The implementation of K3 cannot be separated from the existence of Occupational Diseases and Occupational Accidents. One of the jobs that are at risk of experiencing Occupational Diseases and ...Occupational Accidents is the Harbor Mobile Crane Operator. One of the diseases caused by work is work stress. The purpose to analyze the relationship between individual factors and work factors on the work stress of Harbor Mobile Crane operators at PT. Pelabuhan Indonesia (Persero) Sub Regional III East Java. The research methodology used is an analytical survey research with a Cross Sectional approach. The primary data was collected by taking the sample through the DASS 21 questionnaire while the secondary data through the company profile provided by the Branch Manager of PT Pelabuhan Indonesia (Persero) Sub Regional III East Java. The research sample was 26 operators which were taken from the entire population. Data analysis used chi-square test for nominal data and Spearman correlation test for ordinal data. The results showed that most of the operators experienced is normal and a small portion experienced heavy work stress. Factors related to operator work stress, namely, age, marital status, education level, work period and shift work. The results of relationship test of marital status showed a relationship with work stress and the others factor is not showing relationship with work stress. The conclusion of the study shows that there is a relationship between individual factors with operator work stress. From the results of the study, companies are advised to give a conselling session to the unmartial operators to reduce work stress operators.
The COVID-19 pandemic outbreak—as a typical emergency event—significantly has impacted employees' psychological status and thus has negatively affected their performance. Hence, along with focusing ...on the mechanisms and solutions to alleviate the impact of work stress on employee performance, we also examine the relationship between work stress, mental health, and employee performance. Furthermore, we analyzed the moderating role of servant leadership in the relationship between work stress and mental health, but the result was not significant. The results contribute to providing practical guidance for enterprises to improve employee performance in the context of major emergencies.
Work stress can lead to health and performance problems for employees who are unable to cope with it. The main objective of this study was to investigate whether Dr Sears’ diet affects employees’ ...stress. Data was collected from a sample of 100 employees who were employed by different companies in the broader area of Attica, once a week for a period of three weeks. Of those who participated in the study 56% were male. The results showed that Dr Sears’diet had a beneficial effect on participants’ stress levels, which decreased from the first week of implementation and continued to decline during the second and third week. Future research should focus on long-term effects of this diet on employee behavior related to motivation and performance, to deepen our understanding of the significant role of nutrition at work.
Employee work stress jeopardizes employee well-being and enterprise performance in micro and small enterprises (MSEs). Although previous studies show that formal stress prevention practices ...effectively improve employee well-being and, in turn, foster enterprise performance, MSE managers rarely adopt such formal prevention practices. Based on qualitative evidence, we explore the attitudes and perceptions underlying MSE managers' decision to adopt formal stress prevention practices (i.e., their perceived closeness with employees, perceived expertise in stress prevention, attitude toward formal practices, attitude toward external support, attitude toward work stress, and perceived employee buy-in). Moreover, we develop a theoretical model explaining how the extracted attitudes and perceptions influence MSE managers' adoption decisions. Our study contributes to the research on MSE managers' experience with managing work stress and their role as employers. Furthermore, we provide practical recommendations for external providers of formal stress prevention practices on how to engage with MSE managers.
•We examine MSE managers' decision to adopt formal stress prevention practices.•Using inductive content analysis, we explore six relevant attitudes and perceptions.•We develop a theoretical model and infer propositions based on our data.•Our model explains how attitudes and perceptions influence the adoption decision.
The purpose of this study is to systematically review the literature on the role of yoga in managing the consequences of work stress to examine the current body of knowledge in this field and to ...provide directions for future research in this domain. A comprehensive literature search of 14 databases using 12 different search term combinations in the area of 'yoga and work stress' was carried out till the period January 2022 following the PRISMA guidelines to select the relevant English-language peer-reviewed SCImago Ranked articles for review. Two broad classification areas were considered to understand the research question of interest in this study: (i) consequences of work stress which includes-(a) behavioural; (b) physical; and (c) psychological and; (ii) schools of thought in yoga for work stress management which includes-(a) Hatha yoga (HY); (b) Vini yoga (VY); (c) Dru yoga (DY); (d) Integrated yoga (IY); (e) Kundalini yoga (KUY); (f) Kripalu yoga (KRY); (g) Iyengar yoga; (h) Ashtanga yoga (AY); (i) Power yoga (PY); and (j) Yoga (General). The main contribution of this study is that it is the first of its kind comprehensive review in the area of 'yoga and its role in managing the consequences of work stress' collating the dispersed knowledge in this area by indicating the various understudied stand-alone and combined consequences of work stress and the less researched schools of thought in yoga and yoga practices administered to manage these consequences of work stress, to provide promising avenues for further examination for the development of this research field.
This article reports on the development of an instrument to measure the perceived stress that results from the use and ubiquity of digital technology in the workplace. Based upon a contemporary ...understanding of stress and a set of stressors that is a substantial update to existing scales, the Digital Stressors Scale (DSS) advances the measurement of digital stress. Initially, 138 items were constructed for the instrument and grouped into a set of 15 digital stressors. Based on a sample of
= 1,998 online questionnaires completed by individuals representative of the US employed population, the scale was refined using exploratory factor analyses (EFA) and PLS-SEM. The resulting and final scale consists of ten stressor categories reflective of one higher-order construct and a total of 50 items. Through a nomological network that includes important outcome variables of digital stress (emotional exhaustion, innovation climate, job satisfaction, user satisfaction) it was then demonstrated that the DSS provides substantial explanatory power, particularly related to emotional exhaustion and user satisfaction. Thus, the DSS constitutes a state-of-the-art self-report instrument to measure the extent of distress appraisal related to digital technologies in the workplace and helps to explain further how and why information and communication technologies can lead to adverse outcomes in individuals, thereby providing the starting point for job related organizational interventions.
Considerable progress has been made during the past decade in research on cardiovascular effects of stress. Early-life stressors, such as childhood abuse and early socioeconomic adversity, are linked ...to increased cardiovascular morbidity in adulthood. Our updated meta-analyses of prospective studies published until 2011 show a 1.5-fold (95% confidence interval 1.2-1.9) increased risk of coronary heart disease among adults experiencing social isolation and a 1.3-fold (1.2-1.5) excess risk for workplace stress; adverse metabolic changes are one of the underlying plausible mechanisms. Stress, anger, and depressed mood can act as acute triggers of major cardiac events; the pooled relative risk of acute coronary syndrome onset being preceded by stress is 2.5 (1.8-3.5) in case-crossover studies. Stress is also implicated in the prognosis of cardiovascular disease and in the development of stress (takotsubo) cardiomyopathy. A major challenge over the next decade is to incorporate stress processes into the mainstream of cardiovascular pathophysiological research and understanding.
Stress is a global problem of modern society. The urban environment creates additional prerequisites for stress, which is confirmed by the study. One of the most common sources of stress is work. In ...this case, stress is called labour: professional or organizational. These concepts are identical, but there are small nuances in their application regarding the causes of stress. This article analyses the factors of labour stress, its consequences and the possibilities of stress prevention in a modern urban environment. The results of the study of differences in the stress level in different life environments are presented.
Mindfulness on-the-go Bostock, Sophie; Crosswell, Alexandra D; Prather, Aric A ...
Journal of occupational health psychology,
02/2019, Volume:
24, Issue:
1
Journal Article
Peer reviewed
Open access
We investigated whether a mindfulness meditation program delivered via a smartphone application could improve psychological well-being, reduce job strain, and reduce ambulatory blood pressure during ...the workday. Participants were 238 healthy employees from two large United Kingdom companies that were randomized to a mindfulness meditation practice app or a wait-list control condition. The app offered 45 prerecorded 10- to 20-min guided audio meditations. Participants were asked to complete one meditation per day. Psychosocial measures and blood pressure throughout one working day were measured at baseline and eight weeks later; a follow-up survey was also emailed to participants 16 weeks after the intervention start. Usage data showed that during the 8-week intervention period, participants randomized to the intervention completed an average of 17 meditation sessions (range 0-45 sessions). The intervention group reported significant improvement in well-being, distress, job strain, and perceptions of workplace social support compared to the control group. In addition, the intervention group had a marginally significant decrease in self-measured workday systolic blood pressure from pre- to post-intervention. Sustained positive effects in the intervention group were found for well-being and job strain at the 16-week follow-up assessment. This trial suggests that short guided mindfulness meditations delivered via smartphone and practiced multiple times per week can improve outcomes related to work stress and well-being, with potentially lasting effects.
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CEKLJ, FFLJ, NUK, ODKLJ, PEFLJ
Employee turnover is challenging for firms, and it is usually fueled by employee stress due to their heavy workload. To minimize turnover, firms can implement various initiatives, such as employee ...well-being and employee engagement programs. Previous studies have examined the influence of work stress, employee engagement, or employee well-being separately on turnover intention. By exploring these factors simultaneously, this study aims to explain the roles of employee well-being and engagement as mediators in alleviating the impact of work stress on turnover. Data were collected from 425 employees working in various economic sectors (e.g., finance, education, research and development, retail, and business) in Indonesia and analyzed using the structural equation modeling (SEM) with the Lisrel 8.8 software. The results confirmed that work stress and employee engagement are factors that can directly influence turnover intention. Nevertheless, employee well-being does not have a direct impact on reducing turnover. The role of employee engagement in mediating the impact of work stress and employee well-being on turnover intention has been proven to be significant. This indicates that the company can withstand the stress that leads to employee turnover by creating jobs that make employees enthusiastically enjoy their work. Furthermore, company initiatives to create employee well-being will only be effective if those initiatives encourage employee engagement. Based on these findings, companies can develop strategies to reduce employee turnover. This can be achieved by prioritizing work stress management and improving employee well-being and engagement.
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