scholarly journals There's more to the picture than meets the eye: A comparison of downsizing survivors with changed and unchanged job content

2005 ◽  
Vol 31 (4) ◽  
Author(s):  
J Hellgren ◽  
K Näswall ◽  
M Sverke
Keyword(s):  
Work Stress ◽  
Competitive Ability ◽  
Well Being ◽  
Work Attitudes ◽  
Health Complaints ◽  
Questionnaire Data ◽  
Work Situation ◽  
Organisational Effectiveness ◽  
Job Content

Organisational downsizing has become a frequently used strategy to improve organisational effectiveness and competitive ability. The aim of this study was to examine the effects of downsizing on employee work stress, attitudes and well-being by comparing survivors who had their work situation changed as a function of the downsizing process with survivors whose situation remained unaffected. Longitudinal questionnaire data were obtained during the course of downsizing. Survivors with a changed work situation reported higher levels of work stress, less favourable work attitudes and more health complaints as compared to survivors who did not have their work situation changed. Opsomming Organisasie hersturkturering het ’n voortdurende strategie geword om organisasie effektiwiteit en kompeterende vermoëns te verbeter. Die doel van die studie was om die effek wat herstrukturering op werknemers se werkstres, gesindhede en welstand het, te ondersoek, deur oorblywende personeel wie se werksomgewing verander is deur hersturkturereing te vergelyk met oorblywende personeel wie se werksomgewings onveranderd gebly het. Longitudinale vraelysdata is ingesamel gedurende herstrukturering. Oorblywendes wie se werksomgewing verander het, het hoër vlakke van werkstres, minder gewensde gesindhede en meer gesondheidsprobleme getoon as die individue wie se situasie onveranderd gebly het.

scholarly journals Blame the Pandemic: Buffering the Association Between Stress and Relationship Quality During the COVID-19 Pandemic

2021 ◽  
pp. 194855062110228
Author(s):  
Lisa A. Neff ◽  
Marci E. J. Gleason ◽  
Erin E. Crockett ◽  
Oyku Ciftci
Keyword(s):  
Relationship Quality ◽  
Multilevel Modeling ◽  
Work Stress ◽  
Daily Diary ◽  
Well Being ◽  
Coping Resources ◽  
Buffering Effect ◽  
Diary Data ◽  
Financial Uncertainty ◽  
The Relationship

The COVID-19 pandemic created a unique climate for examining the links between stressful conditions and couples’ relationship well-being. According to theories of stress spillover, stressors originating outside the relationship, such as work stress and financial uncertainty, often undermine relationship quality. However, if individuals can easily attribute their problems to the stressful circumstances, their relationship may be more resilient. Given the salience of the pandemic, the current study used two waves of 14-day daily diary data collected from 191 participants to examine whether blaming the pandemic for problems may reduce stress spillover. We also expected the buffering effect of pandemic blaming attributions to wane as stressful conditions persisted and continued to tax partners’ coping resources. Multilevel modeling confirmed that women, but not men, who were more blaming of the pandemic exhibited reduced stress spillover during the COVID-19 outbreak; notably, this buffering effect did not weaken over time.

scholarly journals Toward a dynamic model of Gelotophobia: Social support, workplace bullying and stress are connected with diverging trajectories of life and job satisfaction among Gelotophobes

2020 ◽  
Author(s):  
Willibald Ruch ◽  
Alexander G. Stahlmann
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Panel Data ◽  
Work Stress ◽  
Perceived Stress ◽  
Workplace Bullying ◽  
Well Being ◽  
Negative Consequences ◽  
Dynamic Framework ◽  
And Performance

Abstract Recent theoretical advances have grounded gelotophobia (Greek: gelos = laughter, phobos = fear) in a dynamic framework of causes, moderating factors, and consequences of the fear of being laughed at. This understanding corresponds to that of vulnerability and translates gelotophobia into a distinguishable pattern of lacking resources (i.e., misinterpretation of joy and laughter) that can result in negative consequences (e.g., reduced well-being and performance) if individuals have no access to further resources (e.g., social support) or are exposed to severe stressors (e.g., workplace bullying). Based on the panel data provided by the Swiss National Centre of Competence in Research LIVES (N = 2469 across six measurement intervals), this study takes the first step toward empirically testing this model’s assumptions: First, we computed exemplary zero-order correlations and showed that gelotophobia was negatively connected with social support (resource) and life and job satisfaction (consequences) and positively connected with perceived stress, work stress, and workplace bullying (stressors). Second, we used longitudinal cluster analyses (KmL; k-means-longitudinal) and showed that the panel data can be clustered into three stable patterns of life and job satisfaction and that gelotophobia is primarily related to the two clusters marked by lower levels of satisfaction. Third, we computed partial correlations and showed that social support, perceived stress, and work stress (but not workplace bullying) can weaken or completely resolve gelotophobia’s relationships with such diverging trajectories of life and job satisfaction. We concluded that seeing gelotophobia through the lens of vulnerability is useful and that such research warrants further attention using more dedicated, theoretically grounded projects.

Leaveism and public sector reform: will the practice continue?

2014 ◽  
Vol 1 (2) ◽  
pp. 205-212 ◽  
Author(s):  
Ian Hesketh ◽  
Cary L. Cooper ◽  
Jonathan Ivy
Keyword(s):  
Public Sector ◽  
Employee Engagement ◽  
Sickness Absence ◽  
Well Being ◽  
Evaluation Tool ◽  
Public Sector Reform ◽  
Sector Reform ◽  
Sickness Absenteeism ◽  
Content Type ◽  
Organisational Effectiveness

Purpose – The purpose of this paper is to examine and report how the construct of “Well-being” is being recognised within the public services. Using research conducted in a northern provincial police force in the UK the paper explores the issues that may contribute to sickness absence, presenteeism and leaveism; a recently described manifestation of workload overload. As sweeping public sector reform results in reduced workforce and potentially static demand, the question asked here is, “how do organisations adapt to the shifting landscape and retain employee engagement in the workplace?” Design/methodology/approach – The study used A Short Stress Evaluation Tool to assess the risk of stress in the workforce. The questionnaire employed an online self-administered survey and collected data from 155 respondents on stress perceptions, health, attitude towards the organisation, job satisfaction and commitment to the organisation. Findings – Sickness absence figures receive detailed attention when it comes to managing employees, but they may not represent a reliable picture. In this study one-third of respondents indicated that they had taken leave when they had actually been ill or injured; leaveism. The concept of leaveism does not currently appear within sickness absence reporting mechanisms, and the authors would suggest that the omission of this concept leaves a lacuna in current thinking that may have significant impact on both individual and organisational performance. Research limitations/implications – This research clearly shows that the issue of leaveism is a valid concept and has potentially far-reaching consequences. This study has only touched on the first (of three) of the leaveism behaviours and is conducted solely in a policing environment (although non-warranted employees are included in the research cohort). Further research could include attempts to quantify elements two and three of leaveism, and explore to what extent these may impact on organisations undergoing public sector reform. Practical implications – Previous studies have highlighted the negative health effects on “stayers” in public sector downsizing exercises. This in turn raises the question of just how these “survivors” cope with the new regime; with potentially more work and less pay. The authors ask what behaviour cuts of this magnitude will eventually drive when the dust settles? As a consequence could the authors see an end to the practice of leaveism? In which case the authors could make the assumption that (in its first form) it may convert to sickness absenteeism? With a third of people surveyed conceding to the practice, this has far-reaching consequences. In comparison to presenteeism, which has no overt costs, this scenario presents an entirely different fiscal proposition. Originality/value – Leaveism, a recently described and under researched phenomenon, is a hidden source of potential abstractions from the workplace, and could impact enormously on organisational effectiveness. The motivation for the practice is unclear, and could be a manifestation of loyalty, enjoyment or duty. It could also be construed as a reaction to fear of job loss, redundancy or down grade. Whatever the underlying reason this study clearly illustrates the potentially harmful consequences to (public sector) organisations.

Stress Spillover in Policing and Negative Relationship Functioning for Law Enforcement Marriages

2018 ◽  
Vol 26 (2) ◽  
pp. 246-252 ◽  
Author(s):  
Brooke McQuerrey Tuttle ◽  
Zachary Giano ◽  
Michael J. Merten
Keyword(s):  
Law Enforcement ◽  
Occupational Stress ◽  
Work Stress ◽  
Police Officers ◽  
Negative Relationship ◽  
Well Being ◽  
Relationship Functioning ◽  
Negative Consequences ◽  
Marital Functioning ◽  
Unique Type

The nature of police work includes toxic work environments and uncertain danger which imparts a unique type of occupational stress spillover or the transfer of stress from work life to home life for law enforcement officers. Work stress places officers at risk for negative health and psychosocial outcomes. While it has been shown that occupational stress can compromise the well-being of police officers, little is known about how spillover can effect other areas of life for officers such as marital relationships. This study investigates the association between work demands, emotional stress spillover, and marital functioning in a law enforcement sample. Data from 1,180 married law enforcement respondents to the Police Officer Questionnaire which included 148 items assessing work stress, health, family, and support were examined. Responses were analyzed using regression analyses. Results showed that career demands and emotional spillover were statistically significant predictors of the variance in marital functioning. Social and emotional spillover of work-related stress carries negative consequences for communication and emotion regulation within law enforcement marriages.

scholarly journals Online Indicated Preventive Mental Health Interventions for Youth: A Scoping Review

2021 ◽  
Vol 12 ◽  
Author(s):  
Marilon van Doorn ◽  
Laurens A. Nijhuis ◽  
Mees D. Egeler ◽  
Joost G. Daams ◽  
Arne Popma ◽  
...  
Keyword(s):  
Mental Health ◽  
Scoping Review ◽  
Mental Health Problems ◽  
Well Being ◽  
Health Interventions ◽  
Health Complaints ◽  
Preventive Interventions ◽  
Online Interventions ◽  
Preventive Mental Health ◽  
Mental Health Interventions

Objective: Between the ages of 12 and 25 the onset of mental disorders typically occurs, and the burden of mental health problems is greatest for this group. Indicated preventive interventions to target individuals with subclinical symptoms to prevent the transition to clinical levels of disorders have gained considerable traction. However, the threshold to seek help appears to be high even when help is needed. Online interventions could offer a solution, especially during the COVID-19 pandemic. This scoping review will present an overview of the recent research of indicated online preventive interventions for youth (12–25 years) experiencing the early stages of mental health complaints with the aim of identifying the nature and extent of the research evidence.Methods: The 5-stage framework by Arksey and O'Malley was used. Academic literature published from 2013 onwards in printed or electronic format was included from Scopus, PsychINFO, and Ovid MEDLINE(R) ALL.Results: The search yielded 11,122 results, with the final selection resulting in inclusion of 30 articles for this review. In total, the articles included 4,950 participants. 26.7% of the selected articles focused on youth between 12 and 25 years. Of the articles 60% did not screen for, nor exclude participants with clinical levels of symptoms. Most studies used a common evidence-based therapy for the disorder-category targeted. More than half of the online interventions included some form of human support. Adherence levels ranged between 27.9 and 98%. The results indicate general effectiveness, usability and acceptability of online indicated preventive interventions. The most commonly used approach was CBT (n = 12 studies). Studies varied in their size, rigor of study, effectiveness and outcome measures. Online interventions with a combination of clinical and peer moderation (n = 3 studies) appear to result in the most stable and highest effect sizes.Conclusion: Online indicated preventive mental health interventions for youth with emerging mental health issues show promise in reducing various mental health complaints, and increasing positive mental health indicators such as well-being and resilience. Additionally, high levels of usability and acceptability were found. However, the included studies show important methodological shortcomings. Also, the research has mainly focused on specific diagnostic categories, meaning there is a lack of transdiagnostic approaches. Finally, clear definitions of- as well as instruments to measure- emerging or subclinical mental health symptoms in youth remain are missing.

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.  

Work Stress and Coping in Organizations: Progress and Prospects

Beyond Coping ◽  
2002 ◽  
pp. 83-106 ◽  
Author(s):  
Ronald J. Burke
Keyword(s):  
Organizational Change ◽  
Work Stress ◽  
Cognitive Appraisal ◽  
Well Being ◽  
Stress And Coping ◽  
Psychological Effects ◽  
Organizational Environment ◽  
And Coping ◽  
Health And Well Being ◽  
Coping Behaviours

Chapter 5 discusses work stress and coping in organizations. It reviews the coping literature focusing on the workplace, presents a framework for the study of coping in organizations (including the organizational environment, cognitive appraisal, individual stress and coping behaviours). It discusses managerial health and well-being, the psychological effects of organizational change, and draws conclusions about coping with work stress.

scholarly journals White and minority employee reactions to perceived discrimination at work: evidence of White fragility?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Eddy S. Ng ◽  
Greg J. Sears ◽  
Muge Bakkaloglu
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Turnover Intentions ◽  
Perceived Discrimination ◽  
Well Being ◽  
Work Outcomes ◽  
Negative Effects ◽  
Content Type ◽  
Work Settings ◽  
Professional Worker

PurposeBuilding on the notion of “White fragility,” this study aims to explore how Whites react and cope with perceived discrimination at work. Specifically, the authors explore whether: (1) Whites react more negatively than minorities when they perceive discrimination at work and (2) Whites are more likely than minorities to restore the status quo by leaving the situation when they perceive discrimination at work.Design/methodology/approachData for this study were obtained from the Professional Worker Career Experience Survey. In total, 527 working professionals from multiple organizations across the central USA participated in the survey.FindingsThe authors find evidence that Whites experience more negative psychological effects (i.e. lower job satisfaction and higher work stress) from perceived discrimination than minority employees and are more likely to act to restore conditions of privilege by leaving their current job and employer. The stronger negative effects of perceived discrimination for Whites (vs minorities) were restricted to work outcomes (job satisfaction, work stress, turnover intentions from one's employer) and were not evident with respect to perceptions of overall well-being (i.e. life satisfaction), suggesting that White fragility may play a particularly influential role in work settings, wherein racial stress may be more readily activated.Originality/valueConsistent with the notion of White fragility, the study’s results demonstrate that the deleterious impact of perceived discrimination on employee work outcomes may, in some cases, be stronger for White than minority employees.

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