• Journal of Families and Better Life
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• v.19 no.6
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• pp.157-172
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• 2001

This study was done to examine stressors that middle-aged men experience and how they deal with them. The subjects of this study are married men at the age of thirty five to fifty, the average age is 41.43(SD=5.46),27,580,070 income,1.14 (58= 1.21) children. and married to 13.87 years. The average of every stressor of middle-aged men turned out to be similar, but they are aware of their physical stress at most, stress from family and mentality ranks at second, and stress at job is the lowest. The coping behavior towards stress shows direct-active behavior at most, direct-inactive behavior and indirect-active behavior are in the close level, and indirect-inactive behavior takes the lowest portion. From the analysis, there were differences in stressors and dealing behaviors according to individual character and the family, they use different coping ways depending on stressors. Men became to be highly conscious of the crisis of the middle-aged life in rapidly changing society and family. Therefore, we need to figure out stressors they go through and develop the strategies to cope with stress so that they could support middle-aged men's quality of life.

• Korean Journal of Health Education and Promotion
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• v.20 no.3
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• pp.91-108
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• 2003

Psychological stress is a growing issue in work stress research because work stressors are closely related to depression； and depression, in turn, decreases organizational effectiveness. Considering such causal relationships of work stress, a comprehensive source to control work stress is needed for worksite mental well-being. This study was conducted to identify how social support at work controlled work stress and which characteristics of social support were effective on work stress reduction. The study participants were 240 workers employed in a public hospital in Georgia, U.S.A self-administered survey was given to employees with their pay slips, and followed by a hospital wide voice reminder for 7 days. Surveys were conducted over a 20-day period. The questionnaires asked about job demands, job control, social support at work, depression, job performance, absenteeism, and demographics. The social support construct was structured on the source of support at work and the kinds of support were provided. Statistical analyses were conducted in the structural equation modeling approach. Social support at work was directly related to high job control, low depression, and high job performance. High score of social support at work were significantly associated with high job control, low depressive symptoms, and high job performance. By source of support, only organizational support was positively related to high job control. Organizational support was more effective than supervisor and coworker support. Any stressors and their outcomes were not differenciated by the kinds of support. This result indicated that job control was influenced more by the source of support than the kinds of support provided at work； and the most efficient source of support was the organization. Organizational support was a strong factor in improving workers" perceived controllability of their jobs from a work stress reduction perspective.tive.

• The Korean Journal of Franchise Management
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• v.9 no.4
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• pp.33-43
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• 2018

Purpose - In hotel industry, quality of leader-member exchange(LMX) relationship is very critical, because it impacts on the employee's work attitude and behaviors. Thus, this research examines the effect of LMX on employee loyalty in the context of hotel business and identifies mediating roles of work stressors, work role performance in the relationship between LMX and employee loyalty. This research suggests the guidelines for how hotel leaders should manage their employees and build employee loyalty that improve management and business performance. Research design, data, and methodology - This study tests the structural relationship between LMX, work stressors, work role performance, and employee loyalty. Work role performance divide into three sub-dimensions such as individual task proficiency, individual task adaptivity, and individual task proactivity. In order to examine the purposes of this research, research model and hypotheses were developed. All constructs were measured with multiple items developed and tested in the previous studies. The data were collected from 113 franchise hotel employees and were analyzed using SPSS 22.0 and SmartPLS 3 program. Result - The findings of this research are as follows. First, leader-member exchange(LMX) have significant positive impacts on work stressors, work role performance, and employee loyalty. Second, work stressors have significant negative impacts on work role performance and employee loyalty. Third, work role performance has significant positive impact on employee loyalty. Conclusions - The outcomes of this research indicate that hotel leaders should focus on the dyadic relationship with their employees how to improve employee productivity through LMX relationship. In turn, the quality of this relationship influences employees's work attitudes and behaviors. As a result of increasing job demands in hotel business which relies heavily on human resources, the hotel leader must find ways to prevent or reduce stressors and associated strains. If hotel employees perceive the high quality of LMX relationship, they improve their work role performance which influences loyalty. Therefore, the hotel leaders should develop monetary or non-monetary reward system for the employees and, make an efforts to have unique social exchange relationships with employees.

• Korean Journal of Social Welfare
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• v.56 no.4
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• pp.5-34
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• 2004

This study aims to find out the determinants of burnout in order to better understand the burnout process among social workers. For this purpose, a hypothetical model which explains the relationships among 8 job-related stressors (role ambiguity, role overload, difficulties in solving problems of clients, conflict with the clients, lack of support from the supervisor, closed communication pattern, bureaucracy, and lack of accountability), 4 mediators (job-stress, professional role performance, abiding by the agency policy and partiality in service delivery), and 4 dimensions of burnout (physical exhaustion, psychological exhaustion, depersonalization and personal accomplishment) was developed. Using the data collected from 207 social workers, the hypothetical model was tested. For data analysis, a path analysis was used, and the best-fitting model was found(df=66, $x^2$=63.250, GFI=0.962, CFI=1.00). As a result of this study, the following results were found. Burnout among social workers was increased by the 6 job-related stressors(role ambiguity, role overload, difficulties in solving problems of clients, conflict with the clients, lack of support from the supervisor, closed communication pattern). Job-stress, the mediating variable of the emotional path to burnout, increased professional role performance and the abiding by agency policy, and finally increased burnout. On the other hand, professional self-efficacy (which consists of professional role performance, abiding by agency policy and partiality in service delivery), the mediationg variable of the cognitive path to burnout, reduced burnout when the professional role performance was high, and abiding by agency policy and partiality in service delivery were low.

• Proceedings of the KSR Conference
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• 2009.05a
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• pp.1351-1359
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• 2009

The purpose of this article is to find out and analyze the diverse factors that are incurring stress to the railway safety-critical employees. To attain this purpose, the authors made the questionnaires based on in-depth interview, and analyzed statistically the factors of stressors in terms of job categories. And the effective ways of managing and overcoming the stressors were suggested.

• Journal of the Korean Society of Safety
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• v.22 no.3 s.81
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• pp.39-44
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• 2007

Job stresses are realized as harmful factors affected workers' mental health. Job stresses can be defined as the physical and emotional responses that are occurred when the job requirements should be beyond the workers' abilities, followed with health problems and even work-related injuries. Job stresses could be resulted from the work environment and conditions related with workers' personality. This study is conducted to evaluate the job stresses for managers in the construction industry, by the questionaires which collected 302(75.5%) among 400 ones. The evaluation items are the levels of job stresses and stressors as well as the relationship between the variables. The controls should be recommended for physical and mental health.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.19 no.39
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• pp.177-192
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• 1996

The organization of business included many a factors that gave rise to the stress. The modem peoples in this organization lived in the flood of the stress. Job stress was an important factors which injured of the employee health, the employee health injured reduce the organizational function. The factors such as personal differences, stressors, personality, cognitive traits etc. should be considered in the study of job stress. The cognitive appraisal is an important factor in the study of job stress and a process of coping strategy. Job stress can be controlled and coped by organizational and personal ability. The coping strategy of job stress is also determined by the personal differences rather than by the intensity of stress symptoms. In copying the stress, to be considered the factors such as interpersonal correlation, organizational climate, career development, job redesign, selection and placement, training. However, these factors should be managed in the scientific, objective, reasonable manner effectively.

• Safety and Health at Work
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• v.14 no.2
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• pp.207-214
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• 2023

Background: Occupational safety issues related to food delivery riders emerge with evidence of an increase in associated traffic accidents and injuries along with the rapid growth of the online food delivery business. This paper focuses on food delivery riders' job stress and investigates its relationships with both antecedents and risky riding outcomes. Method: Survey data were collected from 279 Taiwanese food delivery motorcycle riders and analyzed using hierarchical regression analysis. Results: The results show that job overload and time pressure positively impact riders' job stress, while self-efficacy slightly reduces job stress. Job stress positively leads to risky driving behavior and distraction. In addition, time pressure can strengthen the impact of job overload on job stress. Riders' risky riding attitude can also strengthen the impacts of job stress on risky riding behaviors and distraction. Conclusion: This paper advances the literature on online food delivery as well as the occupational safety improvement of food delivery riders. Specifically, this study provides insights into the job stress of food delivery motorcycle riders and the effects of job characteristics and risky behavioral consequences.

• Safety and Health at Work
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• v.11 no.3
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• pp.353-360
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• 2020

Background: Urban bus drivers work under conditions that are among the most demanding, stressful, and unhealthy with higher rates of mortality and morbidity as well as absenteeism and turnover. Methods: Drawing on the job demand-resource model, this study investigates the impacts of job characteristics on emotional exhaustion and the effects of emotional exhaustion on job outcomes (including job satisfaction, life satisfaction, organizational commitment, and turnover intention) in the context of bus drivers. Results: Using self-reported survey data collected from a sample of 320 Taiwanese urban bus drivers, results reveal that role overload and work-family conflict (as job demand factors) positively relate to emotional exhaustion, and organizational support (as a job resource factor) is negatively associated with emotional exhaustion. Emotional exhaustion has negative effects on both job satisfaction and organizational commitment. Job satisfaction positively leads to life satisfaction, whereas organizational commitment negatively relates to turnover intention. Conclusion: This study concludes that role overload and work-family conflict as two stressors related to job demands and organizational support as the job resource factor to affect emotional exhaustion which further influence well-being in bus driver context. The moderating effects of both extraversion and neuroticism on the relationship between job demands and emotional exhaustion are evident.

• Korean Journal of Occupational Health Nursing
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• v.13 no.2
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• pp.89-103
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• 2004

One of the major health problems of working women is job stress according to many studies. However, existing job stress questionnaires are suitable for men and men's job environments only, and do not reflect emotional labor for sales people. The aim of this research is to find women's job stress factors. The subjects of this investigation are married working women in sales since they experience emotional labor in addition to physical and psychological labor and the work-family conflict is very important job stressor for them. The job stressor of married sales women was analyzed through qualitative research. After I had in-depth interviews with 20 married sales women, I identified 49 new concepts, 3 main categories and 17 sub categories. The results are like the following. 1. 3 main categories are job factor, aggravate factor, and compensate factor. 2. Job factor has 5 sub-categories including 'increasing of selling', 'emotional labor' and 'physical burden'. 3. Aggrabate factor has 6 sub-categories including 'work/family conflict', 'relationship with higher office' and 'relationship with a fellow worker' 4. Compensate factor has 6 sub-categories including 'opportunity of employment', 'discrimination', and 'prestige' Consequently this study newly found some major job stressors for married working women in sales department.