The Relationship of Job Stress with Turnover Intention and Job Performance: Moderating Role of OBSE

doi:10.1016/J.SBSPRO.2013.06.631

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The Relationship of Job Stress with Turnover Intention and Job Performance: Moderating Role of OBSE

Journal Article•DOI•

The Relationship of Job Stress with Turnover Intention and Job Performance: Moderating Role of OBSE

Nasrin Arshadi¹, Hojat Damiri¹•Institutions (1)

Shahid Chamran University of Ahvaz¹

09 Jul 2013-Procedia - Social and Behavioral Sciences (Elsevier)-Vol. 84, pp 706-710

TL;DR: In this article, the authors investigated the relationship of job stress with turnover intention and job performance, and the moderating role of organization-based self-esteem (OBSE).

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About: This article is published in Procedia - Social and Behavioral Sciences.The article was published on 2013-07-09 and is currently open access. It has received 137 citations till now. The article focuses on the topics: Job performance.

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Journal Article•DOI•

The relationship between job satisfaction, work stress, work-family conflict, and turnover intention among physicians in Guangdong, China: a cross-sectional study.

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Yong Lu¹, Xiao-Min Hu², Xiao-Liang Huang, Xiaodong Zhuang¹, Pi Guo¹, Li-Fen Feng, Wei Hu, Long Chen, Huachun Zou¹, Yuantao Hao¹ - Show less +6 more•Institutions (2)

Sun Yat-sen University¹, Guangdong University of Technology²

01 May 2017-BMJ Open

TL;DR: Job satisfaction, work stress, work–family conflict, hours worked per week, working in an urban/rural area, types of institution and age are influencing factors of turnover intention.

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Abstract: Objective To investigate the relationship between job satisfaction, work stress, work–family conflict and turnover intention, and explore factors associated with turnover intention, among physicians in Guangdong Province, China. Methods From August to October 2013, physicians completed questionnaires and scales with regard to their job satisfaction, work stress, work–family conflict, and turnover intention. Binary logistic regression and structural equation modelling (SEM) were used in data analysis. Results A total of 3963 physicians were approached, with 3563 completing the questionnaire. The mean score of the overall perception of turnover intention of physicians who worked in Guangdong was 2.71 on a scale ranging from 1 to 6. Hours worked per week, working in an urban/rural area, type of institution, and age significantly impacted on turnover intention. Turnover intention was directly and negatively related to job satisfaction, and it was directly, indirectly and positively related to work stress and work–family conflict. Conclusion Job satisfaction, work stress, work–family conflict, hours worked per week, working in an urban/rural area, types of institution and age are influencing factors of turnover intention. Reducing working hours, raising salary, providing more opportunities for career development and training, supporting and encouraging physicians by senior managers could potentially contribute to the reduction in turnover intention.

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165 citations

Cites background or result from "The Relationship of Job Stress with..."

...A high level of work stress could make employees unhealthy, poorly motivated, less productive, and less safe at work.(31) Work stress not only affects their health but also their work performance, leading to absences or turnover....
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...Work stress positively influenced turnover intention, which was consistent with other studies.(31) 39 77–83 The studies from different areas, different industries and different populations presented the same results....
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Journal Article•DOI•

Moral distress in physicians and nurses: Impact on professional quality of life and turnover.

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Cindy L. Austin¹, Robert Saylor¹, Phillip J. Finley¹•Institutions (1)

Mercy Medical Center (Baltimore, Maryland)¹

01 Jul 2017-Psychological Trauma: Theory, Research, Practice, and Policy

TL;DR: It is suggested that the presence of MD significantly impacts turnover intent and professional quality of life, and implementation of emotional wellness activities (e.g., empowerment, opportunity for open dialog regarding ethical dilemmas, policy making involvement) coupled with ongoing monitoring and routine assessment of these maladaptive characteristics is warranted.

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Abstract: Objective The purpose of this study was to investigate moral distress (MD) and turnover intent as related to professional quality of life in physicians and nurses at a tertiary care hospital Method Health care providers from a variety of hospital departments anonymously completed 2 validated questionnaires (Moral Distress Scale-Revised and Professional Quality of Life Scale) Compassion fatigue (as measured by secondary traumatic stress [STS] and burnout [BRN]) and compassion satisfaction are subscales which make up one's professional quality of life Relationships between these constructs and clinicians' years in health care, critical care patient load, and professional discipline were explored Results The findings (n = 329) demonstrated significant correlations between STS, BRN, and MD Scores associated with intentions to leave or stay in a position were indicative of high verses low MD We report highest scoring situations of MD as well as when physicians and nurses demonstrate to be most at risk for STS, BRN and MD Both physicians and nurses identified the events contributing to the highest level of MD as being compelled to provide care that seems ineffective and working with a critical care patient load >50% Conclusion The results from this study of physicians and nurses suggest that the presence of MD significantly impacts turnover intent and professional quality of life Therefore implementation of emotional wellness activities (eg, empowerment, opportunity for open dialog regarding ethical dilemmas, policy making involvement) coupled with ongoing monitoring and routine assessment of these maladaptive characteristics is warranted (PsycINFO Database Record

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151 citations

Journal Article•DOI•

Correlation between nursing managers' leadership styles and nurses' job stress and anticipated turnover.

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Amir Hossain Pishgooie¹, Foroozan Atashzadeh-Shoorideh², Anna Falcó-Pegueroles³, Zahra Lotfi⁴•Institutions (4)

Aja University of Medical Sciences¹, Shahid Beheshti University of Medical Sciences and Health Services², University of Barcelona³, Royal Free Hospital⁴

01 Apr 2019-Journal of Nursing Management

TL;DR: The transformational and transactional leadership styles can reduce nurse's job stress and intention to leave, so nurse leaders can use combination of transformational-transactional leadership for improving job satisfaction and quality of nursing services.

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Abstract: Aim To investigate the relationship between leadership style with nurse job stress and anticipated turnover. Background An appropriate leadership style should promote the efficacy of nurses. Different leadership styles can affect nurse's job stress and the numbers of nurses leaving their workplace or their profession. Methods In this cross-sectional correlational study, 1,617 nurses were selected from the governmental hospitals in Iran 2016-2017. Data were analyzed using descriptive and inferential statistics in SPSS20 . Results Nursing Manager's leadership style was transactional leadership. Both transformational and transactional leadership style have a significant relationship with job stress and anticipate staff turnover. A positive relationship was found between a laissez-faire leadership style with job stress and anticipated turnover. Conclusion The transformational and transactional leadership styles can reduce nurse's job stress and intention to leave, so nurse leaders can use combination of transformational and transactional leadership for improving job satisfaction and quality of nursing services. Implications for nursing management Leaders should emphasize a clear expression of values, objectives, and mission of the organisation; and try to raise confidence in employees, respecting and caring for them, supporting their views and suggestions, and being optimistic about the future.

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68 citations

Journal Article•DOI•

Turnover Intention Influencing Factors of Employees: An Empirical Work Review

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Belete Ak

01 Jan 2018-Journal of Entrepreneurship & Organization Management

TL;DR: In this paper, a conceptual paper tried to summarize different factors affecting turnover intention of employees which are identified by different scholars and researchers and reviewed varies empirical works focused on the relationship between job satisfaction, job stress, organizational culture, organizational commitment, salary, organizational justice, promotional opportunity, demographic variables, leadership styles, and Organizational Climate.

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Abstract: The prerequisite to leave one’s job or organization is the intention to leave that can be referred as turnover intention. It is the thinking and planning of employees to leave their job and organization due to different reasons. Since turnover intention is not explicit; it is difficult to determine the factors these lead to leave one’s job and organization. So this conceptual paper tried to summarize different factors affecting turnover intention of employees which are identified by different scholars and researchers. The researcher reviewed varies empirical works focused on the relationship between job satisfaction, job stress, organizational culture, organizational commitment, salary, organizational justice, promotional opportunity, demographic variables, leadership styles, and Organizational Climate.

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64 citations

Journal Article•DOI•

Job demand stressors and employees’ creativity: a within-person approach to dealing with hindrance and challenge stressors at the airport environment

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Collins Opoku Antwi¹, Chong-jun Fan¹, Michael Osei Aboagye², Patrick Brobbey³, Yasin Jababu⁴, Emmanuel Affum-Osei⁵, Philip Avornyo⁶ - Show less +3 more•Institutions (6)

University of Shanghai for Science and Technology¹, Zhejiang Normal University², University of Edinburgh³, North Carolina Agricultural and Technical State University⁴, The Chinese University of Hong Kong⁵, University of Electronic Science and Technology of China⁶

12 Mar 2019-Service Industries Journal

TL;DR: In this paper, a thorough investigation into employees' creativistic creativity is conducted to evaluate the competitiveness of twenty-first-century airport landscape, catalyzed by airports' evolution toward multi-service, and market-driven firms.

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Abstract: Given the competitiveness of twenty-first-century airport landscape, catalyzed by airports’ evolution toward multi-service, and market-driven firms, a thorough investigation into employees’ creativ...

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61 citations

Cites background from "The Relationship of Job Stress with..."

...Empirical researches have established relationships between stressors and performance; with some positing a positive linear relation (Arshadi & Damiri, 2013), whereas others sharply indicate a negative linear relation (Yozgat, Yurtkoru, & Bilginoğlu, 2013)....
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References

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Journal Article•DOI•

The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations.

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Reuben M. Baron, David A. Kenny

01 Dec 1986-Journal of Personality and Social Psychology

TL;DR: This article seeks to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating the many ways in which moderators and mediators differ, and delineates the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena.

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Abstract: In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators.

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80,095 citations

"The Relationship of Job Stress with..." refers background in this paper

...According to Baron and Kenny (1986) and James and Brett (1984), test for moderation should include a term for the direct effect of the predictor (of job stress), a term for the direct effect of the moderator (OBSE) and the interaction term (or product) of the two....
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Book•

Healthy Work: Stress, Productivity, and the Reconstruction Of Working Life

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Robert Karasek¹, Töres Theorell•Institutions (1)

University of Copenhagen¹

26 Apr 1990

TL;DR: In this article, a strategy for redesigning jobs to reduce unnecessary stress and improve productivity and job satisfaction is proposed, which is based on the concept of job redesigning and re-designing.

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Abstract: Suggests a strategy for redesigning jobs to reduce unnecessary stress and improve productivity and job satisfaction.

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8,329 citations

Journal Article•DOI•

Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings.

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Robert P. Tett¹, John P. Meyer¹•Institutions (1)

University of Western Ontario¹

07 Dec 2006-Personnel Psychology

TL;DR: In this article, a meta-analysis of cross-study differences in the contributions of work attitudes to the turnover process led to the estimation of six relations among job satisfaction, organizational commitment, turnover intention/withdrawal cognitions, and turnover turnover using metaanalysis.

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Abstract: Cross-study differences in the contributions of work attitudes to the turnover process led us to (a) estimate the six relations among job satisfaction, organizational commitment, turnover intention/withdrawal cognitions, and turnover using meta-analysis; (b) assess the effects of several psychometric moderators on those relations; and (c) compare the influences of satisfaction and commitment in the turnover process by applying path analysis to the meta-analytic correlations. Based on aggregations involving a total of 178 independent samples from 155 studies, results showed that (a) satisfaction and commitment each contribute independently to the prediction of intention/cognitions; (b) intention/cognitions are predicted more strongly by satisfaction than by commitment; (c) intention/cognitions mediate nearly all of the attitu-dinal linkage with turnover; and (d) attitudinal contributions to the turnover process vary with the use of single- versus multi-item scales, the 9- versus 15-item version of the Organizational Commitment Questionnaire, and turnover intention versus withdrawal cognition scales.

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3,591 citations

"The Relationship of Job Stress with..." refers background in this paper

...Tett and Meyer (1993) defined turnover intentions as conscious wilfulness to to low performance and the intention to leave the job (Applebaum, Fowler, Fiedler, Osinubi, & Robson, 2010)....
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...Tett and Meyer (1993) defined turnover intentions as conscious wilfulness to...
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Journal Article•DOI•

A meta-analysis and conceptual critique of research on role ambiguity and role conflict in work settings

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Susan E. Jackson¹, Randall S. Schuler²•Institutions (2)

University of Michigan¹, New York University²

01 Aug 1985-Organizational Behavior and Human Decision Processes

TL;DR: In this article, a meta-analysis and a conceptual reevaluation of the role ambiguity and role conflict research were performed using the Hunter, Schmidt, and Jackson (1982, Meta-analysis: Cumulating research findings across studies, Beverly Hills, CA: Sage) metaanalysis procedures.

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1,808 citations

"The Relationship of Job Stress with..." refers background in this paper

...For example, role ambiguity can be conceptualized as a lack of knowledge of the most effective job behaviors, and role conflict occurs when, due to conflicting information, the individual is unable to do everything that is expected (Jackson & Schuler, 1985)....
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...From a motivational view, performance should be negatively related to role stress since they tend to weaken effort-to-performance and performance-to-reward expectancies (Jackson & Schuler, 1985)....
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...As noted by Jackson and Schuler (1985), negative relationships between job stress (that result from the role ambiguity and role conflict) and job performance can be explained by research that focuses on cognitive and motivational processes. For example, role ambiguity can be conceptualized as a lack of knowledge of the most effective job behaviors, and role conflict occurs when, due to conflicting information, the individual is unable to do everything that is expected (Jackson & Schuler, 1985). Thus, from a cognitive perspective, both role ambiguity and role conflict should result in lower levels of performance since they represent a lack of information and information overload, respectively. From a motivational view, performance should be negatively related to role stress since they tend to weaken effort-to-performance and performance-to-reward expectancies (Jackson & Schuler, 1985). Our results also indicate that job stress relates positively to turnover intention (H2). A significant relationship between job stress and turnover intention was also found by Layne, Hohenshil, & Singh (2004). The stressors in the work environment influence the job satisfaction of employees which in turn leads to the intention to leave the job...
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...As noted by Jackson and Schuler (1985), negative relationships between job stress (that result from the role ambiguity and role conflict) and job performance can be explained by research that focuses on cognitive and motivational processes....
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Journal Article•DOI•

Mediators, Moderators, and Tests for Mediation.

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Lawrence R. James¹, Jeanne M. Brett•Institutions (1)

Georgia Institute of Technology¹

01 May 1984-Journal of Applied Psychology

TL;DR: In this paper, it is suggested that no middle ground exists between exploratory and confirmatory (causal) analysis, and that attempts to explain how mediation processes occur require well-specified causal models.

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Abstract: : The following points are developed. First, mediation relations are generally thought of in causal terms. Influences of an antecedent are transmitted to a consequence through an intervening mediator. Second, mediation relations may assume a number of functional forms, including nonadditive, nonlinear, and nonrecursive forms. Special attention is given to nonadditive forms, or moderated mediation, where it is shown that while mediation and moderation are distinguishable processes, a particular variable may be both a mediator and a moderator within a single set of functional relations. Third, current procedures for testing mediation relations in industrial and organizational psychology need to be updated because these procedures often involve a dubious interplay between exploratory (correlational) statistical tests and causal inference. It is suggested that no middle ground exists between exploratory and confirmatory (causal) analysis, and that attempts to explain how mediation processes occur require well-specified causal models. Given such models, confirmatory analytic techniques furnish the more informative tests of mediation. (Author)

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1,519 citations

"The Relationship of Job Stress with..." refers background in this paper

...According to Baron and Kenny (1986) and James and Brett (1984), test for moderation should include a term for the direct effect of the predictor (of job stress), a term for the direct effect of the moderator (OBSE) and the interaction term (or product) of the two....
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