Effects of occupational stress,job characteristics,coping, and attributional style on the mental health and job satisfaction of university employees

Well-being at work has been shown to be influenced by job characteristics and individual differences in coping styles. This study investigated the relationships between job demands, control, social support, efforts, rewards, coping, and attributional style in predicting anxiety, depression, and job satisfaction in a sample of 307 university employees from the UK. Results were compared to those from a sample of 120 members of the general population. Workplace demands, intrinsic and extrinsic effort, and negative coping and attributional behaviors were associated with high levels of depression and anxiety and low job satisfaction in university employees. Rewards, social support, job control, and positive coping and attributional behaviors were associated with lower levels of depression and anxiety and high job satisfaction. The study adds to the growing research on university samples by showing that a transactional approach should be adopted. This has implications for interventions and suggests that rather than just trying to change job characteristics one should identify at-risk individuals in this population and help them adopt appropriate positive coping styles.     

Coping strategies in the workplace: Relationships with attributional style and job satisfaction

This paper examined the relationships between workplace coping strategies, occupational attributional style, and job satisfaction among a sample of 190 nurses employed with a Veterans Affairs Medical Center. As an occupational group, nurses experience high levels of chronic workplace stressors. Participants completed a questionnaire packet containing the Brief COPE, the Minnesota Satisfaction Questionnaire (MSQ)-Short Form, and the Occupational Attributional Styles Questionnaire (OASQ). Results indicated that a positive occupational attributional style was associated with greater use of problem solving/cognitive restructuring coping styles and less use of avoidance coping styles to deal with workplace stress. This pattern of coping strategies was also associated with greater job satisfaction. Further analyses indicated that the relationship between occupational attributional style and job satisfaction was mediated by the use of problem solving/cognitive restructuring, and avoidance coping strategies to deal with workplace stress. Implications for workplace interventions and work adjustment counseling are discussed.     

Personality, job level, job stressors, and their interaction as predictors of coping behavior

Hypotheses concerning the relationships among job stressors, job level, personality, and coping responses were investigated in a sample of 305 electrical contracting employees. Coping behaviors were measured with questionnaire items based on interviews conducted with a sample of the subjects. Neuroticism (N) and Extraversion (E) were the personality variables most strongly related to coping behavior. Overall, more coping variance was explained by personality than by job stressors; however, when the effects of job level and job stressors were combined, they explained more variance in complaining/quitting and seeking social support than did the personality variables. Both work situation and personality seem to be important variables in the choice of coping behaviors. There was no evidence of interactions among personality, stressors, and job level in explaining coping behavior.     

Psychological, cognitive, and interpersonal correlates of attributional change in adolescents

Examined the role of attributional style in adolescent's psychological functioning. Specifically, we examined the cross-sectional correlates of attributional style, as well as the correlates of changes in attributional style over time. A sample of 841 adolescents with either maladaptive or adaptive attributional styles completed a battery of self-report measures at 2 points in time, 1 year apart. Measures assessed depressive symptoms and suicidality, cognitive functioning (self-esteem, pessimism, coping skills), and interpersonal functioning (social competence, conflict with parents, social support from family and friends). Results indicated that attributional style is associated with multiple depression-related variables. In addition, youth experienced significant changes in their attributional styles over time (from adaptive to maladaptive and vice versa). Finally, changes in attributional style were associated with changes in psychological symptoms and other psychosocial variables. Results are discussed in terms of their implications for the prevention and treatment of adolescent depression.     

The interactive effect of positive and negative occupational attributional styles on job motivation

Research on attributional style in the work setting has generated inconsistent results concerning the effect attributional styles for positive and negative events have on job motivation and performance. This study set out to examine whether attributional style for positive and for negative work-related events, and their interaction, are related to job motivation. One hundred and sixteen working adults completed questionnaires measuring positive and negative attributional styles, and job motivation. The findings showed that both positive and negative attributional styles, as well as their interaction, were predictors of job motivation. The interactive effect suggests that a negative attributional style is negatively related to job motivation in the absence, but not in the presence, of a positive attributional style. It was also found that employees who have stayed for a reasonably long time with an organization (more than 4 years) are particularly vulnerable to negative attributional style. These findings are discussed in terms of the theoretical framework of positive?–?negative asymmetry in evaluations. Implications concerning the measurement of occupational attributional style are presented, as well as practical applications for organizations.     

Job control and social support as coping resources in job satisfaction

This study examined the effects of active coping on job satisfaction in the context of the job demands-control-support model. Participants were 867 employees (811 men and 56 women, M age = 35.2 yr.) of a large electrical company in Japan. Hierarchical multiple regression analysis examined whether effects of active coping on job satisfaction might depend on the extent of coping resources, such as job control or social support (supervisor and coworker). Analysis showed that the effect of active coping on job satisfaction depended on the extent of coworkers' support, not on job control and supervisors' support.     

How job characteristics relate to need satisfaction and autonomous motivation: implications for work effort

To explore the motivational potential of job design, we linked job demands and job resources, as defined in the job demands–resources model, to the motivational process defined in self‐determination theory. Specifically, we introduced basic need satisfaction and autonomous motivation as consecutive process variables mediating the relationship between job design and work effort. We tested this model by means of structural equation modeling in a sample of 689 employees. The comparison of several competing models provided support for the hypothesized model. We conclude that job demands thwart and job resources promote the fulfillment of 3 psychological needs. High levels of need satisfaction, in turn, are associated with autonomous motivation and, therefore, with high levels of effort.     

Self-esteem,race, and job satisfaction

The present study investigated relationships between self-esteem (SE) and job satisfaction among black and white employees. The sample consisted of 523 (45% black) employees of a large, urban school system. There was a positive relationship between SE and job satisfaction for members of both racial groups. In addition, the correlation between need satisfaction and job satisfaction was stronger for high SE persons than for low SE persons. The relationships between two social reference variables (the perceived satisfaction of other employees and improved standard of living) and job satisfaction were, as predicted, stronger for low SE whites than for high SE whites. Among blacks, however, the social reference variables were strongly related to job satisfaction regardless of level of SE.     

A model of stress and coping and their influence on individual and organizational outcomes

A model of coping with stress is proposed in which coping mediates the relationship among organizational stressors and personal characteristics, and job-related strains and organizational outcomes. Study results, based on a sample of professional salespeople, provide overall support for most of the hypothesized relationships among work-related stressors, personal characteristics, and coping styles. Findings also support the influence of emotion-focused coping on the psychological outcomes of emotional exhaustion and job-induced anxiety; which in turn are found to influence job satisfaction and intention to withdraw. While problem-focused coping had no effect on job-induced anxiety, problem-focused coping did effect emotional exhaustion, which in turn influences job satisfaction and intention to withdraw. Minor differences were found when the proposed model was applied to saleswomen versus salesmen. Overall, however, the model was robust across both genders.     

Work stressors, Chinese coping strategies, and job performance in Greater China

The aim of this research was to jointly test effects of work stressors and coping strategies on job performance among employees in the Greater China region. A self-administered survey was conducted to collect data from three major cities in the region, namely Beijing, Hong Kong, and Taipei (N = 380). Four important work stressors were assessed: heavy workload, organizational constraints, lack of work autonomy, and interpersonal conflict. We used a four-factor model of Chinese coping strategies composed of hobbies/relaxation, active action, seeking social support, and passive adaptation. Job performance was indicated by both task performance (quantity of work, quality of work, job knowledge) and contextual performance (attendance, getting along with others). We found that: (1) work stressors were related to job performance. Specifically, workload had a positive relation with quantity of work, whereas organizational constraints had negative relations with quantity of work and attendance. In addition, interpersonal conflict had a negative relation with getting along with others. (2) Chinese positive coping strategies were positively related to job performance. Specifically, seeking social support had positive relations with quantity of work and getting along with others, whereas active action had positive relations with attendance and job knowledge. (3) Chinese passive adaptation coping behaviors were negatively related to job performance. Specifically, passive adaptation had negative relations with quantity of work, quality of work, and getting along with others. The present study thus found joint effects of work stressors and coping behaviors among Chinese employees in the Greater China region, encompassing three sub-societies of mainland China, Hong Kong, and Taiwan. Differential effects of Chinese positive and passive coping strategies were also noted. Most importantly, all these effects were demonstrated on multiple indicators of job performance, a rarely studied but important strain variable from the organizational point of view.     

Hierarchical, job content, and double plateaus: A mixed-method study of stress, depression and coping responses

Hierarchically, job content, and double plateaued employees from a variety of industries were surveyed regarding their experiences. Plateau-specific stress was higher than the stress experienced by the general population. Plateaued employees also reported more depression than the general population. Double plateaued employees reported higher depression than hierarchically plateaued employees. Content analysis revealed 27 distinct coping strategies reported by employees, representing 7 coping meta-themes. The most frequently occurring meta-themes were Discuss Problem, Job Withdrawal, and Mental Coping. Hierarchically plateaued employees reported slightly greater use of Mental Coping strategies than job content and double plateaued employees.     

Outcomes of work–life balance on job satisfaction,life satisfaction and mental health: A study across seven cultures

This study investigates the effects of work–life balance (WLB) on several individual outcomes across cultures. Using a sample of 1416 employees from seven distinct populations – Malaysian, Chinese, New Zealand Maori, New Zealand European, Spanish, French, and Italian – SEM analysis showed that WLB was positively related to job and life satisfaction and negatively related to anxiety and depression across the seven cultures. Individualism/collectivism and gender egalitarianism moderated these relationships. High levels of WLB were more positively associated with job and life satisfaction for individuals in individualistic cultures, compared with individuals in collectivistic cultures. High levels of WLB were more positively associated with job and life satisfaction and more negatively associated with anxiety for individuals in gender egalitarian cultures. Overall, we find strong support for WLB being beneficial for employees from various cultures and for culture as a moderator of these relationships.     

Trans employees,transitioning, and job satisfaction

While trans employees have become more widely recognized in society, our understanding of their work experiences remains underdeveloped. In the current study, we investigate whether transitioning is associated with job satisfaction in England, Wales and Scotland. Using longitudinal data collected before and after sex reassignment surgery associations between job satisfaction and mental health/life satisfaction are examined for trans men and women. The estimations suggest that employees experience higher job satisfaction, mental health and life satisfaction after sex reassignment surgery than before. In addition, the estimations suggest that after sex reassignment surgery, the associations between job satisfaction and mental health/life satisfaction are stronger than before. Moreover, the estimations suggest that employees not only experience higher job satisfaction after sex reassignment surgery, but also during transitioning. The results suggest that, firms should not treat transitioning employees in a biased way, since their transition might entail positive personal and workplace advancements.     

Crossover of job demands and emotional exhaustion within teams: a longitudinal multilevel study

This study investigated the crossover of job demands and emotional exhaustion among team members and the moderating effect of cohesiveness and social support on this process. Participants were 310 employees of an employment agency in the Netherlands, working in one of 100 teams. Multilevel analysis using a longitudinal design did not reveal a main effect of crossover. However, consistent with the study's hypotheses, the results showed a moderating effect of team cohesiveness and social support. We detected crossover of job demands and emotional exhaustion across time from the group to individual team members only in teams characterized by high levels of cohesiveness and social support. Teams characterized by low levels of cohesiveness and social support showed no crossover of job demands and exhaustion. The findings demonstrate that team-level moderators play an important role in crossover processes. Moreover, social support and cohesiveness may not always be positive.     

Crossover of job demands and emotional exhaustion within teams: a longitudinal multilevel study

This study investigated the crossover of job demands and emotional exhaustion among team members and the moderating effect of cohesiveness and social support on this process. Participants were 310 employees of an employment agency in the Netherlands, working in one of 100 teams. Multilevel analysis using a longitudinal design did not reveal a main effect of crossover. However, consistent with the study's hypotheses, the results showed a moderating effect of team cohesiveness and social support. We detected crossover of job demands and emotional exhaustion across time from the group to individual team members only in teams characterized by high levels of cohesiveness and social support. Teams characterized by low levels of cohesiveness and social support showed no crossover of job demands and exhaustion. The findings demonstrate that team-level moderators play an important role in crossover processes. Moreover, social support and cohesiveness may not always be positive.     

Prediction of Health Patterns from General Appraisal,Attributions, Coping,and Trait Anxiety

We examined the relationships among general appraisal style, attributional style, trait anxiety, coping styles, and health status (i.e., depression, hostility, and flu-like symptoms) in a study for which we also examined the validity of a trait measure of general appraisal. Participants completed personality measures at the beginning of an academic semester, and health assessments at regular intervals throughout the semester. Consistent with our predictions, after removing the influence of neuroticism and attributional style, general appraisal style led to more negative, and less positive affect 2 weeks later, and to more stressful and threatening appraisals of a life event occurring 3 months later. Multiple regression techniques showed that as predicted, after controlling for baseline health general appraisal style and attributional style predicted hostility and flu-like symptoms, and attributional style also predicted depression. These effects were mediated by trait anxiety. We discuss why both negative general appraisal and attributional styles may be risk factors for ill health.     

Locus of Control and Activity Level as Moderators in the Quantitative Job Demands—Satisfaction/ Psychological Anxiety Relationship: An Experimental Analysis

The present study examined the impact the quantitative job demands on satisfaction and psychological anxiety. In addition, the moderating effects of locus of control and activity level were examined. Consistent with the literature, perceptions of job demands were found to negatively affect satisfaction and positively affect psychological anxiety. Individuals reporting high activity levels had the strongest positive relationship between perceived job demands and psychological anxiety. Finally, external locus of control strengthened the negative relationship between perceived job demands and satisfaction. Results and social implications are discussed.     

Acculturative stress, social support, and coping: relations to psychological adjustment among Mexican American college students

This study examined the relations between acculturative stress and psychological functioning, as well as the protective role of social support and coping style, in a sample of 148 Mexican American college students (67% female, 33% male; mean age = 23.05 years, SD = 3.33). In bivariate analyses, acculturative stress was associated with higher levels of anxiety and depressive symptoms. Moreover, active coping was associated with better adjustment (lower depression), whereas avoidant coping predicted poorer adjustment (higher levels of depression and anxiety). Tests of interaction effects indicated that parental support and active coping buffered the effects of high acculturative stress on anxiety symptoms and depressive symptoms. In addition, peer support moderated the relation between acculturative stress and anxiety symptoms. Implications for reducing the effects of acculturative stress among Mexican American college students are discussed.     

Impact of job characteristics and coping processes on well-being of American lawyers

Using a sample of 1,649 American lawyers, this article examines the relationship between job characteristics and psychological well-being, and the extent to which coping processes, including social support, specific strategies, and personality traits, affect this relationship. Findings are consistent with previous studies in showing the significant impact of job complexity, job autonomy, and job-related support on well-being. These effects, however, are somewhat moderated by job satisfaction and hardy personality. This study implies the complexity of the process by which job conditions affect psychological well-being, and suggests the need for further conceptual and methodological refinements.     

Coping with job stress and burnout in the human services

A mail survey of 141 human service workers investigated the effects of coping on psychological strain and "burnout" produced by job stress. The survey assessed job stressors and coping strategies with open-ended questions and measured strain using closed-ended alienation, satisfaction, and symptom scales. Because previous research suggested that individual coping responses do not alleviate strain produced by job stress, the survey elicited information on group coping (social support) and on coping strategies initiated by agencies. Job stress was associated with high levels of strain, and group coping with low levels, but individual responses had little effect. Although workers identified many strategies that agencies could use to reduce stress and strain, actual use of such strategies was slight. Because men and women worked in the same jobs, no sex differences in individual coping were predicted and none were found; women, however, reported more social support than men. There was no evidence for moderating (interaction) effects of stress and coping on strain.