Evidence for the need to distinguish between self-initiated and organizationally imposed overload in studies of work stress

Abstract

This study attempts to enhance our understanding of the inconsistencies reported in the literature concerning the relationship between work overload and work outcomes. We tested the proposition that work overload should be divided into two constructs based on its source: self-initiated overload (SIO), and organization-imposed overload (OIO). Based on the work stress and job crafting literatures, we expected that SIO and OIO would tend to relate differentially to the work outcomes of job satisfaction, emotional exhaustion, work-family conflict, job performance, and helping organizational citizenship behaviours. A study was conducted using three samples, the first consisting of full-time employed students in three countries (N = 116), the second consisting of the nursing staffs of six private hospitals in Switzerland, and the third consisting of 161 middle managersupervisor dyads in Switzerland. Two different measures of SIO and OIO were used. SIO was found to have a more beneficial relationship with the work outcomes than OIO, general supporting our hypothesis. Theoretical and practical implications are discussed. ARTICLE HISTORY

So far, so good: Up to now, the challenge–hindrance framework describes a practical and accurate distinction

“…If workplace stressors affect other outcome variables besides health, that may be important, but rather than inherent in the meaning of stress, they are “collateral damage” (or benefits) rather than part of the essence of or definition of occupational stress. Thus, for example, we sometimes examine employees' work engagement (e.g., Kim & Beehr, ; Searle & Lee, ), work attitudes like job satisfaction (e.g., Laurence, Fried, & Raub, ; Paškvan, Kubicek, Prem, & Korunka, ), types of work performance (e.g., Abbas & Raja, ; Lin et al, ), or types of withdrawal from the workplace (e.g., Abbas & Raja, ) as potential outcomes and we are investigating effects of work stressors on strains (on health and well‐being). It is an untenable stretch of the meaning of strain as health to consider these variables to be direct measures of health.…”

“…Thus, for example, we sometimes examine employees' work engagement (e.g., Kim & Beehr, 2018;Searle & Lee, 2015), work attitudes like job satisfaction (e.g., Laurence, Fried, & Raub, 2016;Paškvan, Kubicek, Prem, & Korunka, 2016), types of work performance (e.g., Abbas & Raja, 2018;Lin et al, 2015), or types of withdrawal from the workplace (e.g., Abbas & Raja, 2018) as potential outcomes and we are investigating effects of work stressors on strains (on health and wellbeing). It is an untenable stretch of the meaning of strain as health to consider these variables to be direct measures of health.…”

Work Overload and Emotional Exhaustion in University Teachers: Moderating Effects of Coping Styles

“…The change in working conditions and, in particular, work overload is an important and representative source of occupational stress in the literature on stress (Laurence, Fried, & Raub, 2016). Among many other reasons, overload may occur due to the new legal or market demands, the introduction of new technologies, staff adjustments and reorganization.…”

A Study on the Correlation between Working Pressure and Job Satisfaction from the Viewpoint of Work Exhaustion

“…Yalabik et al (2015) pointed out the larger working pressure, thehigher work exhaustion, consultants with supervisor and peer support showing lowerwork exhaustion, and the predictability of working pressure to emotional exhaustionand low individual achievement. Laurence, Fried, & Raub (2016) discovered 25% predictability of medical social workers'working pressure to work exhaustion as well as 29% predictability of working pressure and social support to work exhaustion. Accordingly, the following hypothesis is inferred.…”