Job stress and employee outcomes: employment practices in a charity

Abstract

PurposeThe study intends to examine employee relations with a changing workforce resulting from the business-like transformation in the charity sector. The authors investigated sector-specific employment practices that can alleviate job stress (as a given and which has been made worse by the transformation). Developed from the intrinsic and extrinsic motivation framework, the findings can inform human resource management practices in its new efficiency-seeking business model.Design/methodology/approachThe authors collected both quantitative (through a staff survey and administrative records of sick leave in the previous 12 months) and qualitative data (through interviews and focus groups) from one branch of an internationally well-established and UK-based religious charity between 2017 and 2018.FindingsThe quantitative results support a strong mediating effect of job satisfaction between job stress and staff sick leave. The negative correlation shown between job stress and job satisfaction is subject to paid staff perception of meaningful work and their level of involvement in decision-making, with the latter having a stronger moderating effect. The qualitative data provides further contextualized evidence on the findings.Practical implicationsIt is important for charities to uphold and reflect their charitable mission towards beneficiaries and paid staff during the shift to an efficiency-seeking business model. Charities should involve their new professional workforce in strategic decision-making to better shape a context-based operational model.Originality/valueThe study examined employee relations in the non-profit charity sector with a changing workforce during the transition to a more business-oriented model. In particular, the authors revealed sector-specific factors that can moderate the association between job stress and absenteeism, and thereby contribute to the understanding of human resource management practices in the sector.

The Effect of Employee Competency and Organizational Culture on Employees’ Perceived Stress for Better Workplace

“…The high-stress level at the workplace leads to psychological and physical problems among employees [79]. Notably, the negative relationship between job stress and satisfaction determines employees' perception of meaningful work and engagement in decision-making [21]. Generally, the current research has various academic implications.…”

“…Worker's stress has emerged as a common occupational disease, which has affected employees psychologically and physically; thus, affecting their performance [20]. Besides, job stress affects employee outcomes and satisfaction [21]. Job stress occurs due to many factors, such as workload, lack of incentives, and motivation [22].…”

Impact of family supportive leadership on taking charge behaviour: resource-gain-development framework perspective

“…Moreover, psychological stress from work and family relations may distract employees and reduce their enthusiasm for work (Schmitt et al , 2016). Existing studies have suggested that psychological distress is positively related to workplace injuries and interpersonal conflict (Turner et al , 2014; Grubbs and Exline, 2016) and is negatively associated with job satisfaction and affective commitment (Wang and Seifert, 2021).…”