Finding peace of mind when there still is so much left undone—A diary study on how job stress, competence need satisfaction, and proactive work behavior contribute to work-related rumination during the weekend.

2019 ◽  
Vol 24 (3) ◽  
pp. 373-386 ◽  
Author(s):  
Oliver Weigelt ◽  
Christine J. Syrek ◽  
Antje Schmitt ◽  
Tina Urbach
Keyword(s):  
Job Stress ◽  
Need Satisfaction ◽  
Work Behavior ◽  
Diary Study ◽  
Peace Of Mind ◽  
Work Related

Work-Related Basic Need Satisfaction--Italian Version

2018 ◽  
Author(s):  
Daiana Colledani ◽  
Dora Capozza ◽  
Rossella Falvo ◽  
Gian Antonio Di Bernardo
Keyword(s):  
Need Satisfaction ◽  
Italian Version ◽  
Basic Need Satisfaction ◽  
Work Related ◽  
Basic Need

scholarly journals Job Stress and Burnout among Social Workers in the VUCA World of COVID-19 Pandemic

2021 ◽  
Vol 13 (13) ◽  
pp. 7109
Author(s):  
Gabriela Dima ◽  
Luiza Meseșan Schmitz ◽  
Marinela-Cristina Șimon
Keyword(s):  
Social Workers ◽  
Job Stress ◽  
Job Demands ◽  
Stress Factors ◽  
Care Plan ◽  
Average Score ◽  
Supervisory Support ◽  
Work Related ◽  
Study Results ◽  
High Level

This paper aimed to explore the changes posed by the new COVID-19 pandemic to the field of social work and its impact on social workers in terms of job stress and burnout in Romania. Two conceptual models were used to frame the discussion: the theoretical framework of VUCA (volatility, uncertainty, complexity, and ambiguity) to discuss the challenges that the unprecedented context of the COVID-19 pandemic has created for social workers; and the Job Demands and Resources model (JD-R) to understand job demands perceived as stressors and burnout. Based on convergent mixed methods, the study sample consisted of 83 social workers employed in statutory and private social services in Romania, from different areas of intervention. Results showed that social workers perceived a high level of job stress related to work during the pandemic, which was associated with higher levels of burnout in the areas of personal burnout (average score 55.9) and work-related burnout (average score 52.5). Client-related burnout was lower (average score 38.4), indicating that stress was generated mainly by organisational factors and work-related factors (workload, aligning to new legislative rules and decisions, inconsistency, instability, ambiguity of managerial decisions, and lack of clarity of working procedures) and less by client-related stressors (lack of direct contact with clients, risk of contamination, managing beneficiaries’ fears, and difficulties related to technology). High job demands and limited job resources (managerial and supervisory support, financial resources, and recognition and reward) led to a high to very high level of work-related burnout for 15.7% and an upper-medium level for 44.2% of respondents. A group of 27.7% reported lower to medium levels of work-related burnout, while 14.5% had very low levels, managing to handle stress factors in a healthy manner. Study results pointed to the importance of organisational support and the development of a self-care plan that help to protect against job stress and burnout. Recommendations were made, putting forward the voice of fieldworkers and managers fostering initiatives and the application of sustainability-based measures and activities designed to deal with the challenges of the VUCA environment.

The Effect of Effort on Sales Performance and Job Satisfaction

1994 ◽  
Vol 58 (2) ◽  
pp. 70-80 ◽  
Author(s):  
Steven P. Brown ◽  
Robert A. Peterson
Keyword(s):  
Job Satisfaction ◽  
Conceptual Models ◽  
Theoretical Models ◽  
Sales Performance ◽  
Sales Force ◽  
Work Behavior ◽  
Direct Selling ◽  
Work Related ◽  
Managerial Implications ◽  
Positive Effect

The authors address a fundamental gap in understanding how sales performance and job satisfaction are determined in an investigation of the sales force of a direct-selling organization. Results indicate a direct positive effect of work-related effort on job satisfaction that is not mediated by sales performance. This is inconsistent with commonly accepted theoretical models and suggests that the perspective of work as a “terminal value” (i.e., an end in itself, rather than strictly a means to an end) has been underemphasized in models of work behavior. As such, either (1) measures of sales performance should be broadened to encompass the terminal value perspective on the psychological value of work or (2) conceptual models should be revised to reflect that narrowly defined measures of sales performance do not completely mediate the effect of effort on job satisfaction. The authors conclude with a discussion of managerial implications of these findings.

scholarly journals Job satisfaction, workplace stress, unhealthy lifestyle choices, and productivity among Canadian nurses: an empirical study

2012 ◽  
Vol 13 (4) ◽  
pp. 191-199
Author(s):  
Karen J. Buhr
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Detailed Examination ◽  
Ordinary Least Squares ◽  
Workplace Stress ◽  
Probit Regression ◽  
Unhealthy Lifestyle ◽  
Work Related ◽  
Lifestyle Choices ◽  
Related Stress

BACKGROUND: Nurses’ occupational stress and job satisfaction can have an affect on lifestyle choices and productivity. OBJECTIVES: The objective of this study is to provide a detailed examination of the relationship between job satisfaction, job stress, unhealthy lifestyle choices, and productivity among Canadian nurses. METHODS: This study uses data from the confidential master data files of the 2005 National Survey of the Work and Health of Nurses (NSWHN). Ordinary least squares regressions and binary probit regression models were used to estimate the relationships between job satisfaction and job stress on productivity and unhealthy lifestyle choices. RESULTS: Workplace stress variables have a small effect on lifestyle choices. Job satisfaction has an effect on the probability of smoking, but not on drinking. Workplace stress and job satisfaction do not have statistically significant effects on productivity. DISCUSSION: The study found weak relationships among the work related stress variables and productivity. These findings can allow policy makers to consider efforts to reduce workplace stress which can be beneficial to productivity.

scholarly journals The motivational profile does matter: an exploratory survey on the influence of remote office work on physical behavior during the COVID19 lockdown

2021 ◽  
Author(s):  
Miriam Cabrita ◽  
Roos Bulthuis ◽  
Monique Tabak
Keyword(s):  
Physical Activity ◽  
Work Behavior ◽  
Office Workers ◽  
Office Work ◽  
Online Questionnaire ◽  
Physically Active ◽  
Physical Behavior ◽  
Work Related ◽  
Motivational Profile ◽  
Facilitators And Barriers

Abstract Background: Most office workers were forced to work remotely due to the COVID-19 global pandemic, possibly leading to a reconfiguration of settled patterns of physical behavior, often characterized by a sedentary lifestyle. This study aimed to investigate the motivational profile, facilitators, and barriers that might have influenced a change in physical activity while working remotely due to the COVID-19 lockdown.Methods: An online questionnaire was distributed in May-June 2020 including demographics, self-reported physical- and work behavior throughout the day before and during the lockdown, Sports Motivation Scale-II assessing motivation for being physically active, and rating on facilitators and barriers for engaging in physical activity during the lockdown. One-way ANOVA with Tukey post-hoc test was computed to investigate differences between those participants who become more-, less-, and equally active during the COVID-19 lockdown.Results: Ninety-nine people (Female=66) completed the questionnaire. Forty-four percent of the participants considered themselves less active than before the lockdown. Respondents reporting becoming more physically active (28%) were more intrinsically motivated than the remaining participants. The most important facilitators for physical activity were ‘good weather’, ‘no work-related travel’, and ‘flexible work schedules’. The most important barriers were ‘no active transportation’, ‘closed facilities’, and ‘work fatigue’. Conclusions: Strategies that adapt to the weather and fit the work schedule could facilitate physical activity among remote office workers. The results of this study will be used to design interventions to promote an active lifestyle among office workers, personalized to their motivation profile, needs, and preferences.

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