JOB STRESS, EMPLOYEE HEALTH, AND ORGANIZATIONAL EFFECTIVENESS: A FACET ANALYSIS, MODEL, AND LITERATURE REVIEW¹

Abstract

Job stress (and more generally, employee health) has been a relatively neglected area of research among industrial/organizational psychologists. The empirical research that has been done is reviewed within the context of six facets (i.e., environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress–employee health research domain. (The seventh facet, adaptive responses, is reviewed in the forthcoming second article of this series.) A general and a sequential model are proposed for tying the facets together. It is concluded that some of the major problems of the research in this area are: confusion in the use of terminology regarding the elements of job stress, relatively weak methodology within specific studies, the lack of systematic approaches in the research, the lack of interdisciplinary approaches, and the lack of attention to many elements of the specific facets.

The job demands–resources model and counterproductive work behaviour: The role of job-related affect

“…In other words, an overarching job resources factor consisting of autonomy, promotion prospects, and social support was related to work engagement (Hypothesis 1) and an overarching jobdemands factor consisting of workload, role conflict, and interpersonal demands was related to abuse/hostility (Hypothesis 2). It should be noted that the way in which job demands and job resources are operationalized as general factors is not an idiosyncrasy of the JD-R model, since other researchers (Beehr & Newman, 1978;Viswesvaran, Sanchez, & Fisher, 1999) have assumed similar metaconstructs capturing different underlying unidimensional constructs of stressors (including also resources) and strains.…”

İşe Bağli Gergi̇nli̇k İle İş Tatmi̇ni̇ İli̇şki̇si̇nde Duygusal Tükenmeni̇n Araci Rolü

“…Bunlardan ilki çevresel etkenler yaklaşımıdır ve bu yaklaşıma göre işe bağlı gerginliğe, işle ilgili örgütsel ya da sosyo-psikolojik koşullar neden olmaktadır. Buna karşın ikinci yaklaşım olan kişisel etkenler yaklaşımına göre ise kişisel özellikler çalışanın stresörleri algılama şekillerini ve tepkilerini etkilemektedir (Beehr ve Newman, 1978) ve dolayısıyla da bazı bireyler kişilik özelliklerinden dolayı çevresindeki stresörleri daha fazla algılama eğilimine sahiptirler (Gemmill ve Heisler, 1972).…”

Measuring the Effect of Commitment on Occupational Stressors and Individual Productivity Ties

“…It is generally accepted that job conditions are the principal cause of stress at the workplace (Spector, Dwyer & Jex 1988). According to the Beehr and Newman's (1978) general model of stress, the environmental facet consists of the employee's work environment that is likely to be involved in job stress. In the present study, the ASSET (Cartwright & Cooper 2002) model of stress is utilized.…”

“…This is called the stress process. According to Beehr and Newman's (1978) general theory of stress, organizational consequences consist of key aspects of organizational effectiveness that may be affected by job stress. In the present study, the focus of organizational consequences is on individual productivity.…”