Development and Testing of the Workplace Stressors Assessment Questionnaire

Mahmood, Maysaa; Coons, Stephen Joel; Guy, Mignonne C.; Pelletier, Kenneth R.

doi:10.1097/jom.0b013e3181fb53dc

Cited by 13 publications

(8 citation statements)

References 17 publications

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“…The 22‐item Workplace Stressors Assessment Questionnaire (α = .95) assesses self‐reported perceptions of workplace stress (Mahmood et al, ). The choice of this instrument was determined by its theoretical underpinning in COR and its psychometric development with high‐tech employees.…”

Section: Design and Methodssupporting

confidence: 82%

“…Kahn () contends that his three psychological preconditions of engagement (meaningfulness, safety, and availability) are possible only when an individual has his or her valued ‘resources.’ It follows, then, that the forces that consume (or threaten) those resources contribute to stress and decrease the likelihood of employee engagement. We examine these relationships with two empirically sound engagement instruments: the Rich Scale (Rich et al, ) and the ISA (intellectual, social, affective) Scale (Soane et al, ), and a COR‐based measure of workplace stress: the Workplace Stressors Assessment Questionnaire (Mahmood, Coons, Guy, & Pelletier, ). Since both engagement measures are based on Kahn's () needs‐satisfaction conceptualization, both should reveal negative relationships with workplace stress (Figure 1).…”

Section: Theory and Hypothesis Developmentmentioning

confidence: 99%

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Exploring Different Operationalizations of Employee Engagement and Their Relationships With Workplace Stress and Burnout

Anthony-McMann

Ellinger

Astakhova

et al. 2016

Human Resource Development Quarterly

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Many empirical studies of employee engagement show positive relationships with desirable work‐related outcomes, yet a consistent understanding of the construct remains elusive (Saks & Gruman, 2014). We propose that this lack of clarity is leading to an increased risk that employee engagement is becoming overly generalized and that, as a consequence, its utility in both theory and practice is compromised. Indeed, our study of 472 information technology (IT) professionals working in community hospitals reveals that, even though the two measures of employee engagement examined in this study are conceptually based on Kahn's (1990) needs‐satisfaction framework, they are nomologically different, evidence different predictive properties (with regard to workplace stress and burnout), and suggest different workplace interventions. As hypothesized, both measures of employee engagement reveal negative relationships with workplace stress, and burnout has a mediating effect on those relationships. Further, the relationships are significantly different, but these differences are understood only when examining the dimensional levels of each engagement measure. Our findings also clarify the highly debated relationship between employee engagement and burnout and challenge those engagement measures that are conceptually grounded in a burnout‐antithesis framework. Implications and avenues for future research are presented.

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Section: Design and Methodssupporting

confidence: 82%

Section: Theory and Hypothesis Developmentmentioning

confidence: 99%

Exploring Different Operationalizations of Employee Engagement and Their Relationships With Workplace Stress and Burnout

Anthony-McMann

Ellinger

Astakhova

et al. 2016

Human Resource Development Quarterly

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“…To measure the mediating variables job demands and job resources, we adopted the Workplace Stressors Assessment Questionnaire [ 21 ]. This questionnaire is a relatively short and psychometrically sound measure that systematically monitors employees’ perceptions of workplace-related stressors.…”

Section: Methodsmentioning

confidence: 99%

“…This questionnaire is a relatively short and psychometrically sound measure that systematically monitors employees’ perceptions of workplace-related stressors. It contains questions on (i) job demands (e.g., the number of meetings, workload, conflicting demands, neglected tasks and unrealistic time pressure) that positively correlate with overall work stress and (ii) job resources (i.e., control, support, role, relationships and rewards) that negatively correlate with overall work stress [ 21 ].…”

Section: Methodsmentioning

confidence: 99%

Beyond the Hype: (How) Are Work Regimes Associated with Job Burnout?

Bois

Sterkens

Lippens

et al. 2023

IJERPH

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Job burnout affects countless workers and constitutes a major issue in working life. Prevention strategies such as offering part-time options and shorter working weeks have been widely advocated to address this issue. However, the relationship between shorter work regimes and burnout risk has not yet been investigated across diverse working populations applying validated measures and frameworks for job burnout. Building on the most recent operationalisation of job burnout and the seminal job demands–resources theory, the purpose of the current study is to investigate whether shorter work regimes are associated with lower burnout risk and whether the job demands–resources explain this association. To this end, a heterogenous sample of 1006 employees representative for age and gender completed the Burnout Assessment Tool (BAT) and Workplace Stressors Assessment Questionnaire (WSAQ). Our mediation analyses yield a very small but significant indirect association between work regimes and burnout risk through job demands, but no significant total or direct association between work regimes and burnout risk. Our result suggests that employees in shorter work regimes experience slightly fewer job demands, but are equally prone to developing burnout as their full-time counterparts. The latter finding raises concerns about the sustainability of burnout prevention that focuses on mere work regimes instead of the root causes of burnout.

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“…The researchers used the Workplace Stressors Assessment Questionnaire (Mahmood, Coons, Guy & Pelletier, 2010) to measure the level of work pressure. The researchers translated the scale and formulated it to suit the Arabic language after taking the prior approval of the authors of the scale to be used in this study.…”

Section: Work Pressure Questionnairementioning

confidence: 99%

The Relationship Between Time Management and Work Stress Among Members of Educational Planning in the General Directorates of Education in the Sultanate of Oman

Omairi¹,

Alkiyumi²

2020

ASS

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The study aimed to examine the relationship between time management and work stress among the educational planning members in the General Directorate of Education in the Sultanate of Oman. It also aimed to identify whether there are statistically significant differences in time management and job stress among the participants with regard to the years of experience. The study sample consisted of 39 educational planning members. They completed the Time Management Behaviors Scale and Workplace Stressors Assessment Questionnaire. One of the main findings of this study was that the level of time management among the subjects was high, while the level of job stress was low. Results also showed a moderate and negative correlation between time management and job stress. No statistically significant difference in time management and job stress with regard to the years of experience was found. The results also supported the proposed theoretical model of the study. Based on the findings, the study recommended making use of the techniques that the participants apply to manage their time and to alleviate the workplace stressors they face. Furthermore, the education officials should pay more attention to enhancing the concept of time management by holding training courses and workshops for the ministry employees in order to increase their productivity, enhance job satisfaction, and reduce work pressures.

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Development and Testing of the Workplace Stressors Assessment Questionnaire

Abstract: The Workplace Stressors Assessment Questionnaire is a relatively short and psychometrically sound measure that can be used to systematically monitor employees' perceptions of workplace-related stressors.

Cited by 13 publications

References 17 publications

Exploring Different Operationalizations of Employee Engagement and Their Relationships With Workplace Stress and Burnout

Exploring Different Operationalizations of Employee Engagement and Their Relationships With Workplace Stress and Burnout

Beyond the Hype: (How) Are Work Regimes Associated with Job Burnout?

The Relationship Between Time Management and Work Stress Among Members of Educational Planning in the General Directorates of Education in the Sultanate of Oman

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