Job Stress (Psychology)

El presente artículo es producto de una revisión sistemática que tuvo como objetivo determinar y contrastar los elementos metodológicos y hallazgos principales de las investigaciones relativas al estudio conjunto de la salud, estrés y burnout en distintos ámbitos laborales. Las palabras clave que se utilizaron para la búsqueda y compilación fueron “salud”, “burnout” y “estrés”. Producto de tal indagación, se obtuvieron 189 artículos, mismos que se vieron reducidos a doce al pasar por dos fases de selección. Sus elementos metodológicos más característicos fueron el diseño trans-versal, el empleo del Maslach Burnout Inventory, el uso de estadística paramétrica y su realiza-ción en los ámbitos de la salud y el educativo. La principal conclusión referida en los estudios fue que la salud se relaciona con el burnout y el estrés, aunque los factores mediadores de dicha asociación varían en cada uno de aquellos.

La sentenza in commento pare richiedere, ai fini del risarcimento del danno esistenziale subito dal lavoratore in ragione di demansionamento o mobbing, la prova in concreto delle conseguenze negative manifestatesi nella sfera del danneggiato, in relazione al suo equilibrio ed alle sue abitudini di vita. La Corte di Cassazione, con tale recente pronuncia, sembra quindi escludere la rilevanza delle presunzioni ai fini della prova del danno esistenziale. Nella nota a sentenza, dopo aver ripercorso lo sviluppo storico degli orientamenti dottrinari e giurisprudenziali con riferimento all'onere della prova del danno esistenziale, ci si interroga sulle implicazioni di un eventuale consolidamento del predetto orientamento della Corte di Cassazione, ad oggi ancora minoritario.

Now-a-days Anxiety, Depression, Stress and Suicide has become one of the most common causes of the death. The purpose of this study is to explore Why Anxiety, Depression, Stress and after that Commit Suicide in India. Now-a-days suicidal gesture, attempted suicide & well successful suicide cases are seen in the society often on. This study attempts to provide a theoretical work/information regarding Why Anxiety, Depression, Stress and after that Commit Suicide? and why people try to end their lives? Mental health issues affect many people across the country. While there's a 25 times greater risk of suicide, even during the recovery process, the American Association of Suicidology reports that treatment for depression is effective 60 to80 percent of time. These types of challenges are not new and have been around for a long time.

Reports by their nature have a tendency to be boring. However, we do ask you to read on and persevere. It may be a matter of life and death. At the time of writing, Mental Health, Stress and Distress in the Entertainment Industry have been the focus of the Mental Health Working Party of the Equity East of Scotland Branch for almost exactly a year. The full background and reasons for this focus are described elsewhere in this report.

This report has been written, to sum up, the work of the Mental Health Working Party, to inform the Scottish Committee of Equity, and to inspire others into action - within and outwith Equity. Our heartfelt thanks go to the intrepid souls who came along to our unlikely event during the Edinburgh Festival Fringe on 12 August 2013. In the midst of all that jollity and celebration, they made their way to an event called “Stress in the Entertainment Industry” They came and they did what all theatre is supposed to do.

They told the truth.

And it is on their truths that we have based our work these past months and which will continue to influence the future. Like the man almost said “We each must play our part”. They played theirs and now it is up to us and you.

Thank you and read on....

Morna Burdon: Convenor, Mental Health Working Party
Catriona Joss, Lubna Kerr, Robert Moore: Members, Mental Health Working Party

East of Scotland Branch Committee
Pab Roberts, Chair; Morna Burdon, Vice Chair; Helen Raw, Branch Secretary, Catriona Joss, Treasurer & Social Convenor.
Lubna Kerr, Robert Moore, Torya Winters.

edinburgh@equity.org.uk

Thanks also to Michael Daviot and Yvonne Rose- Moore

Prevalence studies show high levels of burnout, anxiety, fatigue and other symptoms of distress among medical doctors. However, there are very few randomized controlled trials testing interventions against these problems. This randomized controlled trial (NCT02838290; ClinicalTrials.gov, 2016) tested interventions teaching 227 doctors about the psychology of burnout, stress, coping with patient death, and managing distress, as well as giving them information about prevalence rates among doctors. Primary outcomes included burnout, anxiety, insomnia, grief, alcohol/drug use, binge eating, physical symptoms, and psychiatric morbidity. The outcomes were tested before and after the interventions with a 7-day time-lag. The intervention significantly decreased doctors’ levels of burnout (e.g. emotional exhaustion and depersonalization) and anxiety. Doctors in the control group had no significant changes in these signs of distress. The intervention did not significantly reduce other health and habit-related outcomes potentially because these need a longer time-lag than 7 days. Interventions teaching doctors about the psychology of work-related distress reduce burnout and anxiety by helping doctors realize that distress is a normal, human reaction to external stressors, common in medicine, and solvable by learning about psychological coping strategies.

How can we have a balanced lifestyle and alleviate stress in our work-driven society?
Examining the state of work-life imbalance in our everyday lives and discussing real life examples from professionals working in health and social care, this books reflects on how many of us are living today and illustrates the problems this can cause. Teena J. Clouston provides simple, yet effective, tools and techniques that can be implemented in everyday life to achieve a more balanced lifestyle, which helps to enhance health, happiness and wellbeing.
‘In this very useful book, Teena J. Clouston uses her occupational science expertise to explore lifestyle balance and how doing too much can be addressed by applying concepts of being, becoming and belonging. I recommend this excellent book to all those who work with or experience lifestyle imbalance.’
— Annie Turner, Emeritus Professor of Occupational Therapy, University of Northampton, and Chair, The Elizabeth Casson Trust, UK
‘Teena J. Clouston offers tools to build better lives by balancing what matters most. She pits current research on improving quality of life against the wider forces driving stressful lifestyles worldwide.’
— Gelya Frank, PhD, Professor, Occupational Science & Occupational Therapy and Anthropology, University of Southern California, USA
‘In this brilliantly written book, Dr Clouston presents a thought-provoking reconceptualization of the notion of occupational balance. She argues that living a balanced life means resisting the neoliberal capitalistic pressure to value “doing” over other aspects of life, and instead pursuing personally meaningful occupations that enable “doing, being, becoming, and belonging”. This is a “must-read” textbook for anyone who is interested in ideas about meaningful living through focused engagement in valued occupations.’
— Moses N. Ikiugu, PhD, OTR/L, Professor and Director of Research, Occupational Therapy Department, University of South Dakota, USA

Resumen El objetivo del estudio fue evaluar el impacto de algunas facetas de la satisfacción laboral sobre el desempeño de un grupo de policías. Participaron 242 personas de una corporación de seguridad pública. Se realizó análisis discriminante tomando en consideración los aspectos teóricos que están relacionados con el desempeño: satisfacción con el trabajo mismo, relaciones con compañeros, relaciones con el jefe y salario y prestaciones. Una tercera parte de los policías reportaron baja satisfacción laboral general. Los niveles más bajos se reportaron en relación a la naturaleza misma del trabajo. Los cuatro factores de la satisfacción laboral se relacionaron de manera estadísticamente significativa con el desempeño. El aspecto que cobró mayor relevancia fueron las relaciones con los compañeros de trabajo. Las relaciones con los compañeros cobran una importancia fundamental no sólo en el desempeño laboral, sino también en atenuar los riesgos que tal labor implica. Palabras clave: psicología policial, policía, desempeño laboral, satisfacción laboral, desarrollo organizacional. Impact of job satisfaction in work performance in a group of state police Abstract The aim of this paper was to assess the impact of some facets of job satisfaction on the performance of a group of 242 police officers. Discriminant analysis was used taking into consideration theoretical aspects related with job performance: job satisfaction in general, relationships with coworkers, relationships with superiors and salary and benefits. One third of the cops was found with low generalized job satisfaction, where lowest levels were in relationship with the nature of the job. The four factors of job satisfaction had statistical significance in relationship with performance. The aspect with higher relevance was coworker's relationships. They take fundamental importance not only in job performance, but also in moderate risks associated with the job.

Studies attest the fact that meditation enhances performance physiologically and psychologically. It can improve the mental well-being of the prisoners and reduce the impulsiveness among prisoners. Prisoners everywhere survive under tough and frustrating situations that incessantly build up their stress levels. The present research focuses on the exploration of how the prisoners, especially female, benefit from meditation. The studies used in the present research help in establishing how yoga can improve mood, reduce stress and control antisocial behavior in human beings as compared to those who lack meditation sessions in their routine, all the more in women in prison, since women (and men) prisoners need constant emotional and psychological therapies to guard their antisocial instincts in future. This paper traces the positive and encouraging changes in the health of female prisoners in Delhi reported after practicing meditation, yoga and such techniques aiding stress management.

Objectives This study aims to assess the prevalence of health problems (eg, insomnia, binge-eating, substance use and ill health) among UK doctors and to investigate whether occupational distress increases the risk of health problems. Design This study reports the analysis of data collected at the baseline stage of a randomised controlled trial (protocol #NCT02838290). setting Doctors were invited through medical Royal Colleges, the British Medical Association's research panel and a random selection of NHS trusts across various UK regions. Participants 417 UK doctors with an equivalent split of gender (48% males) and seniority (49% consultants). Main outcomes and measures Outcomes were sleep problems (eg, insomnia), alcohol/drug use (eg, binge-drinking), ill health (eg, backache) and binge-eating (eg, uncontrollable eating). Predictor variables were occupational distress (psychiatric morbidity, burnout, job effort, work-life imbalance, coping with stress through self-blame or substances) and work factors (workplace and years practising medicine). results 44% of doctors binge-drank and 5% met the criteria for alcohol dependence; 24%-29% experienced negative emotions after overeating and 8% had a binge-eating disorder; 20%-61% had some type of sleep problem and 12% had severe/moderate insomnia; 69% had fatigue and 19%-29% experienced other types of ill health problems. The results show that occupational distress and job factors increase the odds of doctors using substances, having sleep problems, presenting with frequent symptoms of ill health and binge-eating. For example, burnout increased the risk of all types of sleep problems, eg, difficulty falling/staying asleep, insomnia (OR ≥1.344; p≤0.036). Even taking into consideration whether or not a doctor works in a hospital, the risk of health problems still rises when doctors have signs of occupational distress. Conclusion Early recognition of occupational distress can prevent health problems among UK doctors that can reduce the quality of patient care because of sickness-related absence.

La revue des conditions de travail, Tome 1, p. 162-171.
La revue peut être consultée et téléchargée gratuitement sur le site de l'ANACT.

A partir d’une recherche-action menée dans un établissement d’hébergement pour personnes âgées dépendantes (EHPAD), nous proposons une réflexion sur les problèmes de santé au travail ainsi que sur l’intervention dans ce domaine. En premier lieu, partant des témoignages des soignants, nous montrons que du stress et de la souffrance peuvent en effet être décelés mais qu’il convient d’examiner précisément leurs liens avec l’activité de travail. En second lieu, nous établissons que les problèmes de l’activité ne sauraient être compris sans considérer attentivement la manière dont cette activité se construit au niveau individuel et collectif en fonction de l’organisation du travail. En dernier lieu, nous interrogeons les enjeux inhérents aux modèles théoriques et aux approches mobilisées par les interventions dans le domaine du travail.

New developments in concepts and approaches to job stress should incorporate all relevant types of resources that promote well-being and health. The success resource model of job stress conceptualizes subjective success as causal agents for employee well-being and health (Grebner, Elfering, & Semmer, 2008a). So far, very little is known about what kinds of work experiences are perceived as success. The success resource model defines four dimensions of subjective occupational success: goal attainment, pro-social success, positive feedback, and career success. The model assumes that subjective success is a resource because it is valued in its own right, triggers positive affect and emotions (e.g., pleasure, cf., Weiss & Cropanzano, 1986), helps to protect and gain other resources like self-efficacy (Hobfoll, 1998, 2001), has direct positive effects on well-being (e.g., job satisfaction, cf., Locke & Latham, 1990) and health (Carver & Scheier, 1999), facilitates learning (Frese & Zapf, 1994), and has an energizing (Locke & Latham, 1990, 2002), and attention-directing effect (Carver, 2003), which can promote recovery by promoting mental detachment from work tasks in terms of absence of job-related rumination in leisure time (Sonnentag & Bayer, 2005). The model proposes that success is promoted by other resources like job control (Frese & Zapf, 1994) while job stressors, like hindrance stressors such as performance constraints and role ambiguity (LePine, Podsakoff, & LePine, 2005), can work against success (Frese & Zapf, 1994). The model assumes reciprocal direct effects of subjective success on well-being, health, and recovery (upward spiral), and a moderator effect of success on the stressor-strain relationship. The chapter discusses research evidence, measurement of subjective occupational success, value of the model for job stress interventions, future research requirements, and methodological concerns.

What does it mean to have good work–life balance? Public debate has grown around the importance of work–life balance in contributing to quality of life, yet the debate remains quite narrowly conceived. In particular, ‘work’ is conceived as negative, especially long hours, and ‘life’ is centred around (typically women’s) caring responsibilities, especially childcare. However, a number of studies have challenged these dichotomies and suggested that work–life balance is influenced by other variables. Using Australia at Work survey data on over 4000 individuals, this study considers the factors that determine satisfaction with work–life balance. An ordered probit framework is used to take advantage of a data set that is rich in variables capturing objective and subjective measures of the labour contract and workplace characteristics. The
results show that while long hours and caring responsibilities do indeed affect work–life balance outcomes, the presence of job insecurity and work intensification have measurably larger effects. The implications of the analysis are that wider interpretations of work–life balance are needed, which move beyond seeing work–life balance as an issue only of relevance to women with childcaring responsibilities and focus on a
broader job quality agenda.

Comunicazione all'interno della prima giornata di studi dell'OBERT (Observatoire Européen des Récits de Travail). Si sono mostrati alcuni approcci metodologici possibili per l'analisi di testi letterari all'interno di un osservatorio interdisciplinare

W ostatnich latach nasilają się negatywne zjawiska towarzyszące człowiekowi pracującemu, takie jak zanik więzi międzyludzkich czy niekorzystne zmiany w systemie wartości. Przedmiotem rozważań zawartych w tym rozdziale są zagrożenia występujące w miejscu pracy, ujęte w kontekście menedżerskim i etycznym. Efektywność gospodarowania przedsiębiorstwem w odniesieniu do obszaru zasobów ludzkich wymaga bowiem z jednej strony zastosowania rachunku ekonomicznego w zakresie kosztów pracy, ale z drugiej strony zadaniem m.in. kierownictwa przedsiębiorstw jest sformułowanie polityki personalnej uwzględniającej dostosowanie warunków pracy do potrzeb człowieka. Głównym celem tej pracy jest identyfikacja współczesnych zagrożeń związanych z wykonywaniem pracy w warunkach ukształtowanych „galopującym” postępem technologiczno-informatycznym. Będzie w niej przedstawiona interpretacja pojęcia dehumanizacji i humanizacji pracy oraz omówione zostaną skutki dehumanizacji – zarówno dla pracownika, jak i dla pracodawcy. Drugim celem jest próba nakreślenia sposobów przeciwdziałania i ograniczania wpływu negatywnych zjawisk, takich jak pracoholizm, wypalenie zawodowe czy przewlekły stres.

A bullshit job is a job which is so pointless that even the person doing the job secretly believes that it shouldn’t exist. And there are more now than ever.
In his book, David Graeber, the best-selling author of Debt: The First 5000 Years, argues that many jobs today are essentially pointless — or, as the book’s title calls them, Bullshit Jobs. Jacobin Radio’s Suzi Weissman sat down with Graeber to find out what bullshit jobs are and why they’ve proliferated in recent years.

Human resource management has been evolving for decades, going through various stages within good practices that seek to meet the company's goal while meeting the needs of employees following the company's strategy. Developing value strategies for employees enable companies to attract those with the potential for superior performance and fit into the company culture. In doing so, companies provide a balance of rewards and benefits that employees receive in return for what they contribute to the workplace. The challenges of human resource management are to identify adequate motivational techniques to satisfy employees, as well as to reduce work stress and unwanted staff turnover. This paper identifies the effects of work stress and employee satisfaction on their retention in higher education. If motivational techniques aimed at employee satisfaction do not meet their expectations and needs, they can induce negative work stress and employee turnover. The paper examines whether there are differences in perceptions of stressors between genders. The paper aims to determine whether academic staff are more motivated by financial or non-financial incentives, and to what extent there is a correlation between unclear work evaluation and recognition, as a cause of stress, with employee retention. This paper deals with selected areas of human resource management: motivational techniques, employee satisfaction, work stress, and employee retention. The paper tests the hypothesis that there is a higher level of correlation between non-financial than financial incentives with overall employee satisfaction. Descriptive statistics and statistical tests were used to analyze the primary research data. A model of employee retention strategy is created based on the results of primary research, literature review, and other studies.

Turnover is a phenomenon, which every organization deals with. When less productive employees voluntarily quit their job, it can be functional for an organization. Conversely, when highly desirable employees decide to leave, it can have a significant negative impact on the organization. Recruitment costs, training costs, low productivity, loss of critical knowledge and operational disruptions can decrease organizational effectiveness

Using email is one of the most common online activities in the world today. Yet, very little experimental research has examined the effect of email on well-being. Utilizing a within-subjects design, we investigated how the frequency of checking email affects well-being over a period of two weeks. During one week, 124 adults were randomly assigned to limit checking their email to three times a day; during the other week, participants could check their email an unlimited number of times per day. We found that during the limited email use week, participants experienced significantly lower daily stress than during the unlimited email use week. Lower stress, in turn, predicted higher well-being on a diverse range of well-being outcomes. These findings highlight the benefits of checking email less frequently for reducing psychological stress.

Published in two parts, this paper describes the self-reported occupational stressors of ten Bay Area professional rock musicians and how they coped over a six month period using a repeated measurement for a total of 30 two-hour interviews. The methods were both quantitive and qualitative, adapting the occupational stress model of Dr. Cary Cooper to musicians, and utilizing the stress and coping model of Drs. Richard Lazarus and Susan Folkman.
Musicians reported high levels of occupational stress, anxiety, and substance use.
Stress was due to both specific, high-intensity or high frequency stressors and to the cumulative effect of multiple, moderate-intensity or moderate frequency stressors. The most highly stressful aspects overall were 1) lack of financial support; 2) chronic job insecurity; 3) career development stress associated with lack of recognition from the music industry; 4) performance anxiety and pressure; and 5) conflicts between the career role and other social roles (e.g., spouse or parent).
This study contributed basic ecological information on the popular musician sub-group when such descriptive information was completely lacking in the stress and coping, the popular music, and the music medicine literatures.

Stress is considered one of the serious problems in the workplace that extremely affects all employees. Stress may have a negative impact on employees both in their private and business lives and can reduce their quality of lives and their success as well. In this study, we aimed to investigate the potential stress factors of teachers who are well known to have a high level of stress. In this context, our research was planned as a field study through structured survey questionnaires with 92 teachers working in public schools affiliated with the Ministry of National Education in Kocaeli. The result of the study might provide a potential resource for teachers experiencing work-related stress and looking for ways to cope with work-related stress as well. Our study would also be important for contributing to the occupational stress literature which is understudied.

The Triple “A” (AAA) model is presented as an integrative conceptualization of workplace stress that combines research from multiple models and theories to account for the numerous complexities that employees experience when cognitively evaluating organizational demands. The proposed model examines the effects of employees’ organizational stressors on the cognitive appraisal process and describes how employees’ emotions and self-regulation affect individual coping behaviors, adaptation, and learning from stressful experiences. Practitioner applications, theoretical contributions, and directions for future research are presented.

Il saggio indaga le correlazioni esistenti fra la comunicazione tra le organizzazioni sociali complesse – siano esse aziende, istituzioni pubbliche, ONG… – e la comunicazione all’interno di sistemi biologici. In tempi recenti è avvenuto un radicale cambiamento di prospettiva nell’interpretazione delle funzioni biologiche dell’organismo umano; si è infatti passati da una visione di tipo organicistico a quella di “network”, fino al riconoscimento dell’importanza del continuo dialogo – detto“cross talk” – tra le cellule. Secondo questo modello, l’organismo umano andrebbe quindi interpretato come un sistema complesso le cui parti sono fortemente dipendenti l’una dall’altra. Ebbene, le organizzazioni complesse possono rispondere alle stesse leggi e regole degli organismi viventi? Come le tossine, “inquinando” la matrice extracellulare, limitano la funzionalità delle cellule e la comunicazione all’interno dei sistemi biologici, egualmente “l’inquinamento comunicazionale” può alterare la circolazione delle informazioni all’interno delle organizzazioni sociali, limitando la loro capacità di raggiungere i loro obiettivi? Inoltre, può esistere un “effetto anabolizzante” generato dalle emozioni positive, all’interno delle aziende o di altre organizzazioni sociali?
A queste e a molte altre domande risponde questo lavoro, indispensabile per qualunque manager e imprenditore attento alla sostenibilità, ma – grazie a una robusta bibliografia scientifica – di interesse per tutti i ricercatori in scienze sociali.

Work stress, which is common in the nursing profession, has been associated with negative outcomes for both nurses and patients. Moreover, limited studies have focused on work stress and job performance among scrub nurses in the operating room (OR). Aim: The aim of this study was to assess levels of work stress and job performance of OR nurses. Methods: A descriptive correlational design was used to examine the association between work stress and demographic characteristics and their effect on job performance. A convenience sample of 124 scrub nurses recruited from two governmental hospitals completed three questionnaires that measured sociodemographic variables, work stress, and job performance. Result: High levels of stress among OR nurses, good levels of job performance, and a negative correlation (r=-.23, p=.05) between work stress levels and job performance were found. The result of this study also indicated strong relationships between work stress and nurse' age, years of experience, and nationality. Conclusion: Work stress is high among OR nurses and may adversely affect their job performance. Moreover, demographic variables were found to be strongly related to work stress, which need to be considered when evaluating quality of nursing care.

Over years, energetic men and women have failed to secure their dream jobs due to a number of reasons where a poor tailor made CV/resume plays a central role. Martin Otundo (PhD student at JKUAT Mombasa Campus)  has taken this chance to make a number of CV templates that can be edited by job seekers in various fields to come with job winning CV/resume.  Reach me at anytime on +254721246744 or email martinotundo@gmail.com anytime.

Teaching is a complex work that demands highly specialized skills and knowledge to impact students’ learning.  The well-being of society depends upon students who will carry the responsibility for the future growth. In achieving this goal, UAE vision 2021 prioritizes education and the development of human capital, in the form of teachers, particularly as they are the key agents in the country's efforts to establish the knowledge-based economy. During educational reform, the quality, the contribution, and the satisfaction of the academic staff become determinant factors for the reform sustainability.

As a complex phenomenon, job satisfaction (JS) factors itself prominently in the development of any educational organizations as it can lead to both positive and negative results (Spector 1997). Work productivity and performance, students’ attainment, organizational commitment and the overall productivity of the organization are influenced by JS.   

While there is a plethora of Western research to validate the impact of external and internal factors on teacher’s job satisfaction and organizational commitment, studies exploring job satisfaction from teachers’ perspectives and with employing phenomenological research are still emerging in UAE.

Abstract
The aim of the study is to determine the relationship and effect between the life satisfaction of civil aviation workers, job stress and turnover intention. In this context, data were collected from 115 people working at Kars Harakani Airport and analyzes were carried out through SPSS and AMOS programs. In this context, data were collected from 115 people working at Kars Harakani Airport, and assessments were made through SPSS and AMOS programs. There are significant negative relationship between life satisfaction and job stress (r:-0.427), significant negative relationship between life satisfaction and turnover intentions (r:-0.333), significant positive relationship between job stress and turnover intentions (r:- 0.638). Work stress of employees has a negative
effect of 40.1% on their life satisfaction. Intention to quit has a negative effect of 31.1% on life satisfaction. Based on this, it can be stated that life satisfaction is a factor that reduces job stress and the intention to quit. It has been observed that intention to quit has a 63.4% positive effect on job stress. It was found that life satisfaction in environments where job stress and intention to quit work together negatively affect
these variables (33.9%).
Keywords: Civil Aviation, Life Satisfaction, Job Stress, Turnover Intentions

This qualitative study investigated the lived experiences of highly sensitive persons (HSPs) to better understand the way they experience careers.  Sensory processing sensitivity (SPS) is the underlying personality trait and is present in approximately 20 percent of the population, equally distributed across gender and racial lines.  SPS is considered a non-normative personality trait in some Western societies and subcultures.  Thus, many HSPs experience difficulty finding an appropriate match between innate temperament and career.   
This qualitative research perspective employed semi-structured interviews with 35 participants recruited through social media web sites and snowball sampling.  Participants in the study were primarily from the U.S., but also from five foreign countries.  Participants were chosen based on answers to a recruitment questionnaire and Elaine Aron’s HSP Self-Test.  Major findings reveal a complex, interwoven dynamic interplay between nine major themes: (1) empathy, (2) childhood’s influence, (3) self-care, (4) a rich inner life, (5) creativity, (6) high sensation-seeking, (7) the sociological perspective, (8) the experience of work, and (9) the integral being.  The significance of this study is that it is the first of its kind to investigate this topic in a systematic, scientific manner.

Organizations today need to create a setup at the workplace that makes the employees motivated, loyal, satisfied, and committed to strategic competence. Effective organizational intervention leads to greater satisfaction of the employees if they are provided rewards and extrinsic compensation like pay increments, bonuses, allowances, and grants along with job security and promotion opportunities. The employees feel satisfied and psychologically affiliated with their organizations if they found that their organizations value and reward their efforts which in turn serve as the competitive advantage in the long run.  The present study is an effort to investigate the impact of extrinsic rewards on job satisfaction in the telecom sector.

Objective: To investigate relationships between parenting stress and the labor force status and transitions of fathers and mothers, including cross-spousal effects. Background: Parenting is a demanding role, which can be stressful depending on access to resources and support. Relationships between employment and parenting stress vary by class and gender, but little is known about the effect of transitions—short-term changes—in labor force status. Method: Using nationally representative longitudinal data from the Household, Income and Labor Dynamics in Australia Survey (n = 4,387 mothers and 4,033 fathers with children younger than age 17) and fixed effects modeling of data over 15 waves, the study examined relationships between parenting stress and mothers and fathers labor force status and transitions between full-time work, part-time work, and being out of the labor force. Results: Mothers report higher parenting stress when they are employed part-time. For both mothers and fathers, having a nonemployed partner is associated with lower parenting stress, but a partner's transition to this status is associated with higher parenting stress. Conclusion: Both mothers and fathers find parenting stressful, and this can be compounded by their employment situation, especially for mothers. Cross-spousal linkages are also important, notably that having a partner not in the labor force is associated with lower parent-ing stress for employed parents of both genders and is likely because care can be delegated to the home-based parent.

The productivity performance of the public sector in Malaysia had been declined from 3.78% in the year 2008 to 1.14% in the year 2009. Furthermore, Malaysia’s labor market efficiency have been dropped from rank 25th in year 2013 from rank 24th in 2012.  Hence, this study is to determine the significant factors affecting job performance among the employees of public sector, in particular employees at Setiausaha Kerajaan Negeri Sembilan (SUKNS) at Wisma Negeri, Negeri Sembilan. A total of 170 questionnaires collected and analysed using descriptive statistics, reliability test, regression assumption test and factor analysis. There are only five components/dimensions are extracted in this study. They are religiosity, work experiences, technology advancement, stress level and workload. For further analysis, principal component analysis is used to identify number of factors that can be used to explain job performance. Next, multiple regression analysis is used using five dimensions and  revealed that only stress level, work experience and technology are the most important factors that affecting job performance of the employees SUKNS. Therefore, to increase job performance of public workers, the government needs to educate their workers to manage their stress level well apart from managing their work experiences and managing new technology.

To improve performance, organizational leaders employ a host of methods; merit pay and incentive pay are two such methods.  However, both terms are often used interchangeably, causing confusion. The purpose of this short paper is to compare and contrast each reward system in order to provide greater clarity.

Using a time-lagged multiple source field data (N = 198), we examined the effects of challenge and hindrance stressors on psychological strains, turnover intentions, and job performance. We also tested the moderating role of conscientiousness in the proposed relationships. Findings revealed that both challenge and hindrance stressors were positively related to psychological strains and turnover intentions. We found that conscientiousness acted as a double-edged sword. Workers with high conscien-tiousness maintained their performance levels when confronted with higher challenge and hindrance stressors. However, highly conscientious workers were more likely to leave their organizations when exposed to challenge stressors. Contrary to expectations , low conscientious workers had higher performance ratings when exposed to hindrance stressors.