ABSTRACT
The present study was designed to examine whether coping style influences the impact of self-efficacy on stressor-strain relations. It was hypothesized that high self-efficacy would weaken stressor-strain relations when accompanied by frequent use of active coping and infrequent use of avoidance coping. Data collected from 2,293 members of the U.S. Army revealed 3-way interactions among self-efficacy, role clarity, and active coping and among self-efficacy, work overload, and avoidance coping. As predicted, self-efficacy mitigated the effects of low role clarity on strain only when active coping was high. Also as expected, strain levels were lower for participants with high self-efficacy than for participants with lower self-efficacy when work overload was low but avoidance coping was high. Implications of these findings for occupational stress research are discussed.
Subject(s)
Adaptation, Psychological , Self Efficacy , Stress, Psychological , Workload , Adolescent , Adult , Female , Humans , Interpersonal Relations , Male , Middle Aged , Occupational HealthABSTRACT
This study built on previous exploratory research (S. M. Jex & D. M. Gudanowski, 1992) that examined both self-efficacy and collective efficacy as moderators of stressor-strain relations. Based on survey data collected from 2,273 U.S. Army soldiers representing 36 companies, it was found that both self- and collective efficacy moderated the relationship between stressors and strains. Multilevel random coefficient model results revealed that respondents with strong self-efficacy reacted less negatively in terms of psychological and physical strain to long work hours and work overload than did those reporting low levels of efficacy. In addition, respondents with high levels of self-efficacy responded more positively in terms of job satisfaction to tasks with high significance than did those with low efficacy. The results also revealed that group-level collective efficacy moderated the relationship between work overload and job satisfaction and between task significance and organizational commitment. Limitations of the study and implications of these findings are discussed.
Subject(s)
Employment , Stress, Psychological/psychology , Adult , Cooperative Behavior , Female , Humans , Job Satisfaction , Longitudinal Studies , Male , Military Personnel , Time Factors , WorkloadABSTRACT
This article incorporates recent research regarding time management into a model of work-family conflict. The authors hypothesized that 3 types of time management behavior would have both direct and indirect (through perceived control of time) relationships, with work interfering with family and family interfering with work. It was also hypothesized that both of these types of work-family conflict would be related to the strain outcomes of job dissatisfaction and health complaints. This model was tested with a sample of 522 workers. In general, the hypothesized relationships were supported.
Subject(s)
Burnout, Professional/psychology , Conflict, Psychological , Employment , Family/psychology , Internal-External Control , Time Management , Adult , Aged , Burnout, Professional/diagnosis , Female , Humans , Job Satisfaction , Male , Middle Aged , Surveys and QuestionnairesABSTRACT
This study tested the effect of using the word stress in the measurement of self-reported occupational stressors and strains. Employees from two organizations responded to a questionnaire that included specific occupational stressors, strains, and 16 items in which the word stress was used. Survey respondents tended to interpret the word stress to refer both to employees' strains or reactions to the work environment and to job stressors or elements of the environment itself. Implications of these findings for occupational stress research are discussed.
Subject(s)
Individuality , Job Satisfaction , Social Environment , Stress, Psychological/complications , Workload/psychology , Adult , Aged , Female , Humans , Male , Middle AgedABSTRACT
This study examined the relationship between work-related stress and substance use among resident physicians in the United States. Unlike previous studies of physician stress, this study distinguished between "stressors" (stressful job conditions) and "strains" (reactions to the work environment) and correlated each of these with substance use. Results indicated that relations among stressors, strains, and substance use were not strong. Strains, however, were more strongly related to substance use than stressors. Additionally, benzodiazepines were more strongly related to strains than other substances, suggesting that they may be used for self-treatment. Other implications of these findings and future research needs are discussed.
Subject(s)
Internship and Residency , Life Change Events , Physician Impairment/psychology , Stress, Psychological/complications , Substance-Related Disorders/psychology , Adult , Benzodiazepines/adverse effects , Female , Humans , Male , Middle Aged , Self Medication , Substance-Related Disorders/etiology , Workload/psychologyABSTRACT
This study examined the correlations among stressors, psychological strain, and behavioral reactions in a national sample of 1785 resident physicians, 27 to 33 years old. Consistent with previous studies of resident physicians, analysis showed that those experiencing high job-related stressors experienced high psychological strain in both their personal and professional lives. Stressors were also correlated with behavioral reactions. Hierarchical regression suggested that psychological strain mediated the relations between two of the stressors and behavioral reactions to some extent. This was consistent with recent research suggesting that psychological reactions may mediate the relations between stressors and outcomes. Further research on both medical residency and the stressing process was suggested.
Subject(s)
Internship and Residency , Job Satisfaction , Physician Impairment/psychology , Physician's Role , Stress, Psychological/complications , Adult , Female , Humans , Male , Personality Inventory , Risk FactorsABSTRACT
Much of the evidence in support of job characteristics theory is limited to incumbent reports of job characteristics. In this study, job characteristics data from three independent sources--incumbents, ratings from job descriptions, and the Dictionary of Occupational Titles--were used. Convergent validities of incumbent reports with other sources were quite modest. Although incumbent reports of job characteristics correlated significantly with several employee outcomes (job satisfaction, work frustration, anxiety on the job, turnover intentions, and number of doctor visits), the other sources showed few significant correlations, except for number of doctor visits. Caution is urged in the use of incumbent self-reports of job characteristics as indicators of actual work environments. New methods for studying job characteristics are suggested.
