عنوان مقاله
مدل استرس و سازش و تاثیر آن بر بازده های فردی و سازمانی
فهرست مطالب
مقدمه
محرک های تنش زای سازمانی، ویژگیهای شخصیتی و سبک های سازش
رابطه بین سبک سازش و فشارهای شغلی
فشارهای شغلی و بازده های شغلی
روش ها و نتایج
نتیجه گیری
بخشی از مقاله
محرک های تنش زای سازمانی: تعارض نقش و وضوح و شفافیت نقش
ریزو، هوز، و لیرتزمن (1970) تعارض نقش را از نظر همخوانی- ناهمخوانی یا سازگاری- ناسازگاری در نیازمندیهای نقش نسبت به مجموعه استانداردهایی تعریف می کنند که به عملکرد نقش تجاوز می کنند. مولفین مذکور وضوح و شفافیت نقش را از نظر وضوح و روشنی نیازمندیهای رفتاری تعریف می کنند که اطلاعاتی ارائه می دهد دال براینکه رفتار مناسب است. در این کار، این قبیل تعاریف و معیارهای وابسته را اقتباس می کنیم.
کلمات کلیدی:
A model of stress and coping and their influence on individual and organizational outcomes Nancy G. Boyd a,*, Jeffrey E. Lewin b , Jeffrey K. Sager b aDepartment of Management, University of North Texas, Denton, TX 76203, USA bDepartment of Marketing & Logistics, University of North Texas, Denton, TX 76203, USA article info Article history: Received 20 February 2009 Available online 16 April 2009 Keywords: Job stress Problem-focused coping Emotion-focused coping Self-efficacy Locus of control Role conflict Role clarity abstract A model of coping with stress is proposed in which coping mediates the relationship among organizational stressors and personal characteristics, and job-related strains and organizational outcomes. Study results, based on a sample of professional salespeople, provide overall support for most of the hypothesized relationships among work-related stressors, personal characteristics, and coping styles. Findings also support the influence of emotion-focused coping on the psychological outcomes of emotional exhaustion and job-induced anxiety; which in turn are found to influence job satisfaction and intention to withdraw. While problem-focused coping had no effect on job-induced anxiety, problem-focused coping did effect emotional exhaustion, which in turn influences job satisfaction and intention to withdraw. Minor differences were found when the proposed model was applied to saleswomen versus salesmen. Overall, however, the model was robust across both genders. 2009 Elsevier Inc. All rights reserved. 1. Introduction Job stress is a pervasive problem for workers and employers in today’s economy. In particular, stress is endemic to commission-based salespeople as a workplace population (Porter, Kraft, & Claycomb, 2003). Escalating customer expectations, rapidly changing technologies, continuously evolving marketplaces, among other factors, contribute to an increasingly complex and demanding job (Jones, Chonko, Rangarajan, & Roberts, 2007). Inevitably, those employed in commission-based sales must balance the conflicting demands of the customer and the company, and compensation is based on the ability to effectively meet the needs of both (Nonis & Sager, 2003). Understanding how organizational stressors influence employees’ response to stress, as well as how a stress-related response further influences job-related strains and outcomes, is an important challenge to those studying organizational performance. For example, it is estimated that job-related strains like job anxiety and emotional exhaustion cost organizations $300 billion annually in the United States alone (Chapman, 2005). Further, these job-related strains often result in decreases in job satisfaction and subsequent employee turnover (withdrawal). These negative organizational outcomes frequently lead to reductions in customer satisfaction and concomitant lost revenues, further escalating the negative financial impact (Fornell, Mithas, Morgenson, & Krishnan, 2006; Reichheld & Sasser, 1990).
