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Cyberloafing occurs when employees use electronic devices for nonwork activities while at work. It can have both constructive (means of regulating stress) and destructive (form of counterproductive work behavior) impact. For jobs where there is a fixed schedule of work versus break time, defining cyberloafing is clearcut. In other jobs where employees are allowed to self‐regulate their work flows, it can be difficult to distinguish cyberloafing from legitimate breaks. [ABSTRACT FROM AUTHOR]

Using two diverse cross-sectional samples (n = 361, 579), the authors investigated measurement impediments in current behavioural methods of operationalising workplace mistreatment by examining perceived intensity and intention attributions. Results indicated that bullying and incivility, assessed using common measures and analytical techniques, have moderate negative effects on employees that are not significantly different in effect size from one another, which is consistent with prior research. Using a separate measure of workplace aggression, participants were categorised using latent class clustering into groups reporting: 1. no mistreatment over the prior month (representing no mistreatment), 2. low intensity and low intentional mistreatment (representing incivility), and 3. high intensity and high intentional mistreatment (representing bullying). One-way ANOVAs with Tukey post-hoc tests indicated that those who experience bullying consistently reported more strain than the other two groups across both samples. Those reporting incivility reported significantly different turnover intentions from the other groups, but did not differ with regard to affective commitment and psychological strain. These results highlight the need for more attention to be paid to construct validity and advanced analytic techniques in mistreatment research, particularly with regard to incivility. Implications for the measurement of mistreatment constructs are discussed. [ABSTRACT FROM AUTHOR]

The stressor organizational constraints, reflecting aspects of the work environment that inhibit or interfere with an individual's performance of job tasks, is prevalent in the workplace. This meta-analysis summarizes findings concerning the relationships of organizational constraints with other variables. Using five search methods, we located 84 research reports that provided data from 119 independent samples that contained 33,998 employed individuals. Fitting a stressor–strain framework, constraints had significant relationships with behavioural (counterproductive work behaviour), physical (somatic symptoms), and psychological (e.g. emotions and job dissatisfaction) strains and with well-being variables. Relationships were also found with all other work environment variables, and most personal characteristics (demographics and personality) except for gender. Moreover, a series of regression and relative weights analyses based on meta-analytic correlations showed that constraints had a unique contribution to strain beyond other stressors. The current meta-analysis shows that many commonly studied variables are related to organizational constraints, and it should more often be the centre of empirical research and theoretical development. [ABSTRACT FROM PUBLISHER]

Sources and outcomes of occupational stress among police managers are examined on a sample of 267 senior police officers in one of the Central European countries, using the Occupational Stress Indicator 2 (OSI 2), the Work Locus of Control Scale, the Hofstede's Scale of Work-Related Values, as well as several demographic variables. The results are then contrasted with those of 232 managers in private industry in the same country. Managers in the private sector work longer hours, report higher impatience (one component of a Type A behaviour pattern), are more internal in locus of control, rely less on social support as a means of coping with stress, and perceive more masculinity, less uncertainty avoidance, and less long-term orientation in their culture than do their police counterparts. Police managers, on the other hand, perceive more pressures related to their workload, relationships, work hassles, recognition and organisational climate. As a consequence, they are less satisfied with the job itself and with their organisation, and more frequently consider an option of quitting their job. At the same time, police managers report better physical wellbeing and higher mental contentment than their colleagues in private industry. The results are discussed in terms of their practical value for police administrators. [ABSTRACT FROM AUTHOR]

The current study investigated the impact of job stressors on well-being from the perspective of person—environment fit. Based upon a 288-case sample from six organizations, we found that the actual and preferred career advancement themselves and their second-order (curvilinear) combinations jointly predicted job satisfaction, mental well-being, and turnover intention. Also, the actual and preferred quality of relationships at work and their second-order (curvilinear) combinations jointly predicted job satisfaction, mental and physical well-being, and turnover intention. Some possible mechanisms underlying the stressor—outcome relationship and their implications are discussed. [ABSTRACT FROM AUTHOR]

Due to the effect of academic performance on employment opportunities and admission to graduate schools, researchers have long recognized the need for identifying factors that are linked to the academic performance of undergraduate marketing students. This research proposes a model that investigates the relationships among motivation, effort, personality, stress, and academic performance. Action-state orientation (AO-SO) is an important factor in students' emotional exhaustion and effort. AO-SO relates to individual differences in the capacity to regulate emotions, cognitions, and behaviors to accomplish intentional actions. AO-SO consists of three dimensions: disengagement (versus preoccupation), volatility (versus persistency), and hesitation (versus initiative). Results indicate that persistency and initiative are positively related to effort, which is an important antecedent of academic performance. Also, disengagement is negatively related to emotional exhaustion. [ABSTRACT FROM AUTHOR]

A comparative study of work-family stressors, work hours, and well-being was described contrasting 3 culturally distinct regions: Anglo (Australia, Canada, England, New Zealand, and U.S.), China (Hong Kong, People's Republic of China, and Taiwan) and Latin America (Argentina, Brazil, Colombia, Ecuador, Mexico, Peru, and Uruguay). Samples of managers were surveyed in each country, and country data were combined for the 3 regions. Support was found for the hypothesis that Anglos would demonstrate a stronger positive relation between work hours and work-family stressors than Chinese and Latins. In all 3 samples, work-family stressors related to increased job satisfaction and reduced well-being. Latins were found to work the most hours, have the most children, and report the highest job satisfaction. China was the only region in which being married and having more children related positively to all measures of well-being. [ABSTRACT FROM AUTHOR]

A study of stress was conducted among 269 managers from five large Polish cities and organisations of different economic sectors: state, private and middle forms. It was aimed at answering if the economic sector is related to: (I) type and intensity of stress sources among the managerial staff, (2) individual characteristics of the managers (Type A and locus of control), (3) dominant ways of coping with stress, (4) stress symptoms in the field of physical and mental health and job satisfaction. The main research tools were the Occupational Stress Indicator (OSI_2) and the Work Locus of Control Scale (WLCS). The results of the hierarchical regressions showed that the economic sector is a predictor of only certain sources of stress connected with insufficient organisational support and excessive workload (higher intensity of the stressors in state organisations), and also job satisfaction (mainly organisation satisfaction, which is higher in private organisations). The economic sector was not a predictor of physical and mental health nor a predictor of Type A and locus of control of managers. [ABSTRACT FROM AUTHOR]

Based on findings from the domain of organizational frustration, the conceptual similarity between stress and frustration, and the functional similarity between frustrated events and work stressors, the relationships of behaviours (aggression, withdrawal, theft and substance use) with work stressors and affective reactions were investigated. Relations between reported stressors and behaviours were strongest for the more directly aggressive actions (sabotage, interpersonal aggression, and hostility and complaints), and for intention to quit. Relations with theft and absence were modest. None of the stressors correlated with reported substance use at work. Among the relations between affective reactions and the reported behaviours, anger and job satisfaction correlated with all behaviours except substance use at work. Hierarchical regression results further showed that the observed associations between stressors and behaviours were not attributed to affective variables for most cases. [ABSTRACT FROM AUTHOR]

The present study examined the possibility that individuals with certain personality traits tend to be found in certain types of jobs. Specifically, we examined correlations between two personality traits, anxiety and optimism, and measures of job characteristics obtained via self-reports and through job analysis. Results showed that those who were high in trait anxiety tended to be in jobs characterized by low autonomy, variety, identity, feedback, significance, and complexity. Conversely, those reporting high levels of optimism tended to be in jobs characterized by high levels of each of these job characteristics. Further research to clarify these findings was suggested. [ABSTRACT FROM AUTHOR]

The current investigation was designed to test the hypothesis that reassurance is at least one mechanism by which the presence of others reduces anxiety. In two separate experiments Ss (female undergraduates n = 38 and n = 40, respectively) waited to participate in an anxiety provoking shock experiment with two Cs. In one condition the Cs were reassuring and in the other they were not. Results of both experiments showed anxiety reduction only when the Cs were reassuring. Birth order differences could not be found; nor could the results of Experiment 2 confirm the hypothesis that reassurance causes people cognitively to re-evaluate the anxiety-arousing situation. [ABSTRACT FROM AUTHOR]

A widely accepted finding in social psychology is that the mere presence of others in a stressful situation reduces anxiety. This finding is based primarily on Wrightsman's study which originally demonstrated anxiety reduction in the presence of others (at least for firstborns). However, Epley has raised questions about the methodology of the Wrightsman study. Furthermore, Epley has suggested that if anxiety reduction does occur in the presence of others, it is probably due not to their mere presence but to other mechanisms: namely, distraction or social comparison (modelling). [ABSTRACT FROM AUTHOR]

The article presents views of various researchers on the job stress process involving both objective and subjective aspects. Most research on job stress has viewed the process as reflecting an individual's response to the objective work environment. Concerned about biases and method variance, the field has made increased use of non-incumbent objective measures. Researchers argue that it is an individual's interpretation of the environment that is crucial in the stress process, rather than the objective environment itself. Furthermore, they integrate attributions and emotions in developing a job stress model. This model notes a role for emotions of guilt and shame that have received little attention. An understanding of how such exposure affects people is an important goal of job stress research. According to researchers, objective features of jobs are important for health. Attention should be payed to better understand how the environment affects people's health and well-being. Although prior studies might seem to suggest that subjective features are more important than objective in that they produce stronger correlations, much of this is likely due to biases and method variance.

Most stress research focuses on the effect of workplace stressors on frontline employees. However, less research has focused on how employees affect leaders' stress. The purpose of this study is to highlight an important yet neglected type of stressor crossover: from employees to their leader. The current study used multisource data (i.e., subordinate and leader) from 588 employees working in 164 groups in Italy. Results indicated that subordinates' workloads were associated with their leaders' workload both directly and indirectly via subordinates' physical strain. The leaders' workload then related to their own physical strain. This study has implications for understanding the stressful role of managing subordinates and can inform practitioners interested in improving leaders' well-being. This is one of the first studies to address how subordinates' stressors contributes to their leaders' stressors, and the use of a multisource multilevel design helps overcome concerns of common method bias and increases our confidence in the results. [ABSTRACT FROM AUTHOR]