Identifying the Relationship between Work and Nonwork Stress among Bank Managers

Bednar, Anita S.; Marshall, Carolyn; Bahouth, Saba

doi:10.2466/pr0.1995.77.3.771

Cited by 5 publications

(5 citation statements)

References 18 publications

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“…By dividing into different groups of the staffs based on identified socio-demographic factors in this present study, in case of formalization, gender and educational level of the staff have influenced statistically significant in the perceptions of the staffs; while age factor influence significantly on the staff's perception of working condition dimension of the organization. The findings of the study are also supported by previous studies conducted (Astin, 1963;Forehand, 1968;Payne & Mansfield, 1973;Waters et al, 1974, Rao, 1985Bednar et al, 1995). While when the comparison is analyzed between perceptions of structural organizational climate dimension of the staffs of the government and private hospital, in hospitals generally, strict adherence to the rules and regulations, standardization and impersonality cannot be practiced to some members like doctors as they are treating different patients with the situation of life and death.…”

Section: Discussionsupporting

confidence: 79%

“…In a study "Identifying the relationship between work and non-work stress among bank manager", the finding showed the influence of various demographic and socio-economic factors on the perceived stress level of the employees in the bank; and it was statistically significantly seen between genders, among management levels and age groups (Bednar et al, 1995). So, stress could be considered as one of the effects of workload or work pressure that an employee may have.…”

Section: Literature Reviewmentioning

confidence: 99%

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Hospital Staff Perception of Structural Organizational Climate Dimension

Devi

Singh

2020

HSSR

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Purpose of the Study: Organizational Climate is considered as the perception of the organization by the employees and it is one of the aspects to study the organizational behavior of the human resources in organizations. The purpose of the study is to measure the perception of hospital staff about structural organizational climate dimensions. The dimensions are formalization and working conditions. Methodology: The study was conducted at seven select hospitals of Manipur and employed a structured questionnaire to collect data from the staff like doctors, nurses, and those who are working in the management levels with a sample size of 323. The valid data was statistically analyzed using IBM: SPSS Statistics Version 22. Findings: The results indicated that the socio-demographic factor age is the only factor that significantly influences the variation of perception of the staff towards working conditions; while gender and educational qualification of the staff are those factors that significantly influence the variation in their perception towards formalization. Besides a staff of government hospitals have a significantly higher perception of the working condition than those of private hospitals, while staffs of private hospitals have a significantly higher perception of formalization than those of government hospitals. Application of the study: The outcome of the research would enlighten that by giving importance to the structural Organizational Climate dimensions of the hospital structure, the behavior of the employees can be boosted which then leads to better hospital functioning. The findings would be of immense help to academicians, researchers as well as hospital administration or management for proper policy planning for efficient and effective organizational goal attainment. Novelty/originality of the study: In this research, the model of hospital staff perception of structural organizational climate dimension is presented comprehensively and completely.

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Section: Discussionsupporting

confidence: 79%

Section: Literature Reviewmentioning

confidence: 99%

Hospital Staff Perception of Structural Organizational Climate Dimension

Devi

Singh

2020

HSSR

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“…However, we believe that an individual's environment should consist of both family and work environments. This argument is further supported by Bednar, Marshall, and Bahouth (1995), who state that a person's environment is a combination of work and nonwork environments. Therefore, it is apparent that both work and non-work environments need to be taken into account while defining a person's environment.…”

Section: Introductionmentioning

confidence: 94%

Development of the Person–Family Fit Construct: An Extension of Person–Environment Fit into the Family Domain

Padmasiri

Kailasapathy

Jayawardana

2019

South Asian Journal of Human Resources Management

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This article defines a person’s environment as a combination of work and family environments by extending the person–environment fit theory to include the family domain. The study extends the person–environment fit construct by including person–job fit, person–organization fit, person–group fit, person–supervisor fit (all in work environment) and person–family fit (family environment). In the two studies that were carried using operational-level employees from various industries, we empirically develop a scale for the new concept person–family fit, validated person–family fit scale and the person–environment fit construct. This study makes several theoretical contributions including defining person–family fit construct, developing a scale to measure the same and confirming its inclusion into the person–environment fit construct. Managerial implications are provided to ensure person–job fit, person–group fit, person–supervisor fit and person–family fit in the working environment.

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“…The buffering effects of social support may be more likely to reduce male personnel’s stress and increase their physical and psychological health when compared to female personnel. On the other hand, factors such as gender stereotyping, role conflict, and other structural characteristics against female employees [75,76] could lead to a lower perception of social support and health as compared to male personnel. We also conclude that four factors may lead to female personnel’s high stress, low social support, and poor perceived health status in Taiwan’s military.…”

Section: Conclusion and Suggestionsmentioning

confidence: 99%

Effects of Social Support on the Stress-Health Relationship: Gender Comparison among Military Personnel

Hsieh

Tsai

2019

IJERPH

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The purpose of this study was to investigate how the role of workplace social support and gender affect the relationship between work stress and the physical and mental health of military personnel in Taiwan. The analysis results reveal that military personnel expressed significantly high perceptions of work-related stress. Social support from supervisors and colleagues is a crucial factor in buffering the effect of work-related stress on perceived health, and increasing the physical and mental health among military personnel. This study shows that male personnel who perceived higher stress and gained more social support from supervisors and colleagues than female personnel were less likely to have physical and mental issues than female personnel. Managerial implications and suggestions could serve as references in managing work-related stress, enhancing social support occurring in the military workplace, and reducing job dissatisfaction, which in turn improves the health and well-being of military personnel in Taiwan.

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Identifying the Relationship between Work and Nonwork Stress among Bank Managers

Cited by 5 publications

References 18 publications

Hospital Staff Perception of Structural Organizational Climate Dimension

Hospital Staff Perception of Structural Organizational Climate Dimension

Development of the Person–Family Fit Construct: An Extension of Person–Environment Fit into the Family Domain

Effects of Social Support on the Stress-Health Relationship: Gender Comparison among Military Personnel

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