Occupational stress,job satisfaction and physical health in teachers

IntroductionChanges within the teaching profession have been blamed for the high levels of stress reported by teachers. In recent decades, Italian schools have been characterised by continuous change, as a result of profound transitions that have affected political, social and economic development.ObjectiveThis paper investigated the relationship between occupational stress, job satisfaction and physical health in Italian teachers. Specifically, our aim is to study the role of job satisfaction as a possible mediation role between work stressors and its effects on teachers’ physical health (physical symptoms). In addition, we were interested in studying the direct effects of work stressors on the hypothetical outcomes (physical symptoms).MethodData were collected via a questionnaire from a sample of 565 teachers working in different upper secondary schools in Italy. The booklet filled by the teachers consisted of 32 items that measure perceived occupational difficulties, job satisfaction and physical symptoms.ResultsThe results showed that workload, perception of work environment, teachers’ perceptions of senior management and attitude towards change are specific perceived occupational difficulties of the Italian teachers involved in our research. In particular, workload and attitude towards change have significant direct effects on physical symptoms, and indirect effects on physical symptoms through job satisfaction. Also, job satisfaction decreases physical symptoms.ConclusionThe results suggest important implications for stress prevention in teachers. In fact, the level of stress and its consequences can be reduced and prevented through an accurate identification of its sources, with a positive effect on individual and organisational health.     

Fireman's job stress: Integrating work/non-work conflict with Job Demand-Control-Support model

IntroductionHeavy working load and uncontrollable schedule often lead firemen to face to conflict between work and non-work life.ObjectiveThis study aims to examine the mediating role of work/non-work conflict between firemen's job stress and job demand, job control, job support and family support.MethodQuestionnaire survey was used for data collection. Four hundred and twenty-two firemen returned completed questionnaires. Structure equation modelling was employed for data analysis.ResultsWork/leisure conflict (WLC) and work/family conflict (WFC) mediate partially the relationship between job demand and job control, job support and job stress. The relationship between family support and job stress is fully mediated by WLC and WFC.ConclusionWFC and WLC are integrated into Job Demand-Control-Support model model in current research to narrow the gap of job stress theory.     

Le stress au travail : du paradigme des risques psychosociaux à celui de la qualité de vie au travail

An action research using three classical models of occupational stress enabled us to verify the impact on the results obtained from the choice of model and paradigm: psychosocial risks versus Quality of work life. Four hundred and thirty-six supermarket employees answered a questionnaire including these three measures of stress, the outcomes (satisfaction, fatigue) and a possible cause (role strain). Our results validate the hypotheses of significant differences in stress prevalence levels according to the model, such as links to the factor and the consequences, as well as the importance of the perception of stress to explain the negative experience.     

The impact of role stress on workers' behaviour through job satisfaction and organizational commitment

Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well-being of workers and the functioning of organizations. An individual's experience of receiving incompatible or conflicting requests (role conflict) and/or the lack of enough information to carry out his/her job (role ambiguity) are causes of role stress. According to previous theory, role ambiguity and conflict decrease workers' performance and are positively related to the probability of workers leaving the organization. Job satisfaction refers to a positive evaluation of a job, while organizational commitment refers to an employee's attachment to the organization. The affective dimensions of organizational commitment and job satisfaction are considered to be important predictors of turnover intention, absenteeism, and job performance. In the literature, role conflict and ambiguity have been proposed as determining factors of workers' job satisfaction and their commitment towards the organization. The role of job satisfaction and organizational commitment were analysed as variables that should mediate between role ambiguity and conflict and employees' behaviour. The hypotheses were confirmed by means of path analysis carried out with data obtained from a sample of Spanish blue-collar workers employed by a bus company and a water supply company. Role stressors were negatively related to affective commitment mediated through job satisfaction. Affective commitment to the organization exerted a positive influence on performance and reduces the withdrawal behaviour analysed— intention to leave and absenteeism—although the strongest predictor of intention to leave was, in this study, job satisfaction.     

The mediating role of self-efficacy between emotional intelligence and job satisfaction of primary school teachers

IntroductionIn this study, it was analyzed whether self-efficacy has a mediating role between the emotional intelligence and job satisfaction of primary school teachers.ObjectiveIt is to test the relationships between primary school teachers job satisfaction, self-efficacy and emotional intelligence levels.MethodA path analysis was performed on a sample of 252 primary school teachers.ResultsIt was found that self-efficacy mediated the relationship between emotional intelligence and job satisfaction.ConclusionBased on the findings of the study, the relationships between emotional intelligence, job satisfaction and self-efficacy were discussed in the literature and various suggestions were made to concerned future researchers and practitioners.     

The validity of the three-component model of organizational commitment in a Chinese context

This study examined the construct validity of Meyer and Allen’s (1991) three-component model of organizational commitment in a Chinese context and compared levels of OC between the Chinese sample and previously published data from Canada and South Korea. In a study of 226 Chinese employees in six foreign-invested companies, a five-factor oblique model, which included both substantive and method factors, fit the data best. However, the three-component model had a reasonably good fit. The proposed antecedents of each of the three principal OC dimensions tended to associate most strongly with their respective scales. Affective commitment and normative commitment significantly predicted job satisfaction and all three components predicted turnover intention, although associations between continuance commitment and these outcomes were moderated by normative commitment. Finally, we found that normative and affective commitment were significantly higher in the Chinese sample than in previously published samples from Canada and South Korea. Continuance commitment in the Chinese sample was lower than the Canadian and Korean samples. Implications of these findings are discussed in more detail.     

The effects of a job crafting intervention on the success of an organizational change effort in a blue-collar work environment

The current study in a blue-collar context investigates whether a job crafting intervention may facilitate employee adaptation to organizational change, while decreasing exhaustion and increasing positive attitudes towards change and safety behaviour. It was hypothesized that the intervention would increase job crafting behaviours (i.e., seeking resources, seeking challenges, and optimizing demands) resulting in decreased employee exhaustion, and improved change attitudes and employee safety behaviour (i.e., adherence to organization’s standard operating procedures). The quasi-experimental study revealed that, after the intervention (consisting of a workshop, four weeks of job crafting implementation, and an evaluative session), employees reported an increase in two of the three trained job crafting strategies (i.e., seeking challenges, optimizing demands). Moreover, those who participated in the intervention reported lower levels of exhaustion, improved cognitive and behavioural attitudes towards change, and increased safety behaviour. The intervention was found to improve the affective, cognitive, and behavioural components of a change attitude due to increases in seeking challenges. Results were similar after controlling for quality information and leadership behaviour during the change. It is concluded that a job crafting intervention and resulting job crafting behaviour can be an effective way to achieve successful adaptation to organizational change.     

Understanding the employee job satisfaction depending on manager's fair treatment: The role of cynicism towards the organization and co-worker support

IntroductionThe present study claims that perceived interactional justice can be a significant antecedent of job satisfaction. In this relationship, cynicism towards the organization has a mediating role on the impact of perceived interactional justice on employees’ job satisfaction. In addition, co-worker support has a moderator role on the impact of employees’ cynic attitudes and behavior on their job satisfaction.ObjectiveThis study discusses the above mentioned theoretical research model and tries to clarify the relationship among present concepts.MethodTo this end, a cross-sectional research study has been performed with the participation of 1606 employees from various banks (public and private) in Istanbul/Turkey during the coronovirus pandemic.ResultsAccording to the findings of the research, perceived interactional justice has significant positive impacts on employees’ job satisfaction. In addition, the results indicated that cynicism towards the organization has significant mediating role between perceived interactional justice and job satisfaction. Subsequently, the findings confirmed that co-worker support has significant moderating role in the relationship between cynicism towards the organization and job satisfaction.ConclusionThis study helps to understand and evaluate the factors influencing attitudes towards work at the organizational and relational levels. All study variables and the possible relationship among these, are discussed in the literature review. Finally, the implications of study for both the individual and the organization are presented in the conclusion and discussion section.     

The explanatory role of rumours in the reciprocal relationship between organizational change communication and job insecurity: a within-person approach

The current study highlights rumours as an explanation of the reciprocal relationship between perceived organizational change communication and job insecurity. First, we predict that perceiving insufficient organizational change communication may result in rumours, which in turn may shape job insecurity perceptions. Second, we propose that rumours may also mediate the relationship between job insecurity and perceiving insufficient organizational change communication. To test the hypotheses, a multilevel approach was used, in which three measurements were nested within 1994 employees. This enabled us to probe within-person processes, while controlling for possible between-person variation. The results demonstrated a negative reciprocal relationship between perceived organizational change communication and job insecurity. Additionally, rumours mediated both the negative relationship between perceived organizational change communication and subsequent job insecurity, and the negative relationship between job insecurity and subsequent perceived organizational change communication. This study contributes to the literature on job insecurity by offering initial evidence on the relationship between job insecurity and rumours, and by highlighting rumours as a process through which perceived organizational change communication and job insecurity may mutually affect each other.     

The effect of job stress on self-reported safety behaviour in container terminal operations: The moderating role of emotional intelligence

This study empirically examined the moderating effects of emotional intelligence on job stress and self-reported safety behaviour in the context of container terminal operations using survey data collected from 430 respondents who worked in the container terminals in Taiwan. A hierarchical regression analysis was used for data analysis. The research findings indicate that job stress negatively affects safety behaviour in terms of safety compliance, as well as emotional intelligence positively affects safety behaviour in terms of safety participation and safety compliance. Results also indicated that emotional intelligence plays a moderating role on the relationships between job stress and safety compliance. The theoretical and practical implications from the research findings are discussed.     

The impact of balance‐focused attitudes on job stress: Gender differences evidenced in American and Chinese samples

Based on gender role expectations model, we examined how balance‐focused attitudes would affect job stress by influencing individuals' perceptions of family interference with work (FIW), and investigated whether a gender difference would exist in the relationships among balance‐focused attitudes, FIW and job stress. Using two independent samples from the United States and China, we found support for the indirect influence of balance‐focused attitudes on job stress, through FIW. Participants with balance‐focused attitudes experienced lower levels of job stress as they perceived less interference from family to work. As expected, such indirect effect was more pronounce among male participants, meaning that the male participants benefited more from having balance‐focused attitudes. Discussion, theoretical and practical implications are provided.     

Assessment of data glasses for motorcycle riders in a simulated lane change test

Relevant riding information such as speed or navigation instructions are typically displayed in head down dashboards on Powered Two-Wheelers. Data glasses provide information directly in the field of view and could, therefore, reduce glances away from the roadway ahead to focus on the dashboard. This study aimed to examine whether providing information in data glasses while riding as compared to classical head down displays makes a difference. Therefore, a total of N = 24 riders completed the ISO lane change test on a motorcycle riding simulator. Meanwhile, riders had to react to changing turn-by-turn indications which were either displayed in the dashboard, in the data glasses or redundantly in both display technologies. The performance in the lane change test and the reaction times achieved in the secondary task were examined along with riders’ workload by means of the Detection Response Task (DRT) and questionnaire data. Results revealed that riders’ lane change performances did not differ between the conditions ‘data glasses’ and ‘dashboard’. Information displayed in the data glasses was recognized faster and fewer turn-by-turn indications were missed. The performance in the DRT remained unchanged throughout the test conditions, while the subjective workload experience decreased with the use of data glasses. Overall, the results suggest that data glasses did not provoke an attentional capture effect and were, therefore, not inferior compared to dashboards regarding riding performance. However, data glasses did reduce the perceived workload and may in particular provide a safety benefit when time-critical information, such as warnings, need to be displayed.     

Patterns of change in fairness perceptions during the hiring process: A conceptual replication in a controlled context

The present paper tackles a problem in the candidate reactions literature: the replicability of results that emerge when using in vivo and in vitro designs. The current study was designed to provide a conceptual replication of a dynamic model of change in fairness perceptions during the hiring process, using a different research design, different measures, and a different sample than the original paper. A sample of 209 participants in a simulated selection process reported their level of perceived fairness three times: before the testing, after the testing, and after the results were communicated. These results support the results of the original that the construction of fairness perceptions declines in a nonlinear way over time, with high initial levels of fairness perception corresponding to a lower rate of decline, and vice versa. Further analysis revealed no change in the individuals’ conceptualization of perceived fairness nor any shift in the respondents’ use of the measurement scale (i.e., no beta and gamma change were detected).     

Exploring predictors of change in behavioral problems over a 1-year period in preterm born preschoolers

ObjectiveAlthough predictors of the prevalence of behavioral problems in preterm-born children have been frequently studied, predictors of behavioral change in these children remain unknown. Therefore, in this study we explore predictors of short-term changes in problem behavior in preterm-born preschoolers, an age period characterized by rapid behavioral change.MethodTwo- to 5-year-old children born with a gestational age <32 weeks and/or birth weight <1500 g were eligible, because of their high risk for behavioral problems. Following screening, 59 children with a t-score ≥60 on either the internal, external or total problem scale of the Child Behavior Checklist were included in the study. Linear mixed modeling was used to investigate predictors of change in behavior over a 1-year period.ResultsHigher levels of parenting stress, parent perceived child vulnerability, and parental hostility towards the child and lower educational levels of the mother significantly predicted increases in externalizing behavior. The higher the age of the child, the more internalizing problems decreased.ConclusionsParenting stress, parent perceived child vulnerability and parental hostility towards the child were the only modifiable predictors of increases in externalizing behavior, whilst no modifiable predictors of internalizing behavior were found. There may be a reciprocal interaction between stress in parents and child externalizing problems. Furthermore, stress and worries may directly influence parents’ reports on behavioral measures, because it could cause them to be concerned by behavior otherwise perceived as normal. Therefore, future interventions for parents of preterm-born children should primarily address parental stress and concerns regarding their child.     

Developmental and medical factors associated with parenting stress in mothers of toddlers born very preterm in a neonatal follow-up clinic

The purpose of this exploratory, cross-sectional study was to identify child-related factors associated with maternal parenting stress in toddlers born very preterm and followed in a neonatal follow-up (NFU) clinic. The study aimed to describe the associations of current medical complications and presence of developmental delays with total parenting stress. Participants were 53 mother–child dyads presenting in a NFU clinic. Mothers completed the Parenting Stress Index-Short Form (PSI-SF), and children were administered the Brigance Early Head Start Screen II. Medical variables were also collected from the child's medical record. Approximately 24% of mothers had at least one elevated subscale score on the PSI-SF. Regression analyses indicated that receipt of early intervention services was associated with increased parenting stress among mothers of toddlers born very preterm, though number of current medical complications was not. Parents of children born very preterm are at increased risk for parenting stress that extends beyond discharge from the neonatal intensive care unit . Clinicians working in NFU clinics are positioned to monitor for increased parenting stress, particularly among families of children with emerging signs of developmental delay.     

General analytical solution for stress intensity factor of a hypocycloid hole with many cusps in an infinite plate

In this article, the problem for the determination of the displacement functions and the stress intensity factors (SIFs) around a boundary of a hypocycloid hole with cusps in an infinite elastic plate subject to normal and shear stresses are presented. A hole with cusps (hypocycloid) is mapped onto a unit circle and the modified complex potential is used for solving the relevant boundary value problems. An analytical solution for the SIF of a hypocycloid hole is obtained. For a special case, our results agree with others.     

Rivers of milk and honey ‐ an exploration of nurturing the self in a Russian context

This paper is an exploration of the relationship between nurturing in all its contexts ‐ among them, the nursing couple and the therapeutic relationship ‐ and the evolution of an individual self. The ideas are illustrated by a case vignette of a Russian patient. An attempt is made to show that when the self as an integral unity of body and soul is addressed in the analytic setting, ‘nutritional dreams’ emerge as expressions of the self‐in‐action. Certain psycholinguistic features of the Russian cultural context are described which suggest a link of meaning between development of the self and secure parenting. This linguistic association may facilitate the process of self‐centering.