Academic literature on the topic 'Executives Job stress Victoria'

The present paper intends to study the effect of progressive muscle relaxation on executives with coronary heart disease. The main objectives of the study were to compare the job stress level, coping strategies and personality type of public sector senior executives with and without CHD. The Sample for the study consisted of 70 senior executives from B.H.E.L, Bhopal. To have a comparative study of the variables, matched group design was opted. The findings reveal that there is significant difference in the stress levels, coping strategies and personality type among executives with and without CHD. Executives with CHD had more job stress, ineffective coping strategies and type A personality in comparison to the executives without CHD. Further, the practice of progressive muscle relaxation brings significant reduction in the stress levels of CHD patients.

During the past decade, economic and political forces have caused radical transformations in health caresystems resulting in changed circumstances within which nursing executives must function. This paper providesan understanding of nursing executives' roles and responsibilities and the impact changes in the health industryhave had on their careers.One hundred and forty-seven (52%) of the 281 nursing executives employed in the Queensland Public HealthSector completed a postal self-administered survey. The findings of this study demonstrate their role hasexpanded to include not only nursing administration, but also responsibility for financial, human resources,strategic and resource management, staff development and quality improvement. The impact of these rolechanges has affected the health and well-being of nursing executives, with nearly half reporting increased stress,frustration and irritation. Their workload has increased and some reported deterioration in their health,specifically, exhaustion, fatigue and insomnia. Respondents reported they now have less time to spend withfamilies and friends, which has had a negative impact on family relationships. Overall, nursing executives weresatisfied with their current position, the work itself and their relationships with their co-workers, but dissatisfiedwith organisational aspects, especially the quality of mentorship and opportunities for promotion.

The psychometric properties and factor structure of a 15-item self-reporting instrument measuring perceptions of stress precipitators was investigated in a sample of 146 female Senior Executive Service employees of the U.S. federal government. A four factor solution was found to best represent the sample. Additionally, cluster analysis revealed the presence of three relatively homogeneous subgroups of sample respondents, based on the source and level of their perceived stress. It was found that “concerns about one's performance” was the highest ranked stressor, followed by concerns about work load, responsibility and authority ambiguities, and the fear of making the wrong decision. The cluster analysis resulted in three groups of stress patterns. The highest stress group included women who put the job above all else, the second highest group had a high propensity for job achievement, and the lowest stress group represented women who placed a high emphasis on self-actualization and “out-side” job considerations.

The main objectives of this study have been to determine the relationship of cultural variables with job satisfaction and stress, and also to see the effects of cultural variables on job satisfaction and stress. In order to complete the study a sample comprising 100 associates of Delhi Metro Rail Corporation was selected. The sample consisted of executives and nonexecutives. The study focuses on the various dimensions of organizational culture and their interrelationship with job satisfaction and job stress. Pearson's correlation has been applied to study interrelationship between organizational culture and job satisfaction, cultural variables and also stress. The results reveal that there is a significant negative correlation between power orientedness and job satisfaction to a significant level. At the same time, the study has further revealed a significant positive correlation between organizational risk-taking and stress. Regression was applied to see the effect of power-orientedness on job satisfaction. The study shows a significant positive effect of organizational risk-taking on stress.

A postal survey was sent to anaesthetic trainees in Hong Kong and Victoria, Australia to compare work-related stress levels. Demographic data were collected. Anaesthetist-specific stressors, Maslach Burnout Inventory and Global Job Satisfaction scores were used for psychological testing. The response rates from Hong Kong and Melbourne were 64 of 133 (48.1%) and 108 of 196 (55.1%), respectively. Victorian respondents were older with greater family commitments, but more advanced in fulfilling training requirements. Hong Kong respondents, being faced with both the challenge of dual College requirements, exhibited consistently higher indices of stress (P <0.001) and less job satisfaction (P <0.001). Common occupational stressors related to dealing with critically ill patients and medicolegal concerns. Higher stress scores observed in Hong Kong trainees related to service provision and a perceived lack of resources. Despite the complex nature of stress, its antecedents and manifestations, an inverse relationship between emotional exhaustion and job satisfaction was evident in correlation analysis (P <0.001). This survey suggests that stress was present in some trainees in both areas. Hong Kong trainees may benefit from local development to address mental wellbeing as being important to fulfil this highly competitive training program.

Occupational stress is the one of major problem faced by both employer and employees. Previous studies stated Occupational stress has great influence on performance and job satisfaction of employees. Employees are the back-born of any organization. So well- being of employee is an essential for success of an organization. This study is an effort to investigate the impact of occupational stress on psychological well-being of food delivery executives. The study adopted a descriptive research design and convenient sampling has been used. Data collected from 180 food delivery executives working in Malappuram district under selected food delivery companies - zomato, swiggy and Eatiko. To measure the psychological well-being of employees, study adopted modified 18 item version of ryff’s scale of psychological well-being psychological well-being. The collected data analyzed using Statistical tools like Correlation and regression

Thesis (MA)--University of Stellenbosch, 2004.
Hierdie artikel bied 'n teoretiese oorsig van stres en streshantering in die korporatiewe omgewing. Die artikel begin met 'n kort oorsig van die historiese ontwikkeling van die streskonsep, gevolg deur 'n kort bespreking van die konsep streshantering. Vervolgens word verskeie faktore wat tot stres in die werkplek bydra, in oënskou geneem. Dit word opgevolg deur 'n bespreking van stres wat kenmerkend is van bestuursposisies en 'n kort oorsig van onlangse navorsing oor streshanteringsprogramme. Sommige van die probleme wat met navorsing oor streshanteringsprogramme ondervind word, word kortliks oorweeg. Die artikel word afgesluit met 'n poging om, op grond van gepubliseerde bevindings, te illustreer watter stresverminderende intervensies doeltreffend is en watter nie.
AFRIKAANSE OPSOMMING: Hierdie artikel bied 'n teoretiese oorsig van stres en streshantering in die korporatiewe omgewing. Die artikel begin met 'n kort oorsig van die historiese ontwikkeling van die streskonsep, gevolg deur 'n kort bespreking van die konsep streshantering. Vervolgens word verskeie faktore wat tot stres in die werkplek bydra, in oënskou geneem. Dit word opgevolg deur 'n bespreking van stres wat kenmerkend is van bestuursposisies en 'n kort oorsig van onlangse navorsing oor streshanteringsprogramme. Sommige van die probleme wat met navorsing oor streshanteringsprogramme ondervind word, word kortliks oorweeg. Die artikel word afgesluit met 'n poging om, op grond van gepubliseerde bevindings, te illustreer watter stresverminderende intervensies doeltreffend is en watter nie.

Generic models of job stress, such as the Job Strain Model (JSM), have recently been criticised for focusing on a small number of general work characteristics while ignoring those that are occupation-specific (Sparks & Cooper, 1999). However this criticism is based on limited research that has not examined the relative influence of all three dimensions of the JSM - job demand, job control and social support - and job-specific stressors. The JSM is the most commonly used model underpinning large-scale occupational stress research (Fox, Dwyer, & Ganster, 1993) and is regarded as the most influential model in the research on the psycho-social work environment, stress and disease in recent times (Kristensen, 1995). This thesis addresses the lack of information on the relative influence of the JSM and job-specific stressors by assessing the capacity of an augmented JSM to predict the strain experienced by managers and professional Australian footballers. The augmented JSM consisted of job-specific stressors in addition to the generic components of the model. Managers and professional Australian footballers represent two very different occupational groups. While the day-today roles of a manager include planning, organising, monitoring and controlling (Carroll & Gillen, 1987), the working life of a professional Australian footballer revolves around preparing for and playing football (Shanahan, 1998). It was expected that the large differences in the work undertaken by managers and professional Australian footballers would maximise the opportunities for identifying job-specific stressors and measuring the extent that these vary from one group to the next. The large disparity between managers and professional footballers was also used to assess the cross-occupational versatility of the JSM when it had been augmented by job-specific stressors. This thesis consisted of three major studies. Study One involved a survey of Australian managers, while studies Two and Three focused on professional Australian footballers. The latter group was under-represented in the literature, and as a result of the lack of information on the stressors commonly experienced by this group, an in-depth qualitative study was undertaken in Study Two. The results from Study Two then informed the survey of professional footballers that was conducted in Study Three. Contrary to previous research examining the relative influence of generic and job-specific stressors, the results only provided moderate support for augmenting the JSM with job-specific stressors. Instead of supporting the versatility of the augmented JSM, the overall findings reinforced the broad relevance of the original JSM. Of the four health outcomes measured in Studies One and Three, there was only one - the psychological health of professional Australian footballers - where the proportion of total variance explained by job-specific stressors exceeded 13%. Despite the generally strong performance of the JSM across the two occupational groups, the importance of demand, control and support diminished when examining the less conventional occupation of professional football. The generic model was too narrow to capture the highly specific work characteristics that are important for this occupational group and, as a result, the job-specific stressors explained significantly more of the strain over and above that already provided by the generic model. These findings indicate that when investigating the stressors experienced by conventional occupational groups such as managers, the large amount resources required to identify job-specific stressors are unlikely to be cost-effective. In contrast, the influence of the more situation specific stressors is significantly greater in unconventional occupations and thus the benefits of identifying these non-generic stressors are more likely to outweigh the costs. Studies One and Three identified strong connections between job-specific stressors and important characteristics of the occupation being studied. These connections were consistent with previous research and suggest that before attempting to identify job-specific stressors, researchers need to first become familiar with the nature and context of the occupation. The final issue addressed in this thesis was the role of work and non-work support. The findings indicate that the support provided by supervisors and colleagues was a significant predictor of wellbeing for both managers and professional footballers. In contrast, the level of explained strain accounted for by non-work support was not significant. These results indicate that when developing strategies to protect and enhance employee well-being, particular attention should be given to monitoring and, where necessary, boosting the effectiveness of work-based support. The findings from this thesis have been fed back to the management and sporting communities via conference presentations and peer-reviewed journals (refer pp 220-221). All three studies have been presented at national and international conferences and, overall, were well received by participants. Similarly, the methods, results and major findings arising from Studies One and Two have been critiqued by anonymous reviewers from two international journals. These papers have been accepted for publication in 2001 and 2002 and feedback from the reviewers indicates that the findings represent a significant and unique contribution to the literature. The results of Study Three are currently under review by a sports psychology journal.

Wendel (1994, p. 91) defined perceived organizational support (POS) as “organization support in terms of all things that relate to assistance and relationships amongst working peers and colleagues, which involve the feeling of need between superiors and subordinates . Rothbard (2001, p. 656) in defining job engagement (JE) listed two components which he thought were critical for its effectiveness on organizational functioning: (i) attention and (ii) absorption, with the former referring to “cognitive ability and the amount of time one spends thinking about the role”, while the latter “means being engrossed in a role and means the intensity of one’s focus on a role”. Organizational citizenship behavior (OCB) was first introduced by Organ in the 1980s and he defined the concept of organizational citizenship behavior “as discretionary behaviors by individuals (employees) that do not form part of formal requirements of a job, but are necessary and promote effective functioning of the organization (Organ, 1988)”. The objective of study was to explore the relationship between perceived organizational support and job engagement and their effect organizational citizenship behavior. Other relationships that were tested were first, the direct relationship between POS JE. Secondly, the combined effect of POS and JE on OCB. The study was conducted amongst nurses at Victoria hospital, in Alice within the Nkonkobe district municipality. The results showed a significant relationship between JE and OCB, whilst the relationship between POS and OCB was not accepted. The results for the other two hypotheses that were tested; (i) relationship between POS and JE, (ii) combined effect of POS and JE on OCB also showed that they were not accepted. The consistency scores for these variables were of international level (n=106). The Pearson correlation coefficients were used for hypothesis testing.

The research at hand focuses on job satisfaction as a moderator of the relationship between work-family conflict and stress among female civil service managers in the Department of Education in the King William’s Town District. Samples of 100 employees were used in the study. The data was collected by means of a questionnaire which consisted of the following sections: (i) a biographical and occupational data questionnaire,(ii) Eum, Lee, and Paek’s (2007) Effort-Reward Imbalance questionnaire, (iii) Bedenia, Burke, and Moffat’s (1998) Short-form Work-family Conflict questionnaire, and (iv) Halpern’s (1966) Job Satisfaction questionnaire. The data were analyzed by means of Pearson’s Correlation Technique, Multiple Regression Analysis, and Analysis of Variance. The results showed that job satisfaction does not moderate the relationship between work-family conflict and occupational stress. The study also found a significant positive correlation between work-family conflict and occupational stress and between work-family conflict and job satisfaction. It also showed that both work-family conflict and job satisfaction respectively accounted for a significant proportion of variance in occupational stress. The thesis ends with several recommendations for future research and for future professional or managerial practice.

This study was conducted within the Retail Credit Evaluation and Assessment (RCEA) units at one of the big four banks within South Africa. The aim of this study was to assess stress amongst employees that were employed within the credit evaluation and assessment unit of a financial institution and then evaluate the factors that contributed to these employees stress levels with an option of implementing stress management programmes and employee assistance programmes within the organisation. The objectives of this study was to determine the overall stress levels of employees working within this environment based on demographics, length of service and qualification levels. The questionnaire was designed around obtaining data on the objectives of the study and respondents were requested to give information on the stress levels, their qualification levels, and length of service, race and gender. Respondents were also requested to rate the items that they believed contributed to their stress levels using a five point Likert-scale measurement tool. The medical information of respondents was assessed and respondents were to identify the medical conditions that they suffered from and if it was stress related. Employees were also asked about whether they would be willing to participate in stress management programmes and interventions to assist in managing their stress levels. The RCEA environment is a relatively small business unit within the chosen bank and is based across the major cities of South Africa. The decision was taken to obtain information from as many staff as possible through a web based survey using the on-line software programme QuestionPro, in order for the survey to be accessible to all respondents. The results of the survey found that 47.3% of respondents identified their current stress levels as very high to high and a further 44.7% of respondents experienced moderate stress levels as opposed to 7.9% of respondents who rated their stress levels as low and very low. A salient feature of this study is that the majority of respondents were prepared to accept assistance in managing their stress levels in that 65.5% of respondents revealed that they would participate in a healthy lifestyle programme and that 67.6% of respondents would attend monthly physical checks by medical practioners if provided by the employer. The study can benefit the organization in identifying the factors that cause employees to experience stress and then develop and implement strategies to manage stress levels of employees. A healthy workforce is a more productive workforce.
Thesis (MBA)-University of KwaZulu-Natal, Westville, 2010.

M.A.
Stres is ’n welbekende verskynsel in hedendaagse tye wat ’n ernstige impak het op die maatskaplike funksionering van mense. Individue ervaar dikwels hierdie impak veral binne hul werkomgewings, wat ’n direkte impak het op hul prestasies, medewerkers en kliënte. Binne diensorganisasies, soos die Suid-Afrikaanse Vrouefederasie, is daar vele uitdagings wat daagliks verskeie stresvolle situasies vir werknemers tot gevolg het. Wanneer hierdie situasies nie korrek hanteer word deur die beskikbaarheid en toepassing van doelgerigte intervensies, effektiewe streshanteringsvaardighede en ondersteuningsnetwerke nie, kan dit die kwaliteit diens negatief beïnvloed. Bestuurders van tehuise en behuisingskemas vir bejaardes en gestremdes vervul ’n baie verantwoordelike rol in hierdie inrigtings. Hierdie individue is aanspreeklik vir elke personeellid, inwoner en aksie wat vanuit die inrigting van stapel gestuur word. Deur middel van professionele waarneming deur die navorser, erkenning deur sekere van die bestuurders dat hulle wel stres ervaar, asook twee stresmetings, is vasgestel dat stres beslis ’n realiteit is binne die maatskaplike sisteme waarbinne hierdie individue funksioneer. Verskeie faktore dra by tot die belewenis van hul stres, waarby organisatoriese strukture, werkomstandighede, interpersoonlike verhoudings en verwagtinge slegs ’n paar is. Hierdie navorsingstudie se fokus is veral daarop gerig om te bepaal watter van hierdie faktore wel ’n rol speel sodat aanbevelings en riglyne vir die SAVF se oorweging aangebied kan word. Dit was die navorser se voorneme om deur middel van hierdie studie ‘n professionele ondersoek van stapel te stuur na die belewenis van stres deur bestuurders werksaam in die SAVF, sodat riglyne vanuit die ondersoek se resultate saamgestel kon word. Hierdie riglyne se doel is tweevoudig, eerstens om die individuele maatskaplike funksionering van die bestuurders te bevorder en tweedens om ’n positiewe impak op die kwaliteit diens wat vanuit hierdie strukture gelewer word, te fasiliteer. Stres is ‘n verskynsel wat dikwels ontken word en beslis nie die nodige erkenning en korrekte aandag ontvang nie. Veral binne diensorganisasies word die klem van ondersteuning en hulp hoofsaaklik op die kliëntesisteme geplaas, en dikwels word daar van diegene wat die diens lewer, se maatskaplike behoeftes vergeet. Met hierdie studie hoop die navorser om ’n positiewe bydrae te lewer om hierdie tendens effektief aan te pak.

A dissertation submitted to the school of psychology, University of the Witwatersrand, Johannesburg, in partial fulfillment of the requirements for the degree of master of arts (industrial psychology), by coursework.
Despite the potentially devastating effect that stress may have on the performance and productivity of the workforce (Greenblo,1992), few South African companies have thoroughly looked at and studied the various aspects of stress. By doing this, they should then be able to develop and implement effective stress reduction programmes, The aim of the present study, therefore, was to identify some of the causes, outcomes, and moderators of stress, which could then be used as the basis for developing stress reduction programmes. Some stressor-outcome relationships (such as job satisfaction, self-esteem, propensity to leave the organisation, and health) were looked at, after which the possible moderating effect of certain variables (gender, personality, coping style, job pressure, and organisational support) were considered. The study adopted a cross-sectional design and the data was collected using both quantitative and qualitative means. The sample consisted of 290 managers all of whom belong to one of the country's largest financial institutions, and work in one of'the various branches in and around the Gauteng region. Correlations, t-tests, anovas and a content analysis were used to evaluate the stressor-outcome relationships. In addition to these statistical analyses, moderated multiple linear regressions were conducted in order to test for any moderating variables. Overall, most of the stressor-outcome relationships were found to be significant, but the number of actual moderating variables was shown to be rather minimal. Inaddition. the information which was derived from the content analysis served to add some insight into the sometimes contradictory findings, An in-depth look at the findings of the present study can be found in the discussion section, where possible reasons and explanation for the result- are presented. Theoretical and practical implications of the study, together With the limitations, are offered. Following this, some important guidelines and suggestions for future research are considered.
AC2017

A research report submitted to the Faculty of Humanities University of the Witwatersrand In partial fulfilment of the requirements for the degree of Masters of Arts in Organisational Psychology
Stratified Systems Theory classifies roles within organisations according to varying discontinuous levels or layers of work (Stamp, 1981). These levels are differentiated according to the time frames within which employees typically see results, the level of responsibility they are expected to take on, as well as the complexity of the work they are engaged in (Jaques, 2007a). The aim of the current study was to contribute towards existing literature on managerial derailment by investigating whether there is an association between the level of work and the risk of derailing behaviour, and if the degree of fit between an individual’s level of work and their current and future cognitive capability is associated with the risk of derailing behaviour. Derailing behaviour is conceptualised as destructive actions that have a detrimental effect on the career progression or success of an individual (Freedman, 2005). Archival data was made available to the researcher from a single large, international telecommunications organisation based in South Africa. Participants who had been assessed using the Modified Career Path Appreciation (MCPA) as well as the Hogan Development Survey (HDS) were included in the study. The final sample (n=252) consisted of managers working at various levels of the organisation who had been assessed for the purposes of either selection or development during 2015. Overall, the research hypotheses were not supported. Contrary to what was expected, a higher level of work was not associated with a greater risk of derailing behaviour. In fact, a greater number of derailers were evident at a lower level of work when compared to a slightly higher level of work. Furthermore, contrary to what was hypothesised, those whose level of work exceeded their current or future capabilities did not display a greater risk of derailing behaviour than those who achieved fit with their environment. On the contrary, a greater risk of derailing behaviour was found for those whose current or future capabilities exceeded that required by their level of work. No differences in the types of derailing behaviour reported were found to be associated with the level of work an individual is operating at, the degree of fit they experience between their current capability and their work environment, or the degree of fit they experience between their future capability and their work environment. All the analyses conducted reinforced the same finding that participants in the sample were more likely to report a high risk of displaying derailers falling into the ‘moving against’ category, regardless of these factors.
GR2017