COVID-19: prevalence of job-demands, stress, work–life difficulties and work–life balance among international business travelers

PurposeInternational business travelers (IBTs) face daily challenges pertaining to the frequency and duration of travel. Following the outbreak of coronavirus disease (COVID-19), the study aims to draw upon the job demands-resources (JD-R) model and the literature on work–life balance (WLB) to examine how this crisis have disrupted IBTs routines and the implications for their WLB.Design/methodology/approachData were collected in April 2020 with an online survey answered by 141 IBTs from different locations. The first set of analyses examined the perceived change in job-demands (i.e. business travel and workload) including stress and work–life difficulties following the outbreak of COVID-19. The second set of analyses tested the hypotheses that the perceived change in workload and stress predict IBTs' work–life difficulties, which, in turn, affect their WLB.FindingsThe results show that the decline in job-demands (i.e. business travel and workload) after the outbreak of COVID-19 was not enough to reduce IBTs' stress and ameliorate their work–life difficulties and WLB. Only respondents who experienced a decrease in workload, including less relational difficulties, reported a superior WLB.Originality/valueThe study widens the scope and relevance of global mobility studies in crisis settings by timely reporting the changes in job-demands, stress and work–life difficulties among IBTs following the outbreak of COVID-19. Additionally, the research extends the use of the JD-R model in the international context by advancing our knowledge of the interplay between contextual demands and job-demands in affecting IBTs' stress, work–life difficulties and WLB.

Does the wind stress always damp an oceanic eddy?

Up to now, the literature has shown that the relative wind stress does negative work on ocean mesoscale eddies. In other words, the relative wind stress inhibits the development of the eddies. However, based on a newly derived simplified theoretical model, the present study finds that under the action of a steady and uniform wind field, eddies can rapidly obtain kinetic energy from the wind field following several hours of adaption and adjustment, in which the wind stress transitions from doing negative to positive work. The finding is supported by the fact that the relative wind stress work on oceanic eddies over the northeastern tropical Pacific ocean is positive with the nearly constant gap wind. This implies that energy input from the wind is sensitive to eddy velocity structure, and hence, wind stress is not always a killer of eddies.

PENGARUH BEBAN KERJA, STRES KERJA DAN KELELAHAN KERJA TERHADAP KINERJA KARYAWAN PADA WARUNG MAKAN BURJO 24 JAM DI AREA SOLO

This study aims to analyze the effect of workload, work stress and work fatigue on employee performance at a 24-hour burjo food stall in the Solo area. This research was conducted at several 24-hour burjo food stalls in the Solo area. This study used a sample of 95 employees. The sampling method uses probability sampling, namely the simple random sampling method. and the data used are primary data obtained from distributing questionnaires to respondents. The data that has been obtained is processed with the SPSS program using several variables, namely workload, work stress, work fatigue and employee performance. The results showed that the workload had a negative and significant effect on employee performance, this can be seen from the t value of -6.597. Job stress has a positive and significant effect on employee performance, this can be seen from the t value of 0.353. Job fatigue has a negative and significant effect on employee performance, this can be seen from the t value of -7.549.

The Impact of Workplace Bullying and Harassment on Employee Turnover in Banking Industry of Pakistan

This study has been executed with intent to find out the impact of workplace bullying and harassment on employees’ turnover among the bankers. Qualitative data was gathered through in-depth interviews from 50 bankers. Non- probability sampling technique was adopted. In this research study, the researcher has used the principle of purposive sampling. The results depict that bankers are being bullied but they do not want to leave their organizations due to bullying. There are many other factors that make them think to leave organization such as extreme stress, work burden and better opportunities for work. The results also revealed that employees who are being harassed do not disclose such incidents. This paper contains a message for the senior management of organizations to review their bullying and harassment policies. Moreover, this study suggests that there can be other factors that can be the reason for employee turnover.

The Effect of Work Stress, Work Conflict and Work Ability and Their Impact on Employee Performance Through Motivation as an Intervening Variable

The purpose of this research is to be able to analyze the results of the effect of stress at work, work conflict and an increase in work performance through work motivation. The population used in this study were all employees of PT. Bank Rakyat Indonesia Tbk, Satellite Services Operation Department used as a sample. The analytical method will use an analytical tool in the form of a Structural Equation Model (SEM) program through AMOS software. The results of the research work stress, conflict at work and the ability to work will have a significant influence on work motivation. However, work stress, work conflict and ability to work will affect work performance, while motivation will not have a significant effect on performance. Motivation is useful for mediating work stress and work conflict on performance and motivation is not able to mediate work ability on performance.

Perceived Stress, Work-Related Burnout, and Working From Home Before and During COVID-19: An Examination of Workers in the United States

The purpose of the study was to understand the impact of involuntary remote working during the early phases of the COVID-19 pandemic on perceived stress and work-related burnout for workers with and without previous experience of remote work. The authors developed a questionnaire, open from March 23rd to May 19th, 2020, incorporating the Perceived Stress Scale, Copenhagen Burnout Inventory, demographic, and work-related questions. This sample consisted of 256 professionals who self-identified as working at home during the pandemic. Pandemic restrictions increased perceived stress for all participants, but age and gender had significant effects on stress and burnout. Burnout was most significant for respondents already working remotely before COVID-19. The most significant challenges reported were—communication, collaboration, and time management with colleagues via technology. Working from home may contribute to higher levels of perceived stress and work-related burnout, which questions moves by some employers to make working from home a permanent arrangement.

Comparison of Perceived Stress, Work-Family Conflict and Job Burnout in Nurses and Teachers in Bandar Abbas

Introduction: Due to the great importance of health and various aspects of the duties and responsibilities of individuals in the nursing and teaching professions that can potentially be stressful for them. Therefore, the present study aimed to compare perceived stress, work-family conflict and job burnout in teachers and nurses in Bandar Abbas. Methods: The present study was descriptive and causal-comparative. The statistical population of the present study was all nurses and teachers in Bandar Abbas in the first half of 1398 in which 70 nurses and 70 teachers were selected by simple random sampling. Cohen et al.'s (1983) Perceived Stress Questionnaire, Carlson et al.'s Family Conflict Questionnaire (2000) and Maslash Burnout Questionnaire (1981) were used to collect data. Data were analyzed using descriptive statistics and multivariate analysis of variance (MANOVA). Results: The results showed a statistically significant difference between the two groups of nurses and teachers in the variables of perceived stress (F = 9.85 and P <0.01), work-family conflict (F = 14.77 and P <0.01) and burnout. There was a job (F = 24.22 and P <0.01). The results also indicate that the mean scores of the nurses in the variables of perceived stress, work-family conflict and burnout are higher than the teachers. Conclusion: In general, the rotational and variable nursing system caused that they face more problems in family functioning and work stress than teachers; Also, job burnout among nurses was higher than teachers due to lack of job security and bright future.

Occupational stress, work engagement and coping strategies in Community Health Workers

Objective: to evaluate the levels of occupational stress, work engagement, and coping strategies among community health workers. Methods: cross-sectional study with 133 Community Health Workers. We used a questionnaire with socioeconomic and professional variables, the Work Stress Scale, the Utrecht Work Engagement Scale, and the Coping Modes Scale. Results: The mean occupational stress score was 2.7. Work engagement levels were high for dedication (4.0), vigor (4.3), and overall score (4.0). Problem-focused coping modes (3.9; ±0.6) and based on religious practices and fantasy thinking (3.4; ±0.7) stood out. Conclusion: there is a high percentage of professionals with significant occupational stress. The levels of work engagement were medium for absorption and high for dedication, vigor, and overall score. The coping strategies are focused on problem solving, religious practices and fanciful thoughts of positive character.

Dampak Stres Kerja dan Disiplin Kerja terhadap Kinerja Pegawai RSUD Kota Bogor pada Masa Pandemi Covid 19

The purpose of this study was to determine and analyze the effect of work stress, work discipline on the performance of Bogor City Hospital employees during the Covid 19 pandemic and see the effect of work stress and work discipline simultaneously on the performance of Bogor City Hospital employees during the Covid 19 pandemic. This study using a sample of 60 respondents who are employees at the Bogor City Hospital as the object of research. The method of data collection was carried out directly by using questionnaires and interviews with employees of the Bogor City Hospital. From the results of data processing (output) obtained a correlation coefficient (R) of 0.795, it can be concluded that there is a strong or high relationship between work stress and work discipline on employee performance at the Bogor City Hospital. Then seen from the value of the coefficient of determination (R2) of 0.632 or 63.2%, it can be said that the percentage contribution of the influence of the independent variable (work stress and work discipline) on the dependent variable (employee performance) is 63.2% while the rest is 36.8 % influenced or explained by other factors not included in this model.