Objektiv: Psychosoziale Stressoren wurden seit langem für ihren Beitrag zur Entwicklung einer arteriellen Hypertonie untersucht, aber ihre Rolle dabei bleibt umstritten. In dieser Post-hoc-Analyse der bundesweiten Studie zur Gesundheit Erwachsener in Deutschland (DEGS1) wurden die Beziehungen von objektiv gemessenen Stressoren und selbst berichtetem Stresslevel auf den Blutdruck bestimmt. Methoden: Die Stichprobe der Studie umfasste 3352 Teilnehmer, die jünger als 65 Jahre alt waren, und derzeit in einem Beschäftigungsverhältnis standen und keine antihypertensive Medikation einnahmen. Der neu entwickelte Overall-Job-Index wurde zur Bewertung des arbeitsrelevanten Stressniveaus verwendet und der selbst wahrgenommene chronische Stress mit der Trierer Inventar zur Erfassung von chronischem Stress Screening-Skala (TICS-SSCS) gemessen. Ergebnisse: Bivariate Tests zeigten signifikante und negative Assoziationen zwischen dem durch TICS-SSCS gemessenen, selbst berichteten Stress mit dem systolischen (Schätzer = -0,16, Standardfehler [SE] = 0,03, p <0,001) bzw. diastolischen Blutdruck (Schätzer = -0.10, SE = 0,02, p <0,001), während der Overall-Job-Index positive signifikante Assoziationen für systolischen (Schätzer = 0,44, SE = 0,11, p <0,001) und diastolischen Blutdruck aufwies (Schätzer = 0,20, SE = 0,07, p = 0,005). Nach Adjustierung für Alter, Geschlecht und Body-Mass-Index blieb TICS-SSCS signifikant mit systolischem und diastolischem Blutdruck assoziiert, nicht aber mit dem Overall-Job-Index. Als Alkoholkonsum, Raucherstatus, körperliche Aktivität, Verkehrsdichte, sozioökonomischer Status, soziale Unterstützung, Pflege von Angehörigen und Leben in Partnerschaft als weitere Kovariablen zu den vorherigen Modellen zugegeben wurden, blieb TICS-SSCS weiterhin mit systolischem und diastolischem Blutdruck assoziiert (p = 0,007 und p = 0,001). Schlussfolgerungen: In einer großen und repräsentativen deutschen Studie wurde festgestellt, dass ein höher wahrgenommenes Stressniveau mit niedrigem Blutdruck assoziiert ist, während die in dieser Analyse untersuchten objektiven Stressfaktoren nicht signifikant mit Blutdruck korreliert waren. Diese Ergebnisse deuten darauf, dass Stress den Blutdruck auf verschiedenen Wegen beeinflusst und dass die Wahrnehmung von Stress das Ergebnis einer komplexen physiologischen Reaktionsantwort ist, die die Regulierung des Blutdrucks einschließt.

Background: Resource-based view emphasizes that the competitive advantage of organization is built on two elements: resources and capabilities/competences, which are related to employees within it. And job-related stress is a phenomenon in workplace and a problem in employee satisfaction management. Aim: How are decision-making latitude in terms of autonomy, as the need of knowledge worker, and his/her job-related stress related? How is knowledge worker autonomy affected by middle level manager’s authority? What is the mechanism between middle level manager’s leadership and knowledge worker’s stress? Definitions: Stress: the overall transactional process; Stressors: the events or properties of events (stimuli) that are encountered by individuals; Strain: the individual’s psychological, physical and behavioral responses to stressors; Outcomes: the consequences of strain at both the individual and the organizational levels. Completion &amp; Results: The mechanism among elements in and between knowledge worker and middle level manager is identified and presented.

Current day organisations must revert to many measures to survive in the very competing business environment. One of these measures is to reduce the number of employees. This leads to perceptions of job insecurity, not only in the employees who are not made redundant but also in employees in so-called stable organisations who are aware of these measures being implemented in other organisations. Researchers found conflicting results of job insecurity regarding performance of employees experiencing job insecurity. On the one hand it was reported that job insecurity leads to higher job performance and on the other that it leads to lower job performance. To reconcile these conflicting findings Jordan, Ashkanasy and Hartel (2002) developed a model. In their two stage model in which they postulate that perceptions of job insecurity could lead to lower affective organisational commitment and higher job-related stress and this in turn could lead to negative coping behaviour (stage one). They then include emotional intelligence (EI) as moderator of all the links between the above mentioned constructs (stage two). They are of the opinion that employees with high EI will experience higher affective organisational commitment and lower job-related stress than employees with low EI when perceptions of job insecurity are experienced. They also postulate that employees with high EI will be less inclined to revert to negative coping behaviour. The main objective of this study was to investigate whether this model would be applicable to employees of private health care organisations in Gauteng. In the first article a literature review was conducted to determine how job insecurity, affective organisational commitment, job-related stress and coping were conceptualised as well as the relationships between these constructs. This was done to investigate the first stage of the model of Jordan et al. (2002). In the second article a literature review was conducted to determine how job insecurity, affective organisational commitment, job-related stress, coping and EI were conceptualised. The relationships between these constructs and the role of EI as moderator of these relationships were also determined. This was done to investigate the second stage of the model of Jordan et al. (2002). A non-experimental correlation research design was used. Employees of private health care organisations were the participants. The Job Insecurity Inventory, the Organisational Commitment Questionnaire, the Experience of Work Life and Circumstances Questionnaire, the Cope Questionnaire and the Emotional Intelligence Scale were used, as well as a biographical questionnaire. The SPPS program and partly STATISTIKA were used to perform the statistical analysis. Descriptive statistics were used to analyse the data. Cronbach alpha coefficients and factor analyses were used to assess the reliability and validity of the measuring instruments. Pearson product-moment correlation coefficients were used to specify the relationships between the variables. Multiple regression analysis was used to determine the moderating influence of emotional intelligence. It was determined that, in this specific research group, job insecurity has a negative correlation with affective organisational commitment. Job insecurity has a positive correlation with job-related stress levels. A positive correlation was found between job-related stress levels and certain negative coping behaviours, such as denial, behavioural disengagement and mental disengagement. A negative correlation was found between affective organisational commitment and negative coping behaviour, specifically the use of drugs or alcohol. All of these correlations were statistically and practically significant. It was found that job insecurity as independent variable explains 12.1% of the total variance in affective organisational commitment. It was also found that job insecurity as independent variable explains 21.1 % of the total variance in the job -related stress levels. These findings indicated that the first stage of the model of Jordan et al. (2002) could be supported. Multiple regression analyses were performed to determine the moderating effect of EI as discussed above. The results indicated that EI had only a slight but significant moderating effect on the job insecurity -affective organisational commitment relationship and no effect on the job insecurity - job-related stress relationship. The results also indicate that EI moderates the strength of the relationship between affective organisational commitment and coping behaviour to such an extent that affective organisational commitment's predictive value is reduced to closely insignificant whilst EI emerges as the primary predictor of coping behaviour (both positive and negative). This may imply that emotionally intelligent employees will tend to use more problem-focused coping behaviour irrespective of the affective organisational commitment that they experience. Although to a lesser extent in this study, it was found that emotionally intelligent employees also make use of emotion-focused coping behaviour appropriate for managing affective states associated with experienced stress. Concerning avoidant coping strategies EI significantly negatively moderates alcohol-drug disengagement as a coping strategy, meaning employees with high EI will tend not to revert to the use of drugs or alcohol as coping strategy. It was concluded that EI does not buffer employees against the emotional consequences of job insecurity in this research group, as proposed by the model of Jordan et al. (2002), but rather enables them to cope with these emotional effects using problem-focused- and emotion- focused coping strategies, but not avoidant strategies. The latter finding is in line with the proposed model of Jordan et al.(2002). Conclusions, the limitations of this research and recommendations for private health care organisations and for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2009.

Current day organisations must revert to many measures to survive in the very competing business environment. One of these measures is to reduce the number of employees. This leads to perceptions of job insecurity, not only in the employees who are not made redundant but also in employees in so-called stable organisations who are aware of these measures being implemented in other organisations. Researchers found conflicting results of job insecurity regarding performance of employees experiencing job insecurity. On the one hand it was reported that job insecurity leads to higher job performance and on the other that it leads to lower job performance. To reconcile these conflicting findings Jordan, Ashkanasy and Hartel (2002) developed a model. In their two stage model in which they postulate that perceptions of job insecurity could lead to lower affective organisational commitment and higher job-related stress and this in turn could lead to negative coping behaviour (stage one). They then include emotional intelligence (EI) as moderator of all the links between the above mentioned constructs (stage two). They are of the opinion that employees with high EI will experience higher affective organisational commitment and lower job-related stress than employees with low EI when perceptions of job insecurity are experienced. They also postulate that employees with high EI will be less inclined to revert to negative coping behaviour. The main objective of this study was to investigate whether this model would be applicable to employees of private health care organisations in Gauteng. In the first article a literature review was conducted to determine how job insecurity, affective organisational commitment, job-related stress and coping were conceptualised as well as the relationships between these constructs. This was done to investigate the first stage of the model of Jordan et al. (2002). In the second article a literature review was conducted to determine how job insecurity, affective organisational commitment, job-related stress, coping and EI were conceptualised. The relationships between these constructs and the role of EI as moderator of these relationships were also determined. This was done to investigate the second stage of the model of Jordan et al. (2002). A non-experimental correlation research design was used. Employees of private health care organisations were the participants. The Job Insecurity Inventory, the Organisational Commitment Questionnaire, the Experience of Work Life and Circumstances Questionnaire, the Cope Questionnaire and the Emotional Intelligence Scale were used, as well as a biographical questionnaire. The SPPS program and partly STATISTIKA were used to perform the statistical analysis. Descriptive statistics were used to analyse the data. Cronbach alpha coefficients and factor analyses were used to assess the reliability and validity of the measuring instruments. Pearson product-moment correlation coefficients were used to specify the relationships between the variables. Multiple regression analysis was used to determine the moderating influence of emotional intelligence. It was determined that, in this specific research group, job insecurity has a negative correlation with affective organisational commitment. Job insecurity has a positive correlation with job-related stress levels. A positive correlation was found between job-related stress levels and certain negative coping behaviours, such as denial, behavioural disengagement and mental disengagement. A negative correlation was found between affective organisational commitment and negative coping behaviour, specifically the use of drugs or alcohol. All of these correlations were statistically and practically significant. It was found that job insecurity as independent variable explains 12.1% of the total variance in affective organisational commitment. It was also found that job insecurity as independent variable explains 21.1 % of the total variance in the job -related stress levels. These findings indicated that the first stage of the model of Jordan et al. (2002) could be supported. Multiple regression analyses were performed to determine the moderating effect of EI as discussed above. The results indicated that EI had only a slight but significant moderating effect on the job insecurity -affective organisational commitment relationship and no effect on the job insecurity - job-related stress relationship. The results also indicate that EI moderates the strength of the relationship between affective organisational commitment and coping behaviour to such an extent that affective organisational commitment's predictive value is reduced to closely insignificant whilst EI emerges as the primary predictor of coping behaviour (both positive and negative). This may imply that emotionally intelligent employees will tend to use more problem-focused coping behaviour irrespective of the affective organisational commitment that they experience. Although to a lesser extent in this study, it was found that emotionally intelligent employees also make use of emotion-focused coping behaviour appropriate for managing affective states associated with experienced stress. Concerning avoidant coping strategies EI significantly negatively moderates alcohol-drug disengagement as a coping strategy, meaning employees with high EI will tend not to revert to the use of drugs or alcohol as coping strategy. It was concluded that EI does not buffer employees against the emotional consequences of job insecurity in this research group, as proposed by the model of Jordan et al. (2002), but rather enables them to cope with these emotional effects using problem-focused- and emotion- focused coping strategies, but not avoidant strategies. The latter finding is in line with the proposed model of Jordan et al.(2002). Conclusions, the limitations of this research and recommendations for private health care organisations and for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2009.

Job insecurity in the current global climate has escalated and more organisations are engaged in downsizing and restructuring in an attempt to survive under difficult economic conditions. At the same time, organisations are also exposed to structural reforms and international competition leading to transformations in the labour market. Jordan, Ashkanasy and Hartel (2002) developed a model to explain the effect of job insecurity on employees’ coping behaviour. In their two stage model they propose that perceptions of job insecurity could lead to lower affective organisational commitment and higher job-related stress which in turn could lead to negative coping behaviour. They then include emotional intelligence - a moderator linking the above-mentioned constructs. The main objective of this study was to investigate whether this model will be applicable to a national soft drink company in South Africa. A literature review was conducted to determine how emotional intelligence, job insecurity, affective organisational commitment, job-related stress, and coping behaviour were conceptualised. The relationships between these constructs and the role of emotional intelligence as moderator were also determined. This was done to investigate the model of Jordan et al. (2002). A cross-sectional research design was used for the purpose of this study. Managers of a national soft drink company were the participants. The Emotional Intelligence Scale (EIS) (Schutte et al., 1998); the Job Insecurity Questionnaire (JIQ) of De Witte, (2000); the Organisational Commitment Questionnaire of Meyer and Allen (1997); the COPE Questionnaire of Carver, Scheier and Weintraub (1989); and the Experience of Work and Life Circumstances Questionnaire (WLQ) of Van Zyl and Van der Walt (1991), including the biographical questionnaire, were utilised. The SPSS programme was used to perform the statistical analysis and descriptive statistics were used to analyse the data. Cronbach alpha coefficients were used to assess the reliability; and explorative factor analysis was conducted to assess the validity of the measuring instruments. Pearson’s product-moment coefficients were used to specify the relationships between the variables. Multiple regression analysis was used to determine the moderating influence of emotional intelligence. It was determined that, in this specific research group, job insecurity has a negative correlation with affective organisational commitment, but job insecurity has a positive correlation with job-related tension. A positive correlation was found between job-related tension and negative coping behaviours, such as denial, behavioural disengagement, mental disengagement or alcohol-drug disengagement. A negative correlation was found between job-related tension and affective organisational commitment. Furthermore, job insecurity was found to have a negative correlation with affective organisational commitment. Lastly, problem-focused coping has a positive relationship with emotion-focused coping. All of these correlations were statistically and practically significant. Multiple regression analyses were performed to determine the moderating effect of emotional intelligence as mentioned above. The results indicated emotional intelligence does not moderate any of the relationships between the constructs. Conclusions and limitations of this research and recommendations for the national soft drink organisation as well as for future research were made. / MA, Industrial Psychology, North-West University, Vaal Triangle Campus, 2011

Job insecurity in the current global climate has escalated and more organisations are engaged in downsizing and restructuring in an attempt to survive under difficult economic conditions. At the same time, organisations are also exposed to structural reforms and international competition leading to transformations in the labour market. Jordan, Ashkanasy and Hartel (2002) developed a model to explain the effect of job insecurity on employees’ coping behaviour. In their two stage model they propose that perceptions of job insecurity could lead to lower affective organisational commitment and higher job-related stress which in turn could lead to negative coping behaviour. They then include emotional intelligence - a moderator linking the above-mentioned constructs. The main objective of this study was to investigate whether this model will be applicable to a national soft drink company in South Africa. A literature review was conducted to determine how emotional intelligence, job insecurity, affective organisational commitment, job-related stress, and coping behaviour were conceptualised. The relationships between these constructs and the role of emotional intelligence as moderator were also determined. This was done to investigate the model of Jordan et al. (2002). A cross-sectional research design was used for the purpose of this study. Managers of a national soft drink company were the participants. The Emotional Intelligence Scale (EIS) (Schutte et al., 1998); the Job Insecurity Questionnaire (JIQ) of De Witte, (2000); the Organisational Commitment Questionnaire of Meyer and Allen (1997); the COPE Questionnaire of Carver, Scheier and Weintraub (1989); and the Experience of Work and Life Circumstances Questionnaire (WLQ) of Van Zyl and Van der Walt (1991), including the biographical questionnaire, were utilised. The SPSS programme was used to perform the statistical analysis and descriptive statistics were used to analyse the data. Cronbach alpha coefficients were used to assess the reliability; and explorative factor analysis was conducted to assess the validity of the measuring instruments. Pearson’s product-moment coefficients were used to specify the relationships between the variables. Multiple regression analysis was used to determine the moderating influence of emotional intelligence. It was determined that, in this specific research group, job insecurity has a negative correlation with affective organisational commitment, but job insecurity has a positive correlation with job-related tension. A positive correlation was found between job-related tension and negative coping behaviours, such as denial, behavioural disengagement, mental disengagement or alcohol-drug disengagement. A negative correlation was found between job-related tension and affective organisational commitment. Furthermore, job insecurity was found to have a negative correlation with affective organisational commitment. Lastly, problem-focused coping has a positive relationship with emotion-focused coping. All of these correlations were statistically and practically significant. Multiple regression analyses were performed to determine the moderating effect of emotional intelligence as mentioned above. The results indicated emotional intelligence does not moderate any of the relationships between the constructs. Conclusions and limitations of this research and recommendations for the national soft drink organisation as well as for future research were made. / MA, Industrial Psychology, North-West University, Vaal Triangle Campus, 2011

Stressors stemming from tactical policing such as social isolation and increased work responsibilities often spill over into the home and affect personal relationships. Using attachment theory as the guiding framework, this mixed methods study aimed to obtain a better understanding of the factors involved in maintaining long-term relationships between tactical officers and their romantic partners. Phase I consisted of surveys administered to tactical officers in Kentucky and measured romantic partner attachment, organizational and operational police stressors. Research questions examined how operational and organizational stress correlated with attachment while controlling for demographics. Analysis indicated that holding a rank above an officer has a significant relationship to both operational and organizational stress. Influenced by the findings from phase I, phase II consisted of 30 qualitative interviews with both tactical officers and their romantic partners. Using elements of attachment theory, symbolic interactionism, and components comprising the spirit of grounded theory, four primary themes with supporting subthemes were discovered: (1) communication, a key component of successful relationships; (2) isolation, particularly from socializing with those outside policing or tactical policing; (3) job related stress, where participants indicated more stress with tactical duties; and (4) tactical team as family and trust where participants indicated that personal support among team members was essential to building the mutual trust needed for the dangers of tactical policing. These themes indicated important findings including better communication between couples who had a romantic partner working in a criminal justice related field and discovery of stressors unique to tactical policing including increased job-related stress pertaining to the higher physical, moral and intellectual standards needed for tactical policing. Participant-based advice and recommendations for more tailored support services for tactical officers and their families were also developed from the findings of phase II and included a need for family notification systems and creation of family-oriented trainings. Relationships between the phases highlighted unique aspects of police subculture within tactical policing and its effects on the personal and occupational lives of tactical officers.