Attitudes towards organizational change

Vakola, Maria; Nikolaou, Ioannis

doi:10.1108/01425450510572685

Cited by 287 publications

(109 citation statements)

References 49 publications

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“…These included the expansion of student teacher ratios due to understaffing and different tasks being added to the teacher's workday, many of which were administrative in nature (Gmelch & Burns, 1994;Nwadiani, 2006;Timms et al, 2007). A study indicated that males scored significantly higher than females on a number of scales related to occupational stress, namely work relationships, overload, and the overall job stress index (Vakola & Nikolaou, 2005). In another study, class numbers which had multiplied fivefold in some cases and tenfold or more in others, had led teachers to be over-stressed (Farrugia, 1996).…”

Section: Possible Causes Of Stress In Higher Educationmentioning

confidence: 99%

“…relationships, overload, and the overall job stress index (Vakola & Nikolaou, 2005). In another study, class numbers which had multiplied fivefold in some cases and tenfold or more in others, had led teachers to be over-stressed (Farrugia, 1996).…”

Section: Possible Causes Of Stress In Higher Educationmentioning

confidence: 99%

Section: Stress In the Higher Education System And Its Effects On Orgmentioning

confidence: 99%

“…A supervisor's autocratic management style often results in high turnover, high absenteeism, and low morale among their subordinates. A lack of effective communication within an organization, excessive red tape, and seemingly endless paperwork was very stressful for internal auditors (Gmelch & Burns, 1994;Larson, 2004;Vakola & Nikolaou, 2005;Chang & Lu, 2007;Brown & Uehara, 2008).Stress is associated with impaired individual functioning in the workplace (Smith, 2000) and a major impediment to organizational success (Noblet, 2003). More recent estimates suggest that some 91.5 million working days are lost each year through stress-related illness (Smith, 2000).…”

mentioning

confidence: 99%

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Factors Associated with Occupational Stress and Their Effects on Organizational Performance in a Sudanese University

Shikieri¹,

Musa²

2012

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Occupational stress has a significant impact on student learning and thereby on the contribution that such institutions can make to society. This affects organizational performance by reducing productivity and efficiency which affect the organization negatively. The aim of the current study was to determine the factors associated with occupational stress and their relationship with organizational performance at one of the private universities in Sudan. A total of 150 male and female employees from different departments and with various educational levels in the main building of the university were randomly selected. Data was collected using a questionnaire with background questions, job stressors such as role conflict and ambiguity, lack of participation in decision making, lack of authority, workload, unsatisfactory working conditions and interpersonal relationships, and statements about the effect on organisational performance. Questions were based on three-and four-point scale. Responses were grouped in terms of scores to show the level of job stress. Descriptive statistics was carried out using SPSS programme. Results indicated that on average the employees experienced high degree of job stress. Job stressors affected the general physical health of employees, their job satisfaction and performance as well as their commitment negatively. Similar findings were reported in other studies. The study recommended that the university needs to elevate the situation and resolve all the factors affecting the employees by for example increasing the number of staff needed to perform the tasks and/or decreasing the number of students enrolled.Keywords: Higher Education; Occupational Stress; Organizational Performance; Sudan IntroductionStress is a prevalent problem in modern life (Smith, 2000;Chang & Lu, 2007). In 1964, Selye was the first to use the term "stress" to describe a set of physical and psychological responses to adverse conditions or influences (cited from Fevre et al., 2003). Occupational stress can be defined as a disruption of the emotional stability of the individual that induces a state of disorganization in personality and behaviour (Nwadiani, 2006). A stressor may be defined as any "demand made by the internal or external environment that upsets a person's balance and for which restoration is needed" (Herbert, 1997;Larson, 2004). Job stressors may refer to any characteristic of the workplace that poses a threat to the individual (Bridger et al., 2007). They affect organizational performance by reducing productivity and efficiency which affect the organization negatively (Dua, 1994;Brown & Uehara, 2008;Reskin, 2008). Theories of Occupational StressThere are several theories of occupation stress, in this section, the "person-environment fit theory, the "demand-control" theory and the "cybernetic and systems" theory will be the selected theories since they are prevalent and central to the literature on occupational stress (Fevre et al., 2003). Moreover, they are representative of the range of theories in t...

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Section: Possible Causes Of Stress In Higher Educationmentioning

confidence: 99%

Section: Possible Causes Of Stress In Higher Educationmentioning

confidence: 99%

Section: Stress In the Higher Education System And Its Effects On Orgmentioning

confidence: 99%

mentioning

confidence: 99%

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Factors Associated with Occupational Stress and Their Effects on Organizational Performance in a Sudanese University

Shikieri¹,

Musa²

2012

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“…Co-worker relations are associated with feeling safe to express one's true self at work, which in turn is associated with work engagement (May, Gilson, & Harter, 2004). Work relationships also have an impact on citizenship performance (Settoon & Mossholder, 2002), attitudes towards organisational change (Vakola & Nikolaou, 2005), and adaptation to change (Huy, 2002), and are associated with job and life satisfaction (Simon, Judge, & Halvorsen-Ganepola, 2010). …”

Section: Co-worker Relationship Qualitymentioning

confidence: 99%

Mindfulness at work

Little¹

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Mindfulness broadly describes an open and receptive awareness of current experience that involves the self-regulation of attention, keeping it focussed on the present moment in order to develop greater awareness and recognition of mental events. Research has shown that dispositional mindfulness is positively associated with measures of psychological well-being, including workrelated measures such as job satisfaction, work engagement, and work-family balance. Furthermore, mindfulness-based interventions (MBIs) delivered to employees have been found to decrease perceived stress, burnout, and depression, and to improve life satisfaction, mood, and sleep quality.The current project extends that body of research by investigating the effects of mindfulness on a range of workplace outcomes that have previously received little empirical investigation, including co-worker relationship quality, innovative behaviours, resistance to change, and engagement and thriving at work. The current research also proposed and investigated a number of mechanisms to explain the effects of mindfulness on these workplace outcomes. Specifically, the proposal drew on previous research suggesting that mindfulness leads to more adaptive functioning and greater selfregulation by increasing cognitive flexibility, positive reappraisal, and positive affect.An initial cross-sectional study of 184 office workers found that dispositional mindfulness was associated with all five workplace outcomes, and that the association with each was fully mediated by one or more of the three proposed mechanisms. Specifically, mindfulness was associated with co-worker relationship quality and thriving at work via positive reappraisal and positive affect, whereas it was associated with innovative behaviours and less resistance to change via cognitive flexibility alone. On the other hand, cognitive flexibility, positive reappraisal, and positive affect all mediated the association between mindfulness and work engagement.A follow-up study found that a 4-week workplace MBI delivered to 131 employees, including office workers, school teachers, cleaners, and senior executives, improved self-reports of mindfulness, positive reappraisal, and negative affect. An additional novel finding was that the MBI reduced dispositional resistance to change. The study also found an unexpected decrease in innovative behaviours following the intervention, but this result may have been an artefact of the measure that was used. No significant pre-post changes were found in the other measures.The current project also investigated the mechanisms of change during the workplace MBI by looking at the correlations between changes in different measures, and by analysing weekly changes during the intervention. Results indicated that decreases in resistance to change correlated with increases in mindfulness, suggesting that mindfulness may have mediated that improvement.iii In contrast, improvements in reappraisal and reductions in negative affect and innovative behaviours were not correla...

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Corporate biodiversity management and organisational change mechanisms: The case of a tea producer in Sri Lanka

Atupola¹,

Vola

Gunarathne

et al. 2022

Corp Soc Responsibility Env

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Corporate biodiversity management (CBDM) is a primary environmental concern in the food and beverage industry, especially the tea sector. However, the way teaproducing companies pursue sustainable biodiversity management practices, and how these practices lead to organisational change at the lower tiers of the food supply chain remain under-researched. Using alternative models of organisational change and data from interviews, field visits, and documents, this study analyses the practices adopted by a tea producer in a highly environmentally sensitive area in Sri Lanka, and how these practices have led to organisational change. The findings show that environmental disturbances in the tea industry's value chain primarily influence the organisation's design archetypes, in turn leading to CBDM through organisational subsystems and interpretive schemes. The study shows that adopting CBDM practices gradually and consistently leads to sustainable outcomes over time.

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Attitudes towards organizational change

Cited by 287 publications

References 49 publications

Factors Associated with Occupational Stress and Their Effects on Organizational Performance in a Sudanese University

Factors Associated with Occupational Stress and Their Effects on Organizational Performance in a Sudanese University

Mindfulness at work

Corporate biodiversity management and organisational change mechanisms: The case of a tea producer in Sri Lanka

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