scholarly journals Workplace Stressors and Employee Performance: A Conceptual Review

2021 ◽  
pp. 58-67
Author(s):  
Miebaka Dagogo Tamunomiebi ◽  
Akpobolokami Andy Mezeh
Keyword(s):  
Employee Performance ◽  
Working Hours ◽  
Physical Factors ◽  
Psychosocial Risks ◽  
Work Settings ◽  
Work Related ◽  
Workplace Stressors ◽  
Organizational Stressors ◽  
Stress At Work ◽  
The Impact

In work settings, stress can be produced by an array of stressors, such as work tasks, psychosocial, and organizational stressors. Reviews of studies done on physical and psychosocial stressors revealed that physical factors, such as repetitive movements, awkward postures, high force demands, work posture, vibration and psychosocial factors, such as low co-worker support, high quantitative demands, low job control and low job satisfaction are of importance. The organizations therefore should be concerned with identifying the workplace stressors, and empowering their employees to deal with those stressors that cannot be completely eliminated. Stress is a universal element experienced by employees around the globe. Stress has become major problem for employer particularly in developing nations where the employer does not realize the impact of stress on employee performance. It is important to recognize and address properly job stress because it badly affects the employee’s mental and physiological health. As there are so many resources for employees to perform excellent in their jobs but there is also some factors that hinders in their way. These factors lead to negative employee performance. Stress at work is seen as one of the major psychosocial risks of work. Work-related stress is one of the problems confronting employees. It is of great concern to employees, employers and psychologists, because of its high growing rate in ill- health, as a result of long working hours of some employees. The purpose of this study is to examine the impact of work stressors on employee performance.

scholarly journals Flexible Work Arrangements and Their Impact on the Employee Performance of Egyptian Private University Employees: (A Case Study on the Arab Academy for Science, Technology, and Maritime Transport)

2021 ◽  
Vol 04 (10) ◽  
Author(s):  
Mohamed Eshak ◽  
Keyword(s):  
Positive Relationship ◽  
Employee Performance ◽  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Life Balance ◽  
Work Arrangements ◽  
The Impact

This study aimed to analyse the impact of flexible work arrangements on the employee performance of employees in private Egyptian universities in Alexandria, mediated by work-life balance (applied to the Arab Academy for Science, Technology, and Maritime Transport). institutions to retain talented people, raise the efficiency of employee performance, and thus raise the efficiency of institutional performance and competitive capabilities of organizations. The researcher used the descriptive analytical method and the questionnaire as a tool for data collection, to measure the impact of flexible work arrangements (focusing on reducing working hours, benefits provided to employees, work policies towards parenting) on the work-life balance, and the extent of the impact of all this on raising the efficiency of employees' employee performance. A stratified random sample of 423 employees was used, and the data collected was analysed using SPSS and AMOS statistical software. The findings revealed a positive relationship between flexible work arrangements (reduced working hours, benefits provided to employees, and work policies toward parenting) and employee performance, as well as a positive relationship between flexible work arrangements and work-life balance, as well as a positive relationship between work-life balance and employee performance, and the researcher recommends implementing such policies.The recommendations also include the need to review current labour laws before legislators, and update them in line with contemporary technological development and the requirement to achieve a balance between the requirements of life and work. This study also recommends the adoption of reducing working hours as one of the flexible work policies offered by organisations to employees. The study concludes that flexible work arrangements and programmes are in fact a competitive tool that organisations can use to increase loyalty, improve performance, achieve commitment and job satisfaction, which enhances the organization's productivity.

scholarly journals Individual Differences on Job Stress and Related Ill Health

2014 ◽  
Vol 2 (1) ◽  
pp. 145-147
Author(s):  
Miodraga Stefanovska Petkovska ◽  
Vesna Velik Stefanovska ◽  
Marjan Bojadziev
Keyword(s):  
Individual Differences ◽  
Job Stress ◽  
Stress Reduction ◽  
Working Hours ◽  
Individual Characteristics ◽  
Current Work ◽  
Cross Sectional ◽  
Work Related ◽  
Workplace Stressors ◽  
Related Stress

Background: Work-related stress is becoming one of the key themes for attention because of its serious threats on workers’ wellbeing, job dissatisfaction and absenteeism.Aim: The aim of this study was to investigate the employees' individual differences in the perception of main workplace stressors, perceived job related stress and experienced health consequences.Methods: In a cross-sectional study a sample of 106 employees was surveyed within a private enterprise in Republic of Macedonia.Results: Analysis showed significant differences in experienced stress at work due to age, marital status, number of children, time spend in the current work position and working hours per day. Stressors such as: lack of personal knowledge and skills (60.4%), big pressure for last minute job completion (60.4%) and unstable work position (47.2%) were pointed out the most potential sources for job stress. The majority of employees who always experience health problems as a result of job stress were female (61.9%), on non-managerial position (85.7%), and 5 to 10 years in the current work position (42.9%).Conclusion: Employees are exposed to many potential work related stressors which differently affect their job satisfaction and result in ill health. A better understanding of the individual characteristics and potential stressors should subsequently help managers' better deal with this problem. This underlines the need for further research and design of stress reduction interventions.

scholarly journals Self-Efficacy as a Moderator between Stress and Professional Burnout in Firefighters

2019 ◽  
Vol 16 (2) ◽  
pp. 183 ◽  
Author(s):  
Marta Makara-Studzińska ◽  
Krystyna Golonka ◽  
Bernadetta Izydorczyk
Keyword(s):  
Perceived Stress ◽  
Self Efficacy ◽  
Personal Resource ◽  
Work Related ◽  
Related Stress ◽  
Stress At Work ◽  
The Impact ◽  
The Relationship ◽  
General Self Efficacy ◽  
Separate Regression

The purpose of the study is to analyze the importance of individual resources in firefighting, one of the highest risk professions. Firefighters from 12 different Polish provinces (N = 580; men; M (mean age) = 35.26 year, SD = 6.74) were analyzed regarding the perceived stress at work, burnout, self-efficacy, and a broad range of sociodemographic variables. The Perceived Stress Scale (PSS), the Link Burnout Questionnaire (LBQ), and the General Self-Efficacy Scale (GSES) were used in the study. To explore the relationships between work-related stress, burnout, and self-efficacy, separate regression models for each burnout dimension were analyzed. The results revealed that self-efficacy is a significant moderator that changes the direction and strength of the relationships between perceived stress and psychophysical exhaustion, sense of professional inefficacy, and disillusion. However, self-efficacy did not moderate the relationship between stress and lack of engagement in relationships (relationship deterioration). The results indicate that self-efficacy in firefighters is a crucial personal resource that buffers the impact of perceived stress on most burnout symptoms. It may be concluded that in high risk professions, special attention should be paid to developing self-efficacy as an important part of burnout prevention programs, pro-health activities, and psychoeducation.

The impact of young Chinese employees’ notions of work on conflict management styles

2018 ◽  
Vol 29 (3) ◽  
pp. 306-326 ◽  
Author(s):  
Yong Meng ◽  
Haiyun Yu ◽  
Zhenzhong Ma ◽  
Zhiyong Yang
Keyword(s):  
Conflict Management ◽  
Personal Growth ◽  
Transition Period ◽  
Employee Performance ◽  
Hierarchical Regression ◽  
Management Styles ◽  
Conflict Management Styles ◽  
Content Type ◽  
Work Related ◽  
The Impact

PurposeThis study aims to explore the impact of well-educated young Chinese employees’ notions of work on their conflict management styles in the increasingly turbulent workplace to help better manage work-related conflict in the time of transition in China.Design/methodology/approachSelf-administered questionnaires were used to collect data from over 400 young Chinese employees. The data were first factor analyzed to explore the underlying dimensions of contemporary work notions in China’s transition period. Hierarchical regression analysis was then conducted to explore the relationship between dimensions of work notions and conflict management styles.FindingsThe results showed that well-educated young Chinese employees’ notions of work consisted of sense of control, fulfilling and rewarding, holistic concerns, personal growth and development and meaningfulness. The results further indicated that young Chinese employees with strong needs to satisfy individual interests in their work tend to use competitive methods to manage work-related conflicts, employees with strong needs to satisfy group interests in their work prefer to use collaborative methods and those who believe in collective efforts in achieving individual goals through group goals’ obtainment are more likely to use collaborative and compromising approaches.Originality/valueThis study provides a new perspective to manage work-related conflict in the Chinese context. The findings of this study are able to help enrich conflict management theories in China and suggest insightful conflict resolution approaches to work-related conflicts in China’s changing environment. This study also helps bridge the research gap between work notions and conflict management styles. The results of this study can greatly facilitate Chinese companies’ endeavors toward crafting a more innovative workforce and help improve employee performance in China’s transition to industrialization.

scholarly journals Dampak Work Related Stress Terhadap Kinerja Tenaga Pemasaran

2020 ◽  
Vol 6 (1) ◽  
pp. 23-32
Author(s):  
Rizky Praditiya Herdiana ◽  
Maya Setiawardhani
Keyword(s):  
Regression Analysis ◽  
Human Resources ◽  
Work Stress ◽  
Quantitative Method ◽  
Employee Performance ◽  
Work Related Stress ◽  
Work Related ◽  
Related Stress ◽  
The Impact

Human resources is one important aspect to run the company activities. The company needs to manage their human resources to achieve optimal results. Managing employee’s work stress may impact optimal employee performance. This study aim to find out the impact work related stress on employee performance account executive in PT Agrodana Futures Bandung. This research used deskriptive quantitative method. Based on research on 110 respondents, the results show that there is an impact from work related stress on employee performance. The regression analysis showing the results Y=6,120+0,478X. This shows that if the work related stress increases one, then it will add employee’s performance equal to 0,478 and work related stress influnced 64,2% employee performance and the rest is influenced by other. Although the performance of account executive employees of PT Agrodana Futures Bandung is high, but the company can still improve their performance to the best.

scholarly journals Work-related mental health: current state of the art (literature review)

2021 ◽  
Vol 100 (11) ◽  
pp. 1236-1243
Author(s):  
Igor V. Bukhtiyarov ◽  
Eduard I. Denisov ◽  
Evgeny V. Zhovnerchuk ◽  
Vasiliy V. Serikov ◽  
Dmitry E. Khatin ◽  
...  
Keyword(s):  
Mental Health ◽  
Risk Factors ◽  
Allostatic Load ◽  
Mental Health Disorders ◽  
Psychosocial Risks ◽  
Work Related ◽  
Health Disorders ◽  
Related Stress ◽  
Stress At Work ◽  
Integral Indicator

Introduction. Mental health is an integral part of health, and its disorders are fraught with social and economic costs for the individual and society. According to WHO, depression is the most common disease and the leading cause of disability globally; it affects 350 million people. The analysis of new data and concepts on these issues is relevant. The aim of the work is to study the problem of stress at work and mental health disorders with an analysis of the concept of allostasis and allostatic load as an integral indicator of stress. A literature search was conducted through September 2020 using the Scopus (https://www.scopus.com/home.uri) and MedLine/PubMed (https://www.ncbi.nlm.nih.gov/PubMed) scientific literature databases. Key search terms included “mental health problems,” “mental health in the workplace,” “working condition,” “anxiety,” “burnout,” and “depression. Full-text articles published in English in journals with DOIs were reviewed. There are considered work-related stressors, also called psychosocial risks. Data on the types and amounts of medico-social damage from mental health disorders in European countries and the United States are presented. The Italian experience in limiting work-related stress is reviewed in detail. There are given examples of legislation to restrict psychosocial risks at work in European countries, as well as patterns of recognition of the connection between mental disorders and work. The biomedical paradigm shift - from homeostasis to allostasis - is analyzed, and allostasis and allostatic load is described as integral indicator of chronic work stress. Despite an abundance of work on anxiety and depression, there is no unity in the literature in understanding the mechanisms and stages of mental health disorders from stress at work. It is not clear what better reflects the effects of chronic work-related stress: allostatic stress or metabolic syndrome. Stress, depression and burnout - what is the relation between them? We can discuss a logical chain: occupational risk factors - fatigue, stress - depression, burnout, health disorder, and occupational deformity. The questions of ICD-11, expected to appear in 2021, and, in particular, burnout syndrome, are outlined. The possibilities of information technologies and the Internet in preventing and treating mental health disorders are considered. Conclusions. The increasing role of stress problems in the life of modern society is noted. The methods of psychosocial risk factors limitation and mental health disorders diagnostics need to be developed. Internet-based programs for the preservation and promotion of mental health (e-MentalHealth) are promising.

scholarly journals Psychosocial demands and resources for working time organization in GP practices. Results from a team-based ethnographic study in Germany

2021 ◽  
Vol 16 (1) ◽  
Author(s):  
Christine Preiser ◽  
Elena Tsarouha ◽  
Birgitta Weltermann ◽  
Florian Junne ◽  
Tanja Seifried-Dübon ◽  
...  
Keyword(s):  
Working Conditions ◽  
Occupational Safety ◽  
General Medicine ◽  
Working Hours ◽  
Ethnographic Study ◽  
Working Time ◽  
University Hospital ◽  
Theory Approach ◽  
Psychosocial Risks ◽  
Work Related

Abstract Background General practitioners (GPs) are challenged, e.g. by long working hours, and as employers they are responsible for the creation of working conditions that prevent work-related psychosocial risks. Leadership behaviour plays an important role within the working conditions of employees, thus we focused on two research questions: To what extent and how do GPs fulfil their role as entrepreneurs and leaders responsible for occupational safety and health of the team members in the organization of working time of the employees? What psychosocial factors result from the way of organization of working time for the practice team? Methods Data was collected by participant observations, individual interviews with six GPs, and five focus group discussions with 19 members of the practice staff in total. We gained access to five general practices through a teaching network associated with the Institute for General Medicine, University Hospital Essen (Germany). The analysis was carried out according to the Grounded Theory approach. Results GPs have several roles and related tasks to fulfil in the organization of working time. This can lead to perceived psychological stress. With regard to the organization of predictable working hours, vacations and sickness absence, the GPs determined the scope of action of the practice assistants. The delegation of these tasks took place to varying degrees and resulted in different work-related resources and stressors. Conclusion We described transactional and transformational leadership behaviours which are all related to specific psychosocial demands and resources and may overlap on site. Leadership training seems recommendable as part of the training of GPs and other future leaders of micro-enterprises to promote self-reflection by the entrepreneurs and leaders and strengthen occupational health of leaders and staff.

scholarly journals The impact of occupational stressors in public administration: What should employees do?

2015 ◽  
Vol 3 (2) ◽  
pp. 24-28
Author(s):  
Edit Lezha ◽  
Gezim Dibra ◽  
Jozef Bushati ◽  
Bujane Topalli
Keyword(s):  
Human Life ◽  
Spiritual Needs ◽  
Occupational Stressors ◽  
Work Intensity ◽  
Work Related ◽  
The Difference ◽  
Related Stress ◽  
Stress At Work ◽  
The Impact

Frequent and rapid changes are influencing factors in the quality of human life. Work intensity, the difference between material and spiritual needs of employees and their needs balance, are more general factors that cause stress at work. These requirements may be perceived as positive or negative challenges. Requirements imbalances can lead in procrastination which increase work related stress and concern in managing it. So stress is a consequence of the interaction of employees with conditions that surround them, but, on the other hand employee themselves can affect their own level of stress that they are experiencing in workplace. Organizations that make work-life balance possible are more likely to retain the employees in whom they have already invested and avoid the significant costs associated with replacing them. Also, this research aimed to explore how employees perceived occupational stress and what kind of strategies they used in order to minimize occupational stressors in workplace.

The Impact of Work Hours and Schedules on the Physical and Psychological Well-Being in Medical Practices

2002 ◽  
Vol 7 (2) ◽  
pp. 116-124 ◽  
Author(s):  
Bruce Kirkcaldy ◽  
Rüdiger Trimpop ◽  
Robert Levine
Keyword(s):  
Working Hours ◽  
Well Being ◽  
Medical Doctors ◽  
Lunch Break ◽  
Moving Vehicle ◽  
Vehicle Accidents ◽  
Work Related ◽  
Sociodemographic Data ◽  
Working Day ◽  
The Impact

In a random sample of just over 300 medical doctors and consultants throughout Germany, various job-related variables were assessed together with sociodemographic data including time-related parameters of work, and specific categories of accidents (moving vehicle and work-related). Occupational stress was related to number of weekly working hours, duration of the lunch-break, as well as age. Moving vehicle accidents (MVAs) were significantly correlated with the incidence of work-related accidents during the last year. There was no evidence that medical doctors working longer weekly hours were more likely to be involved in a driving or work-related accident per se, but they did tend to report more accidents during house visits. Moving vehicle accidents were best predicted by the onset of working day as well as the number of dependent children (more children associated with less accidents). Furthermore, work-related accidents were significantly more frequent in larger communities and when surgeries were later in finishing. The implication of these findings are discussed.

Twenty-First Century Issues Impacting Turnover of IT Professionals

2018 ◽  
pp. 29-62
Author(s):  
Valerie Ford ◽  
Susan Swayze
Keyword(s):  
Turnover Intentions ◽  
Current Knowledge ◽  
First Century ◽  
It Professionals ◽  
Job Stressors ◽  
Work Related ◽  
Organizational Stressors ◽  
The Subject ◽  
New Research ◽  
The Impact

Identifying the precursors of turnover has been the subject of examination for the past four decades. IT professionals are a critical group of employees in the current knowledge-driven economy, and as such, they experience unique job stressors. This chapter explores recent research on the organizational stressors that influence IT turnover intentions. The goal is to provide insights on how organizations can begin to stem burnout, turnover intentions, and eventual turnover while improving work-related wellbeing. A revised model of work-related wellbeing is also presented in this chapter. Another objective is to discuss current issues in the IT domain and provide new research directions. New research for the IT turnover literature will provide information to scholars and practitioners on how they might improve and alleviate the impact of turnover on organizations.

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