Measuring work stressors: The role of frequency,duration, and demand

Abstract

In recent years a number of authors have suggested that progress towards a better understanding of the stressor-stress relationship can only be achieved by altering the way in which work stress is investigated. One strategy is to investigate what it is we are measuring when we assess work stressors. More particularly there is a need to use rating scales that measure demand associated with work roles rather than just imply it. Dimensions such as frequency, duration, and level of demand were measured in addition to the traditional method of simply asking individuals to indicate whether they agree/disagree that stressors are present at work. The results point to the incremental increase in variance explained when these additional facets are measured over and above the variance explained by traditional methods. This result confirms the ned to develop a better understanding of the concept of demand, the difference between chronic and acute stressors, and the interaction effects of the different facets.     

Combined workplace stressors and their relationship with mood, physiology, and performance

The majority of working individuals are exposed to low levels of a large number of potential stressors. Although each is unlikely to be particularly detrimental in itself, such stressors may be harmful cumulatively. The aim of this study was to investigate whether exposures to combinations of stressors were associated with harmful levels on some measures of mood, physiology, and performance. The study was conducted with 84 participants, all employed, mostly “white-collar” workers. A questionnaire was administered and physiological outcome measures were taken on four occasions: before and after work on the first and last days of one working week (repeated measures, within-subjects factor). Workers were categorized as exposed to either: (1) no stressors, (2) temporal stressors only, (3) physical stressors only, or (4) both temporal and physical stressors (between-subjects factor). Data were analysed using mixed design ANOVAs. Key significant between-subjects effects were found for blood pressure and salivary cortisol; participants exposed to a combination of stressors had significantly elevated levels of both. The identified physiological differences are tentatively supported by the literature and can be explained by increased subjective stress levels. Significant differences in performance were not found. This may be explained by methodological issues, or participants' increased effort expended to perform on the tasks. It is concluded that the consideration of combined (low level) stressors and cumulative exposure is important in assessing the health risk associated with the work environment.     

Understanding the experience of stressors: The use of sequential analysis for exploring the patterns between various work stressors and strain

The availability of traditional self-report instruments for measuring work stressors may have diverted attention from exploring the way in which different stressors relate to one another. In order to develop a better understanding of the nature of the stressor experience a study was undertaken to explore the stressor-strain relationship using sequential tree analysis, a stepwise procedure that provides a “visual display” of the patterns and associations between stressors and strains. The study employed a sample of 695 principals and deputy principal teachers of secondary schools in New Zealand, who received a questionnaire measuring stressors and strains. SPSS AnswerTree® (version 2.0.1) was used to identify the patterns of association. The patterns of stressors that emerge from this analysis were used in a didactic or illustrative way to identify issues of measurement that may need to be resolved in order to derive a better understanding of the stressor experience. Different stressor patterns were associated with different levels of, but lower levels of strain were not simply the obverse of those stressors that cause higher levels of strain. Two not mutually exclusive issues emerge from the results, suggesting that stressor measurement practices may need to be reviewed. The first includes structural level issues such as considering the number, type, and potency of different stressors. The second includes issues best described as conditions of association. These concern understanding why different stressor patterns form, the relationship between stressors in those patterns, and the potency of patterns.     

It's all about me: The role of narcissism in exacerbating the relationship between stressors and counterproductive work behaviour

Although studies have found that personality variables moderate the relationship between stressors and counterproductive work behaviour, few have examined the role of narcissism and those that did have found inconsistent results. Using a sample of 515 United States employees, we found that narcissism moderated the relationships between interpersonal conflict at work and counterproductive work behaviours directed at others, and between organizational constraints and counterproductive work behaviours directed at the organization, making both relationships stronger for those high on narcissism. We also found that narcissism moderated the relationship between organizational constraints and counterproductive work behaviours directed at others. Further, we demonstrated that the grandiose exhibitionism facet of narcissism moderated these same stressor–counterproductive work behaviours relationships, whereas the facets of leadership/authority and entitlement/exploitiveness did not. Our study indicates that organizational scholars should examine narcissism as an important antecedent of work behaviour, and that research needs to consider potential differential prediction by each of its facets.     

Chronic strain, daily work stress and pain among workers with rheumatoid arthritis: Does job stress make a bad day worse?

The structure of the job and the daily experience of work are challenges for workers with rheumatoid arthritis. Yet little is known about how these two factors interact to put workers with chronic pain at risk for worse pain on a given day. This exploratory 20 workday diary study of 27 workers with rheumatoid arthritis used hierarchical linear modelling to examine how the structure of the job and neuroticism moderate the relationship between daily undesirable work events (daily stressors), and pain reports within a day. On days with more undesirable work events compared to days with fewer events, individuals with jobs associated with job 'strain' (high demand/low control) reported greater midday pain, irrespective of neuroticism and negative mood, than workers with other combinations of demand and control. These findings demonstrate the utility of analysing fluctuating within-person relationships among pain, mood and daily work stressors within the context of the structure of the job, and helps to explain why daily work stressors result in worse health outcomes for some but not all workers with RA.     

Chronic strain,daily work stress and pain among workers with rheumatoid arthritis: Does job stress make a bad day worse?

The structure of the job and the daily experience of work are challenges for workers with rheumatoid arthritis. Yet little is known about how these two factors interact to put workers with chronic pain at risk for worse pain on a given day. This exploratory 20 workday diary study of 27 workers with rheumatoid arthritis used hierarchical linear modelling to examine how the structure of the job and neuroticism moderate the relationship between daily undesirable work events (daily stressors), and pain reports within a day. On days with more undesirable work events compared to days with fewer events, individuals with jobs associated with job ‘strain’ (high demand/low control) reported greater midday pain, irrespective of neuroticism and negative mood, than workers with other combinations of demand and control. These findings demonstrate the utility of analysing fluctuating within-person relationships among pain, mood and daily work stressors within the context of the structure of the job, and helps to explain why daily work stressors result in worse health outcomes for some but not all workers with RA.     

Location of Inventories in an MRP Environment

Previous research on MRP systems has rarely considered at what level in a modular sub-assembly product structure to hold inventories. Based on a simulation study of an MRP environment, we show that the correct decision concerning where to hold inventory depends on the variance in end-item demand, the amount of inventory investment, and concomitantly, the desired level of customer service. In particular, for small investment in inventories and moderate end-item demand variance, it is equally effective to hold inventories at the subassembly level or the end-item level. But when end-item demand variance is high, subassembly level inventories are better. As inventory investment grows, however, it is best to use a diversified approach of holding both subassembly and end-item inventories, irrespective of end-item demand variance. The robustness of these conclusions is validated by simulating a hypothetical firm that also uses safety time to hedge against uncertainties.     

Abusive interaction and role state stressors: Relative impact on student residence assistant stress and work attitudes

Despite the recognition that poor working relationships can contribute to strain (Chen and Spector 1991, Cooper and Marshall 1978, Kahn and Byosiere lY92, Spector 1987, Spector et al. 1988) and increasing concern over violence and aggression in the workplace (Northwestern National Life Insurance Co. 1993), little research attention has been paid to hostile interpersonal interaction as a work-related stressor. While recent work has focused on interpersonal conflict and sexual harassment as stressors, emotionally abusive interactions have remained largely unaddressed by the organizational stress literature. These interactions are characterized by hostile verbal and non-verbal, non-physical behaviours directed by one or more persons towards another that negatively affect the target's sense of him/herself as a competent person and worker (Keashly et al. 1994, Leymann 1990). The current study examined whether emotional abuse contributed uniquely to understanding work-related stress in student residence assistants (RAs). Seventy-six RAs employed by a Canadian university responded to a questionnaire on the quality of their work experience. The stressors examined were role conflict, role overload, role ambiguity, and number, frequency, and impact of abusive events with dormitory residents. Outcome variables included job-related tension, job satisfaction, job commitment, and intention to leave. Emotional abuse contributed similar amounts of unique variance as the role state stressors to the variables of tension, job satisfaction and intention to leave suggesting emotional abuse is an important and uniquc workplace stressor. Implications of these findings for future research are discussed.     

AN EXPERIMENTAL EVALUATION OF THE RELATIONSHIP OF UNCERTAINTY IN THE ENVIRONMENT TO INFORMATION USED BY DECISION MAKERS*

This paper discusses the relationship between uncertainty in a decision making environment and the desired characteristics of information used for decision making. The work is aimed at providing a better understanding of the variables that affect the design of Management Information Systems. An experiment was conducted using an inventory simulator. The subjects could decide on inventory control variables and the amount and type of information to be used in monitoring system performance. The demand for inventory was an external random variable under the control of the experimenter. The experiment investigated how different demand variances affected the decision information used, the decisions made, and the resulting decision effectiveness (cost.) It was found that decision review frequency was not affected by demand variability. However, age and degree of summary of information used were greatly affected. Subjects exposed to high variability used data with a shorter history and a higher level of detail than those exposed to low variability. It was also found that the number of reports used increased from the low to middle variance group, then decreased at very high variance. Subjects tended to “give-up” on their information system at high variance, and they relied on additional safety stock to prevent frequent stockouts. Finally, the correlation between the information used and decision effectiveness as measured by cost was low. This result was contrary to the subjects' beliefs that more and better information produced “better” decisions. It indicates that although variability may strongly affect preferences for different types of information, the information used may not in turn affect decision performance.     

信息性与控制性:工作压力源的性质研究

本研究在自我决定理论(self-determination theory,SDT)的框架指导下,对264名企业员工所感受的压力源的性质进行了分析.结果发现,根据作用方式或者个体评价方式的不同,同一个压力源可以再分为信息性或控制性;信息性压力源所产生的压力感受显著地低于控制性的压力源所产生的压力感受;人际与角色压力、工作特征压力、组织结构和氛围压力均可以再分为信息性与控制性,两种性质的压力源产生的压力感受均存在显著性的差异;对不同代际的员工而言,两种性质的压力源所产生的压力感受存在显著性的差异.研究结论启发管理者应关注员工对压力源的个人评价,同时注意不同年龄的员工所感受到的压力特点,在压力源无法改变的前提下,为员工创造信息性的环境,可以显著缓解员工的压力感受.     

Control, stress, and job satisfaction in Canadian nurses

The main effects of four domains of control (task, decision, resource, physical environment) on job satisfaction and their interactions with three types of job stressors (task demands, role conflict, interpersonal conflict) were examined in a sample of 765 Canadian nurses. Multiple regression analyses were conducted to determine the proportion of variance in job satisfaction that could be accounted for by job stressors, control, and the interaction of stressors and control in that order. The job stressors were analysed separately and as a composite job demands score, as were the four domains of control. The results indicated that the proportion of variance in job satisfaction increased with the addition of control for the composite scores and for task, resource, and physical environment control. However, decision control did not account for additional variance in job satisfaction above that for any of the job stressors. In addition, none of the stressor x control interactions were significant. The results support previous attempts to test the moderating effects of control, suggesting that perceived control is not a moderator of job stress but rather that it has a direct influence. The relevance of the different domains of control for nurses is discussed.     

The stressor–strain relationship in diary studies: A meta-analysis of the within and between levels

Daily diary studies use the same set of measures repeatedly for several days. Within the work stress domain, these studies are able to isolate the effects of daily exposure to stressors within people from the general level of stressors between people. This meta-analysis investigated both content-related and methodological aspects of workplace stressor–strain relationships in diary studies. Results from 55 unique samples (a combined sample size of 5409) indicated that the magnitude of the stressor–strain relationship was stronger at the between-person level than the within-person level. Further, when the stressor was measured prior to the strain (within the same day), the relationship was somewhat stronger than when stressor and strain were measured concurrently. This suggests that stressor–strain effects might take some time to fully manifest. Differences were also detected among types of strains: affective strains had stronger relationship with stressors than behavioural strains. There were also differences in the stressor–strain relationship depending on both the type of strain and the timing of their respective measurement (concurrent versus predictive), suggesting that certain strain responses require more time to manifest. Overall, this meta-analysis elucidates important considerations in the design and interpretation of diary studies on occupational stress.     

Discrepancies between chronological age and personal age as a reflection of unrelieved worker stress

The general proposition that stress-related variables will be associated with discrepancies between chronological age and perceived personal age of working adults was examined. Responses from a field survey of day, afternoon, and night fixed-shift workers in a large manufacturing organization (n = 1674) were used to explore the relationships between a variety of reported stress-related variables and personal age constructs. Discrepancies between perceived personal age and chronological age were reported by a large proportion of the workers surveyed. Three categories of stress-related variables each accounted for a significant proportion of the variance in discrepancies. As hypothesized, the reported presence of stressors and the frequency/extent of strains (stress-related outcomes) were positively correlated with feeling older than one's chronological age. In addition, the reported presence of support mechanisms for coping with stressors was negatively correlated with feeling older than one's chronological age. The manner in which work and non-work stress may impinge upon personal age perceptions is discussed, and appropriate avenues for future research in this domain are considered.     

Relations between environmental problems,psychology and health among shift-workers in the Norwegian process industry

Abstract

A group of 89 male shift-workers, mean age 38 years, was examined for health complaints, subjective experience of their work environment, psychological defence strategies, and immunological factors. They worked in a process industry, controlling a complex chemical process partly by instruments and partly by direct checking of mechanical devices such as valves. Shifts were eight hours long and changed every second week.

The main problem areas identified were problems with the management, colleagues and superiors, feelings of being under-valued, time pressure, fear of making mistakes, and lack of influence and communication. The main health complaints were sleep disturbance and gastro-intestinal problems. Shift workers also complained about allergies, breathing difficulties, tension, anxiety and depression. There were no pathological levels of plasma immunoglobulins (Ig) or Ig complements. However, levels did correlate with experience of work-related problems and with measures of defence mechanisms. Up to 25% of the variance in die immunological indicators was explained by a combination of defence mechanism scores and those of perceived health and work problems. This suggests that immunoglobulins may be an indicator of work-related health risks (‘stress’), even if the level of explained variance is too low to use immunoglobulins alone as a ‘marker’. The same variables, and immunoglobulins, also related significantly to perceived health. This may be a particularly important indicator, and when combined with immunology and psychological variables, also as a risk factor for organic disease.     

Newsvendor Problems with Demand Shocks and Unknown Demand Distributions

In today's competitive market, demand volume and even the underlying demand distribution can change quickly for a newsvendor seller. We refer to sudden changes in demand distribution as demand shocks. When a newsvendor seller has limited demand distribution information and also experiences underlying demand shocks, the majority of existing methods for newsvendor problems may not work well since they either require demand distribution information or assume stationary demand distribution. We present a new, robust, and effective machine learning algorithm for newsvendor problems with demand shocks but without any demand distribution information. The algorithm needs only an approximate estimate of the lower and upper bounds of demand range; no other knowledge such as demand mean, variance, or distribution type is necessary. We establish the theoretical bounds that determine this machine learning algorithm's performance in handling demand shocks. Computational experiments show that this algorithm outperforms the traditional approaches in a variety of situations including large and frequent shocks of the demand mean. The method can also be used as a meta‐algorithm by incorporating other traditional approaches as experts. Working together, the original algorithm and the extended meta‐algorithm can help manufacturers and retailers better adapt their production and inventory control decisions in dynamic environments where demand information is limited and demand shocks are frequent      

Discrepancies between chronological age and personal age as a reflection of unrelieved worker stress

Abstract

The general proposition that stress-related variables will be associated with discrepancies between chronological age and perceived personal age of working adults was examined. Responses from a field survey of day, afternoon, and night fixed-shift workers in a large manufacturing organization (n = 1674) were used to explore the relationships between a variety of reported stress-related variables and personal age constructs. Discrepancies between perceived personal age and chronological age were reported by a large proportion of the workers surveyed. Three categories of stress-related variables each accounted for a significant proportion of the variance in discrepancies. As hypothesized, the reported presence of stressors and the frequency/extent of strains (stress-related outcomes) were positively correlated with feeling older than one's chronological age. In addition, the reported presence of support mechanisms for coping with stressors was negatively correlated with feeling older than one's chronological age. The manner in which work and non-work stress may impinge upon personal age perceptions is discussed, and appropriate avenues for future research in this domain are considered.     

Distinguishing traumatic, vicarious and routine operational stressor exposure and attendant adverse consequences in a sample of police officers

Problems in studying occupational stress within the police service are identified and the paucity of work on operational duties as potential stressors are discussed. The present study reports the results of a factor analysis of operational stressors (N = 601 serving British police officers) that revealed three factors: exposure to death and disaster; violence and injury; sexual crime. These were demonstrated to be reliable scales and were included in logistic regression models together with a range of demographic and psychological variables. Models were applied to men and women separately, which showed there to be different predictors of the likelihood of suffering distress (measured by the General Health Questionnaire, GHQ) in terms of the officer's gender and operational role. Overall the model for women officers was better at predicting psychological distress than that for men. These findings are related to aspects of the police occupational culture. Further discussion is offered that conceptualizes police operational stressors as traumatic, routine and vicarious. Finally, some implications are drawn for the provision of stress intervention in the light of this differentiation.     

Social sexual behavior at work

Organizational leaders and scholars have long regarded social sexual behavior in the workplace as deviant, harassing in nature, and something that organizations must eliminate to ensure maximal performance. Regardless of this perspective, however, social sexual behavior is an inescapable feature of human interaction that cannot be completely controlled in organizations. Moreover, there are many aspects of social sexual behavior that have not been considered or granted enough research attention to entirely warrant the broad assumption that social sexual behavior is always problematic to organizations and individuals. In the current paper, we highlight these under-researched or ignored facets of social sexual behavior. First, we consider the potential buffering effects that consensual social sexual behavior at work can offer to those involved, in terms of protecting them from the negative impact of workplace stressors. Next, we discuss the ways in which social sexual behavior is used as a tool of social influence at work. Finally, we consider the role of social sexual behavior at work as a precursor to the development of romantic relationships among employees. Throughout this discussion, we highlight both the potential benefits and drawbacks of engaging in social sexual behavior at work rather than adopting the perspective that all social sexual behavior at work is harmful. We encourage future research to consider all angles when investigating social sexual behavior at work, so as not to be completely detached from the reality that social sexual behavior can be consensual and sometimes enjoyed.     

Beyond demand and control: The contribution of organizational risk factors in assessing the psychological well-being of health care employees

Abstract

The job demand–control(–support) model is frequently used as a theoretical framework in studies on determinants of psychological well-being. Consequently, these studies are confined to the impact of job characteristics on worker outcomes. In the present study the relation between work conditions and outcomes (job satisfaction, emotional exhaustion, psychological distress, and somatic complaints) is examined from a broader organizational perspective. This paper reports on an analysis that examines both the unique and the additional contribution of organizational characteristics to well-being indicators, beyond those attributed to job characteristics. A total of 706 care staff from three public residential institutions for people with mental or physical disabilities in the Netherlands took part in this research. To assess organizational risk factors a measurement instrument was developed, the organizational Risk Factors Questionnaire (ORFQ), based on the safety-critical factors of the Tripod accident causation model. Factor analyses and reliability testing resulted in a 52-item scale consisting of six reliable sub-scales: staffing resources, communication, social hindrance, training opportunities, job skills, and material resources. These organizational risk factors explained important parts of the variance in each of the outcome measures, beyond that accounted for by demographic variables and job demand–control–support (JDCS) measures. Communication and training opportunities were of central importance to carers’ job satisfaction. Social hindrance, job skills, and material resources explained a substantial amount of unique variance on the negative outcomes investigated.     

提前期、构建成本和短缺量拖后率均可控的EOQ模型

传统库存模型通常将提前期和构建成本视为不可控制。事实上可以通过追加投资缩短提前期和降低构建成本。缺货期间,为减少订单丢失量和补偿顾客的损失,供应商会给予一定的价格折扣。现实库存系统中,容易得到需求的期望值和标准差,但较难得到其分布规律。基于此,考虑短缺量拖后率与价格折扣和缺货期间库存水平相关,提出了一种需求为任意分布且提前期和构建成本均可控的EOQ模型,证明了模型存在唯一最优解,给出了一种寻优算法。数值仿真分析表明,一般情况下,压缩提前期和降低构建成本能降低订购批量和安全库存,降低库存总成本;短缺量拖后系数和缺货概率对库存总成本影响较大,企业应尽量降低缺货概率,尤其在短缺量拖后系数较小时。