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Job design and job stress in office workers
Ergonomics, 1993A model to look at various job components that affect individual well-being and health was developed drawing from the job design and job stress literature. Briefly stated, the model proposes job control to be a primary causal determinant of the stress outcomes.
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Life Stress, Organizational Stress, and Job Satisfaction
Psychological Reports, 1979The present study was designed to investigate the relationship between changes, experienced both within the personal lives of individuals and within the work environment, and job satisfaction. Results suggest that negative life changes experienced within one's personal life are related to lower levels of satisfaction while both positive and negative ...
I G, Sarason, J H, Johnson
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Job Stress and Productivity Increase
WORK: A Journal of Prevention, Assessment & Rehabilitation, 2012Abstract This paper examines mental and physical pressures that workers bear at work. The authors discuss how onthe-job stress affects a person’s capabilities and productivity, and how such pressures lend to higher incidences of accidents at work. The paper also discuses methods of reducing job-related stress and increasing productivity.
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Occupational Stresses and Job Satisfaction
The Journal of Social Psychology, 1976Summary In a test of the hypothesis that some occupational stresses are desirable and some are not, the relationship between 14 sources of occupational stress and 12 aspects of job satisfaction was studied in 228 males, employed full-time and members of one of three professional associations: professional engineers, industrial accountants, or chartered
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Job Stress and Job Dissatisfaction: Influence of Contextual Factors
Psychological Reports, 1987To examine contextual factors which play a role in responses to job stress, 135 employees high in stress and high in job satisfaction and 97 employees high in stress and low in job satisfaction were identified. Comparisons of the two groups indicated that highly stressed individuals who remained satisfied perceived their jobs as more challenging and ...
G W, McGee, J R, Goodson, J F, Cashman
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Job stress and job satisfaction of cancer care workers
Psycho-Oncology, 2004AbstractBackground: There is an increasing demand for oncology care as a result of a number of trends. In combination with ongoing changes to the health‐care system, these trends have an impact on the workplace environment of systemic therapy personnel.Methods: A postal survey was sent to major providers of tertiary systemic therapy services in Ontario.
Eva, Grunfeld +5 more
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Image: the Journal of Nursing Scholarship, 1987
This qualitative field research explored and described self‐care strategies of hospital‐based nurses. Data were derived from participant observation in 4 clinical areas and from in‐depth interviews with 20 nurses. The nurses relied on the following self‐care strategies: asserting, cultivating, catharsis and withdrawing.
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This qualitative field research explored and described self‐care strategies of hospital‐based nurses. Data were derived from participant observation in 4 clinical areas and from in‐depth interviews with 20 nurses. The nurses relied on the following self‐care strategies: asserting, cultivating, catharsis and withdrawing.
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Job Satisfaction and Job-Related Stress
2018Job satisfaction is the employee’s positive attitude or feeling towards his or her job. It is a very important motivator for employees to remain with a job, and hence an organisation. Briefly defined, job-related stress arises when there is mismatch between the employee and the work environment. The reduction of stress levels among employees is crucial
Elizabeth George, Zakkariya K.A.
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Job stress and job performance controversy: An empirical assessment
Organizational Behavior and Human Performance, 1984This study examined the relationship between job stress and employees' performance and withdrawal behavior among nurses (N = 440) in two hospitals in a metropolitan Canadian city on the east coast. Job stressors assessed included role ambiguity, role overload, role conflict, and resource inadequacy.
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