Work-Related Stress

The purpose of this study is to subtly describe and present the
process of burnout, and to enhance to understanding of the burnout causes, arousal and deterioration factors, and their interactions. This study uses phenomenological research approach, where three food and beverage managers were interviewed. The authors describe and analyze their burnout process individually, then making an integration to form a
general structure of burnout. The result indicates that the cause of burnout is from imbalance between individual and environment, which can explain by the viewpoint of resource-demand balance and person-environment fit. In the past researches, these causes were called stressors and perceived as work stresses. The key point to turn work stresses into burnout processes is the ideal at huge discrepancies or disillusionment with reality. The harder the individual tries to solve the problem, the worse the problem is. The discrepancies or disillusionment make the individual has strong negative self-approval and feels dissatisfied, which then accumulates sense of powerfulness toward environment and the sense of unworthiness and hopelessness toward one’s career. When all these feelings surpass the individual will have the thought of redsignation. To sum up, this study provides the procsee of how individual job engagement evolving into burnout. Future researches may inquire the process of how individual regain job engagement from burnout state.

A partir de la constatation de résultats peu congruents dans la littérature sur les contraintes au travail,
Karasek a proposé un modèle bidimensionnel (1979), puis tridimensionnel (1990) des contraintes au
travail : les dimensions sont la latitude de décision, les demandes psychologiques au travail, et le support
social. L’hypothèse centrale de l’auteur est que lorsque les demandes au travail sont fortes et que la
latitude de décision dont dispose le travailleur est faible, des « tensions mentales » apparaîtront. Cet
article propose une évaluation du modèle de Karasek (1) d’un point de vue « interne », en étudiant la
validité du questionnaire lui-même (retrouve-t-on les trois dimensions du modèle?), et (2) d’un point de
vue « externe », en étudiant la validité du modèle (retrouve-t-on les liens prévus des concepts associés
(les « tensions mentales ») avec les dimensions du modèle?).
Derived from the rather contradictory results in the job strain literature, Karasek has proposed first a
two-dimensional job strain model (1979), and then a three-dimensional one (1990) :the reffered
dimensions are decision latitude, psychological job demands, and social support. The author ‘s main
assumption is the following one : when job demands are high and worker ‘s decision latitude is low,
« mental strains » appear. The purpose of this paper is to evaluate Karasek ‘s model (1) with an internal
attention to his questionnaire (can one find the three dimensions?), and (2) with an external look to the
model itself (can one bring to light the expected relations of associated concepts (the « mental strains »)
with the model ‘s dimensions of the model?).

In this report, we review academic research that has analyzed empirically how different approaches to call center management are related to measures of employee well-being and performance. We conclude with a series of recommendations for practices associated with a professional model of call center management, which increase employee control over their work and ability to use and develop skills.

This dissertation explored the hypothesis that Mindfulness Based Training can have a positive impact on increasing personal resilience in the workplace and reducing the negative effects of work place stressors. The study investigated work related stress within the context of a small non-for profit organization where there has been a recent history of high sickness and absenteeism levels. It explored from a HR perspective, the proposition that the introduction of Mindfulness Based Training (MBT) within the organization could help build greater staff resilience to work related stressors, thereby reducing overall sickness and absence levels while also helping to maintain, if not increase, current levels of staff wellbeing and performance. This was approached by assessing the potential value for such training through self-reported questionnaires, interviews with staff and researching published studies and articles, as well as interviewing a number of experts.

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 study aims to determine which domains of organizational culture that best predicts the work
stress among government employees in Davao City. The level of organizational culture among
government employees exhibited a high level with the mean rating of 3.93 while the level of work
stress showed a moderate level with a mean rating of 2.52. However, there is negative relationship
between the organizational culture and work stress, and none of the six parameters of organizational
culture directly influences the work stress. Descriptive correlation method of research was used in the
study and was conducted among different government agencies with 175 respondents. Data analysis
showed that there is significant relationship between organizational culture and work stress but none
of the six parameters of organizational culture directly influences the work stress of the government
employees

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.

Stress is an unavoidable factor in everyone’s lives, people deal with it more than once in their lifetime. Stress may be defined as a feeling of physical, psychological or emotional tension which is developed by different circumstances or events that occur in our lives. In every organization, employees are the backbone that ensures the smooth running of the business, but as a matter of fact, these employees are ordinary people who are vulnerable to any and all threats, be it physical, emotional and psychological and this includes stress which can cause them to lose focus in their activities and accumulate low performance in most and/or all their functions as they may be distracted thinking about their own problems at the expense of  their work.

Despite that, stress can also be positive because it pushes people to do more and fulfil their obligations. Stress is not uncontrollable, It can be managed in order to protect any sort of negative impacts/ effects. This process is called stress management which means methods of handling and/or controlling stress. Stress management has a huge effect on employees and their performance as it brings about positivity and competence, therefore, it has an even greater impact on the organization because if their employees are stress-free, they are at least 95% focused in their duties, thus the businesses advantages increase. This study therefor is undertaken to investigate the Challenges Affecting Stress Management within an Organization and its Consequences on Employees’ Performance, to determine what causes stress, identify the different dimensions of stress, and how to handle or manage stress.

This study aimed to describe the coping strategies by working students. Respondents are 5 working students. Data collected by interview and observation methods. The results showed that of the five respondents note that the source of stress is difficult to manage time on doing their tasks, workloads and schedules collide, and not easy to get permission to attend the classes. At respondents 2 and 5, less family support while respondents 4, co-workers who do not support. Respondents 5, there are transportation constraints. The coping strategies that do fifth respondent is to be open to the closest associates and families, assertive to the boss, and try to look at the issues more positively. In the second respondent also doing hobbies with friends and did not procrastinate. On 3 respondents anticipated by ditching college and make it a priority. In the fourth respondent, trying to avoid problems with sleep, surrender to God, and to receive advice from others. While the respondent 5, grateful and try to control his emotions. Can be seen on the respondents 1 and 3, their own colleagues and family support them so that they can solve the problems they face.

PENGARUH GAYA KEPEMIMPINAN
TRANSFORMASIONAL DAN STRES KERJA TERHADAP
KINERJA PEGAWAI DENGAN DIMEDIASI OLEH
KEPUASAN KERJA
(studi pada KPPN Makassar 1 dan KPPN Makassar 2)

jika ingin memakai tesis ini sebagai referensi, wajib mengcopy daftar pustaka yg tertera di bawah ini dan dijadikan daftar referensi :

Akbar, Royhul; Noermijati; Troena, Eka afnan. (2016). PENGARUH GAYA KEPEMIMPINAN
TRANSFORMASIONAL DAN STRES KERJA TERHADAP
KINERJA PEGAWAI DENGAN DIMEDIASI OLEH
KEPUASAN KERJA
(studi pada KPPN Makassar 1 dan KPPN Makassar 2). Fakultas Ekonomi dan Bisnis. Universitas Brawijaya

The steel industry has one of the highest rates
of fatal and injuries every year. The work environment in
the industry is fundamentally changing, bringing new
challenges to the health and safety of employees. Work
stress is regarded as an important topic in the field of work
health because of its negative impacts on workers’ health
and safety. It results from Long-term exposure to workplace
psychosocial risks, characteristics of the work environment,
work design, and organizational management which
potentially cause psychological and social damages. These
changes lead to new psychosocial risks. Such risks, which
relate to the concept of allocation, organization and
management of work, as well as their economic and social
context, result in increased stress levels, which can lead to
serious deterioration of mental and physical health,
increased injury and reduced effectiveness. As a high
hazardous industry, there is a need to investigate
psychosocial factors that affect the occurrence of these
accidents in order to helping us to be able to protect
workers. The study has also developed specific actions to
deal with, reduce the incidence and negative impact of
psychosocial constraints on both workers and the company.
The comprehensive review of the steel making industry has
been done and appropriate remedial measures have been
suggested as per “The EU Framework Directive on health
and safety at work (89/391/EEC)”, “PAS 1010-2011,
Guidance on the management of psychosocial risks in the
workplace”.

Competition among industries and business are emerging rapidly due to the effect of economic reform in India since 1991. Business people are taking many steps like introducing new technology, downsizing, fixing target and making more pressure to complete assigned work within the target time to be an active competitor and keep their market position. Due to these changes, employees working in service sector in general hotel and restaurant industry in particular are experiencing high level of job stress. Stress is an unavoidable consequence of modern living. In light of the above, the present study attempt to throw light on the various problems of occupational stress among hotel and restaurant professionals specifically the middle level employees working in Union Territory of Puducherry. For meeting the objective of the study, Occupational Stress Index (OSI) constructed by Srivastava and Singh was used. The 46 item questionnaire is categorized into 12 sub scales namely Role Overload, Role Ambiguity, Role Conflict, Unreasonable Group and Political Pressure, Responsibility for Persons, Under Participation, Powerlessness, Poor Peer Relations, Intrinsic Impoverishment, Low Status, Strenuous Working Conditions and Unprofitability. The subjects were the 120 professionals occupying the middle level managerial positions in the private banking established in Puducherry district, Puducherry. Major result of this study based on the respondents view that moderate job stress prevailing in this field.

Exploring the world of ‘Stress and Healing ways for coping with it’ is really required for the
Library Professionals, today. They have to handle the new advanced technology, old generation
of upline management & downline i.e. library staff, as well as the new Net Generation (students)
especially in a College Library. Moreover, Status and Position of the Librarian is always an
issue. As a result, present library professionals need more stress management techniques to be
taught than ever.
This paper mainly discusses the ‘Stress’, it’s various definitions, physical symptoms of stress,
patterns of stress, stressors, types of stressors, basic steps to prevent stress, how to manage it
and cope with it using stress management techniques, styles of stress management, coping skills
or healing ways and main stressors which affect the professionals with special reference to the
College Library Professionals and their work.
According to the author Stress Management has to be dealt with a touch of Spiritual Knowledge
or Spiritual Consciousness. As she firmly believes in the benefits of being spiritual.
In conclusion, mere desire or aspiration to manage stress in life is not enough; it should be
chased through for the betterment. And for that, stress management techniques must be widely
used by the professionals today. So that the Library Professionals may emerge as peaceful and
good leaders in their chosen fields and be active in their achievements as true professionals.

In this radical world of today, no individual is free from stress and no profession is stress free. The main objective of the study is to know how working female faculty members manage their work life and family life and also to study the inability to achieve work-life balance and the frequency of stress experienced. Data was collected from the female teachers of various management colleges in Bangalore.This article highlights the issues connected with the factors that determine work life balance with respect to female teachers. A total of 100 teacher's responses from various colleges of higher education in Bangalore are included in the study. The respondents' response was measured by the following stressors: workload, conditions at work, and relationships with colleagues at work, work with students, work organisation, and social recognition and status.Statistical analysis reveals that the main cause of imbalance of work-life balance is heavy work & extent working hours followed by inabilityto prioritizethe work and time management.

This study focuses on the assessment of musculoskeletal disorders as well as psychosocial work factors among bus drivers in Malaysia. Furthermore the association between psychosocial work factors and MSDs is also investigated. This research is based on questionnaires extracted from the standard Nordic questionnaire for assessment of MSDs and psychosocial work factors. The questionnaires were translated into the Malay language, and a pilot study is carried out to determine the reliability of the questionnaires. The MSDs symptoms of shoulder, neck, and upper back were found to be significant. The recent researches reported that the psychosocial work factors are significantly associated with the development of MSDs, Hence, Control at work, Job-demand, Work Motivation, and Role Expectation were selected. The association of psychosocial work factors and prevalence of MSDs is determined via Pearson Chi-square test. Significant relations were found between the job demand and control at work, in the development of MSDs.

Even though it has been over 20 years since Spence and Robbins (1992) first showed perfectionism and workaholism to be closely related, the relationship between perfectionism and workaholism is still under-researched. In particular, it has remained unclear why perfectionism is linked to workaholism. Using data from 131 employees, this study—examining self-oriented and socially prescribed perfectionism—investigated whether intrinsic-extrinsic work motivation could explain the positive relationship between perfectionism and workaholism. Whereas socially prescribed perfectionism was unrelated to workaholism, self-oriented perfectionism showed a positive correlation with workaholism. Furthermore autonomous (integrated and identified regulation) and controlled (introjected and external regulation) work motivation showed positive correlations. However, when all predictors were entered in a regression analysis, only self-oriented perfectionism, identified regulation, and introjected regulation positively predicted workaholism. In addition, a mediation analysis showed that identified and introjected regulation fully mediated the effect of self-oriented perfectionism on workaholism. The findings suggest that high levels of work motivation explain why many self-oriented perfectionists are workaholic.

Anganwadi workers play a significant role in delivery of ICDS services to children and mother. Researcher in this paper aims to access the level of work stress and difference in level of work stress after the group work intervention among (N = 105) Anganwadi Workers chosen through cluster random sampling method. The Research shows that, there is high significant (p<0.05) difference in pre and post-test work stress score in experiment group and high significant association between the level work stresses with the demographic variable such as education and annual income. It recommended that Group work intervention with groups helps to share their problems and resolve them and would help develop better strategies to deal with problems.

Developing and implementing organisational information technology (IT) is not an easy task. Within industry, there is a growing awareness of and concern about the complexity of introducing new IT in organisations. Research shows that it is not so much technical issues that complicate matters, but rather organisational, social and psychological issues. Researchers in different fields of science have studied the problems and have suggested numerous methods and techniques for solving some of the problems. This dissertation wants to contribute to that discussion. The immediate cause of this research isBlueTech, a development project within the company Omicron in which I participated at the start of my PhD project.
BlueTech's goal was to develop IT applications for blue-collar workers in production industry. The aim of the

technology was to allow groups of workers to organise their own production, to support them in their production and to allow them to evaluate and adjust their own functioning. However, rather early on in the project, a number of psychological and organisational issues appeared, which made the original software designs practically unusable. Those issues suggested the following research question:

“When a new computer-based organisational information system is developed and implemented, what are the interactions between organisational characteristics, stakeholders’ psychological characteristics and information technology characteristics?”

Because the literature on management information systems did not provide a suitable answer, a new and integrated theoretical model is developed in this dissertation, based on theoretical and empirical contributions from the three research disciplines. The model is called CHARISM, which stands for “Cross- level HARmony, Integrity and Stress Model”. The method that was used in developing the theoretical model was a mixture of grounded-theory building and the deductive combination of ideas from the literature. The CHARISM model centres around the concepts of harmony, integrity and stress and has two levels-of- analysis, the individual and the organisational. The model starts from the assumption that individuals as well as organisations have certain needs and abilities, and that they function in a socio-economical environment that can supply those needs, but imposes certain demands in return. An important axiom in the theory poses that a state of relative harmony arises when an individual or an organisation can create a balance between his (its) needs and the environment's supplies on the one hand, and his (its) abilities and the environment's demands on the other. When no balance can be created or when an existing balance is disturbed, strain can arise, and that strain may – under certain conditions – turn into stress. The needs and abilities of an individual or an organisation together with his (its) perception of the environment's supplies and demands partly determine the subjective self-image of that individual or organisation. Based on needs and capacities, an individual or organisation develops his (its) own niche in the world, a relatively stable system consisting of socially acceptable situations, which are simplifications of the overwhelmingly complex environment. Every individual and organisation develops a number of such situations, which are characterised by certain routines and semi-automatic procedures that allow him (it) to function adequately. Those situations also entail a certain way of thinking, feeling and acting, and therefore act as a kind of mental filter in the perception of the environment. The niche that people and organisations live in supplies a stable system of presuppositions, meanings, norms, rules and goals, but also templates with social procedures and conventions. This structured whole of meanings and situations, this system, is called 'integrity of human functioning' or for short 'integrity' or also 'self-image'. According to the CHARISM model, this subjective integrity is related with a number of human psychosocial processes. A harmonious integrity is associated with job satisfaction, motivation, commitment and mental health, whereas a disturbed integrity is related with strain, stress and illness (mental and physical).

«In-depth assessment of work-related stress in a major company undergoing restructuring». Background: An in-depth assessment of work-related stress was conducted in a major national telecommunications company under- going major changes. The assessment was made on three homogeneous groups of workers and covered a large representative sample of the corresponding populations. Objectives: To identify the main sources of stress for the three populations of workers, stimulate a discussion on the possible corrective actions, and assess the impact of the on-go- ing organizational changes on workers’ health. Methods: The assessment started with an analysis of the objective stress indicators listed in the INAIL (National Insurance Institute for Occupational Diseases and Accidents) Check- list. This was followed by a combination of qualitative and quantitative investigations on work context and tasks and on the subjective perceptions of workers, which were carried out by using: semi-structured interviews with management, field observations of work tasks, focus groups and questionnaires (GHQ-12, HSE Indicator Tool, ad- hoc questionnaire). Results: The assessment allowed identification of the critical areas to be addressed with specific interventions: relationship with the company, work performance, work organization, and equipment. Conclusions: the investigation allowed to identification of specific practical actions (improvement of technological tools; professional development through training courses) as well as strategic actions ( re-establish relationship of trust with the company) so as to mitigate the workers’ level of stress. Analysis of the results also showed that the three targeted populations differed in the degree of acceptance and understanding of the organizational changes.

Violent incidents in the workplace which negatively affect employees' health and safety present an important problem of health and safety at work. This study aimed to determine the effects of the violence prevention climate on employees’ job satisfaction and stress by determining how they perceive the dimensions of the violence climate. The participants in this study were 240 employees in various sectors (health, service, etc.) in Turkey. The study used the 18 item Violence Prevention Climate scale developed by Kessler et al (2008) translated into Turkish. The mean age of the participants was 32.3±9.53, mean working years 9.1±8.02. According to the correlation analysis results, the violence prevention climate dimensions of policies, practices and pressure for unsafe practices were found to have a positive significant relationship with job satisfaction. A significant negative correlation was determined between policies and practices and depression. A significant negative correlation was determined between practices and stress. The stepwise regression analysis results determined a significant relationship between pressure and job satisfaction. The stepwise regression analysis results also determined a significant relationship between the dimension of practices and depression. However, the established regression model was found not to be statistically significant in terms of stress and anxiety dependent variables.

Stress is a part of day-to-day living of
every individual.The reasons for the stress
differs from person to person. The stress people
experience should not be necessarily treated as
harmful. An optimum amount of stress can
always act as an energizer or motivator and
propel people to apply the efforts and complete
the work. But a high level of stress can be
serious threat to the personality trails of the
individual and can cause physiological and
social problems. Stress is an unavoidable
concomitant of organizational life. Employee
faces stress in managing their personal life with
work life. This paper deals with work related
stress, the major factors which are causing
stress, its impacts and coping strategies to
reduce the stress among employees.
Key Words: Stress, Stressors at work,
Impacts, Coping Strategies, Stress
Management

Con la sentenza n. 18132/2020 la Corte di cassazione affronta il tema dei danni derivanti da stress riconducibile all’organizzazione del lavoro, confermando la sentenza della Corte d’Appello che aveva escluso la responsabilità del datore di lavoro per violazione dell’obbligo di sicurezza di cui all’art. 2087 c.c. La pronuncia, perfettamente in linea con i consolidati orientamenti giurisprudenziali sul tema e emblematica delle criticità che emergono sul versante dell’onere probatorio laddove si discuta di danni da stress lavoro-correlato, offre l’occasione per alcune riflessioni su tale tematica, anche considerando le nuove e pesanti condizioni di stress che possono derivare dal ricorso al lavoro agile.