Job Stress And Organizational Justice For Construction Engineers

This paper measures the employees’ job altitude in Walden Sports, this company wants to make changes to benefit the employees. The main area of concern in this study is performance management and appraisal, work engagement and method of recruitment. Performance management entails identification, measurement, oversight, and development of employee performance, which is necessary to evaluate the employee’s performance in this company. Job satisfaction is a representation of an individual’s attitude towards the job. The overall feeling is that job satisfaction is positively associated with high-involvement practices Mohr, and Zoghi, (2008), suggested that “satisfaction can come from learning, problem-solving, intergroup cooperation, and

Several studies have been conducted on the job satisfaction of employees. The study of Society of Human and Resource Management (SHRM) in 2012 showed that 81% employees of the United State reported that they were satisfied with their job, out of which 38% of employees reported that they were very satisfied and 43% of employees were somewhat satisfied and about 79% employees reported that they were satisfied with the relationship of their co-workers. Compare to the study of Human and Resource Management (SHRM) 2012 and 2007 both showed that the majority of employees were satisfied with their salaries. Their satisfaction level was approximately same in different years. Likewise the study of Human and Resource Management (SHRM) 2007and the study of Australian Journal of Business and Management Research in 2011 conducted a survey

They classified job satisfaction into eight categories: supervision, company identity, kind of work, amount of work, physical working conditions, co-workers, financial rewards, and career future. There are three major limitations of their study however. First, they subsumed organizational commitment (company identity) within job satisfaction. Thus, their findings have confounded the effects of job satisfaction and organization commitment. The second major problem of their study is that some of their measures had low reliabilities. Low reliabilities of scales make their findings suspect. The last major limitation of their study concerns generalizability of their findings.

Dialysis work can be very rewarding. However, at times, it can also be full of stress and strain. According to Kersten et al. (2014), the primary reason for this stress and strain is due to the day-to-day contact with the same chronically ill patients with compounding medical issues. Also, a contributing factor is the corporate squeeze the higher management puts on its employees to increase productivity with less manpower and resources. This pressure is due to the lack of efficiency by most dialysis units (Ozgen and Ozcan 2002). The importance of the findings of this study relates directly to the fact that the number of patients needing dialysis is thought to significantly rise in the future. An increase in complex disease processes leading to renal failure, such as diabetes, will lead to this potential growth. Therefore, it is vital that direct patient care employees in dialysis remain encouraged and emotionally strong so they can remain in their occupation for as long as feasible.

There are several factor that can cause stress first is organizational change, people are normally feels comfortable with relax situation and like to do the same things daily but when an organization change on certain policy, rule or regulation that would impact its employees. Top management level is responsible for the change have been made for the better future for the organization even though it is little bit difficult for both of them. Some of the employees may embrace change, some may simply accept the change without question and heart feeling and some of the other employees may cannot accept the change since the feel really comfortable with the previous situation which is more relax, enjoy full and entertaining. A Survival Guide to the Stress of Organizational Change, the authors state that

In this regard, human resources are considerably the most significant asset for an organization as it can be the source of success and even failure for the company. Therefore, employee management that focuses on critical aspects such as motivation, stress and communication is of grave importance. In order to comprehend the crucial factors of motivation, stress and communication, it is imperative to select a job title for which research study can be carried out (Daly, 2011).

1. 2. 3. 4. Introduction What is work stress? What causes work stress? The effects of stress 4.1 The effects of stress on individuals 4.2 The effects of stress on organisations 5. Risk assessment and management: what you can do about it 5.1 Assessing risks at work 5.2 Essential steps in risk management 6. 7. 8. 9. 10. 11. 12. The prevention of work stress Solving work stress problems Caring for

Job satisfaction is important. Caused by employers who can’t make their employees feel satisfied with the job are at risk of losing their best qualified workers to the rivalry. Directors and managers who make best use of the potential, imaginative abilities and skills of the whole labor force have a more advantage than those who don’t. Laborers that are occupied in their work have an upper sense of job satisfaction. Encouraged employees supply with the health assurance to the companies badly needed in these disorganized

The increased uncertainty about the future, the global competition, lower living standards, the spreading disorganization and absence of leadership are just some of the causes that concur to generate organizational stress. Lazarus (as cited in Selart & Johansen, 2011) defined stress as the physiological and psychological reaction of any individual against external factors called stressors. Several studies were conducted to evaluate how these factors negatively affect the physical and mental health of both workers and managers. For instance research conducted by the European Foundation for the Improvement of Living and Working Conditions in

Stress is a part of daily living. It is an adaptive response. Stress occurs at the workplace when there is a mismatch between the expectations of the employee and demand of the employer. Stress basically reduces a person’s ability to perform and think differently which is bad for every firm. Many researches have been done which concluded that stressed out managers are not good for the organization. From the individual’s point of view stress is our body’s physical, mental and chemical reactions to the circumstances that confuse, endanger or irritate us. If this stress is controlled, it becomes a friend which give strength to us but if handled poorly it becomes an enemy which can cause many diseases like blood pressure, asthma, thyroid, ulcer etc. Stress is the output of modern lifestyles.

Job satisfaction concerns with physical as well as psychological aspects of jobs. Personal factors of employees should be linked with financial gains in order to achieve the long term viability of the organizational objectives. Emotional intelligence concept is vital which use social skills in understanding the personal

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

Attitudes and job satisfaction can have a major impact on whether or not one will have a smooth or bumpy working experience at their company. Attitudes come up everywhere, they are either “favorable or unfavorable” (Robbins and Judge, Page 35). There are many different types of components regarding attitudes which are cognitive, affective and behavioral. Cognitive is and evaluation of how the situation or person is, affective is the feeling toward the situation or person and behavioral is the action one plans to take into gear. One of the major job attitudes is job satisfaction. Job satisfaction “describes a positive feeling about a job, resulting from an evaluation of its characteristics” (Robbins and Judge, Page 37). There are a number of factors that go into examining job satisfaction whether is pay, work itself or one’s supervisor, all of these factors play a pivotal role in measuring an employee’s satisfaction at the company. Not every employee will experience high job satisfaction, in fact employees are more likely to encounter a job where they are dissatisfied. It is extremely important that we measure job satisfaction carefully because it is easy for an employee to seem content with their current position but actually feels dissatisfied. Measuring attitudes and job satisfaction is remarkably critical because it can effect overall production in a company. If there is an unhappy employee, more times than not it will result into customer being dissatisfied with the

A high quality academic staff is the cornerstone of successful educational system. Therefore, it is important to pay attention to job satisfaction of the employees. A positive and healthy organizational structure results into increased job satisfaction. A positively balanced environment will not only increase the job satisfaction of employees but it will at the same time improve the learning environment and increase the productivity of the institution. There are numerous publications existing on the topic of job satisfaction and this grows daily. Locke (1976) estimated that, about 3,350 articles and dissertations had been written on this topic. Cranny et al. (1992) indicated that more than 5,000 studies on job satisfaction have been published. According to Oshagbemi (1996), “if a count of relevant publications (articles and dissertations) were made, estimate would probably be doubled by Locke’s”. As a result of many decades of effort by researchers and HR practitioner, there appears to be a high level of agreement among scholars on the meaning of the job satisfaction. Typically job satisfaction is conceptualized as a general attitude toward on object, the job (Okpara, 2006). Locke (1976) defined job satisfaction as “a pleasurable or positive emotional state, resulting from the appraisal of one’s job experiences.”Evans (1997) defined job satisfaction as

Increase in infrastructural projects can increase demand for human resources and will also in turn require a greater demand in better management as projects get larger and more complex. The engineers within the construction field are highly skilled and competent within their discipline and will be the best qualified for supervision and assessment of jobs on the construction site. As these projects become larger, supervision will extend beyond the technical competence of the engineer’s discipline and will require them to include management principles and techniques in their handling of the human resource with regard to human