A multi-society examination of the impact of psychological resources on stressor–strain relationships

Abstract

This paper sequentially addresses a conceptual and an empirical goal. Our conceptual goal was to develop a globally relevant model of the relationship between work role stressors and strain using conservation of resources (COR) theory as our foundation. Stressors included in the model are role conflict and role ambiguity, with three resources – mastery, optimistic orientation, and self- esteem – as moderators on the stressor–strain relationship. With this conceptual framework developed, we explored our empirical goal, a test of the model using both societal-level and individual-level indicators. First, we pan-culturally tested the model across our seven-society sample. Next, we split these societies into high and low gross national income categories. Likewise, we split the respondents in our sample, regardless of their country, into high and low idiocentrism/individualism and allocentrism/collectivism categories and tested at these group levels. Our findings showed that personal resources – mastery, optimistic orientation, and self-esteem – generally served to buffer the experienced strain due to work role ambiguity and conflict. This study provides specific information that can assist the global business community in understanding how stress pervades their workforces. Overall, our findings offer substantial evidence that a global model of stress is truly viable, providing direction for future research on stress in the global workforce

Individualism–collectivism as a moderator of the work demands–strains relationship: A cross-level and cross-national examination

“…Our study extends prior research investigating the role of cultural values in the work stress process (e.g., Lu et al, 2010;Peterson et al, 1995;Ralston et al 2010;Spector et al, 2002Spector et al, , 2004Spector et al, , 2007 by adopting a data-analytic strategy that recognizes the interdependence of individual-level data being nested within higher levels of units such as nations (Raudenbush & Bryk, 2002). In doing so, we respond to Tsui, Nifadkar, and Ou's (2007) call for more multilevel approaches in cross-national research.…”

Engaged customers as job resources or demands for frontline employees?

“…In addition, research on the impact of role stress on job strain among frontline employees has shown that not only personal resources (e.g., optimism) but also job resources (e.g., coworker support) can buffer the role stress-job strain relationship (Ralston et al, 2010;Rod and Ashill, 2009;Singh, 2000;Stamper and Johlke, 2003). Although this line of research has paid ample attention to different types of job resources, extant research does not go beyond job resources provided by coworkers, supervisors, and/or the organization.…”

Safety climate, strain and safety outcomes

“…This involves management maintaining a good attitude towards safety, establishing high safety standards, and communicating widely and extensively about safety issues (Christian et al, 2009). Ambiguity needs to be reduced regarding safety climate norms and performance needs to focus on issues beyond quantity (Siu, Phillips, & Leung, 2004;Ralston et al, 2010). Safety climate, strain and safety outcomes…”