Unique nature of appraisal politics as a work stress: test of stress–strain model from appraisee's perspective

Dhiman, Amit

doi:10.1108/pr-05-2019-0276

Cited by 8 publications

(11 citation statements)

References 71 publications

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“…As shown in Table 3, this study summarized that the psychological strains have multifold dimensions, which consist of psychological symptoms (Brough & Boase, 2019;Weinberg, 2015), anxiety and dissatisfaction (Dhiman, 2021;Bomhof-Roordink et al, 2015)…”

Section: Dimensions Of Psychological Strainmentioning

confidence: 88%

“…Previous research has found that greater levels of stress overall can lead to serious psychological strain (Liu et al, 2019). Furthermore, evidence exists that whether periodic or aperiodic stressor has resulted in a longer duration of psychological strain such as depression or dissatisfaction (Dhiman, 2021). This current study has categorized the impact of multiple stressors on the psychological strain in different dimensions.…”

Section: Psychological Strain As An Outcomementioning

confidence: 97%

“…DISTRIBUTION ACROSS COUNTRIES (Weinberg, 2015), effort-reward imbalance (Weiss & Suss, 2017;Mayerl et al 2021), longer work hours (Liu et al 2019), excessive use of WeChat at workplace (Zhang et al 2021), psychological demands (Bakker et al 2021, the severity of work (Bianchi & Schonfeld, 2020), perceptions of demand, control, effort, reward and emotional exhaustion level (Fernandez-Castro et al, 2017) as well as emotional dissonance (Prem et al 2016). While psychosocial work characteristics were reported as less social support (Liu et al 2019), less supervisor and co-worker support, and acts of offensive behaviour (Bakker et al 2021), perception of political bureaucratic control (Garcia et al 2018), a regulatory job that refers to time pressure, planning and decision making (Prem et al 2016) and performance appraisal (PA) context (Dhiman, 2021). These are the collective work stressors that empirically led to psychological strain, which organizations may look into in minimizing the impact of workplace stress.…”

Section: European Countries 50%mentioning

confidence: 99%

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Work Stress and its Impact on Employees’ Psychological Strain

Ahmad¹,

Rasid²,

Rasool³

et al. 2021

IJARBSS

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This paper aimed to determine the predictors of psychological strain and identify the multidimensional measures of psychological strain. Design/methodology: The current study involves a reviewed research articles which were gathered from Scopus and Science Direct databases. A total of 60 articles have been reviewed from the year 2015 to 2021. This study has been classified into work stress and psychological strain components, followed by its definitions and dimensions. Findings: It was observed that work stress affects various dimensions of psychological strain. The findings also reveal manifold work-related stressors, which can be classified into two main themes, which are work characteristics and psychosocial work characteristics. This paper also helps to understand the conceptual knowledge of work stress, psychological strain, and its causes and consequences in the workplace. Practical implications: Stress management workshops can be conducted in the different organizations across sectors on a regular basis which can educate employees about the sources of stress and its harmful consequences on their health and how they can reduce stress effectively. Originality/value: A total of 60 research articles on work-related stress and psychological outcomes are reviewed in this study. Further, the paper is classified based on major work stressors and dimensions of psychological strain in heterogenous occupations.

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Section: Dimensions Of Psychological Strainmentioning

confidence: 88%

Section: Psychological Strain As An Outcomementioning

confidence: 97%

Section: European Countries 50%mentioning

confidence: 99%

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Work Stress and its Impact on Employees’ Psychological Strain

Ahmad¹,

Rasid²,

Rasool³

et al. 2021

IJARBSS

View full text Add to dashboard Cite

show abstract

“…Here again, it would be interesting to consider other catalysts, such as employees' own competitive orientation (Chen et al , 2011) or dispositional greed (Seuntjens et al , 2015). Organizational or contextual factors could increase the hardships associated with perceived internal rivalry too, such as dysfunctional organizational politics (Dhiman, 2020) or unfair decision-making procedures (Cropanzano and Byrne, 2001). It would be interesting to compare the invigorating roles of these contextual factors, relative to the parallel roles of their individual equivalents.…”

Section: Discussionmentioning

confidence: 99%

Does intraorganizational competition prompt or hinder performance? The risks for proactive employees who hide knowledge

Sofyan

Clercq

Shang

2022

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PurposeThis study examines whether employees' perceptions of intraorganizational competition, defined as beliefs that the organization evaluates their performance in comparison with others, result in lower supervisor ratings of their conscientiousness if the employees, particularly those with proactive personalities, respond to the resource-draining, competitive work situation with knowledge hiding behavior.Design/methodology/approachMultisource data were collected from employees and supervisors in different industries at three points in time. The research hypotheses were tested with hierarchical multiple regression analysis, in combination with PROCESS macro-based bootstrapping, to assess mediation and moderated mediation.FindingsBeliefs about highly competitive organizational climates are counterproductive, in that they lead employees to conceal knowledge intentionally from other organizational members. This mediating role of knowledge concealment is particularly prominent among employees with a strong desire to take the initiative to protect themselves against the hardships created by a climate of internal competition.Research limitations/implicationsThe research design does not allow for formal tests of causality.Practical implicationsFor human resource managers, this research pinpoints self-protective knowledge hiding as a key, detrimental mechanism. It imposes dual harms: employees feel threatened by the strict performance-oriented climate, and their defensive reactions make them appear less conscientious to supervisors. This downward spiral is particularly likely to initiate among employees who exhibit a disposition toward action.Originality/valueThis research investigates novel connections between specific organizational elements and outcomes, by specifying why and when employees' beliefs about performance-oriented organizational climates might backfire, due to their negative behavioral responses, such as purposeful knowledge hiding.

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“…70 There is an array of academic research providing evidence for the significant relationship between job stress and anxiety disorders. 71 …”

Section: Theoretical Background and Research Hypothesesmentioning

confidence: 99%

The Role of Job Insecurity, Social Media Exposure, and Job Stress in Predicting Anxiety Among White-Collar Employees

An,

Gu,

Obrenovic

et al. 2023

PRBM

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Purpose The purpose of this study is to examine the combined effects and relationships between social media exposure, job insecurity, job stress, and anxiety among individuals and to propose an innovative model exploring how these factors contribute to increased anxiety. Patients and Methods This empirical research paper focuses on understanding the role of job insecurity, social media exposure, and job stress in predicting anxiety levels. The study was conducted on a sample of 292 white-collar employees in various organizations and institutions across the United States amid the COVID-19 pandemic and the ongoing economic crisis, during the broader transition to a digital working environment. A self-report Likert-type questionnaire was administered to measure employees’ job stress, uncertainty, anxiety levels and social media exposure. The present study employed theoretical background of Lazarus’ Theory of Psychological Stress and the JDR Model. Structural equation modeling (SEM) was used to examine the relationships between these constructs, while confirmatory factor analysis (CFA) was conducted to assess the validity of the measurement model. Results The study provides empirical support for the claim that employees with pervasive job stress will likely develop anxiety symptoms. It also highlights the mechanisms by which social media exposure increases employees’ anxiety levels and how management and policymakers can buffer the stressors. Conclusion The research emphasizes the importance of addressing occupational mental health problems, and the implications of the findings indicate the need for managerial interventions in securing effective measures for buffering stress and controlled social media usage. This study contributes to the body of knowledge by informing managers and policymakers on key aspects to consider in promoting psychological balance and a healthy organizational climate.

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Unique nature of appraisal politics as a work stress: test of stress–strain model from appraisee's perspective

Cited by 8 publications

References 71 publications

Work Stress and its Impact on Employees’ Psychological Strain

Work Stress and its Impact on Employees’ Psychological Strain

Does intraorganizational competition prompt or hinder performance? The risks for proactive employees who hide knowledge

The Role of Job Insecurity, Social Media Exposure, and Job Stress in Predicting Anxiety Among White-Collar Employees

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