Work Stress and Its Adverse Effects - Desklib

This study focuses on the concept of work stress and its adverse effects on employees and business corporations. It suggests evidence-based interventions for reducing employee work stress. The study uses a case study of a fictitious telecommunications corporation to explore the topic.

Running head: WORK STRESS AND ITS ADVERSE EFFECTS
WORK STRESS AND ITS ADVERSE EFFECTS
Name of the Student:
Name of the University:
Author’s Note:

1WORK STRESS AND ITS ADVERSE EFFECTS
OVERVIEW
Work stress is an important topic from the perspective of the contemporary employees and also
the business corporations to which they are related. For instance, it had been seen that a high
level of work stress among the employees adversely affects their productivity and thereby the
overall organizational productivity as well. Thus, it becomes important for the business
corporations to take the help of adequate measures for the reduction of the work stress faced by
the workers. It is this particular topic that the researcher intends to explore in this paper through
the usage of the case study of a fictitious telecommunications corporation.

2WORK STRESS AND ITS ADVERSE EFFECTS
ABSTRACT
This paper focuses on the concept of work stress and the manner in which it adversely affects not
only the employees but also the business corporations to which they are related. For instance, the
researcher during the course of research found that the entity of work stress while adversely
affecting the productivity of the workers also adversely affected the job satisfaction of the
workers as well. More importantly, it was also found by the researcher that the reduction in the
job satisfaction of the workers also directly affected their decision to work in the business
corporations and this in turn enhanced the employee attrition rate of the business corporations. In
the light of these aspects, it can be said that it had become imperative for the business
corporations to effectively reduce the high work stress faced by the workers.

3WORK STRESS AND ITS ADVERSE EFFECTS
Table of Contents
1.0 Introduction...........................................................................................................................4
1.1 Outline of the Structure and the Contents of the Report.......................................................5
2.0 Statement of the Problem with reference to the Case Study.....................................................5
3.0 Key Components and their Discussion......................................................................................6
3.1 Overview of the concept of Work Stress...............................................................................6
3.2 Sources of Work Stress..........................................................................................................8
3.3 Work Stress and its impact on the Employees.......................................................................9
3.3.1 Work Stress and Employee Job Satisfaction..................................................................9
3.3.2 Work Stress and Employee Engagement......................................................................10
3.3.3 Work Stress and Employee Retention..........................................................................11
4.0 Suggested Evidence-Based Interventions for the reduction in Employee Work Stress..........12
5.0 Critique of the Suggested Evidence-Based Interventions along with its strengths and
weaknesses.....................................................................................................................................13
6.0 Conclusion...............................................................................................................................15
7.0 References................................................................................................................................16
8.0 Appendix..................................................................................................................................19

4WORK STRESS AND ITS ADVERSE EFFECTS
1.0 Introduction
As stated by Holton, Barry and Chaney1, the plethora or for that matter the diversity of job
roles that the workers are required to perform within the workplaces of the different business
corporations had substantially enhanced the work stress faced by the workers. Hobfoll and
Freedy2 are of the viewpoint that the enhancement of the work stress faced by the workers had
adversely affected both their mental or emotional condition and also their physical condition as
well. More importantly, Schultz et al.3 have noted that this in turn had adversely affected the
quality or for that matter the quantity of work which is being performed by the workers and
thereby the entire organizational productivity and its profitability as well. This finds evidence
from the fact that the workers are the ones who perform the majority of the job roles within the
spectrum of the business corporations and thus it is likely that an excessive workload or for that
matter work stress faced by them will reduce the quality as well as the quantity of the work
performed by them4. Furthermore, it had been seen that a high work stress faced by the workers
is also likely to adversely affect their job satisfaction level, their engagement within the business
corporation or for that matter their decision to work within the concerned business corporation
itself. Thus, it becomes important for the business corporations to take into account the aspect of
employee work stress and also use adequate measures or strategies for the reduction of the same.
1 Holton, M. Kim, Adam E. Barry, and J. Don Chaney. "Employee stress management: An examination of adaptive
and maladaptive coping strategies on employee health." Work 53, no. 2 (2016): 299-305.
2 Hobfoll, Stevan E., and John Freedy. "Conservation of resources: A general stress theory applied to burnout."
In Professional burnout, pp. 115-129. Routledge, 2017.
3 Schultz, Patricia P., Richard M. Ryan, Christopher P. Niemiec, Nicole Legate, and Geoffrey C. Williams.
"Mindfulness, work climate, and psychological need satisfaction in employee well-being." Mindfulness 6, no. 5
(2015): 971-985.
4 Tongchaiprasit, Patcharanan, and Vanchai Ariyabuddhiphongs. "Creativity and turnover intention among hotel
chefs: The mediating effects of job satisfaction and job stress." International Journal of Hospitality Management 55
(2016): 33-40.

5WORK STRESS AND ITS ADVERSE EFFECTS
This report intends to undertake an analysis of the concept of work stress and its effects on the
employees through the usage of a fictional case study of a telecommunications corporation.
1.1 Outline of the Structure and the Contents of the Report
The report begins with a discussion of the scenario or for that matter the issues which are
being faced by the telecommunications corporation which had been selected for analysis in this
report. Next, the different sources of stress because of which the employees within the
telecommunications business corporation under discussion here are facing a high stress have
been discussed. Furthermore, a discussion of the impact of the impact of the high work stress
faced by the workers on their job satisfaction, attrition tendencies and engagement within the
concerned corporation have also been discussed. Lastly, the report concludes by suggesting
different interventions or for that matter possible recommendations have been suggested for the
concerned corporation. In addition to these, the paper also undertakes a discussion of the key
strengths and the weaknesses of the recommendations or the interventions that had been
suggested.
2.0 Statement of the Problem with reference to the Case Study
The case study reveals the fact that the telecommunications corporation is responsible for
offering communication all throughout the nation. Furthermore, it had been seen that the
telecommunications corporation under discussion here provides broadband as well as mobile
data phone infrastructure to the different clients from all over the nation. More importantly, it
had been seen that the concerned corporation boasts of around 4000 contractors and 4000
employees who work around the clock to offer effective telecommunication services to their
clients. However, the major problem arises because the concerned corporation a year ago

6WORK STRESS AND ITS ADVERSE EFFECTS
terminated around 1000 employees and to compensate for this the corporation had enhanced the
targets which the workers are required to achieve. More importantly, although 1000 employees
have been made redundant by the corporation under discussion here yet it had been seen that the
work which was performed by these workers is being presently performed by the existing
employees of the concerned corporation. This in turn had substantially enhanced the work stress
faced by the workers of the telecommunications corporation under discussion here.
3.0 Key Components and their Discussion
3.1 Overview of the concept of Work Stress
Fiori, Bollmann and Rossier5 are of the viewpoint that work stress is generally defined as
the work related stress that the workers of a particular business corporation face on the score of
the conflicting demands of the work that they are required to perform within the concerned
corporation. Adding to this, Moen et al.6 have noted that the aspect of work stress comes into
play when the workers are required to handle more than usual amount of work or for that matter
tasks than they are usually required to. More importantly, as discussed by Dall’Ora et al.7 not all
forms of work stress is detrimental from the mental and the physical wellbeing of the workers
and in some of the cases it had been seen that work stress substantially enhances the productivity
of the employees as well. For instance, it had been seen that positive work stress helps the
5 Fiori, Marina, Grégoire Bollmann, and Jérôme Rossier. "Exploring the path through which career adaptability
increases job satisfaction and lowers job stress: The role of affect." Journal of Vocational Behavior 91 (2015): 113-
121.
6 Moen, Phyllis, Erin L. Kelly, Wen Fan, Shi-Rong Lee, David Almeida, Ellen Ernst Kossek, and Orfeu M. Buxton.
"Does a flexibility/support organizational initiative improve high-tech employees’ well-being? Evidence from the
work, family, and health network." American Sociological Review 81, no. 1 (2016): 134-164.
7 Dall’Ora, Chiara, Jane Ball, Alejandra Recio-Saucedo, and Peter Griffiths. "Characteristics of shift work and their
impact on employee performance and wellbeing: A literature review." International journal of nursing studies 57
(2016): 12-27.

7WORK STRESS AND ITS ADVERSE EFFECTS
workers to complete the job roles that they are reluctant to perform and this in turn contributes
substantially towards the improvement of their production and thereby positively contributes
towards the growth of the business corporations. However, the major problem arises because of
the fact that the majority of the business corporations does not take the help of this type of work
stress and thereby put excessive work pressure on the workers which in turn start to take a
negative toll of the employees8.
In this relation, it needs to be said that the majority of the business corporations demand
their employees to complete such volumes of work that it starts to take a toll on both the quality
and the quantity of the work which is being performed by them. In addition to these, it had been
seen that the high work stress that the employees had to face at their workplaces soften reduces
the level of their job satisfaction and also the amount of engagement that they usually have with
the business corporation for which they work9. This in turn adversely affects the decision of the
workers to continue working with the business corporation which in turn contributes
significantly towards the enhancement of the attrition rate of the business corporation. Thus, it
can be said that the entity of work stress is not only detrimental from the perspective of the
workers but also from the perspective of the business corporations as well.
8 Siegrist, Johannes, and Jian Li. "Associations of extrinsic and intrinsic components of work stress with health: a
systematic review of evidence on the effort-reward imbalance model." International journal of environmental
research and public health 13, no. 4 (2016): 432.
9 Bakker, Arnold B., Wido GM Oerlemans, and Lieke L. Ten Brummelhuis. "Becoming fully engaged in the
workplace: What individuals and organizations can do to foster work engagement." In The Fulfilling Workplace, pp.
75-90. Routledge, 2016.

8WORK STRESS AND ITS ADVERSE EFFECTS
3.2 Sources of Work Stress
Hammer et al.10 are of the viewpoint that there can be various sources of the work stress
that the workers face and it is not necessary that the reasons for the same has to be related to the
nature or for that matter the kind of work which is being performed by the workers. Adding to
this, Litwiller et al.11 have noted that the work pressure that the workers are required to handle
within the framework of the different business corporations is one of the most important sources
of work stress that the diverse workers face. For instance, it had been seen that unlike the earlier
times, the workers in the contemporary business corporations are required to perform various
kinds of job roles which in the longer run start to take a toll on their wellbeing. More
importantly, within the workplaces of some of the business corporations it had been seen that the
workers are required to work for very long durations of time, work in rotational shifts, perform
different urgent tasks, perform different varieties of tasks and other12. Furthermore, it had been
seen that the ineffective management as well as the leadership approaches followed by the
business corporations also substantially enhance the work stress faced by the workers. These in
short are some of the most important sources of stress which the employees have to face within
the spectrum of the different workplaces which in turn substantially enhance the level of work
stress faced by them.
In the particular context of the telecommunications business corporation under discussion
here it is seen that the major source of work stress that the workers are required to perform can
10 Hammer, Leslie B., Ryan C. Johnson, Tori L. Crain, Todd Bodner, Ellen Ernst Kossek, Kelly D. Davis, Erin L.
Kelly et al. "Intervention effects on safety compliance and citizenship behaviors: Evidence from the work, family,
and health study." Journal of Applied Psychology 101, no. 2 (2016): 190.
11 Litwiller, Brett, Lori Anderson Snyder, William D. Taylor, and Logan M. Steele. "The relationship between sleep
and work: A meta-analysis." Journal of Applied Psychology 102, no. 4 (2017): 682.
12 Saragih, Susanti. "The effects of job autonomy on work outcomes: Self efficacy as an intervening
variable." International Research Journal of Business Studies 4, no. 3 (2015).

9WORK STRESS AND ITS ADVERSE EFFECTS
be attributed to the fact that the remaining 3000 workers of the corporation are required to
perform the volume of job roles that the 4000 workers of the corporation were required to
perform in the earlier time. Furthermore, it had been seen that the business corporation under
discussion here in order to get its work completed had in the present times given aggressive
targets to the workers which is actually more than the targets that the workers were required to
achieve in the earlier times. More importantly, the workers also have to work for very long
durations of time which in turn had adversely affected the work-life balance of the workers of the
concerned corporation.
3.3 Work Stress and its impact on the Employees
3.3.1 Work Stress and Employee Job Satisfaction
Baron, Franklin and Hmieleski13 are of the viewpoint that the entities of work stress and
employee job satisfaction are directly related to each other and thus the different business
corporations for the purpose of enhancing the job satisfaction of the workers who are associated
with them need to effectively reduce their work stress. For instance, it had been seen that a high
level of work stress faced by the workers starts to take a toll of their emotional as well as
physical wellbeing and also adversely affects their work-life balance14. These in turn reduces the
level of satisfaction of the workers with the existing work that they perform and thereby reduces
the quality as well as the quantity of the work which is being performed by them. More
importantly, it had been seen that this has the potential to reduce the productivity of the
employees and thereby the overall productivity as well as the profitability of the business
13 Baron, Robert A., Rebecca J. Franklin, and Keith M. Hmieleski. "Why entrepreneurs often experience low, not
high, levels of stress: The joint effects of selection and psychological capital." Journal of management 42, no. 3
(2016): 742-768.
14 Peterson, Chris. Stress at work: A sociological perspective. Routledge, 2018.

10WORK STRESS AND ITS ADVERSE EFFECTS
corporations15. Furthermore, the entity of job satisfaction of the workers is not only important
because of its correlation with the aspect of job productivity of the workers but also because of
the fact that it greatly determines the decision of the workers whether they want to continue
working with the concerned business corporation or not16. Thus, it can be said that it is important
for the telecommunications business corporation under discussion here to take into account the
aspect of work stress of the employees and also effectively reduce the same for the adequate
enhancement of the performance of their employees and also for the purpose of retaining them as
well.
3.3.2 Work Stress and Employee Engagement
As discussed by Topcic, Baum and Kabst17, the entity of workplace engagement refers to
the interactions which are being undertaken by the workers not only amongst themselves but also
with the business corporations itself. Marcatto et al.18 are of the viewpoint that the workers
within a particular workplace need to effectively interact or for that matter engage with their
colleagues so as to learn new skills or knowledge and also for the purpose of reducing the high
level of work stress faced by them as well. More importantly, recent researchers have clearly
revealed the fact that the business corporations wherein the engagement or for that matter the
15 Harvey, Samuel B., Matthew Modini, Sadhbh Joyce, Josie S. Milligan-Saville, Leona Tan, Arnstein Mykletun,
Richard A. Bryant, Helen Christensen, and Philip B. Mitchell. "Can work make you mentally ill? A systematic
meta-review of work-related risk factors for common mental health problems." Occup Environ Med 74, no. 4
(2017): 301-310.
16 Bliese, Paul D., Jeffrey R. Edwards, and Sabine Sonnentag. "Stress and well-being at work: A century of
empirical trends reflecting theoretical and societal influences." Journal of Applied Psychology 102, no. 3 (2017):
389.
17 Topcic, Mihaela, Matthias Baum, and Rüdiger Kabst. "Are high-performance work practices related to
individually perceived stress? A job demands-resources perspective." The International Journal of Human Resource
Management 27, no. 1 (2016): 45-66.
18 Marcatto, Francesco, Lorenzo Colautti, Francesca Larese Filon, Ornella Luis, Lisa Di Blas, Corrado Cavallero,
and Donatella Ferrante. "Work-related stress risk factors and health outcomes in public sector employees." Safety
science 89 (2016): 274-278.

11WORK STRESS AND ITS ADVERSE EFFECTS
interaction level between the colleagues is high, the employees are not only being able to work in
a congenial manner because of the effective workplace culture but also the level of work stress
faced by them is very low19. However, it had been seen that the business corporations wherein
the workers face a high level of work stress the employee engagement automatically gets
reduced because of the large volume of work that they are required to perform. The resultant
effect of this is that the workers do not get the required outlet through which they can vent out
the excessive work stress that they face and this in turn starts to take a toll not only on the
productivity of the workers but also their wellbeing as well20. Thus, it becomes important for the
telecommunications business corporation under discussion here to enhance the level of
engagement among its different workers so as to reduce the amount of work stress faced by them
and also for the enhancement of their wellbeing.
3.3.3 Work Stress and Employee Retention
Bakker et al.21 are of the viewpoint that the entity of work stress by influencing the job
satisfaction of the workers directly influences the decision of the workers whether they want to
continue working with the concerned business corporation or not. For instance, if the work stress
which the employees have to face within the workplace of a particular business corporation is
very high then this reduces their job satisfaction which in turn enhances the attrition rate of the
concerned business corporation. More importantly, it is seen that the different business
corporations spend a substantial amount of financial resources on their workers for the various
19 Pohling, Rico, Gabriele Buruck, Kevin-Lim Jungbauer, and Michael P. Leiter. "Work-related factors of
presenteeism: The mediating role of mental and physical health." Journal of occupational health psychology 21, no.
2 (2016): 220.
20 Peterson, Chris. Stress at work: A sociological perspective. Routledge, 2018.
21 Bakker, Arnold B., Wido GM Oerlemans, and Lieke L. Ten Brummelhuis. "Becoming fully engaged in the
workplace: What individuals and organizations can do to foster work engagement." In The Fulfilling Workplace, pp.
75-90. Routledge, 2016.

12WORK STRESS AND ITS ADVERSE EFFECTS
training programs which are being offered to them and others22. Thus, if the workers decide to
leave the business corporation then this becomes a huge loss for the concerned business
corporation on the score of the financial investments that they have made for the skill
development of the workers. In the face of this, it can be said that the telecommunications
business corporation under discussion here it is important for the concerned corporation to
effectively reduce the work stress faced by its workers so as to enhance its employee retention
rate.
4.0 Suggested Evidence-Based Interventions for the reduction in Employee Work Stress
The leader as well as the manager of the telecommunications business corporation under
discussion here can take the help of the below given recommendations for the reduction of the
work stress faced by its workers-
 Enhancement of Employee Engagement: The telecommunications business
corporation and the leader or the manager related to it can enhance the employee
engagement within the workplace of the concerned corporation for the purpose of
reducing the work stress of its workers. This can be done by the leader or the manager
through the organization of different kinds of social events or for that matter other kinds
of events wherein the employees would get the opportunity to social engage with each
other. This in turn is also likely to offer the much needed recreational time and thereby
reduce the work stress faced by them.
 Work-Life Balance: The telecommunications business corporation needs to focus on
the enhancement of the work-life balance of the workers of the corporation. For instance,
22 Hobfoll, Stevan E., and John Freedy. "Conservation of resources: A general stress theory applied to burnout."
In Professional burnout, pp. 115-129. Routledge, 2017.

13WORK STRESS AND ITS ADVERSE EFFECTS
it had been seen that the employees who have adequate level of work-life balance are
more satisfied with the work which is being performed by them and this in turn
effectively reduces the work stress faced by them.
 Usage of adequate motivation theories: The adequate usage of different theories of
employee motivation will help the telecommunications business corporation under
discussion here to effectively motivate the employees for the completion of the work
which had been assigned to them. The high motivation of the employees is likely to
substantially reduce the work stress faced by them despite the fact that they would be
performing enormous amount of work.
5.0 Critique of the Suggested Evidence-Based Interventions along with its strengths and
weaknesses
 Enhancement of Employee Engagement: Bakker et al.23 are of the viewpoint that it is
true that the enhancement of employee engagement is one of the best possible measures
for reducing the high work stress faced by the workers yet at the same time it seen that
too much focus on the aspect of employee engagement shifts the focus of workers from
the aspect of productivity. Thus, it is important for the business corporations to use the
construct of employee engagement in a controlled so that it will not hurt their
productivity but at the same time reduce the high work stress faced by the employees.
Furthermore, the business corporations through the adequate usage of this construct have
the option to reduce the work stress of the workers and create the kind of organizational
culture wherein the workers would be able to maximize their productivity24.
23 Bakker, Arnold B., Wido GM Oerlemans, and Lieke L. Ten Brummelhuis. "Becoming fully engaged in the
workplace: What individuals and organizations can do to foster work engagement." In The Fulfilling Workplace, pp.
75-90. Routledge, 2016.
24 Peterson, Chris. Stress at work: A sociological perspective. Routledge, 2018.

14WORK STRESS AND ITS ADVERSE EFFECTS
 Work-Life Balance: Recent researchers have revealed the fact that too much focus on
the aspect of work-life balance adversely affects the status quo of the different business
corporations and thus it becomes important for the business corporations to use the
construct of work-life balance in a controlled modulated manner25. For instance, if
surplus benefits or for that leverage is being offered to the workers then they start to
disregard their work and too much focus gets placed on the aspect of wellbeing of the
workers26. This in turn adversely affects the productivity as well as the profitability of the
business corporations.
 Usage of Adequate Motivation Theories: Siegrist and Li27 are of the viewpoint that the
over-utilization of the different kinds of employee motivation theories creates a highly
competitive work culture within the framework of the business corporations. This in turn
rather than reducing the work stress faced by the workers enhances it even further. Thus,
it becomes important for the business corporations to take the help of the employee
motivation theories and motivate them only upto to the extent it is necessary for the work
which they are required to perform.
6.0 Conclusion
To conclude, the entity of work stress in the majority of the cases adversely affects the
performance or for that matter the job productivity of the workers and thereby adversely affects
25 Bliese, Paul D., Jeffrey R. Edwards, and Sabine Sonnentag. "Stress and well-being at work: A century of
empirical trends reflecting theoretical and societal influences." Journal of Applied Psychology 102, no. 3 (2017):
389.
26 Harvey, Samuel B., Matthew Modini, Sadhbh Joyce, Josie S. Milligan-Saville, Leona Tan, Arnstein Mykletun,
Richard A. Bryant, Helen Christensen, and Philip B. Mitchell. "Can work make you mentally ill? A systematic
meta-review of work-related risk factors for common mental health problems." Occup Environ Med 74, no. 4
(2017): 301-310.
27 Siegrist, Johannes, and Jian Li. "Associations of extrinsic and intrinsic components of work stress with health: a
systematic review of evidence on the effort-reward imbalance model." International journal of environmental
research and public health 13, no. 4 (2016): 432.

15WORK STRESS AND ITS ADVERSE EFFECTS
the growth prospects of the business corporation. More importantly, it had been seen that aspect
of work stress while adversely affecting the physical as well as the mental wellbeing of the
employees and their productivity also affects their job satisfaction level. Furthermore, the low
job satisfaction level among the employees not only reduces the engagement among the different
employees of the business corporations but also enhances the employee attrition rate of the
business corporations as well. These aspects of the concept of work stress become apparent from
the above analysis of the same in the particular context of the fictional case of the
telecommunications business corporation.

16WORK STRESS AND ITS ADVERSE EFFECTS
7.0 References
Bakker, Arnold B., Wido GM Oerlemans, and Lieke L. Ten Brummelhuis. "Becoming fully
engaged in the workplace: What individuals and organizations can do to foster work
engagement." In The Fulfilling Workplace, pp. 75-90. Routledge, 2016.
Baron, Robert A., Rebecca J. Franklin, and Keith M. Hmieleski. "Why entrepreneurs often
experience low, not high, levels of stress: The joint effects of selection and psychological
capital." Journal of management 42, no. 3 (2016): 742-768.
Bliese, Paul D., Jeffrey R. Edwards, and Sabine Sonnentag. "Stress and well-being at work: A
century of empirical trends reflecting theoretical and societal influences." Journal of Applied
Psychology 102, no. 3 (2017): 389.
Dall’Ora, Chiara, Jane Ball, Alejandra Recio-Saucedo, and Peter Griffiths. "Characteristics of
shift work and their impact on employee performance and wellbeing: A literature
review." International journal of nursing studies 57 (2016): 12-27.
Fiori, Marina, Grégoire Bollmann, and Jérôme Rossier. "Exploring the path through which
career adaptability increases job satisfaction and lowers job stress: The role of affect." Journal of
Vocational Behavior 91 (2015): 113-121.
Hammer, Leslie B., Ryan C. Johnson, Tori L. Crain, Todd Bodner, Ellen Ernst Kossek, Kelly D.
Davis, Erin L. Kelly et al. "Intervention effects on safety compliance and citizenship behaviors:
Evidence from the work, family, and health study." Journal of Applied Psychology 101, no. 2
(2016): 190.

17WORK STRESS AND ITS ADVERSE EFFECTS
Harvey, Samuel B., Matthew Modini, Sadhbh Joyce, Josie S. Milligan-Saville, Leona Tan,
Arnstein Mykletun, Richard A. Bryant, Helen Christensen, and Philip B. Mitchell. "Can work
make you mentally ill? A systematic meta-review of work-related risk factors for common
mental health problems." Occup Environ Med 74, no. 4 (2017): 301-310.
Hobfoll, Stevan E., and John Freedy. "Conservation of resources: A general stress theory applied
to burnout." In Professional burnout, pp. 115-129. Routledge, 2017.
Holton, M. Kim, Adam E. Barry, and J. Don Chaney. "Employee stress management: An
examination of adaptive and maladaptive coping strategies on employee health." Work 53, no. 2
(2016): 299-305.
Litwiller, Brett, Lori Anderson Snyder, William D. Taylor, and Logan M. Steele. "The
relationship between sleep and work: A meta-analysis." Journal of Applied Psychology 102, no.
4 (2017): 682.
Marcatto, Francesco, Lorenzo Colautti, Francesca Larese Filon, Ornella Luis, Lisa Di Blas,
Corrado Cavallero, and Donatella Ferrante. "Work-related stress risk factors and health outcomes
in public sector employees." Safety science 89 (2016): 274-278.
Moen, Phyllis, Erin L. Kelly, Wen Fan, Shi-Rong Lee, David Almeida, Ellen Ernst Kossek, and
Orfeu M. Buxton. "Does a flexibility/support organizational initiative improve high-tech
employees’ well-being? Evidence from the work, family, and health network." American
Sociological Review 81, no. 1 (2016): 134-164.
Peterson, Chris. Stress at work: A sociological perspective. Routledge, 2018.

18WORK STRESS AND ITS ADVERSE EFFECTS
Pohling, Rico, Gabriele Buruck, Kevin-Lim Jungbauer, and Michael P. Leiter. "Work-related
factors of presenteeism: The mediating role of mental and physical health." Journal of
occupational health psychology 21, no. 2 (2016): 220.
Saragih, Susanti. "The effects of job autonomy on work outcomes: Self efficacy as an
intervening variable." International Research Journal of Business Studies 4, no. 3 (2015).
Schultz, Patricia P., Richard M. Ryan, Christopher P. Niemiec, Nicole Legate, and Geoffrey C.
Williams. "Mindfulness, work climate, and psychological need satisfaction in employee well-
being." Mindfulness 6, no. 5 (2015): 971-985.
Siegrist, Johannes, and Jian Li. "Associations of extrinsic and intrinsic components of work
stress with health: a systematic review of evidence on the effort-reward imbalance
model." International journal of environmental research and public health 13, no. 4 (2016): 432.
Tongchaiprasit, Patcharanan, and Vanchai Ariyabuddhiphongs. "Creativity and turnover
intention among hotel chefs: The mediating effects of job satisfaction and job
stress." International Journal of Hospitality Management 55 (2016): 33-40.
Topcic, Mihaela, Matthias Baum, and Rüdiger Kabst. "Are high-performance work practices
related to individually perceived stress? A job demands-resources perspective." The
International Journal of Human Resource Management 27, no. 1 (2016): 45-66.

19WORK STRESS AND ITS ADVERSE EFFECTS
8.0 Appendix
Literature Search Methodology-
The researcher for the purpose of finding the relevant past literature related to the topic of
work stress and its adverse effects on the workers of the different business corporations took the
help of the following search terms-
 Work stress
 Work stress and employee productivity
 Work stress and employee wellbeing
 Work stress and its adverse effects on the employees
 Work stress and employee job satisfaction
 Work stress and employee engagement
 Work stress and employee attrition
More importantly, the researcher took the help of the inclusion and the exclusion strategy
for the selection of the most relevant scholarly works related to the topic of work stress and its
adverse effects on the employees among the plethora of secondary sources which the researcher
found over Google Scholar. The inclusion and the exclusion process used for the selection of the
scholarly sources is being outlined by the below given table-
Inclusion criteria Exclusion criteria
Articles that are published in English Articles that are published in foreign
languages

20WORK STRESS AND ITS ADVERSE EFFECTS
Articles that are published after 2014 Articles that were published prior to 2014
Articles that focus on the concept of work
stress
Articles that focus on employee productivity
Articles that focus on the adverse effects of
high work stress on the employee productivity
and employee wellbeing
Manuscripts, unpublished articles, abstracts
Primary and secondary research articles Case series and clinical guidelines
Peer reviewed articles