sarah Hudson ◽  
Douglas Bryson ◽  
Marco Michelotti
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Corporate Social Performance ◽  
Social Performance ◽  
Empirical Studies ◽  
Employee Outcomes ◽  
Institutional Perspective ◽  
Micro Level ◽  
Corporate Social

Recent research in the domain of corporate social responsibility (CSR) has underlined the importance of moving away from an institutional perspective of CSR towards research at the micro-level. Such calls have insisted on the necessity of a developing a deeper, and more nuanced understanding of its impacts and mechanisms at the individual level. This paper addresses this issue by focusing on the nexus between how employees judge their companies’ actual CSR performance and how that judgement can affect individual, micro-level outcomes such as job satisfaction and turnover intentions. We study this by a consideration of how perceived fit between employees and their organization mediates the relationship between perceived corporate social performance (CSP) on the one hand, and job satisfaction and turnover intentions on the other.While there is a notion, commonly embraced in the literature, that corporate social performance can have beneficial effects on individual employee outcomes, there have not been many empirical studies looking into the mechanisms by which this occurs. Through a survey of 317 young employees from differing company sizes and sectors in Europe and Asia, we find that positive assessment of CSP does not have a direct influence on job satisfaction and turnover intention, but is mediated by person-organization fit. The latter, in turn, has a positive effect on job satisfaction and reduced turnover intention.The implications of these findings are that the achievement of efficient and effective performance in social and environmental terms reinforces the perception of employees that their values fit with those of the organization. This process then creates value in terms of increased job satisfaction and reduced employee turnover intentions. We note also that simply improving CSPobjectively, without involving and raising awareness among employees, will not necessarily lead to improved perceptions of how the employee fits within the organization and the potential positive knock-on employee outcomes.

scholarly journals Role stress and turnover intentions among information technology personnel in South Africa: The role of supervisor support

2018 ◽  
Vol 16 ◽  
Author(s):  
Rennie Naidoo
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Turnover Intention ◽  
Role Ambiguity ◽  
Turnover Intentions ◽  
Supervisor Support ◽  
Role Stress ◽  
Role Stressors ◽  
It Personnel

Orientation: High turnover of information technology (IT) personnel is a major problem facing many global and local organisations. An increasingly important area of turnover research of IT personnel experiencing role stress involves examining their perceptions of supervisor support.Research purpose: This study aimed to examine the effects of role-related stress and supervisor support on job satisfaction, job performance and IT turnover intentions.Motivations for the study: It is important to assess from both a theoretical and a practical perspective the extent to which turnover can be explained by relational factors such as supervisor support.Research design, approach and method: An online voluntary survey yielded a sample of 163 respondents. Six constructs were measured: turnover intention, job performance, job satisfaction, supervisor support, role ambiguity and role conflict. A total of 158 usable responses were subjected to descriptive, correlation and regression analysis. Mediation and moderation effects were assessed using a multiple regression bootstrapping procedure.Main findings: Role ambiguity has a greater impact on job satisfaction than role conflict. Job satisfaction fully mediated the relationship between role stress and turnover intention. Supervisor support mediated the relationship between role stressors and job satisfaction and role stressors and job performance. There was no evidence in favour of a moderating role of supervisor support.Practical and managerial implications: Higher priority should be given to tackling role ambiguity. Supervisor support can increase job satisfaction, improve job performance and ultimately reduce turnover intentions, despite the presence of role stress.Contribution or value-add: Human resource managers and IT managers could use these results to improve job performance and staff retention.

Employee Engagement Dan Stress Kerja Pengaruhnya Terhadap Kepuasan Kerja Dan Turnover Intention di Aman Villas Nusa Dua – Bali

2020 ◽  
Vol 2 (1) ◽  
pp. 60-79
Author(s):  
Wayan Arya Paramarta ◽  
Ni Putu Kurnia Darmayanti
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Work Stress ◽  
Turnover Intention ◽  
Secondary Data ◽  
Qualitative And Quantitative ◽  
Library Research ◽  
Analysis Technique ◽  
Negative Effect ◽  
Positive Effect

The aims of this study was to explain the effect of employee engagement and work stress on job satisfaction and turnover intention at Aman Villas Nusa Dua-Bali. The type of data used in this study is qualitative and quantitative data, with data sources namely primary and secondary data. Data collection method is interview, distributing questionnaires to respondents and library research, while the data analysis technique used Smart PLS 3.2.8. The results of this study showed that employee engagement had a positive effect and significant on job satisfaction, work stress had a negative effect but not significant on job satisfaction, employee engagement had a negative effect and significant on turnover intention, work stress had a positive effect and significant on turnover intention, job satisfaction had a negative effect but not significant on turnover intention, employee engagement had a positive effect but not significant on turnover intention trough job satisfaction, work stress had a positive effect but not significant on turnover intention trough job satisfaction at Aman Villas Nusa Dua-Bali.

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