Role of control and support in occupational stress: an integrated model

The Influences of Supportive Leadership and Family Social Support on Female Managers' Organizational Effectiveness: The Mediating Effect of Positive Spillover between Work and Family

This study aims to examine the influence of supportive leadership and family social support for female managers on organizational effectiveness and test the mediating effect of positive spillover between work and family (PSWF). This study utilized data of 974 married female managers from the 6th Korean Female Manager Panel (KWMP) survey to analyze the relationship between the latent variables. Hypotheses of this study were tested using Structural Equation Model Analysis (SEM). This study found that supportive leadership and PSWF have a positive influence on female managers' organizational effectiveness. However, family support had no significant effect on the organizational effectiveness of female managers. The analysis showed that supportive leadership and family social support positively influenced female manager's PSWF. Also, PSWF mediated the relationship between family social support and organizational effectiveness as well as between supportive leadership and organizational effectiveness. This study provides a better understanding of PSWF as a mediator between family social support and organizational effectiveness. Contrary to previous studies that focused on the negative effects of work-family conflicts, this study highlighted the role of PSWF, justifying the need for governmental or organizational programs to increase PSWF.

The Effects of Dysfunctional Workplace Behavior on Teacher Emotional Exhaustion: A Moderated Mediation Model of Perceived Social Support and Anxiety

Dysfunctional workplace behavior (DWB) is a prevalent phenomenon in schools, which has adverse consequences for teachers and students. In addition to the known negative implications, little is known about the mechanism through which DWB functions. The purpose of this study was to explore the effects of DWB on teacher emotional exhaustion (EE) and understand whether perceived social support (PSS) moderates the mediating effect that anxiety has on the relationship between DWB and EE. A battery of measurement tools was administered to 249 English as a foreign language (EFL) teachers in Iran. Moderated mediation regressions were used to analyze survey data. Results indicated that anxiety mediated the relationship between DWB and EE. Additionally, it was found that PSS moderated the direct relationship between DWB and anxiety; and the indirect relationship between DWB and EE. DWB was more strongly associated with an increased incidence of anxiety and EE in teachers with low levels of PSS. Results highlight the need to understand the intervening factors and sources of EE to actively identify, assess, and control teachers' behavioral and mental health risk factors. Given the significant role of emotions in teacher well-being, it is imperative to develop effective interventions (e.g., promoting PSS and positive workplace behaviors) in order to optimize teachers' emotional and behavioral health.

Telework and Work–Family Conflict during COVID-19 Lockdown in Portugal: The Influence of Job-Related Factors

Even though research has been showing that telework, under regular circumstances, could benefit the integration of work and family life, mandatory telework during the COVID-19 lockdown brought additional challenges, with potential to create conflicts between work and family spheres. Using regression analysis, this study examined the contribution of demographic and job-related variables to the prediction of work–family conflict among a sample of 213 workers who were involved in mandatory telework during the first lockdown due to the COVID-19 pandemic. The results revealed that role overload, after-hours work-related technology use, and low job autonomy accounted for the prediction of work–family conflict. Support from the supervisors and coworkers did not have an impact in easing the perception of work–family conflict but presented a moderation effect between after-hours work-related technology use and work–family conflict. Implications of the study for management practices related to telework, limitations of the study, and directions for future research are discussed.

Experiences of job demand and control: A study of first line managers in for-profit psychiatric and addiction care

BACKGROUND

The complex position of a first line manager is characterized by heavy workload and contradictory demands. Little is known about how first line managers experience demand and control in their work.

OBJECTIVES

The aim of this study was to explore experiences of demand and control among first line managers within psychiatric and addiction care.

METHOD

In the present study, interviews with ten managers in for-profit psychiatric and addiction care in Sweden were analyzed with a phenomenographic approach.

RESULTS

The managers experiences of demand and control implied varied and extensive responsibilities for a wide range of professions; regulation by organizational, economic, and political frameworks; creating balance in their work; and handling the emergence and consequences of acute crisis. These experiences of demand and control involved high and contradictory demands together with coexisting high and low levels of control. Many of their work characteristics could be described in terms of both demand and control.

CONSLUSION

The first line managers experiences of demand and control are more complex than implied by the job demand control theory. Our results suggest that the organizational position and branch should be considered when identifying health hazards in the work environment of first line managers.

Effect of Workplace Violence and Psychological Stress Responses on Medical-Surgical Nurses' Medication Intake

BACKGROUND

Workplace violence is a prevalent phenomenon in the health-care sector globally, but few studies have examined its impact on nurses' use of prescribed and/or over-the-counter medications to manage signs and symptoms.

PURPOSE

The purpose of this study was to examine the direct and indirect effect of workplace violence, through the pathway of psychological stress responses, on nurses' frequencies of medication intake. An occupational stress and health outcomes model was tested in this study.

METHODS

A secondary analysis of cross-sectional survey data from 551 medical-surgical nurses in British Columbia was conducted. Both emotional and physical workplace violence were examined. Emotional exhaustion and posttraumatic stress disorder were psychological stress responses to workplace violence.

RESULTS

Emotional and physical violence from patients and/or families were the most prevalent sources of workplace violence. Physical violence and psychological stress responses increased the frequency of medication intake after controlling for nurse characteristics. Emotional violence was not related to medication intake over and above the effect of psychological stress responses. Physical and emotional violence elicited psychological stress responses resulting in increased medication use.

CONCLUSION

Workplace violence triggers psychological stress responses with adverse outcomes on nurses' health and well-being.

Relationship Between Organizational Injustice and Work Interference with Family: The Role of Social Support

This study investigates the moderating role of social support (i.e., supervisor, co-workers and the family) in the relationship between organizational injustice (i.e., distributive and procedural) and work interference with family (WIF; i.e., strain and behaviour based). Quantitative data were collected from employees working in public sector health-care organizations of Pakistan through survey questionnaires ( N = 255). This study finds significant effects of distributive and procedural injustice in engendering the negative experiences of strain- and behaviour-based WIF, in the employees of health-care organizations. The moderating effect of co-worker and family support provided mixed results. The supervisory social support was not found as a moderator.

Findings of this study suggest that health-care organizations should pay serious attention to the ineffective work family policies and procedure to develop a family-friendly work environment. The supervisors should be given a role in work family policies and procedure development. The mitigating effect of co-workers’ support showed that the employees should be provided with proper knowledge on the policies and procedures of their organizations. The support of family members can also be either benign or harmful.

Consideration of future consequence and task performance

Purpose

The purpose of this paper is to examine the effect of an employee’s consideration of future consequences (CFCs) in predicting employee task performance and its situational contexts (i.e. organizational support and supervisor support) based on trait activation theory.

Design/methodology/approach

Using a cross-sectional field study design, data were collected from 189 employees and their immediate supervisors in South Korea.

Findings

Hierarchical multiple regression analyses showed that employees’ CFC has a positive effect on their task performance. Furthermore, this study investigated whether this relationship would be varied by relevant situational factors. Consistent with the hypotheses, the relevance of CFC to employees’ task performance would be stronger when they perceive low levels of organizational support based on trait activation theory.

Practical implications

The findings suggest the importance of employees’ CFC on task performance. Also, organizations should pay more attention to the way of compensating for employees with low levels of CFC by fostering supportive environment.

Originality/value

Although researchers have been examined long-term perspectives in the business field, a few studies have examined its effect at the individual level. This paper identified not only the main effect of CFC on employee task performance but also the moderating role of organizational support on the aforementioned relationship.

Social support as a mediator between job control and psychological strain

RATIONALE

Social support is a key influencing factor on health, and one of the main dimensions of the Demand - Control - Support (DCS) model within the occupational health field. The buffer hypothesis of the DCS determines that job control and social support relieve the effects of a high job demand on health. This hypothesis has been evaluated in several studies to predict worker's health, even though it has yielded ambiguous and inconclusive results.

OBJECTIVE

This study evaluated whether social support mediated the effect of job demand or job control on job strain. This mediation mechanism might represent a plausible and coherent alternative to the buffer hypothesis deserving to be analyzed within this field.

METHOD

Two models considering support as the mediator variable in the explanation of job strain were assessed with a group of administrative and technical workers (N = 281).

RESULTS

While there was no evidence for support behaving as a mediator variable between demand and job strain, social support was a consistent mediator in the association of job control with job strain. The effect of job control on job strain was fully mediated by social support from supervisors and coworkers.

CONCLUSION

The role of social support as a mediator implicates that the prevention of psychosocial stressors in the job place should place a stronger emphasis on improving social relationships at work.

Successful strategies to engage research partners for translating evidence into action in community health: a critical review

Objectives. To undertake a critical review describing key strategies supporting development of participatory research (PR) teams to engage partners for creation and translation of action-oriented knowledge. Methods. Sources are four leading PR practitioners identified via bibliometric analysis. Authors' publications were identified in January 1995–October 2009 in PubMed, Embase, ISI Web of Science and CAB databases, and books. Works were limited to those with a process description describing a research project and practitioners were first, second, third, or last author. Results. Adapting and applying the “Reliability Tested Guidelines for Assessing Participatory Research Projects” to retained records identified five key strategies: developing advisory committees of researchers and intended research users; developing research agreements; using formal and informal group facilitation techniques; hiring co-researchers/partners from community; and ensuring frequent communication. Other less frequently mentioned strategies were also identified. Conclusion. This review is the first time these guidelines were used to identify key strategies supporting PR projects. They proved effective at identifying and evaluating engagement strategies as reported by completed research projects. Adapting these guidelines identified gaps where the tool was unable to assess fundamental PR elements of power dynamics, equity of resources, and member turnover. Our resulting template serves as a new tool to measure partnerships.

Role stressors, participative control, and subjective fit with organisational values: Main and moderating effects on employee outcomes

Research investigating Karasek's (1979) Demand–Control Model (D-CM) has produced mixed results relating to the stress-buffering effects of job decision latitude, or job control, on employee adjustment. Cited reasons for these mixed results include the way control is operationalised and also the potential effects of secondary moderators in the relationship among job demand, job control, and employee adjustment. Towards addressing these issues, the present study assessed the secondary moderating effects of subjective fit with organisational culture and values in the D-CM. Participation in decision-making was used as the measure of job control. Moderated multiple regression analyses revealed three significant interactions in a sample of 119 employees. The results revealed a three-way interaction between role overload, participative control, and subjective fit on physiological symptoms and psychological health. Further analyses demonstrated a significant interaction between role conflict, participative control, and subjective fit on intentions to leave. In all interactions, participative control buffered the negative effects of the stressors on levels of employee adjustment only when employees' subjective fit with the organisational values was high. The theoretical importance and practical implications of the results are discussed.

Role stressors, participative control, and subjective fit with organisational values: Main and moderating effects on employee outcomes

Research investigating Karasek's (1979) Demand–Control Model (D-CM) has produced mixed results relating to the stress-buffering effects of job decision latitude, or job control, on employee adjustment. Cited reasons for these mixed results include the way control is operationalised and also the potential effects of secondary moderators in the relationship among job demand, job control, and employee adjustment. Towards addressing these issues, the present study assessed the secondary moderating effects of subjective fit with organisational culture and values in the D-CM. Participation in decision-making was used as the measure of job control. Moderated multiple regression analyses revealed three significant interactions in a sample of 119 employees. The results revealed a three-way interaction between role overload, participative control, and subjective fit on physiological symptoms and psychological health. Further analyses demonstrated a significant interaction between role conflict, participative control, and subjective fit on intentions to leave. In all interactions, participative control buffered the negative effects of the stressors on levels of employee adjustment only when employees' subjective fit with the organisational values was high. The theoretical importance and practical implications of the results are discussed.

Intersecting work and family: The influence of relational beliefs and behaviors on work–family integration

Strategies to integrate work and family have caught the attention of organizations, institutions, academics and families, and many people are motivated to find ways to blend these two domains. Spillover theory, whose tenets surround the mutual influence of home and work, provides a useful framework for understanding better what contributes to achieving work–family integration. Although much of the existing research focuses on the negative influence of these domains, some evidence exists that they positively influence one another as well. This study uses hierarchical multiple regression to test hypotheses about relational identity on positive and negative work–family spillover and considers perceived spousal support and relational equity as moderators. Results reveal that perceived spousal support predicts positive spillover and that it moderates the relationship between relational identity and negative spillover. Other results are discussed as well as limitations and future directions.

Intersecting work and family: The influence of relational beliefs and behaviors on work–family integration

Strategies to integrate work and family have caught the attention of organizations, institutions, academics and families, and many people are motivated to find ways to blend these two domains. Spillover theory, whose tenets surround the mutual influence of home and work, provides a useful framework for understanding better what contributes to achieving work–family integration. Although much of the existing research focuses on the negative influence of these domains, some evidence exists that they positively influence one another as well. This study uses hierarchical multiple regression to test hypotheses about relational identity on positive and negative work–family spillover and considers perceived spousal support and relational equity as moderators. Results reveal that perceived spousal support predicts positive spillover and that it moderates the relationship between relational identity and negative spillover. Other results are discussed as well as limitations and future directions.

Recurrent changes in the work environment, job resources and distress among nurses: A comparative cross-sectional survey

BACKGROUND AND OBJECTIVES

Occupational stress in nursing has frequently been considered in nursing literature. The operationalization of job demands in different work settings and its relation to distress have been discussed to identify significant interactions with job resources. In this study, job demands were defined as recurrent changes in the work environment of nurses (i.e. changing colleagues, supervisors, workplaces, working hours and tasks). In particular, we focused on the 'negative appraisal' (i.e. 'threat') of these changes. The interaction between 'threat' and job resources (i.e. timing control, method control and supervisor support) and its relation to distress among Registered Nurses was examined.

METHODS

The study was part of a larger cross-sectional survey among 7863 (response rate 51%) employees belonging to 10 general hospitals in Belgium. The results are based on self-administered questionnaires of 1094 Registered Nurses employed in intensive care units (ICU) (n = 416) and surgery/medical wards (non-ICU) (n = 678). General Linear Modelling was used to test the moderating effects.

RESULTS

In both study samples, 'threat' was positively associated with distress (P < 0.001). However, in contrast with non-ICU nurses, ICU nurses only considered 'supervisor support' as a significant moderator in the positive relationship between 'threat' and distress (P = 0.023). 'Timing and method control', instead of supervisor support, moderated this relation among non-ICU nurses (P = < 0.001 and 0.018, respectively).

CONCLUSION

These findings provide additional evidence to consider negative appraisal of recurrent changes as occupational specific stressor in nursing. Moreover, the buffering effects which were found between 'threat' and the measured job resources in relation to distress, and the difference of these interactions in ICU and non-ICU health care settings, confirmed the suggestion to consider particular job characteristics in job stress research. Finally, the findings of our study may be of importance for nursing administrators who are dealing with distress among nurses.

Age differences in health effects of stressors and perceived control among urban African American women

A conceptual model of the stress process has been useful in examining relationships among a variety of stressors, health status, and protective factors that modify the health-stress relationship. The model can contribute to an understanding of variations in health among people living in urban environments experiencing high degrees of stress. This study examines social contextual stressors in the neighborhood, health outcomes, and perceived control at multiple levels beyond the individual as a protective factor, among a random sample (N = 679) of predominantly low-income African American women who reside on Detroit's east side. Findings suggest that although stress has a consistently negative impact on health, perceived control may buffer against the deleterious effects of stress. The buffering role of perceived control, however, depends on age, the type of stressor examined, and the context or level at which perceived control is assessed (e.g., organizational, neighborhood, beyond the neighborhood). For young women, perceived control was found to be health protective. Among older women, perceived control in the face of stressors was inversely related to health. These findings suggest the need for health and social service programs and policy change strategies to both increase the actual influence and control of women living in low-income urban communities and to reduce the specific social contextual stressors they experience.

Application of health promotion theories and models for environmental health

The field of environmental health promotion gained new prominence in recent years as awareness of physical environmental stressors and exposures increased in communities across the country and the world. Although many theories and conceptual models are used routinely to guide health promotion and health education interventions, they are rarely applied to environmental health issues. This article examine show health promotion theories and models can be applied in designing interventions to reduce exposure to environmental health hazards. Using the Community Action Against Asthma (CAAA) project as an example, this article describes the application of these theories and models to an intervention aimed at reducing environmental triggers for childhood asthma. Drawing on the multiple theories and models described, a composite ecological stress process model is presented, and its implications for environmental health promotion discussed.

'Fit for purpose' health impact assessment: a realistic way forward

The UK government is committed to health impact assessment (HIA) as a means of ensuring that health will be a key consideration in policy formulation and other public decision making. However there has been some debate about whether current HIA practice can reliably inform decision making. In particular consultation with stakeholders and literature reviewing, key tools used in HIA, are said to suffer from a number of conceptual and methodological problems, which can undermine the validity of the assessment. In this paper, we argue that the philosophical nature of HIA, its purpose and its contribution to the promotion of public health is still being established. We outline our own HIA practice, which is based on a broad philosophy of 'fit for purpose' i.e. what is this HIA for and what is its spatial, temporal, social and political context. We suggest that it is important to guard against unrealistic expectations and illusions of total objectivity and precision in the HIA process. HIA 'screening' is capable of delivering benefits by making policies, programmes and projects, more health conscious. Once we move beyond this basic expectation and wish to be able to make judgements about the relative health benefits of alternative courses of action, the potential resource intensiveness of the process increases considerably. Even at a high level of resource usage any conclusions reached through the HIA process will always be, in part, subjective and therefore likely to be contested. We must decide what we want, what we are prepared to legislate for and what we are prepared to pay for in the HIA process.

Managing the Stress of Bringing the Economy in the Eastern German States to the Level of the Western German States

A select group of managers in the private and public sector working in the new and old German federal states were administered the German version of the Pressure Management Indicator (PMI; Williams, Kirkcaldy, & Cooper, 1999 ). Twenty-four scale scores were assessed encompassing diverse aspects of occupational stress, individual differences (type A, locus of control, and coping), and outcome variables (work satisfaction, physical and psychological health). Several differences were observed between those managers reared and educated in the former East Germany and those from the former West Germany. East-German managers, for example, were characterized by an external locus of control with regard to their jobs and revealed higher type A scores compared to their West-German counterparts. Furthermore, although there were no differences in the evaluation of working climate nor in subjectively perceived occupational stress, specific outcome variables such as self-reported physical and psychological health did differ between West- and East-German managers. The implications of these findings are discussed.

[Validation of the Job Content Questionnaire in hospital nursing staff]

OBJECTIVE

The aim of this study was to determine the reliability and construct validity of the three dimensions of the Job Content Questionnaire (JCQ): demand, control and job support among hospital nursing staff.

METHODS

The minimun reduced version of the JCQ was used, which include three dimensions: psychological demands (9 items), job control (9 items) and job support (11 items). Validity was assessed in a random sample of 330 nursing staff from two general hospitals in the province of Alicante (Spain). The reliability of the questionnaire was evaluated after re-interviewing a subsample of 50 nurses 15 days after the first interview. Construct validity was evaluated by calculating correlations between the three dimensions of the JCQ obtained after factorial analysis with the burnout scale and six dimensions of the 36-item short-form health survey (SF-36) questionnaire.

RESULTS

Factorial analysis revealed that the version of the JCQ validated in this study had the same factorial structure as the original questionnaire. The intraclass correlation between the first and second interview was high for each of the three dimensions (between 0.83 and 0.87). Cronbach's alpha was also high (between 0.74 and 0.88). A moderate but significant correlation was found between the three JCQ dimensions and the burnout scale: (-0,27 for job support, 0.31 for psychological demands and -0.12 for job control). A moderate correlation was also found for some SF-36 dimensions.

CONCLUSION

The factorial structure of the JCQ was similar to that proposed by the author in the context of Spanish culture. The reliability and internal consistency of each of the three dimensions was high while construct validity was moderate.

Predictors of dropout and burnout in AIDS volunteers: a longitudinal study

Burnout among HIV/AIDS volunteers contributes to the loss of dedicated personnel resulting in strain on the HIV/AIDS care system. Past research has suggested that there were significant stresses and burnout associated with AIDS caregiving. We investigated the predictors of dropout in AIDS volunteers over time, and specifically, which of the variables of the stressors and rewards of being a volunteer (collected at baseline) predicted who would drop out two years later. The volunteers were the subjects of Nesbitt et al. (1996), who were members of an interfaith religious-based organization in Houston, Texas. The subjects were re-contacted by mail after two years, and 76 of the 174 respondents completed a brief questionnaire which gave details of current volunteering activity, reasons for dropout (if they had dropped out) and completed the Texas Revised Inventory of Grief (TRIG). Forty dropped-out from volunteering while 36 continued. Data show the independent variables of total stressor score, the Maslach Burnout Inventory score of Depersonalization intensity and the three subscale scores involving stress: client problems and role ambiguity, emotional overload and organizational factors as being significant in predicting dropout in HIV/AIDS volunteers over time. The best predictors of the dropping-out of HIV/AIDS volunteers can be divided into the stresses (client problems and role ambiguity, emotional overload and organizational factors) and depersonalization intensity. The results showed that volunteers who experienced more client problems and role ambiguity, more emotional overload and more problems with organizational factors are more likely to drop out from the volunteer programme. They also show that the dropout volunteers have a significantly higher level of depersonalization intensity than the continuing volunteers, with the risk of dropout increasing by almost a third in the highest tertile of depersonalization intensity scores compared with those with lower scores. These data indicate that it is the stressors of AIDS volunteering, including the intensity of depersonalization, which lead to dropout, and that rewards do not appear to have a protective effect.

Physiological and emotional response to psychological stressors in psychiatric and psychosomatic disorders

Deviations from emotional and physiological homeostasis in humans occur under episodic, chronic, or traumatic stress experiences. These dysregulations can provoke emotional and physical disturbances that may result in stress-related psychiatric or psychosomatic disorders. This brief review discusses a variety of both naturally occurring and experimental stressors and the complexity of intervening variables on cardiovascular and hormonal dysregulations of the hypothalamic-pituitary-adrenal (HPA) axis. In addition to the type, intensity, and duration of the stressor, subject variables such as dispositional factors (e.g., age and sex), personality traits, and coping styles are considered. Finally, emotional and physiological stress responses to naturally occurring stressors and psychological challenge tests in depressed patients and anxiety disorder patients are presented and discussed. Stressors in humans induce emotional arousal, which leads to physiological activation of the central nervous system, an increase of hormones of the HPA axis, and coping reactions on the psychological and behavioral level. Depending on the type, intensity, and duration of the stressor, on personal and psychosocial resources of the individual, stressful situations may provoke emotional and physical disturbances. These dysfunctions may result in psychosomatic or psychiatric disorders. The following brief review intends to discuss a variety of stressors that have been examined in humans in order to gain insight into the complex relationship between physiological and behavioral stress reactions and the occurrence or maintenance of stress related psychosomatic and psychiatric disorders.

Job strain and health behaviors: results of a prospective study

PURPOSE

To assess the association between job demands, job decision latitude, and job strain (defined by Karasek as a combination of high demands and low decision latitude) and cardiovascular disease-related health behaviors such as cigarette smoking, alcohol use, lack of exercise, and overweight.

DESIGN

Cross-sectional and prospective.

SETTING

Nine New York City public and private sector worksites.

SUBJECTS

Two hundred eighty-five male employees, aged 30 to 60, in a wide variety of white-collar and blue-collar job titles.

MEASURES

Medical examinations and surveys, which included demographic, health behavior, and job characteristics data.

RESULTS

Prospectively, among 189 men, increase in job decision latitude over 3 years was associated with decrease in cigarette smoking, by analysis of covariance, controlling for age, race, education, marital status, and number of children at home (F (8, 180) = 4.37, p = .005). The largest increase in latitude occurred among the 13 men who quit smoking. However, change in job characteristics was not associated with change in overweight or alcohol use. Cross-sectional analyses did not produce consistent associations.

CONCLUSIONS

The effectiveness of smoking cessation may be aided by modification of structural features of the work environment, such as job decision latitude. This study is limited by the small number of subjects who were engaged in high risk behaviors.