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Burke, Ronald J.

doi:10.1023/a:1014734302972

Cited by 34 publications

(11 citation statements)

References 19 publications

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“…As another limitation, we used a short, two-item measure for job strain. Similar short measures of global strain or stress have been developed and used, for instance, by Burke (2002), Elo, Lepp€ anen, and Jahkola (2003), and Peters, O'Connor, and Rudolf (1980). Replicating our findings in a larger sample of dyads using a more extensive strain scale would be useful.…”

Section: Strengths Limitations and Directions For Future Researchmentioning

confidence: 62%

Transformational leadership and proactive work behaviour: A moderated mediation model including work engagement and job strain

Schmitt

Hartog

Belschak

2016

J Occupat & Organ Psyc

219

215

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This study explores the role of work engagement as an affective-motivational mechanism through which transformational leadership may relate to proactive behaviour. In line with a resource-based approach (Hobfoll, 1989), we hypothesize that employees only invest resources provided through work engagement into proactivity when job strain is low. Under conditions of high job strain, work engagement is less likely to translate into proactive behaviours. In contrast, for core task-related job performance, we expect work engagement to be positively related to core job performance regardless of job strain. The hypotheses were tested in a multisource field study among 148 employee-colleague dyads. Focal employees self-rated their work engagement, job strain, and their supervisor's transformational leadership. Employee proactivity (personal initiative and voice behaviour) and core job performance were rated by colleagues. The findings support the moderated mediation model. Transformational leadership related positively to work engagement and in turn to proactivity in terms of both personal initiative and voice. Low job strain formed a necessary precondition for work engagement to translate into higher proactivity, whereas the relationship between work engagement and core job performance was independent from job strain. Practitioner pointsOrganizations need to avoid high stress that might evoke strain in employees and thereby prevent work engagement from translating into proactivity. This can be achieved, for instance, through training interventions based on a cognitive-behavioural approach and through organizational interventions aimed at increasing employees' job autonomy and decision-making, as well as the implementation of rest periods. Organizations can improve transformational leadership skills in supervisors to increase employee proactivity. Transformational leadership skills can be developed through education, training, and coaching interventions that are based on action-oriented methods and are aimed at fostering selfreflection in supervisors.In today's competitive economy, organizations need proactive employees who are selfstarting, forward-thinking, and willing to contribute. Proactivity is defined as constructive and anticipatory work behaviour that is intended to be functional for the organization

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Section: Strengths Limitations and Directions For Future Researchmentioning

confidence: 62%

Transformational leadership and proactive work behaviour: A moderated mediation model including work engagement and job strain

Schmitt

Hartog

Belschak

2016

J Occupat & Organ Psyc

219

215

View full text Add to dashboard Cite

show abstract

“…Women seem to suffer more from problems such as mental disorders, depression, anxiety and psycho-somatic illnesses [31,33,34,35], while men suffer more from heart disease, which is caused by a number of occupational factors, including stress [36]. Other research [20,21] suggests that stress has a stronger negative impact on aspects such as innovative behaviour in the workplace among women, and a weaker negative effect on others such as personal realisation [37], exhaustion or depersonalisation [30].…”

Section: Theoretical Frameworkmentioning

confidence: 99%

“…Burke [35] finds that stressors have the strongest influence in women working in lower-status jobs. This result is consistent with Grönlund’s [48] findings about psycho-social factors and work-family conflict.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

Job Stress Across Gender: The Importance of Emotional and Intellectual Demands and Social Support in Women

Torres

Padilla

Montero-Simó

2013

IJERPH

100

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This study aims to analyse whether any differences exist between the genders with respect to the effect of perceived Job Demands, Control and Support (JDCS model) on how individuals reach high levels of job stress. To do this, the perceived risk of suffering an illness or having an accident in the workplace is used as an outcome measure. The study is based on the First Survey on Working Conditions in Andalusia, which has a sample of 5,496 men and 2,779 women. We carry out a multi-sample analysis with structural equation models, controlling for age and sector. The results show that the generation of job stress has a different pattern in men and women. In the case of men, the results show that only one dimension of the job demands stressor is significant (quantitative demands), whose effect on job stress is weakened slightly by the direct effects of control and support. With women, in contrast, emotional and intellectual aspects (qualitative demands) are also statistically significant. Moreover, social support has a greater weakening effect on the levels of job stress in women than in men. These results suggest that applying the JDCS model in function of the gender will contribute to a greater understanding of how to reduce the levels of job stress in men and women, helping the design of more effective policies in this area.

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“…Nursing is considered to be a complex and highly demanding job. A combination of the high workplace requirements, over-responsibility, and overauthority have been identified as major sources of occupational stress among nursing staff [6,7,8].…”

Section: Pmasmentioning

confidence: 99%

Exposing the changes in work stress level among Mongolian nurses by salivary Alpha amylase test

Dondonkhuu¹,

Enkhbayar²,

Nyam³

et al. 2020

Proc. Mong. Acad. Sci.

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When stress is part of the work environment, it is difficult to control stress, which can cause recurrent aggression, and which in turn affects an individual's health and ability to act. The relationship between workplace stressors, physical and mental health changes of the nurses have been found. A combination of high workplace demands, over-responsibility, and over-authority have been identified major sources of occupational stress among nursing staff. A total of 473 nurses from four tertiary referral hospitals of Mongolia were involved in the study. We employed a Work Stress Profile (WSP) questionnaire of Rice to figure out how nurses perceive and accept stress. The Likert scale was used in measuring the questions. Concerning physical stress factor we measured the level of α-amylase in the saliva of the nurses using the SALIVA AMYLASE MONITOR 2004, a Japanese device. Fabricated salivary amylase activity monitor consisted of three devices, the salivary transcription device, a testing-strip and an optical analyzer. Firstly, the test-strip was taken and put under the tongue for 30 seconds in the morning. Occasionally, our study was conducted during the COVID-19 pandemic quarantine period, and we could clearly see that the nurses at National Center for Infectious Diseases are working hard under the urged stressed condition.

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Cited by 34 publications

References 19 publications

Transformational leadership and proactive work behaviour: A moderated mediation model including work engagement and job strain

Transformational leadership and proactive work behaviour: A moderated mediation model including work engagement and job strain

Job Stress Across Gender: The Importance of Emotional and Intellectual Demands and Social Support in Women

Exposing the changes in work stress level among Mongolian nurses by salivary Alpha amylase test

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