Showing papers in "International Journal of Stress Management in 2007"
TL;DR: In this paper, the authors examined the role of three personal resources (selfefficacy, organizational-based self-esteem, and optimism) in the job demands-resources (JD-R) model and found that personal resources did not offset the relationship between job demands and exhaustion.
Abstract: This study examined the role of three personal resources (self-efficacy, organizational-based self-esteem, and optimism) in the Job Demands-Resources (JD-R) model. The authors hypothesized that personal resources (1) moderate the relationship between job demands and exhaustion, (2) mediate the relationship between job resources and work engagement, and (3) relate to how employees perceive their work environment and well-being. Hypotheses were tested among 714 Dutch employees. Results showed that personal resources did not offset the relationship between job demands and exhaustion. Instead, personal resources mediated the relationship between job resources and engagement/exhaustion and influenced the perception of job resources. The implications of these findings for the JD-R model are discussed.
2,130 citations
TL;DR: The authors found that individual differences in political skill and perceptions of organizational support will be negatively related to burnout and will also moderate the relationship between perceived role conflict and burnout, and that perceived organizational support was associated with less emotional exhaustion and depersonalization.
Abstract: Drawing from previous research on the effect of role conflict on burnout and the Conservation of Resources theory, the authors propose that individual differences in political skill and perceptions of organizational support will be negatively related to burnout and will also moderate the relationship between perceived role conflict and burnout. In a sample of 120 professional employees, political skill was associated with less depersonalization and feelings of reduced personal accomplishment and moderated the role conflict-reduced personal accomplishment relationship. Perceived organizational support was associated with less emotional exhaustion and depersonalization and moderated the role conflict-emotional exhaustion relationship. Implications of results are discussed and directions for future research are offered.
236 citations
168 citations
TL;DR: In this article, the authors explored the relationship between employee satisfaction with different workplace practices and employee outcomes (i.e., employee involvement, growth and development, work-life balance, recognition, health, and safety) and found that satisfaction with healthy workplace practices was predictive of employee outcomes.
Abstract: The current study explored the relationship between employee satisfaction with different workplace practices (i.e., employee involvement, growth and development, work-life balance, recognition, health, and safety) and employee outcomes (i.e., organizational commitment, emotional exhaustion, mental well-being, and turnover intentions). A total of 152 university faculty and staff completed a web-survey. Overall, regression results indicated that satisfaction with healthy workplace practices was predictive of employee outcomes. In addition, satisfaction with employee involvement practices played a central role in predicting employee outcomes, whereas satisfaction with the other healthy workplace practices was somewhat less influential. Overall, our results suggest that organizations may increase some of the benefits of different healthy workplace programs for employees if they rely on employee involvement in program development.
160 citations
141 citations
113 citations
109 citations
TL;DR: Mindfulness-Based Stress Reduction (MBSR) is a potential candidate for learning to cope with stress in a high-stress professional environment as mentioned in this paper. But it is not suitable for individuals with high stress levels.
Abstract: Mindfulness-Based Stress Reduction (MBSR) is a potential candidate for learning to cope with stress in a high-stress professional environment. In a pilot study the authors evaluated the potential of MBSR for stress management. Workers participated in an MBSR training for stress-related problems (treatment, n = 12) or waited for such a course (control, n = 11). The authors conducted interviews and measured coping and well-being. Qualitative interviews indicated that subjects had attained more awareness of work-related problems contributing to stress and had grown more critical toward their work environment. In the treatment group, positive strategies of coping with stress increased and negative strategies of coping decreased (significant difference at post treatment: p = .039 compared to control). Eighty-two percent of the participants reported having reached their personal goal
98 citations
TL;DR: Villani et al. as mentioned in this paper evaluated the effect of the sense of presence as a mediating variable between the media experience and the efficacy of the treatment protocol and found that the importance of presence was a mediator variable between media experiences and the effectiveness of the protocol.
Abstract: Daniela VillaniCatholic University of Milan and Istituto Auxologico ItalianoFrancesco RivaCatholic University of MilanGiuseppe RivaCatholic University of Milan and Istituto Auxologico ItalianoIn recent years, several publications have appeared on virtual reality (VR)therapyinthetreatmentofanxietydisorders.However,alimitednumberofthesestudies targeted stress management and relaxation. To evaluate the efÞcacy ofVR as a support tool in the relaxation process, this study compared its efÞcacywith two other media (DVD and audiotape). The goals of the experiment were totest the efÞcacy of each condition in increasing relaxation and reducing anxiety,and whether the sense of presenceNthe feeling of being inside the mediacontentNcorrelated with the efÞcacy of the treatment. Results suggested theimportance of the sense of presence as a mediating variable between the mediaexperience and the efÞcacy of the protocol.
94 citations
TL;DR: Fillion et al. as discussed by the authors tested an integrative occupational stress-model with a sample of209 palliative-care nurses who responded to a survey, and found that best predictors of job satisfaction were job demand, effort, reward, and people-oriented culture, whereas best pre-dictors of emotional distress were reward, professional and emotional de-mands, and self-effort.
Abstract: Lise Fillion, Isabelle Tremblay, Manon Truchon, and Denis Co te´Laval UniversityC. Ward Struthers and Re ´jeanne DupuisYork UniversityThis study tested an integrative occupational stress-model with a sample of209 palliative-care nurses who responded to a survey. Using two hierarchi-cal regression models, including the Job Demand-Control-Support model,the Effort-Reward Imbalance model, and speciÞc palliative care stressorsand resources, results showed that best predictors of job satisfaction werejob demand, effort, reward, and people-oriented culture, whereas best pre-dictors of emotional distress were reward, professional and emotional de-mands, and self-efÞcacy. Finally, using structural equation modeling, atwo-factor occupational stress-model was developed, distinguishing job de-mands and job resources. Results emphasize the importance of using com-prehensive and situation-speciÞc models to study stress in speciÞc workerpopulations, studying positive outcomes in stress research, and increasingjob resources at work to prevent stress.
83 citations
TL;DR: Strong associations between modifiable work factors and adverse outcomes provide a rationale for primary preventive policy development by occupational health and safety regulators and workers' compensation authorities.
Abstract: We reviewed 25 international and 10 Australian studies published between 1999 and 2004 for evidence of individual and organizational impacts of stress in the health and community services (HCS) sector. Several HCS occupations showed high levels of distress compared to Australian population data. Results were consistent with the Job Demands-Resources model: High demands (e.g., workload, emotional) combined with low resources (e.g., control, rewards, support) were associated with adverse health (e.g., psychological, physical) and organizational impacts (e.g., reduced job satisfaction, sickness absence). Australian-specific issues included rural and remote work and the complex role of Aboriginal Health Workers. Strong associations between modifiable work factors and adverse outcomes provide a rationale for primary preventive policy development by occupational health and safety regulators and workers' compensation authorities.
TL;DR: In this article, the authors compared the effects of two rehabilitation interventions on burnout, and perceived job conditions during a one-year intervention among female white-collar workers, concluding that the intervention was a more effective strategy for treating burnout.
Abstract: This quasi-experimental study compared the effects of two rehabilitation interventions on burnout, and perceived job conditions during a one-year intervention among female white-collar workers. The participatory intervention (n = 20), involving rehabilitation activities focusing on the individual as well as individual-organizational levels, reduced exhaustion and cynicism and increased perceived job control during a one-year period. Increased job control served as a mechanism through which exhaustion and cynicism decreased in this intervention. The traditional intervention (n = 32), involving rehabilitation activities focusing mainly on the individual level, resulted in a reduction in time pressures during one year. Furthermore, both interventions improved perceived workplace climate. Compared to the traditional approach, the participatory intervention was a more effective strategy for treating burnout.
TL;DR: In this paper, the authors used university-based statistics of performance and self-rated employee productivity to examine the relationship between stress levels, organizational commitment, health, and performance in higher education institutions.
Abstract: This study used university-based statistics of performance and self-rated employee productivity to examine the relationship between stress levels, organizational commitment, health, and performance. The authors conducted a secondary analysis of data from staff in 13 higher education institutions. In common with earlier research, the authors found that stressors had a negative linear relationship with all the performance measures used. However, this relationship was also influenced by physical health, psychological well-being, and organizational commitment, and by the measure of performance used. In addition, the authors found variations in the relationship between performance and stress by category of staff, which suggests the influence of job factors. These findings are discussed in relation to previous research and their implications for English academic institutions.
TL;DR: Wang et al. as mentioned in this paper extended Hobfoll's conservation of resources (COR) model to examine the influence of emotional dissonance and work resources on burnout among 392 Chinese human service employees.
Abstract: The authors extended Hobfoll’s Conservation of Resources (COR) model to examine the influence of emotional dissonance and work resources on burnout among 392 Chinese human service employees. Bivariate correlation results showed that emotional dissonance correlated positively with display rules and burnout, but negatively with work resources, specifically, satisfactory work relations and job rewards. Results of structural equation modeling analyses supported the extension of the COR model to study the dissonanceresources-burnout association. In the revised model, display rules had a direct impact on emotional dissonance, which in turn influenced burnout indirectly through the mediation of work resources. Limitations of the study and implications for work stress management are discussed.
TL;DR: In this paper, the authors examined the psychological benefits of exercise environment and found that perceived enjoyment and outdoor exercise may account for some of the psychological benefit of exercise for women, while participants in Experiment 1 were most calm when exercising alone than with others, and participants found the experience most enjoyable if outdoors.
Abstract: Two experiments examined the psychological benefits of exercise environment. In Experiment 1, 128 female college students were assigned to 1 of 3 laboratory conditions that differed only in with whom they were exercising; in Experiment 2, 88 students were assigned to 1 of 4 walking conditions that differed in the environment (i.e., indoors vs. outdoors) and whom they were with. Before and after exercise, participants completed several mood and enjoyment measures. Participants in Experiment 1 were most calm when exercising alone than with others, and participants in Experiment 2 found the experience most enjoyable if outdoors. Our findings suggest that perceived enjoyment and outdoor exercise may account for some of the psychological benefits of exercise for women.
TL;DR: In this article, the authors examined the impact of nonresponse on the findings of organizational surveys and found that those who hold negative attitudes toward the organization have a relatively low likelihood to participate in organizational surveys.
Abstract: Building on previous findings that those who hold negative attitudes toward the organization have a relatively low likelihood to participate in organizational surveys, the authors examined the impact of nonresponse on the findings of organizational surveys. An artificial example showed that if the likelihood to respond depends on one's standing on response-related variables, the scores on these latter variables will differ from those for the population, whereas between-organization differences in these variables will be underestimated. Consistent with earlier findings, our survey among employees of 96 Dutch home care organizations revealed that employees of high-response organizations reported more positive attitudes toward their work and organization than others. This underlines the importance of obtaining high response rates in organizational studies.
TL;DR: This paper investigated the causal relationship between stressors and well-being within work, non-work, and general life domains within university staff, trainee nurses, and part-time employees.
Abstract: This paper investigates the longitudinal causal relationship between stressors and well-being within work, nonwork, and general life domains within university staff, trainee nurses, and part-time employees. Nested structural equation model comparison analysis tested whether nonwork stressors significantly contribute in predicting work, nonwork, and general well-being alongside work-related stressors. Findings showed that a complex spillover model is best fitting where work and nonwork stressors (T1) significantly influence work, nonwork, and general well-being (T2) across domains. Multigroup analysis revealed that this acceptable fitting model was also consistent simultaneously across two groups of data. The current study contributes to the literature by examining the causal relationships between stressors and well-being across life domains while incorporating a strong methodological design and statistical procedure. (PsycINFO Database Record (c) 2010 APA, all rights reserved).