Job knowledge characteristics have long been regarded as relatively fixed. However, this may no longer be the case given the dynamic and complex situations faced by employees during the COVID-19 pandemic. On the basis of event system theory and the work design literature, we argue that the onset of COVID-19 created an immediate decrease in job knowledge characteristics, which gradually increased over time in the post-onset period because of employees’ coping with the pandemic. The rate of increase in job knowledge characteristics is higher for those with higher individual task adaptivity than for others. We further argue that changes in job knowledge characteristics produced changes in job stress, and that this effect is weakened by job security. We conducted a 6-month, 6-wave longitudinal survey to gather data from 235 employees in Macau, China covering the pre-onset, onset, and post-onset periods of the COVID-19 outbreak. The results, based on discontinuous growth modeling and latent change score modeling, support our arguments. Our study advances the dynamic view of work design by identifying how a macro event may shape job knowledge characteristics and the implications of a time-to-time change in job knowledge characteristics. Overall, we suggest that there are psychological costs when employees cope at work with the business interruptions caused by COVID-19.

Anchored in conservation of resources theory, this study considers how employees' experience of job stress might reduce their organizational citizenship behaviors (OCB), as well as how this negative relationship might be buffered by employees' access to two personal resources (passion for work and adaptive humor) and two contextual resources (peer communication and forgiving climate). Data from a Mexican-based organization reveal that felt job stress diminishes OCB, but the effect is subdued at higher levels of the four studied resources. This study accordingly adds to extant research by elucidating when the actual experience of job stress is more or less likely to steer employees away from OCB – that is, when they have access to specific resources that hitherto have been considered direct enablers of such efforts instead of buffers of employees' negative behavioral responses to job stress.

Stress is a kind of physical or psychological exhaustion caused by actual or superficial problems. When pressures in working environment build up, a considerable impact on body and mind can be developed. This condition may lead the worker in to a harmful accident and bring about a dangerous situation. In many countries forestry is one of the toughest and most difficult types of occupation. Working in forest is intensive and involves a high degree of risk. Operating chainsaw and skidder are known as two most stressful occupations in forest. In order to study effect of occupational stress on mental health of forest workers, a research was conducted on the workers of two companies Mazandaran Wood and Paper Manufactory and Nekachoob Wood Technology using GHQ-28 questionnaire (General Health Questionnaire). Furthermore, in order to investigate and compare forest workers under impact with greater details, control group was also considered. Kroskal-Wallis test showed that there was a significant difference between target and contro groups in terms of mental health at 99 percent statistical levels. Working conditions and occupational stress had negative impact on mental health of both chainsaw and skidder operators so seriously that they showed symptoms like anxiety, nervousness, lack of sleep, etc.

Resilience is a crucial personal characteristic of school counsellors to protect and maintain their wellbeing against the effects of occupational stress factors in school settings. However, there has been a lack of research investigating school counsellors’ resilience in Turkey. Therefore, this study aims to explore the resilience of school counsellors working in schools with at-risk students in terms of stress and protective factors. The study was conducted using a qualitative research method with a phenomenological approach. The data were collected through semistructured interviews from 10 school counsellors working in schools with at-risk students. The data analysis was carried out with an inductive approach using an NVivo 11 software package program. The analysis revealed a variety of findings, both positive and negative, regarding the resilience of school counsellors. In this scope, three interrelated themes emerged as ‘Occupational Stressors’, ‘Personal Factors: Strength versus Vulnerability’, and ‘Positive and Negative Results: Happiness and Satisfaction versus Helplessness and Burnout’. The results show that school counsellors working in schools with at-risk students experience a variety of occupational stresses and that their experience of happiness and satisfaction, or helplessness and burnout, depends on a level of strengths or weaknesses with reference to personal factors.

In a time-lagged study with independent measures (N=115, paired responses), we examined the interactive effects of perceived organizational politics and overall satisfaction on job stress, interpersonal conflict, job performance, and creativity. The data were collected from a diverse sample of employees from various workplaces in Pakistan. The findings showed that perceived politics had a positive effect on job stress, while overall satisfaction had a negative effect on interpersonal conflict and a positive effect on creative performance. The results also revealed that in the face of high politics, highly satisfied individuals demonstrated higher levels of creativity and job performance. However, in this context of high politics negative effects were also observed, namely that highly satisfied individuals participated in interpersonal conflict and experienced high stress.

The purpose of this paper is to examine the relationship between performance appraisal satisfaction, job stress and work–family conflict. Furthermore, the study explores the role of job stress as a mediator between satisfaction with performance appraisal and work–family conflict. The total sample consisted of 120 participants from different industries. The findings revealed that performance appraisal satisfaction was negatively correlated with job stress and work–family conflict. However, job stress fully mediated the relationship between performance appraisal satisfaction and work–family conflict. The study contributes to the limited body of knowledge on employee reactions to performance appraisal and in particular, performance appraisal satisfaction. The findings can help to shed more light on the relationship between performance appraisal satisfaction and employees’ psychological responses.

This study uses structural equation modeling to test a model hypothesizing the impacts of overload and non-participation on job strain, turnover and commitment of urban transit drivers. The study sample comprises 331 responses from transit drivers from bus companies in Australia. The results show that non-participation has a direct and negative impact on organizational commitment while role overload has a direct and positive influence on intent to leave. An unexpected finding is that while overload and non-participation have significant positive impacts on job strain, there is no significant relationship between strain and organizational commitment. The implications are that work-related stressors appear to influence the organizational commitment and intent to leave of transit drivers directly rather than indirectly through job strain. Role overload and non-participation have not often been considered in the context of the commitment and intent to leave in stressful occupations such as urban transit driving.

This paper, with its multilevel design including 90 work groups in South Korea, proposes and examines how distributive justice relates to job stress, and thus leading to turnover intention at the individual level, and how this relationship is affected by empowerment climate at the group level. The results of hierarchical linear modeling show that employees’ perception of distributive justice was negatively related to job stress. We also find that job stress partially mediated the influence of distributive justice on turnover intention. In addition, at the work group level, the empowerment climate decreased employees’ job stress, and the negative relationship between distributive justice and job stress at the individual level was moderated by the empowerment climate. The theoretical and practical implications are discussed.

While the most commonly employed burnout measure has been the Maslach Burnout Inventory (MBI), researchers have been troubled by some of the psychometric limitations of this instrument. The aim of this study was to analyze the psychometric properties of the “Spanish Burnout Inventory” (SBI). The psychometric properties were analysed with data from a sample of 277 Chilean professionals working to physical disabled people. The psychometric properties of the SBI were examined through the following analyses: confirmatory factor analysis, reliability Cronbach's alpha, and concurrent validity with the MBI. The hypothesized four factor model obtained an adequate data fit for the sample (X2(164) = 285.32, p < .001, GFI = .96, RMSEA = .052, NNFI = .93, CFI = .94). Results confirmed the hypothesis formulated. The Cronbach's alpha coefficient was higher than .70 for the four scales of the instruments. Results supported the concurrent validity with the MBI. As a whole, the results of these study provided evidence on the adequate psychometric properties of the SBI for the study of burnout in the Chilean cultural context.

The impact of personality and job characteristics on parental rearing styles was compared in 353 employees. Hypotheses concerning the relationships between personality and job variables were formulated in accordance with findings in past research and the Belsky's model (1984). Structural equation nested models showed that Aggression-hostility, Sociability and job Demand were predictive of Rejection and Emotional Warmth parenting styles, providing support for some of the hypothesized relationships. The findings suggest a well-balanced association of personality variables with both parenting styles: Aggression-Hostility was positively related to Rejection and negatively to Emotional Warmth, whereas Sociability was positively related to Emotional Warmth and negatively related to Rejection. Personality dimensions explained a higher amount of variance in observed parenting styles. However, a model that considered both, personality and job dimensions as antecedent variables of parenting was the best representation of observed data, as both systems play a role in the prediction of parenting behavior.

Introduction: Post-traumatic stress disorder (PTSD) is a common condition among Japanese firefighters. The purpose of this study was to clarify the relationship of PTSD scores to job stress, social support, and depressive stress among Japanese firefighters.

Methods: A total of 1,667 Japanese firefighters working for the local government completed a questionnaire that was used to gather information pertaining to age, gender, job type, job class, marital status, and smoking and drinking habits. Questionnaires from the Center for Epidemiologic Studies Depression Scale (CES-D), the Japanese version of the U.S. National Institute for Occupational Safety and Health (NIOSH) Generic Job Stress Questionnaire, and the IES-R were also used.

Results: After adjustment for age and gender, subjects in the PTSD-positive group had significantly higher scores for inter-group conflict, role ambiguity, and CES-D, as well as significantly lower scores for social support from their supervisors compared to those in the PTSD-negative group.

Conclusions: High inter-group conflict and role ambiguity, as well as low social support from supervisors and the presence of depressive symptoms, may influence the development of PTSD among Japanese firefighters.