Can We Blame the Climate of an Organization for the Stress Experienced by Employees
Citations
15 citations
Cites background or result from "Can We Blame the Climate of an Orga..."
...The longitudinal results also advance theory and research, as it suggested that the supposedly well-established link between organizational climate and stress did not appear (Sahni & Kumar, 2012; Wilson et al., 2004)....
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...Additionally, Sahni and Kumar (2012) explored the relationship between organizational climate and stress among 625 employees of a large manufacturing company and concluded that there was a significant negative association between positive climate perceptions and stress....
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9 citations
Cites background or result from "Can We Blame the Climate of an Orga..."
...Sahni and Kumar (2012) have stated that a poor, low quality, or negative organiza- kungan kerja yang nyaman, fleksibel, serta dukungan sosial yang baik agar kinerjanya semakin meningkat, tanpa mengalami banyak konflik dan stres kerja (Razak et al., 2016)....
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...In accord with the results of this research, Sahni and Kumar (2012) stated that an organizational climate marked by the presence of care and support, can avoid the stressing of employees....
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8 citations
Cites background from "Can We Blame the Climate of an Orga..."
...Productivity might affect employees functioning in the workplace when they are experiencing stress (Sahni & Kumar, 2012)....
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5 citations
Cites background from "Can We Blame the Climate of an Orga..."
...In contrast, organizational stressors adversely affect well-being, the capacity to work, and job satisfaction (Sahni & Kumar, 2012)....
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...Employee engagement is higher when organizational stressors are lower (Sahni & Kumar, 2012)....
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...Poor health combined with an unsafe workplace causes inattention and a lack of focus, which leads to negative implications, such as the inability to retain skilled employees, truancies, and lack of interest and support for organizational goals (Sahni & Kumar, 2012)....
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...Leadership assessment and providing employees with supportive conditions for developing a healthy workplace climate ensure high levels of employee engagement across the organization, as well as systems and structures for fostering effective performances (Sahni & Kumar, 2012)....
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...Occupational stress caused by overwork negatively affects employees’ work performance (Sahni & Kumar, 2012)....
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4 citations
References
1,213 citations
"Can We Blame the Climate of an Orga..." refers background in this paper
...Occupational stress is defined as the adverse employee reaction to excessive work pressure or other types of demands placed on them, which has serious productivity and human behavior consequences (Cooper & Marshall, 2011; Muthuvelayutham & Mohanasundaram, 2012)....
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...Stress is measured by several occupational outcomes such as job satisfaction, organizational commitment, and employee withdrawal behavior (Adenike, 2011; Cooper & Marshall, 2011)....
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...Organizations strive to employ self-motivated and organized employees, and thus, enhance organizational effectiveness, growth, and productivity (Cooper & Marshall, 2011; Kimura, 2009)....
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...Inadequate, inconsiderate, or unsupportive supervision, poor relationships with co-workers, bullying, harassment and violence, isolated or solitary work are some of the interpersonal factors that can cause stress (Cooper & Marshall, 2011)....
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1,185 citations
"Can We Blame the Climate of an Orga..." refers background in this paper
...Viswesvaran, Sanchez, and Fisher (1999) found that social support had a threefold effect on work stressor–strain relations....
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1,125 citations
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940 citations
"Can We Blame the Climate of an Orga..." refers background in this paper
...Between Groups 14,403.048 4 3,600.762 9.200 0.000 Within Groups 242,669.921 620 391.403 Total 257,072.970 624 finding and displaying post hoc tests and are considered more appropriate when group sizes are quite diff erent (Duncan, 1957; Lee, Ryu, & Chung, 2000)....
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...finding and displaying post hoc tests and are considered more appropriate when group sizes are quite diff erent (Duncan, 1957; Lee, Ryu, & Chung, 2000)....
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