Occupational stress among managers: a Malaysian survey

Manshor, Amat Taap; Fontaine, Rodrigue Ancelot Harvey; Choy, Chong Siong

doi:10.1108/02683940310494412

Cited by 69 publications

(59 citation statements)

References 10 publications

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“…Selye (1974) suggested that learning to live with other people is one of the most stressful aspects of life (cited from Manshor et al, 2003). For teachers who move into unfamiliar cultures, acculturative stress can cause lowered mental health (e.g., confusion, anxiety, depression) and feelings of alienation; those who feel marginalized can become highly stressed.…”

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

confidence: 99%

“…Unpleasant or dangerous physical conditions such as crowding, noise, air pollution, or ergonomic problems (Smith, 2000;Fairbrother & Warn, 2003;Manshor et al, 2003;Reskin, 2008) as well as unrealistic deadlines, low levels of support from supervisors are known to cause occupation stress (Johnson et al, 2005; Work Safe, 2006). Selye (1974) suggested that learning to live with other people is one of the most stressful aspects of life (cited from Manshor et al, 2003).…”

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

confidence: 99%

“…Role conflict can result from inconsistent information (Conley & Woosley, 2000). It is important to note that several studies have revealed that both role conflict and role ambiguity are associated with low satisfaction, absenteeism, low involvement, low expectancies and task characteristics with a low motivating potential and tension, which all affect the productivity and efficiency at the organisation (Conley & Woosley, 2000;Manshor et al, 2003;Koustelios et al, 2004;Nwadiani, 2006;Chang & Lu, 2007).Furthermore, role demands could be stressful when they are excessive (role overload) (Johnson et al, 2005). For instance, academic overload comes when teachers experience increased responsibilities (Stress, 2008).…”

mentioning

confidence: 99%

“…In a study conducted by Sharpley and co-workers (1997) on university staff, the most commonly reported sources of job stress were (in order of frequency): "lack of regular feedback about how well I am doing my job"; "lack of promotion opportunities"; "uncertainty about how amalgamations will influence me"; "overwork"; "being expected to do too much in too little time"; "lack of necessary equipment and/or infrastructure support". Lack of participation by workers in decision making, poor communication in the organization (Work Safe, 2006;Reskin, 2008), lack of family friendly policies, poor social environment and lack of support or help from co-workers and supervisors as well as at home as considered job stressors (Dua, 1994;Johnson et al, 2005; Stress, 2008).Unpleasant or dangerous physical conditions such as crowding, noise, air pollution, or ergonomic problems (Smith, 2000;Fairbrother & Warn, 2003;Manshor et al, 2003;Reskin, 2008) as well as unrealistic deadlines, low levels of support from supervisors are known to cause occupation stress (Johnson et al, 2005; Work Safe, 2006). Selye (1974) suggested that learning to live with other people is one of the most stressful aspects of life (cited from Manshor et al, 2003).…”

mentioning

confidence: 99%

“…In addition, questions about the working conditions such as surroundings such as technology, resources, air quality, lighting, decoration, tidiness, noise, furniture and personal space (e.g. Manshor et al, 2003;Venables & Allender, 2006). The questionnaire included 15 statements to assess working conditions.…”

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

confidence: 99%

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

confidence: 99%

mentioning

confidence: 99%

mentioning

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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Assessment of working conditions in two different semiconductor manufacturing lines: Effective ergonomics interventions

Wong

Richardson

2010

Hum Ftrs & Erg Mfg Svc

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This article examines two manufacturing lines producing semiconductors using different technology concepts, namely Conventional Line (CL) and Lean Production Line (LPL). Both lines manufacturing the same products were compared using various factors, including working conditions, task risks and dangers of the job, and physical body stress. Ergonomic approaches were adopted in the investigation of the two lines. Survey questionnaires were administered to 30% of the workers, and multiple statistical tests were used to determine crucial predictors and to investigate the interactions between the factors. This research has shown that improved ergonomics factors will lead to better working conditions and thus increased job satisfaction. The observed ergonomic differences of these two production lines are compared, and appropriate managerial remedial action is recommended. The interventions to both the lines should reduce accident rates, minimize waste of resources, improve work effectiveness, and provide a better working environment that enhances employees' morale and maximizes productivity and profits. C

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