Annotated_Bibliography

ANNOTATED BIBLIOGRAPHY STRESS AND EMOTIONS Introduction “Workplace stress is the response people may experience when presented with work demands and pressures that are not matched to their knowledge and abilities and which challenge their ability to cope. It has been described as an emotional experience associated with nervousness, tension and strain, brought about by factors related to work. Workplace stress is a concern for both employees and employers, with national and international statistics showing the prevalence has grown steadily over recent years. The stress process originates with exposure to stressors. Stressors are those elements within an environment that cause stress and can be either physical or psychosocial. Physical stressors include physical elements within an environment such as loud noise or physically uncomfortable working conditions, whereas psychosocial stressors include pressures as tight deadlines or job insecurity” | | | |REFERENCE |Chang, C. & Chang, F. (2010). Relationships among traditional Chinese personality traits, work stress, and | | |emotional intelligence in workers in the semiconductor industry in Taiwan. Springer Science, 44(4), 73-748 | | | | |AIM/PURPOSE |To investigate the connection between emotional intelligence, personality and work stress. | | | | |ARTICLE TYPE |Research article | | | | |METHOD |Sample size of 395 participants. Questionnaires used to gather the relevant information. SpSS used to | | |calculate the descriptive statistics, multiple regression and Pearson’s correlations. Emotional intelligence | | |was the mediating variable, personal backgrounds and traditional Chinese personality traits served as | | |independent variables. | | | | |FINDINGS |The findings of the research found that perceptions of work stress were highy influenced by emotional | | |intelligence, therefore emotional intelligence was found to be a mediator between personality (Chinese) | | |traits and perceptions of work stress. | | | | |RELATIONSHIP TO THEME AND OTHER ARTICLES | | | | | |STRENGTHS |Large sample size, Good statistical analysis | | | | |WEAKNESSES |Questionnaire used, therefore problems introduced such as Social desirability bias Assessment of non | | |attitudes Item composition Rating scales | | | | |REFERENCE |Hui, H. & Cheng, C. (2010). Job stress, coping strategies, and burnout among hotel industry | | |supervisors in Taiwan. The International Journal of Human Resource Management, 21(8), 1337-1350 | | | | |AIM/PURPOSE |This study is to investigate the perceived level of stress of hotel supervisors, to establish | | |frequency of the use of various coping strategies, and to determine the burnout rate. This study | | |also empirically examines the relationships among stress, coping strategies, and job burnout. | | | | |ARTICLE TYPE |Research article | | | | |METHOD |Questionnaires were used to gather the relevant information. Hotel supervisors were the only ones| | |filling in the questionnaires where 298 of them were filled out. Statistical methods were used | | |to analyze the data. | | | | |FINDINGS |The study findings suggest that the major job stress of hotel supervisors originates from task | | |characteristic and workload. Moreover, a direct action coping strategy may allow one to perceive | | |the situations as opportunities and may, in turn, contribute to reduce job stress. Furthermore, | | |hotel supervisors experience a lower level of burnout if they apply more direct action strategies| | |in coping with the pressures of their job. | | | | |RELATIONSHIP TO THEME AND OTHER | | |ARTICLES | | | | | |STRENGTHS |Large sample size, Good statistical analysis | | | | |WEAKNESSES |Questionnaire used, therefore problems introduced such as Social desirability bias Assessment of | | |non attitudes Item composition Rating scales | | | | |REFERENCE |Shutlewoth, A. (2004). Managing workplace stress: how training can help. Industrial and | | |Commercial Training. 36(2), 61-65 | | | | |AIM/PURPOSE |The aim of the article is to look at how intervention training has a positive impact on reducing | | |stress within the workplace by enabling employees to become more resilient to stress and be able | | |to identify the problem. | | | | |ARTICLE TYPE |Research article | | | | |METHOD |Identifying a framework and training that management can use to reduce the incidence and increase| | |resilience to stress. | | | | |FINDINGS |By training the staff and management to identify stressors in their environment this allows the | | |company to alleviate workplace stress improving production and decreasing absenteeism. | | | | |RELATIONSHIP TO THEME AND OTHER | | |ARTICLES | | | | | |STRENGTHS |The strength of the article is that it identifies a framework and methodology for the improvement| | |of stress within a workplace and how to maintain the momentum within the workplace. It also uses | | |an example of where the ideas have been applied (The City Mental Health Trust). | | | | |WEAKNESSES |The article does not have any statistical information on whether the plan to reduce the stress | | |levels succeeded in doing so. | | | | |REFERENCE |Johnson, P. & Indvik, J. (1996). Stress and violence in the workplace. Employee Counselling | | |Today. 8(1), 19-24 | | | | |AIM/PURPOSE |The aims of the study are to identify what factors are associated with what preference management| | |prefer for conflict-management patterns within work teams. The emotional reaction to and their | | |perception of the conflicts encountered within the workplace. | | | | |ARTICLE TYPE |Conceptual article | | | | |APPROACH |The article goes into detail on identifying the types of violence and the types of environments | | |that produce the specified behavior. A summary of the employer’s responsibilities and steps to | | |avoid violence are outlined. | | | | |CONCLUSION |The conclusion states that violence in the workplace is often perceived as a physical threat but | | |in fact it encompasses a whole range of acts that result in the loss of production and increased | | |absenteeism. It also states that all threats of violence should be taken seriously | | | | |RELATIONSHIP TO THEME AND OTHER | | |ARTICLES | | | | | |STRENGTHS |Able to draw on a wide range of examples encompassing a variety of workplace situations that can | | |be easily related to. | | | | |WEAKNESSES |Although the article goes into great detail on identifying the factors and environment that | | |violence can occur, the management plan given to avoid these situations was very short and lacked| | |detail. | | | | |REFERENCE |Whiteman, G., Muller, T. & Johnson, J. (2009). Strong emotions at work. Qualatative Research in | | |Organizations and Management: An International Journal. 4(1), 46-61 | | | | |AIM/PURPOSE |The aim of the paper is to determine whether emotional experiences can enrich organization and | | |management studies. | | | | |ARTICLE TYPE |Research paper | | | | |METHOD |The paper's approach includes a review of the literature in sociology, anthropology, psychology, | | |and feminist studies, in which scholars have argued convincingly for the explicit need to | | |acknowledge and utilize the emotions of researchers as they study social and organizational | | |phenomenon. Also, past research is emotionally re-written as reflexive examples. | | | | |FINDINGS |The use of emotions as qualitative researchers can enrich the understanding of organizational and| | |social life by offering new questions, concepts, and theories. At the level of methodology, this | | |leads one to develop and reflect upon an emotional and cognitive orientation of the field. | | | | |RELATIONSHIP TO THEME AND OTHER | | |ARTICLES | | | | | |STRENGTHS |The majority of narratives in organization studies remain sanitized, emotion-less texts. While a | | |discussion of researcher-emotion can remain a back-stage activity, it is believed that much can | | |be gained by a more explicit discussion. | | | | |WEAKNESSES |Indicate the weakness or weaknesses of article as you evaluate it. Do not restate what the | | |authors suggest as the limitations of the article. |