Occupational role stress in the Canadian forces : its association with individual and organizational well-being

Dobreva-Martinova, Tzvetanka

doi:10.22215/etd/2002-05045

Cited by 7 publications

(9 citation statements)

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“…In this study, turnover in female rates was more likely in those who reported less use of adaptive coping strategies, suggesting that training in the use of effective approach coping might be useful for this group. These assertions are supported by the findings of Dobreva-Martinova et al (2002) who found that coping was an independent predictor of strain in Canadian armed forces personnel and that when more avoidance coping was employed, the level of strain was found to be higher. These authors recommended the use of counselling to teach more effective coping strategies.…”

Section: Discussionsupporting

confidence: 53%

Occupational stress and employee turnover

2013

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Questionnaire data captured in January-March 2007 were examined in relation to turnover in males and females during the next five years. In general, most of the workplace stressors (such as role conflict or peer support) were not antecedents of turnover in any group. Junior personnel with psychological strain in 2007 had an increased risk of turnover in the next five years. Low commitment to the service in 2007 increased the odds of turnover in male and female juniors and in female officers. Female juniors with less effective skills for coping with stress and who exercised less frequently on a weekly basis were more likely to leave. An incidental finding was that the odds of turnover were three times greater in female officers with children than in female officers with no children. Stress management interventions focusing on effective coping and sports and exercise participation which are targeted appropriately may improve retention.

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Section: Discussionsupporting

confidence: 53%

Occupational stress and employee turnover

2013

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“…For example, studies have replicated the POSaffective commitment relationship in diverse samples including Canadian employees (Aubé et al 2007;Lapalme et al 2009;Quenneville et al 2010) and military service members (Dobreva-Martinova et al 2002), temporary workers in Belgium (Camerman et al 2007), Korean employees (e.g., Lee and Peccei 2007;Yoon and Thye 2002), contracting-organization employees in the United Kingdom (Coyle-Shapiro and Morrow 2006), attorneys in Hong Kong (Loi et al 2006), university faculty members (Van Knippenberg and Sleebos 2006) in the Netherlands, employees in China (e.g., Chen et al 2005;Hui et al 2004), employees in Taiwan (Chiu et al 2005), pharmaceutical sales representatives in India (Moideenkutty et al 2001), Australian hospital workers (Ferres et al 2005), and alumni from a Belgian University (Stinglhamber and Vandenberghe 2003). In all these studies (and others with similar findings, see Table 1), the relationship between POS and affective commitment to the organization was strong and positive, suggesting that the norm of reciprocity and the influence of POS on employees' organizational commitment generalize globally.…”

Section: Pos and Affective Commitment In Non-us Samplesmentioning

confidence: 99%

Advancing Organizational Support Theory into the Twenty-First Century World of Work

2011

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Purpose This review focuses and aids the development of organizational support theory, which explains relationships between employers and employees based on social exchange. Many studies have explored the theory's central construct, perceived organizational support (POS), or the degree to which employees believe their work organization values their contributions and cares about their well-being. Since the last review of POS literature in 2000, the occupational landscape has shifted, increasing nontraditional work relationships and the importance of managing an international workforce while considering influences on employee well-being. This review discusses how the recent POS research reflects these trends. Design/Methodology/Approach This review focused on how themes in the POS research since 2000 have enhanced organizational support theory as relevant to the twenty-first century world of work. Findings Four important theoretical themes have developed since 2000 that enhance organizational support theory: considerations of employee well-being, nontraditional workers, international and cross-cultural issues, and developments tied to the use of multilevel modeling.Implications Giving both researchers and practitioners a synthesized view of the current status of POS research, this review serves as a springboard for new developments. It also integrates the multitude of recent studies into organizational support theory, focusing theoretical progress. Originality/Value This is the first review and theoretical integration of the POS literature since 2002. It is a valuable resource for all interested in the field, with theoretical insights, useful tables, explanatory figures, and references.

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“…Researchers have shown that job stress in general may affect human service workers' psychological well-being (Dobreva-Martinova, 2002;Michie & Williams, 2003). Specifically related to voice, Van Dyne (1998, 2001) found that self-esteem and the absence of neuroticism (indicators of well-being) were positively related to voice responses.…”

Section: The Impact Of Job Stress and Psychological Well-beingmentioning

confidence: 99%

Fight or Flight? Factors Influencing Child Welfare Workers' Propensity to Seek Positive Change or Disengage from Their Jobs

Travis

Barak

2010

Journal of Social Service Research

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This cross-sectional study tests a theory-driven, conceptual model examining factors supporting or hindering child welfare workers' (n = 359) efforts to speak up (voice) or disengage psychologically (neglect) or physically (exit) from their jobs. Based on path analysis results, key findings indicate that workers who feel included in decision-making are more likely to exercise voice and less likely to engage in neglect. In contrast, workers who experienced supervisory and organizational support are less inclined to exit. The findings should be instructive to scholars and practitioners interested in capturing how employees' responses to stressful and complex work environments are expressed. KEYWORDS.Employee voice, job neglect, exit/intention to leave/turnover, inclusion in decisionmaking, supervisory and organizational support, job stress What may spark an individual's decision to provide critical yet important feedback to a supervisor despite the potential risk? What influences one's decision to refrain from putting full effort in their work or take steps toward quitting? These types of day-to-day situations underscore the importance of how one's inability to speak up or decision to not participate in work activities may impede organizational success. In child welfare organizations, these questions are particularly germane as workers often confront a host of work-related challenges resulting in

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Occupational role stress in the Canadian forces : its association with individual and organizational well-being

Cited by 7 publications

References 0 publications

Occupational stress and employee turnover

Occupational stress and employee turnover

Advancing Organizational Support Theory into the Twenty-First Century World of Work

Fight or Flight? Factors Influencing Child Welfare Workers' Propensity to Seek Positive Change or Disengage from Their Jobs

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