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Managing job performance, social support and work-life conflict to reduce workplace stress

Author

Listed:
  • Tommy Foy
  • Rocky J. Dwyer
  • Roy Nafarrete
  • Mohamad Saleh Saleh Hammoud
  • Pat Rockett

Abstract

Purpose - Workplace stress costs £3.7bn per annum in the UK and in excess of $300bn per annum in the USA. The purpose of this paper is to examine the existence, strength and direction of relationships between perceptions of social support, work–life conflict, job performance and workplace stress in an Irish higher education institution. Design/methodology/approach - The selected theoretical framework consisted of a combination of reward imbalance theory, expectancy theory and equity theory. An organizational stress screening survey instrument was used to survey the staff (n= 1,420) of an academic institution. Multiple linear regression analysis was used to evaluate the relationships between the independent variables (social support, work–life conflict, job performance), the covariates (staff category, direct reports, age, gender), and the dependent variable (workplace stress). Findings - The results showed a negative correlation between social support and workplace stress, a positive correlation between work–life conflict and workplace stress, and a negative correlation between job performance and workplace stress (p

Suggested Citation

  • Tommy Foy & Rocky J. Dwyer & Roy Nafarrete & Mohamad Saleh Saleh Hammoud & Pat Rockett, 2019. "Managing job performance, social support and work-life conflict to reduce workplace stress," International Journal of Productivity and Performance Management, Emerald Group Publishing Limited, vol. 68(6), pages 1018-1041, March.
    • Handle: RePEc:eme:ijppmp:ijppm-03-2017-0061
    DOI: 10.1108/IJPPM-03-2017-0061
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    Citations

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    Cited by:

    1. Muddassar Sarfraz & Xiangbo Ji & Muhammad Asghar & Larisa Ivascu & Ilknur Ozturk, 2022. "Signifying the Relationship between Fear of COVID-19, Psychological Concerns, Financial Concerns and Healthcare Employees Job Performance: A Mediated Model," IJERPH, MDPI, vol. 19(5), pages 1-24, February.
    2. Seng-Su Tsang & Zhih-Lin Liu & Thi Vinh Tran Nguyen, 2023. "Family–work conflict and work-from-home productivity: do work engagement and self-efficacy mediate?," Palgrave Communications, Palgrave Macmillan, vol. 10(1), pages 1-13, December.
    3. Emmanuel Osafo & Amy Paros & Robert M. Yawson, 2021. "Valence–Instrumentality–Expectancy Model of Motivation as an Alternative Model for Examining Ethical Leadership Behaviors," SAGE Open, , vol. 11(2), pages 21582440211, June.
    4. Joselina Caridad Tavárez de Henríquez & Cándida María Domínguez Valerio, 2023. "Satisfaction with the Work Done in University Employees: A Study from a Developing Country," Administrative Sciences, MDPI, vol. 13(10), pages 1-17, October.
    5. Jina Kim & Hye-Sun Jung, 2022. "The Effect of Employee Competency and Organizational Culture on Employees’ Perceived Stress for Better Workplace," IJERPH, MDPI, vol. 19(8), pages 1-22, April.
    6. Manzoor Ahmad Malik & S. P. Singh & Jyoti Jyoti & Falguni Pattanaik, 2022. "Work stress, health and wellbeing: evidence from the older adults labor market in India," Palgrave Communications, Palgrave Macmillan, vol. 9(1), pages 1-8, December.

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