The sources and effects of stress have been conceptualized from several theoretical and empirical perspectives. This study explores the sources and impacts of job stress in managerial levels in two different countries, namely developing and developed countries. Furthermore, how to deal with and manage job stress for managers are also described. This study reviews the level and source of work stress that researched in academic journals, books, proceedings, reports, and website. After reviewing the literature extensively, it is concluded that managers in each of the two groups of countries experience workplace stress with different work stress sources. Meanwhile, the impact of job stress at the managerial level in the two groups of countries is almost identical. Job stress affects job satisfaction, mental and physical health, high intention to quit the job, and high absenteeism rates. The strategy to ensure employee health and well-being is to provide a stress-free work environment by creating supportive organizational systems, stress auditing, counselling, education and training, and work balance initiatives. It is hoped that the results of this study can be made a role model in managing stress in the work environment, especially at the managerial level, based on the source and impact of work stress so that it can be used as a basis for designing strategies and policies to deal with stress in the workplace. Finally, this study provides guidelines for further research on this topic.
Careers have different dimensions, they can be developed in an organization and in individual way. Organizations no longer have a role in creating careers, but individuals develop careers using the organization as a tool or medium. Changes in the external and internal environment in the organization are the basic conditions why individual career dares to change. The research aimed to explore senior female managers' phenomenon that left professional and managerial careers in organizations to be entrepreneurs. Structured and in-depth interviews were conducted with 25 female entrepreneurs who had left senior manager positions at the companies. Qualitative research approaches were carried out to explore what motivated female entrepreneurs to make a career transition and how the career transition process was done. Then, the Critical Incident Technique was used to analyze the data to get responses regarding female entrepreneurs' perceptions of career transitions. From the results, there are four main categories: personal, organizational life, value and integrity, and capital. Then, there are also nine subcategories: independence and individualism, strong encouragement and family support, professional and personal life balance, organizational life, values, integrity, partner ties, mentor ties, and human capital. The personal category causes more women to make a career transition, followed by capital, value and integrity, and organizational life categories.
Purpose: This study aims to the mediating effects of commitment to customer service on the internal marketing and relationship quality of higher education institutions. Internal marketing is accessed by internal communication and training. Methodology: The population of this research is the staff of the public service sector, especially employees in universities at Surabaya, East of Java, Indonesia. Researchers surveyed 220 employees in both private and public universities who have worked with a minimum period of 5 (five) years. These samples were selected by judgment sampling method and Path Analysis was employed to analyze data. Main Findings: Results identified internal communication and training influenced commitment to customer service which further influenced their relationship quality. Application of this study: Internal marketing practice is essential to explaining the commitment to customer service and relationship quality, especially in the higher education institutions. Novelty/Originality of this study: To the best, our knowledge is seen from testing the effects of internal marketing on two types of internal marketing outcomes and the selection of university as the object of study.
Gender equality and the necessities of life in this era require many couples working both husband and wife. This has an impact on work family conflicts resulting from an imbalance between work and family responsibilities. This research aims to review various references related to work family conflict perceived by the working couples and their effect on production deviance. The results of the review indicate the existence of work family conflict circles that occur in workers ie work family conflict incumbent influenced by work family conflict partner and work family conflict incumbent and partner influenced by work family conflict leader. and than work family conflict have impact on production deviance moderated by age and gender.
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