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Investigating Turnover Intention among Emergency Communication SpecialistsLiu, Yufan 25 October 2005 (has links)
This study tested a model that uses job stressors, equity sensitivity, perceived organizational justice, and job satisfaction to explain turnover intention and organizational citizenship behavior (OCB). An online survey was distributed to emergency communication specialists from 14 emergency communication centers in Florida. The supervisors in these emergency communication centers were asked to rate their employees on OCB. Responses to the survey and the OCB ratings were analyzed using structural equation modeling to evaluate the fit of a theoretical model to those data. Results showed that the model fit the data reasonably well and nearly all the hypotheses were supported. Specifically, job satisfaction completely mediated the relationships between job stressors, equity sensitivity, perceived organizational justice, and turnover intention. Job satisfaction partially mediated the relationships between job stressors, equity sensitivity, perceived organizational justice, and OCB, and equity sensitivity also had a unique, direct impact on OCB. Turnover intention alone did not reduce OCB. The implications of these finding are discussed.
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You’re Not Helping: Unhelpful Workplace Social Support as a Job StressorGray, Cheryl E. 02 November 2018 (has links)
While support is generally a helpful resource for employees, support can also serve as a job stressor. Unhelpful workplace social support (UWSS) is any action taken by a supervisor and/or colleague that is intended to benefit another worker but is perceived as unhelpful or harmful by the recipient. A series of three studies identified types of UWSS, developed a measure of UWSS, and established a nomological network of variables related to UWSS. In Study 1, critical incidents were collected from 116 employees, and a content analysis revealed 11 distinct categories of UWSS. A measure of UWSS was developed in Study 2, and a nomological network of variables related to the construct was examined using responses from 176 employees. Results demonstrate that UWSS is associated with higher negative affect, lower competence-based self-esteem, lower coworker satisfaction, higher work-related burnout, higher organizational frustration, and higher physical symptoms (e.g., headache, nausea, and fatigue) among recipients. Study 3 replicated the findings using data from 496 registered nurses to mitigate the chances of reporting Type 1 errors. Together, the studies demonstrate that unhelpful workplace social support is a meaningful job stressor worthy of further investigation.
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仕事のストレス要因から評価した自覚的ストレスの妥当性、および自覚的ストレスと生活習慣との関連Yatsuya, Hiroshi, OuYang, Pei, Sugiura, Kaichiro, Mitsuhashi, Hirotsugu, Hotta, Yo, Takefuji, Seiko, Matsushita, Kunihiro, Wada, Keiko, Morimoto, Yusuke, Tamakoshi, Koji, Toyoshima, Hideaki, Otsuka, Rei, 八谷, 寛, 歐陽, 蓓, 杉浦, 嘉一郎, 三橋, 弘嗣, 堀田, 洋, 竹藤, 聖子, 松下, 邦洋, 和田, 恵子, 森本, 祐介, 玉腰, 浩司, 豊嶋, 英明, 大塚, 礼 10 1900 (has links)
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