Abstract: This study sought to uncover the complex role of
stress in the workplace by investigating both positive (eustress) and
negative (distress) stress responses. In particular, the study tested a
mediation model in which organisational stressors (person-job fit and
role overload) influence employee affective wellbeing, both directly
and indirectly through stress responses. Participants were recruited
from retail and finance organisations in Australia and New Zealand,
and asked to complete an anonymous online questionnaire. A total of
140 individuals returned completed questionnaires. The results show
that person-job fit influenced eustress, which in turn had a positive
effect on employee affective wellbeing; and role overload impacted
distress, which in turn held a negative influence on affective
wellbeing. These findings indicate that different organisational
stressors have unique relationships with eustress and distress
responses. Limitations and implications of the study are discussed.
Abstract: This paper presents anapproach of hybridizing two or more artificial intelligence (AI) techniques which arebeing used to
fuzzify the workstress level ranking and categorize the rating accordingly. The use of two or more techniques (hybrid approach)
has been considered in this case, as combining different techniques may lead to neutralizing each other-s weaknesses generating a
superior hybrid solution. Recent researches have shown that there is a
need for a more valid and reliable tools, for assessing work stress. Thus artificial intelligence techniques have been applied in this
instance to provide a solution to a psychological application. An overview about the novel and autonomous interactive model for analysing work-stress that has been developedusing multi-agent
systems is also presented in this paper. The establishment of the intelligent multi-agent decision analyser (IMADA) using hybridized technique of neural networks and fuzzy logic within the multi-agent based framework is also described.
Abstract: This study investigates the relationships between
Work Motivation, Work Stress, and Job Satisfaction toward
cross-strait employees. The target subjects are three
manufacturing firms in Mainland China and Taiwan. Out of 450
distributed surveys, 352 valid surveys were obtained with the
response rate of 78.22%.The findings have addressed three main
pull factors toward cross-strait employees in choosing jobs, which
are (1) high level of firm stability, (2) good firm image, and (3)
good employee benefits. In addition, various employee attributes
exert different impacts on Work Motivation, Work Stress, and
Job Satisfaction. The comparison between expected and actual
perceived Job Satisfaction toward cross-strait employees shows
that “salary" ranks highest regarding expected Job Satisfaction
whereas “co-worker relationship" ranks highest regarding actual
perceived Job Satisfaction, which implies actual perceived Job
Satisfaction do not match employee expectations. Therefore, this
research further concludes that there exists differences between
employees- expected and actual perceived Job Satisfaction.
Abstract: Employees commonly encounter unpredictable and
unavoidable work related stressors. Exposure to such stressors can
evoke negative appraisals and associated adverse mental, physical,
and behavioral responses. Because Acceptance and Commitment
Therapy (ACT) emphasizes acceptance of unavoidable stressors and
diffusion from negative appraisals, it may be particularly beneficial
for work stress. Forty-five workers were randomly assigned to an
ACT intervention for work stress (n = 21) or a waitlist control group
(n = 24). The intervention consisted of two 3-hour sessions spaced
one week apart. An examination of group process and outcomes was
conducted using the Revised Sessions Rating Scale. Results indicated
that the ACT participants reported that they perceived the
intervention to be supportive, task focused, and without adverse
therapist behaviors (e.g., feelings of being criticized or discounted).
Additionally, the second session (values clarification and
commitment to action) was perceived to be more supportive and task
focused than the first session (mindfulness, defusion). Process ratings
were correlated with outcomes. Results indicated that perceptions of
therapy supportiveness and task focus were associated with reduced
psychological distress and improved perceived physical health.
Abstract: Work stress causes the organizational work-life
imbalance of employees. Because of this imbalance, workers perform
with lower effort to finish assignments and thus an organization will
experience reduced productivity. In order to investigate the problem
of an organizational work-life imbalance, this qualitative case study
focuses on an organizational work-life imbalance among Thai
software developers in a German-owned company in Chiang Mai,
Thailand. In terms of knowledge management, fishbone diagram is
useful analysis tool to investigate the root causes of an organizational
work-life imbalance systematically in focus-group discussions.
Furthermore, fishbone diagram shows the relationship between
causes and effects clearly. It was found that an organizational worklife
imbalance among Thai software developers is influenced by
management team, work environment, and information tools used in
the company over time.