Stress and well-being at work: a literature review

Affiliation.

  • 1 Programa de Pós-Graduação em Psicologia, Universidade Federal da Bahia. Rua Prof. Aristides Novis 197, Federação. 40210-630 Salvador BA Brasil. [email protected].
  • PMID: 32667554
  • DOI: 10.1590/1413-81232020257.27902017

Abstract in English, Portuguese

The study presents empirical evidence of the personal and contextual variables that protect against the negative effects of stress on workers' well-being and health. A systematic review of the literature of the last eleven years (2006 to 2016) was carried out in the Ebsco, LILACS, SciELO, Google Scholar, and PubMed databases, and in six Annual Reviews journals. Fifty national and international articles related to stress and well-being were analyzed. The results show that work-related factors, personal resources such as resilience, self-efficacy, emotional competencies, psychological detachment, work-life interface, and group-level factors have effects on well-being. The perceived social support of peers and managers, alongside autonomy at work, attenuate the negative impact of stress on well-being. It ends with suggestions for future studies to test relationships between variables that have not yet been explored and to deepen the understanding of the relationships between stress and well-being at work.

O estudo apresenta evidências empíricas das variáveis pessoais e contextuais protetoras dos efeitos negativos do estresse no bem-estar e na saúde dos trabalhadores. Realizou-se uma revisão sistemática da literatura dos últimos onze anos (2006 a 2016) nas bases de dados de Ebsco, LILACS, SciELO, Google acadêmico, PubMed, e em seis revistas do Annual Reviews. Foram analisados 50 artigos nacionais e internacionais relacionando estresse e bem-estar. Os resultados apontam que os fatores relacionados ao trabalho, os recursos pessoais como resiliência, autoeficácia, competências emocionais, desapego psicológico, a interface trabalho-vida pessoal e os fatores no nível de grupos têm efeitos no bem-estar. A percepção de suporte social de pares e da chefia ao lado da autonomia no trabalho, atenuam o impacto negativo do estresse sobre o bem-estar. Finaliza-se com sugestões de estudos futuros para testar relações entre variáveis ainda pouco exploradas e aprofundar a compreensão das relações entre estresse e bem-estar no trabalho.

Publication types

  • Systematic Review
  • Social Support*

Book cover

International Conference on Human-Computer Interaction

HCII 2023: HCI International 2023 – Late Breaking Papers pp 610–627 Cite as

A Systematic Review of Workplace Stress and Its Impact on Mental Health and Safety

  • Gabriella Maria Schr Torres 12 ,
  • Jessica Backstrom 12 &
  • Vincent G. Duffy 12  
  • Conference paper
  • First Online: 02 December 2023

221 Accesses

Part of the Lecture Notes in Computer Science book series (LNCS,volume 14055)

Workplace stress and health are important subsets of the safety engineering field. Engineers need to maintain physical, emotional, and mental health to be productive and safe employees, which is beneficial to their employers through the reduction of accidents. Besides the human element, which may involve injury, death, or other lasting physical or mental consequences, accidents cost companies time, money, and valuable resources spent on extensive litigation. This paper focuses on mental health within the context of workplace stress since the globally felt adverse effects of the COVID-19 pandemic have brought high priority to research on identifying and combating mental health problems. While most mental health research focuses on healthcare professionals, our contribution is the extrapolation of this research to engineering. A systemic literature review was performed, which consisted of gathering data, using multiple bibliometric software, and providing discussion and conclusions drawn from the metadata. The software utilized for analysis included Vicinitas, Scopus, Google n-gram and Google Scholar, VOSviewer, Scite.ai, CiteSpace, BibExcel, Harzing, and MaxQDA. The original keywords included “workplace stress”, “mental health”, and “engineering,” but our analysis revealed additional trending terms of mindfulness, nursing, and COVID-19. Our findings showed that workplace stress is experienced throughout multiple industries and causes significant harm to employees and their organizations. There are practical solutions to workplace stress studied in nursing and construction that can be applied to other fields that need intervention.

  • Workplace stress
  • employee health
  • mental health
  • engineering

This is a preview of subscription content, log in via an institution .

Buying options

  • Available as PDF
  • Read on any device
  • Instant download
  • Own it forever
  • Available as EPUB and PDF
  • Compact, lightweight edition
  • Dispatched in 3 to 5 business days
  • Free shipping worldwide - see info

Tax calculation will be finalised at checkout

Purchases are for personal use only

Goetsch, D.: Chapter 11: stress and safety. In: Occupational Safety and Health for Technologists, Engineers, and Managers, Ninth, pp. 243–55. New York, Pearson (2019)

Google Scholar  

Brauer, R.: Section 31–6: job stress and other stresses in chapter 31: human behavior and performance in safety. In: Safety and Health for Engineers, Third, pp. 921–24. Hoboken, NJ: Wiley (2016)

Sallinen, M., Kecklund, G.: Shift work, sleep, and sleepiness differences betwen shift schedules and systems. Scandanavian J. Work, Environ. Health 36 (2), 121–133 (2010)

Article   Google Scholar  

Moustafa, A.: Mental Health Effects of COVID-19. Elsevier, London (2021)

Latino, F., Cataldi, S., Fischetti, F.: Effects of an 8-week yoga-based physical exercise intervention on teachers’ burnout. Sustain. (Switzerland) 13 (4), 1–16 (2021). https://doi.org/10.3390/su13042104

Darling, E.L., et al.: A mixed-method study exploring barriers and facilitators to midwives’ mental health in ontario. BMC Women’s Health 23 (155) (2013). https://doi.org/10.1186/s12905-023-02309-z

Ayalp, G.G., Serter, M., Metinal, Y.B., Tel, M.Z.: Well-being of construction professionals: modelling the root factors of job-related burnout among civil engineers at contracting organisations. In: Advances in Sociology Research, vol. 40, pp. 1–38 (2023)

National Institute for Occupational Safety and Health (NIOSH). 2022. Healthcare Workers: Work Stress & Mental Health. Centers for Disease Control and Prevention. 1 Dec 2022. https://www.cdc.gov/niosh/topics/healthcare/workstress.html

University of Maryland. 2023. Systematic Review. University Libraries. 12 April 2023. https://lib.guides.umd.edu/SR/welcome

World Health Organization (WHO). 2022. “Mental Health.” WHO Newsroom. 17 June 2022. https://www.who.int/news-room/fact-sheets/detail/mental-health-strengthening-ourresponse

Wasser, J.: NASA for Kids: Intro to Engineering. National Geographic. 27 Sept 2022. https://education.nationalgeographic.org/resource/nasa-kids-intro-engineering/

Borenstein, J.: 2020. Stigma, Prejudice, and Discrimination Against People with Mental Illnesses. American Psychiatric Association. Aug 2020. https://www.psychiatry.org/patients-families/stigma-and-discrimination

Federal Emergency Management Agency (FEMA). 2021. A Brief History of the Origin of Ergonomics and Human Factors. Emergency Services Ergonomics and Wellness. 8 Feb 2021. https://www.usfa.fema.gov/a-z/health-safety-wellness/ergonomics/ch1-origin-ergonomics-human-factors.html

Bell, K.: “The Mental Health Systems Act of 1980.” Documents to the People. 2022. https://journals.ala.org/index.php/dttp/article/view/7933/11034

Bartlett, L., Lovell, P., Otahal, P., Sanderson, K.: Acceptability, feasibility, and efficacy of a workplace mindfulness program for public sector employees: a pilot randomized controlled trial with informant reports. Mindfulness 8 (3), 639–654 (2017). https://doi.org/10.1007/s12671-016-0643-4

Allexandre, D., Bernstein, A.M., Walker, E., Hunter, J., Roizen, M.F., Morledge, T.J.: A webbased mindfulness stress management program in a corporate call center. J. Occup. Environ. Med.up. Environ. Med. 58 (3), 254–264 (2016). https://doi.org/10.1097/JOM.0000000000000680

Larsen, R.C.: Workers’ compensation stress claims: Workplace causes and prevention. Psychiatr. Ann. 25 , 234–237 (1995). https://doi.org/10.3928/0048-5713-19950401-10

Cheung, T., Yip, P.S.F.: Depression, anxiety and symptoms of stress among Hong Kong nurses: a cross-sectional study. Int. J. Environ. Res. Public Health (2015). https://doi.org/10.3390/ijerph120911072

Cheung A.T., Ho, L.L.K., Li, W.H.C., Chung, J.O.K., Smith G.D.: Psychological distress experienced by nurses amid the fifth wave of the COVID-19 pandemic in Hong Kong: a qualitative study, Front. Public Health 10 , 1023302 (2023). https://doi.org/10.3389/fpubh.2022.1023302

Mansoor, A.E.R., O’Neil, C.A., McDonald, D., Fraser, V.J., Babcock, H.M., Kwon, J.H.: Knowledge, beliefs, and practices related to coronavirus disease 2019 (COVID-19) infection and vaccination in healthcare personnel working at nonacute care facilities. Infect. Control Hosp. Epidemiol. 44 (10), 1657–1662 (2023). https://doi.org/10.1017/ice.2023.45

Restauri, N., Sheridan, A.D.: Burnout and posttraumatic stress disorder in the Coronavirus disease 2019 (COVID-19) pandemic: intersection, impact, and interventions. J. Am. Coll. Radiol. 17 (7), 921–926 (2020). https://doi.org/10.1016/j.jacr.2020.05.021

Enshassi, A., El-Rayyes, Y., Alkilani, S.: Job stress, job burnout and safety performance in the palestinian construction industry. J. Financ. Manag. Prop. Constr. 20 (2), 170–187 (2015). https://doi.org/10.1108/JFMPC-01-2015-0004

Chen, S.W., Wang, P.C., Hsin, P.L., Oates, A., Sun, I.W., Liu, S.I.: Job stress models, depressive disorders and work performance of engineers in microelectronics industry. Int. Arch. Occup. Environ. Healthnt. Arch. Occup. Environ. Health 84 (1), 91–103 (2011). https://doi.org/10.1007/s00420-010-0538-y

Saleh, S.D., Desai, K.: An empirical analysis of job stress and job satisfaction of engineers. J. Eng. Tech. Manage. 7 (1), 37–48 (1990). https://doi.org/10.1016/0923-4748(90)90024-2

Auster, E.R., Ekstein, K.L.: Professional women’s mid-career satisfaction: An empirical exploration of female engineers. Women Manag. Rev. 20 (1), 4–23 (2005). https://doi.org/10.1108/09649420510579540

National Science Foundation. SCH: Detecting and mapping stress patterns across space and time: Multimodal modeling of individuals in real-world physical and social work environments. Award Number 2204942, 22 Aug 2022

National Science Foundation. CHS: Medium: collaborative research: managing stress in the workplace: Unobtrusive Monitoring and Adaptive Interventions. Award Number 1704636, 21 June 2017

Download references

Author information

Authors and affiliations.

Purdue University, West Lafayette, IN, 47906, USA

Gabriella Maria Schr Torres, Jessica Backstrom & Vincent G. Duffy

You can also search for this author in PubMed   Google Scholar

Corresponding authors

Correspondence to Gabriella Maria Schr Torres or Jessica Backstrom .

Editor information

Editors and affiliations.

Tsinghua University, Beijing, China

Chongqing University, Chongqing, China

Purdue University, West Lafayette, IN, USA

Vincent G. Duffy

Foundation for Research and Technology - Hellas (FORTH), Heraklion, Crete, Greece

Margherita Antona

University of Crete and Foundation for Research and Technology - Hellas (FORTH), Heraklion, Crete, Greece

Constantine Stephanidis

Rights and permissions

Reprints and permissions

Copyright information

© 2023 The Author(s), under exclusive license to Springer Nature Switzerland AG

About this paper

Cite this paper.

Torres, G.M.S., Backstrom, J., Duffy, V.G. (2023). A Systematic Review of Workplace Stress and Its Impact on Mental Health and Safety. In: Gao, Q., Zhou, J., Duffy, V.G., Antona, M., Stephanidis, C. (eds) HCI International 2023 – Late Breaking Papers. HCII 2023. Lecture Notes in Computer Science, vol 14055. Springer, Cham. https://doi.org/10.1007/978-3-031-48041-6_41

Download citation

DOI : https://doi.org/10.1007/978-3-031-48041-6_41

Published : 02 December 2023

Publisher Name : Springer, Cham

Print ISBN : 978-3-031-48040-9

Online ISBN : 978-3-031-48041-6

eBook Packages : Computer Science Computer Science (R0)

Share this paper

Anyone you share the following link with will be able to read this content:

Sorry, a shareable link is not currently available for this article.

Provided by the Springer Nature SharedIt content-sharing initiative

  • Publish with us

Policies and ethics

  • Find a journal
  • Track your research

ORIGINAL RESEARCH article

Work stress, work-family conflict, and psychological distress among resort employees: a jd-r model and spillover theory perspectives.

\r\nAhmed Hassan Abdou,

  • 1 Social Studies Department, College of Arts, King Faisal University, Al-Ahsa, Saudi Arabia
  • 2 Hotel Studies Department, Faculty of Tourism and Hotels, Mansoura University, Mansoura, Egypt
  • 3 Department of Education and Psychology, College of Education, King Faisal University, Al-Ahsa, Saudi Arabia
  • 4 Education Fundamentals Department, Applied College, King Faisal University, Al-Ahsa, Saudi Arabia
  • 5 Mental Health Department, Faculty of Education, Suez Canal University, Ismailia, Egypt
  • 6 Department of Psychology, Faculty of Arts, Helwan University, Cairo, Egypt
  • 7 Department of Geography, College of Arts, King Faisal University, Al-Ahsa, Saudi Arabia
  • 8 Department of Geography, College of Arts, Mansoura University, Mansoura, Egypt
  • 9 Department of Curricula and Teaching Methods, College of Education, King Faisal University, Al-Ahsa, Saudi Arabia
  • 10 Department of Psychology, Faculty of Women, Ain Shams University, Cairo, Egypt

The hospitality industry is well-known for its challenging and high-pressure work settings. In this context, employees commonly face a multitude of stressors originating from their roles and job responsibilities, which can significantly impact their psychological wellbeing. Hence, based on the job demands-resources (JD-R) model and the spillover theory, this study aims to empirically explore the direct and indirect effect of work stress (assessed by role overload, ambiguity, and conflict) on psychological distress among frontline employees in 3- and 4-star Egyptian resorts while considering the mediating influence of work-family conflict (WFC). Four hypotheses were put to the test through the application of the PLS-SEM 4.0 version (4.0.9.9). Based on the findings from 563 frontline employees who participated in this research, the study supports the four hypotheses affirming that work-related stressors significantly contributed to employees' psychological distress. Further, the findings highlighted that these stressors significantly spill over into employees' family lives, generating conflicts between work and family roles. In addition, the results emphasized the significance of WFC as a contributing factor to employees' psychological distress. Finally, the study concluded that WFC partially mediates the link between work stress and employees' psychological distress. Based on these findings, some theoretical and practical implications for hospitality scholars, resort management, and policymakers were suggested to enhance the employees' wellbeing and mitigate psychological distress in this vital sector.

1 Introduction

The hospitality industry, while known for its vibrant nature and focus on providing exceptional service to its guests, faces a unique challenge in the form of work-related stress among its employees ( Pizam and Shani, 2009 ; Walker, 2021 ). The hospitality industry's constant operation, often 24/7, requires employees to work irregular hours, including evenings, weekends, and holidays ( O'Neill and Xiao, 2010 ). This disrupts work-life balance, making it difficult to fulfill personal and family obligations ( Zhao and Ghiselli, 2016 ; Yousaf et al., 2020 ; Abdou et al., 2022 ). Furthermore, the industry's emphasis on customer satisfaction puts immense pressure on employees to consistently deliver exceptional service ( Kusluvan, 2003 ). Frontline staff, like front desk personnel and waiters, directly interact with customers, managing their diverse requests and expectations ( Wang et al., 2021 ; Pradhan, 2022 ). This customer-centric environment can be emotionally demanding, requiring employees to constantly strive to meet and exceed customer demands. Unchecked work stress from these factors can have significant consequences, negatively impacting employees' emotional and psychological wellbeing ( Foster et al., 2020 ; Shen and Slater, 2021 ).

Psychological distress is a multifaceted and complex phenomenon encompassing individuals' various emotional and mental health challenges ( Ridner, 2004 ). It represents a state of emotional suffering and discomfort that can manifest in various forms, such as anxiety, depression, and a general sense of unease ( Ridner, 2004 ; Winefield et al., 2012 ). Numerous factors, including work-related stressors, and work-family conflict can trigger the experience of psychological distress ( Janzen et al., 2007 ; Huang et al., 2021 ). It is a pervasive issue that affects people of all ages, backgrounds, and walks of life, transcending cultural, geographical, and socioeconomic boundaries. Psychological distress can have profound and lasting consequences on an individual's mental, emotional, and physical health and overall quality of life ( Pomaki et al., 2004 ; Kilpatrick et al., 2013 ; Martins and Lopes, 2013 ). In this context, it is crucial to recognize and address psychological distress and its antecedents within the workplace to promote employees' wellbeing and prevent the escalation of symptoms.

In today's fast-paced and demanding work environments, achieving a harmonious balance between work-related obligations and family responsibilities has become increasingly challenging ( Byron, 2005 ; Michel et al., 2011 ). Work-family conflict (WFC) arises when the demands, pressures, or commitments associated with one domain (i.e., work) interfere with an individual's ability to fulfill responsibilities in the other domain (i.e., family) ( Greenhaus and Beutell, 1985 ). This conflict can manifest in various forms: time-based, strain-based, and behavior-based ( Frone et al., 1992 ). The concept of WFC has gained prominence in the context of work stress and its repercussions on employees' wellbeing ( Al-Jubari et al., 2022 ; Huo and Jiang, 2023 ). It serves as a pivotal mechanism through which stressors in the workplace can impact individuals' personal lives and vice versa. The bidirectional nature of WFC underscores its significance in understanding the interplay between work stress and psychological distress ( Haines III et al., 2008 ; Shimazu et al., 2010 ; du Prel and Peter, 2015 ; Oshio et al., 2017 ).

While there is a considerable body of research on work stress, psychological distress, and WFC in various occupational settings, there is a noticeable gap in the context of resort employees in developing countries such as Egypt ( Abdou et al., 2022 ). As suggested by Abdou et al. (2022) , the Egyptian hospitality industry presents unique challenges, with many resorts in remote areas with limited local labor and seasonal fluctuations in demand. These factors contribute to irregular work patterns and challenges in maintaining long-term employment ( Soliman et al., 2023 ). Additionally, many resort employees come from distant regions and live at the resort for extended periods with high instances of homelessness, food insecurity, ever-shifting work schedules, extra-long commutes, low wages, and separation from their primary residences ( Dreier et al., 2018 ). These unique circumstances can significantly impact their experience of WFC and psychological distress. Moreover, while some studies have explored the direct relationship between work stress and psychological distress, there may be a gap in comprehensively examining how work stress affects employees' psychological distress. Research that delves into mediating mechanisms, such as WFC, may be limited in the context of resort workers' experiences. Finally, our research is a direct response to the call by Abdou et al. (2022) for further investigations into the mediating role of WFC among various variables within the hospitality industry.

To address this gap, this study aims to investigate the impact of work-related stressors (role overload, ambiguity, conflict) on psychological distress among frontline employees in Egyptian resorts, considering the mediating role of WFC. It draws on the ( Bakker and Demerouti, 2017 ) and Spillover theory ( Staines, 1980 ) to explore the following research questions: (1) What is the nature and extent of work stress experienced by frontline employees in the resort industry? (2) To what extent does work stress affect WFC and psychological distress among resort employees? and (3) To what extent does WFC mediate the relationship between work stress and psychological distress among resort employees?

The Job Demands-Resources (JD-R) model elucidates work experiences, incorporating demands and resources impacting wellbeing and behaviors. Resources, like supportive colleagues, clear job descriptions, and training, foster personal growth and wellbeing ( Llorens et al., 2006 ; Bauer et al., 2014 ). Job demands, requiring sustained effort, encompass role overload, conflict, and ambiguity, straining employees and yielding adverse outcomes ( Rizzo et al., 1970 ; Hecht, 2001 ; Creary and Gordon, 2016 ). When employees are consistently exposed to high levels of job demands, they are more likely to experience a depletion of their resources, leading to feelings of strain and eventual psychological distress. In this study, assessing the resources component of Bakker and Demerouti's model fell outside the study's intended scope.

In addition, the study integrates the spillover theory with the JD-R model, examining how stressors in work spill over into family life. Spillover theory recognizes life domains' interconnectedness, where events in one domain affect another ( Staines, 1980 ). Work-family spillover specifically explores how work experiences or stressors impact family life ( Grzywacz et al., 2002 ; Wayne et al., 2017 ). For instance, a stressful workday can lead to negative emotions carried home, potentially affecting family interactions ( Sirgy et al., 2020 ). Accumulated stress and negative emotions in both work and family domains contribute to psychological distress, manifested as anxiety, depression, burnout, or reduced overall wellbeing.

By addressing these dynamics, we seek to provide valuable insights for resort management and policymakers to enhance the wellbeing of employees in this vital sector. The focus is on understanding the potential negative effects of work-related stressors on employee wellbeing, providing a basis for developing strategies to enhance mental health. Additionally, the study investigates the role of WFC as a crucial mediator, offering insights into the specific mechanisms through which work stress influences psychological distress. This knowledge can inform targeted interventions to reduce WFC and alleviate the adverse consequences of work stress. Furthermore, the study may contribute to the existing literature by exploring the applicability of the JD-R model and spillover theory in the hospitality industry, providing a more comprehensive understanding of how work-related stressors impact employees' family lives and contribute to psychological distress. The integrated theoretical frameworks offer a deeper exploration of the underlying mechanisms in this specific industry context.

2 Theoretical background and hypothesis development

2.1 the impact of work stress on employees' psychological distress.

Work stress (WS) is a pervasive and increasingly prevalent phenomenon in today's fast-paced and competitive work environments. It is recognized as a multifaceted issue affecting individuals, organizations, and society ( Hon and Chan, 2013 ; Thorsteinsson et al., 2014 ; Yousaf et al., 2020 ). Work stress, or occupational stress, can be described as the adverse reaction individuals experience when they perceive a discrepancy between their work demands and their ability to cope effectively ( Lo and Lamm, 2005 ; Yousaf et al., 2020 ). It is often characterized by feelings of pressure, tension, and emotional strain resulting from various factors within the work context ( Murray-Gibbons and Gibbons, 2007 ; Hwang et al., 2014 ). Work stress is not a one-size-fits-all concept; instead, it is a complex and dynamic phenomenon influenced by a wide range of factors. These factors encompass both the external aspects of the work environment and individual characteristics, creating a diverse landscape of stressors and responses ( Rao and Goel, 2018 ; Khuong and Linh, 2020 ).

In the hospitality sector, three significant stressors—role conflict, ambiguity, and overload—contribute to work-related stress among employees ( Karatepe, 2013 ; Khalil et al., 2020 ; Unguren and Arslan, 2021 ; Elshaer et al., 2022 ; Salama et al., 2022 ). Role conflict arises from conflicting demands in handling diverse guest needs, making it challenging to provide consistent service ( Rizzo et al., 1970 ; Peterson et al., 1995 ). Role ambiguity occurs when employees are uncertain about job expectations, leading to confusion, stress, and decreased job satisfaction ( Schmidt et al., 2014 ; Inoue et al., 2018 ). Role overload is common, with employees expected to fulfill numerous responsibilities within limited timeframes due to factors like high guest expectations and fluctuating customer volumes. This results in multitasking, simultaneous duty balancing, and extended working hours to meet role demands in the hospitality industry ( Lin and Ling, 2018 ; Elshaer et al., 2024 ).

As one of its consequences, many researchers have emphasized the notion that work stress serves as a critical determinant of employees' psychological distress. Employees' psychological distress refers to the emotional and mental strain experienced by individuals in a workplace environment ( Fordjour et al., 2020 ; Chan et al., 2021 ). It encompasses feelings of anxiety, depression, frustration, and overall emotional discomfort resulting from various work-related factors, such as excessive workload, interpersonal conflicts at work, and job insecurity ( Ridner, 2004 ; Winefield et al., 2012 ; Wu et al., 2012 ). Existing literature strongly supports the significant positive relationship between work stress and employees' psychological distress ( Iwata et al., 1992 ; Revicki and Gershon, 1996 ; Wang and Wang, 2019 ; Li et al., 2020 ). For instance, in the context of Chinese physicians working in general hospitals, Wang and Wang (2019) have found a significant positive relationship between work stress and employees' psychological distress, indicating that as work-related stressors increase, the likelihood of experiencing psychological distress also increases. Moreover, in the Chinese nurse setting, Xiao et al. (2022) demonstrated that role stress, including role conflict, ambiguity, and overload, has been linked to various forms of psychological distress, including symptoms of anxiety, depression, burnout, and stress. Similarly, role conflict often leads to increased psychological distress among employees. When employees are torn between competing demands from their roles, they experience higher levels of stress, which can manifest as psychological and emotional symptoms of distress as individuals struggle to balance conflicting demands ( Alyamy and Sau Cheong, 2020 ; Pretorius and Padmanabhanunni, 2022 ). Finally, based on the JD-R model, individuals working in high-strain jobs characterized by high job demands and low job resources are more likely to experience adverse health effects, including psychological distress. Accordingly, it could be postulated that.

H1: Work-related stressors (including role conflict, ambiguity, and overload) have a significant effect on employees' psychological distress .

2.2 The impact of work stress on WFC

WFC was defined as “A form of inter-role conflict in which the role pressures from the work and family domains are mutually incompatible in some respect” ( Greenhaus and Beutell, 1985 , p. 77). WFC is exhibited in three forms, each presenting its unique set of challenges. Time-based conflict arises when the time allocated to one's professional commitments encroaches upon the time needed for family responsibilities, leaving individuals torn between competing priorities. Behavior-based conflict occurs when the behaviors and attitudes expected in one role are incongruent with those expected in the other, leading to role-related stress and identity clashes. Strain-based conflict arises when stress, exhaustion, or emotional strain experienced in one domain spills over into the other, impairing one's ability to function effectively in both spheres ( Greenhaus and Beutell, 1985 ; Mihelic and Tekavcic, 2014 ; Allen et al., 2020 ).

Several studies have examined the relationship between work stress and WFC to understand how work-related stressors can spill over into individuals' family lives ( Michel et al., 2011 ). They emphasized that work stressors can spill over into an individual's family life, making it challenging to detach from work-related concerns. For instance, earlier studies (i.e., Michel et al., 2011 ; Mohamad et al., 2016 ; Rubel et al., 2017 ; Mohd Isa et al., 2018 ; Suhartini et al., 2023 ) suggested that higher levels of role overload, conflict, and ambiguity are associated with increased WFC. When employees are overwhelmed with work-related responsibilities, they may need help to engage fully with their family members, participate in family activities, or fulfill their caregiving roles ( Dodanwala et al., 2022 ). In another empirical study, researchers indicated a notable increase in WFC when employees reported heightened role conflict and ambiguity levels within their organization. More specifically, they found that when employees are unsure about their roles at work, it can result in stress and anxiety, which can spill over into their family lives ( Mohamad et al., 2016 ). Role ambiguity can lead to WFC as individuals struggle to manage their responsibilities effectively, often bringing work-related stressors home. In a similar vein, role conflict within the workplace can have a significant impact on WFCs experienced by employees ( Farika et al., 2021 ). Employees dealing with conflicting expectations and demands at work may experience spillover effects into their family life, resulting in heightened stress levels. Hence, based on the spillover theory, it could be hypothesized that.

H2: Work-related stressors (including role conflict, ambiguity, and overload) have a significant contribution to the increase of WFC .

2.3 The impact of WFC on employees' psychological distress

Numerous scholars have addressed the relationship between WFC and employees' psychological distress across various industry sectors ( Janzen et al., 2007 ; Kafetsios, 2007 ; Jacobsen et al., 2014 ; Aazami et al., 2015 ; Bilodeau et al., 2020 ). They highly emphasized the notion that WFC has a substantial impact on employees' psychological distress. Specifically, when individuals experience conflict between their work and family roles, it can lead to various negative psychological outcomes. For instance, some scholars revealed that prolonged exposure to WFC can lead to burnout, characterized by emotional exhaustion, cognitive weariness, depersonalization, and reduced personal accomplishment ( Karatepe et al., 2010 ; Wang et al., 2012 ; Barriga Medina et al., 2021 ). Further, Panatik et al. (2012) suggested a positive association between WFC and psychological distress. When employees experience conflict between their work and family roles, it can lead to increased stress and strain, which in turn can contribute to psychological distress. Another study found that WFC can be a significant source of stress for employees ( Poms et al., 2016 ). The demands and expectations of balancing work and family responsibilities can create chronic stress. This stress can manifest as feelings of overwhelm, anxiety, and tension, contributing to psychological distress ( Poms et al., 2016 ; Rubab, 2017 ). Additionally, during the COVID-19 pandemic, WFC has been significantly associated with an increased risk of mental health issues, including symptoms of depression, insomnia, and anxiety. These mental health challenges indicate psychological distress ( Antino et al., 2022 ). As a result, it could be hypothesized that.

H3: Perceived WFC has a significant positive effect on employees' psychological distress .

2.4 The mediating role of WFC in the link between work stress and employees' psychological distress

While numerous studies have undoubtedly highlighted the substantial positive influence of work stress on the emergence of WFC and concurrent psychological distress among employees (i.e., Ryan et al., 2015 ; Fordjour et al., 2020 ; O'Neill and Follmer, 2020 ; Chan et al., 2021 ), and have underscored the noteworthy role of WFC in amplifying employees' psychological distress (i.e., Kafetsios, 2007 ; Jacobsen et al., 2014 ; Bilodeau et al., 2020 ), it is apparent that a significant dearth of research exists concerning the comprehensive exploration of the intermediating role played by WFC in the link between work-related stressors (including role conflict, ambiguity, and overload) and psychological distress experienced by employees particularly, in the resort industry context. In a non-hospitality context, Oshio et al. (2017) conducted an extensive investigation into the intervening role of WFC within the nexus between work-related stressors and employees' psychological distress. The outcomes of this study affirmed that WFC played a substantial mediating role in the link between job-related stressors and the psychological distress experienced by employees. Further, another empirical study by Haines III et al. (2008 ) suggested that work-family interference partially mediated the association between depression and shiftwork. In the same vein, du Prel and Peter (2015) observed that WFC significantly partially mediates the nexus between work stress and depressive symptoms. Moreover, research involving 196 working parents with preschool children in Japan demonstrated that the impact of job demands, such as work overload and emotional demands, on employees' psychological distress was partially mediated by WFC ( Shimazu et al., 2010 ). Hence, building upon these previous findings and through the framework of spillover theory, one could posit the following hypothesis.

H4: WFC has a significant partial mediating effect on the association between work-related stressors and employees' psychological distress .

Figure 1 depicts the study's theoretical framework.

www.frontiersin.org

Figure 1 . The study's theoretical model. This theoretical model presents the relationship between work stress (independent variable), work-family conflict (mediating variable), and employees' psychological distress (dependent variable).

3 Materials and methods

3.1 measures and instrument development.

As previously stated, this study is designed to empirically investigate the impact of work-related stressors (assessed by role overload, ambiguity, and conflict) on psychological distress among frontline employees in three- and four-star Egyptian resorts while considering the mediating influence of WFC. The primary data collection method employed for this research is online questionnaires. The choice of online questionnaires for data collection offers several advantages that align with modern research's requirements and objectives, including convenience, efficiency, and accessibility.

The questionnaire development involved a literature review to identify scales and items related to work-related stressors, psychological distress, and work-family conflict. A comprehensive pool of potential items for each construct was generated based on the findings. The questionnaire comprised four sections, each serving a specific purpose. Section 1 (demographic data) collected basic demographic information from the participants (i.e., gender, age….etc). Section 2 (work stress) includes role overload, role ambiguity, and role conflict. Based on Peterson et al. (1995) , a 13-item scale was utilized, including three items for measuring role conflict, five for role ambiguity, and five for role overload. An example item is “There is a need to reduce some parts of my role.” Section 3 (WFC) measured participants' perceptions of work-family conflict. A 9-item scale, that includes three dimensions each comprising three items, adapted by Abdou et al. (2022) was employed to assess this construct. An illustrative item from these dimensions is “Working in resorts keeps employees from their family activities more than it should be.” Section 4 (psychological distress) aimed to explore participants' psychological distress using the well-established 10-item Kessler psychological distress scale (K10) based on the study by Andrews and Slade (2001) . A sample item from this section is “In the past 30 days, how often did you feel depressed?” Responses to work stress and WFC queries were collected on a five-point Likert scale, with one corresponding to “strongly disagree” and five representing “strongly agree.” Meanwhile, the response rate regarding psychological distress was calculated using a five-point Likert scale where one means “none of the time” while five means “all of the time.” Strong internal consistency was observed for the work stress (α = 0.880), work-family conflict (α = 0.897), and psychological distress (α = 0.866) scales.

The survey initially originated in English and was subsequently translated into the native Arabic language of the participants. To ensure linguistic accuracy and consistency, the questionnaire was then reverse-translated from Arabic back to English. This rigorous process was undertaken to confirm that the translated version faithfully retained the intended meanings of the original questions. In addition to the translation process, the questionnaire underwent a comprehensive face validity assessment. Four hospitality human resource management experts were enlisted to evaluate the questionnaire's content critically. Their invaluable feedback and insights were instrumental in refining the questionnaire, ensuring it effectively measured the intended constructs.

Furthermore, a pilot study was conducted involving a separate sample of 30 employees from resorts who were not included in the primary study sample. This pilot study served the purpose of assessing the questionnaire's feasibility. Specifically, it aimed to determine whether the questionnaire was easily comprehensible, appropriate for the context and whether the questions were unambiguous, clearly articulated, and consistently presented. Based on the feedback and comments from the hospitality experts and pilot study participants, necessary modifications were implemented. This included refinements in the wording of certain statements and adjustments to the sequence of questions, all aimed at enhancing the overall clarity and effectiveness of the questionnaire.

3.2 Sampling and data collecting

The focal point of this research was frontline employees employed in three- and four-star resorts located in Egypt. Before collecting data from this specific group of participants, a list of three- and four-star resorts in Egyptian destinations, particularly in Hurghada and Sharm El-Shiekh, where most resorts are situated, was established ( Abdou et al., 2022 ). This study mainly focused on frontline employees because they often juggle diverse tasks and deal with demanding guest interactions, which can contribute to work stress and spill over into family life. Given the busy and dynamic nature of resort operations, making it challenging to access participants using random or probability sampling methods, convenience sampling was employed. Convenience sampling was chosen due to its practicality and feasibility in accessing the specific participants within the hospitality industry. Furthermore, it also allowed the researchers to collect data efficiently without excessive time and resource constraints. A research invitation explaining the study's objective was sent to human resource managers seeking authorization for data collection. Only eight resorts (three 3-star and five 4-star resorts) agreed to participate and cooperated with the research team.

Human resource managers were provided with a hyperlink to access the survey form and were requested to distribute it among frontline employees for their responses. A welcome message, along with a concise explanation of the study's objectives, was incorporated. Participants were explicitly informed that participation was voluntary, and they were reminded to review and confirm their responses before the final submission of the survey. Over the data collection period spanning about 2 months (from May to July 2023), a total of 563 survey forms were gathered and subjected to statistical analysis.

The study adheres to the ethical principles and guidelines outlined in the Declaration of Helsinki. All participants provided voluntary and informed consent before participating in the study. They were fully informed about the study's purpose, and procedures. The consent form explicitly stated their right to withdraw from the study at any point without facing any negative consequences. Participants' privacy and confidentiality were protected. Researchers ensured participants that their personal information would remain confidential, and data would be anonymized whenever possible. The research protocol was thoroughly reviewed and approved by the ethical committee of King Faisal University's scientific research deanship. The approval was granted under project number 4605, and the official date of approval was 1 May 2023.

Following Nunnally and Bernstein's (1994) guidance, the sample size for this study was determined while considering the number of items under examination. They recommended an appropriate ratio of 1:10 (item to sample). For instance, with 32 items in this study, a sample size of 320 respondents was considered suitable. In alignment with this recommendation, a sample size of 563 participants was employed in the current study, which is considered sufficient. This choice also aligns with the recommendation by Hair et al. (2019) , indicating that a minimum sample size of 155 is required for PLS-SEM when expecting minimum path coefficients ( P min ) to range between 0.11 and 0.20 at a significance level of 0.05. Furthermore, the selected sample size adheres to Boomsma's (1982) advice, suggesting that a minimum of 200 samples is suitable for structural equation modeling.

3.3 Data analysis

Data analysis for this study was performed with SPSS 25 and SmartPLS 4 version 4.0.9.9 software. Frequencies and percentages were employed to summarize and present the demographic characteristics of the study participants. Further, we employed PLS-SEM along with bootstrapping techniques to examine reliability, validity, as well as multicollinearity and test the hypotheses derived from our research questions.

4.1 Respondents' demographic characteristics

As previously mentioned, the study gathered a total of 563 valid responses. Regarding their gender, a significant majority, comprising 74.8% of the respondents, were males, while the remaining 25.2% were females. Concerning age, 57.6% fell within the 20–30-year age group, followed by the 31–40-year age group, which accounted for 36.2%. The older age group, spanning 40–50 years, constituted the smallest proportion at 6.2%. In terms of educational qualifications, 62.5% of the participants held a university degree, 34.8% possessed a high school degree, and 2.7% held a postgraduate degree. Following their marital status, more than two-thirds (68.4%) were married, 25.8% were single, and the others (i.e., divorced or widowers) represent 5.8%. When considering their departments within the resorts, the food and beverage department had the highest representation at 47.4%, followed by the housekeeping and front office departments at 31.1 and 21.5% respectively. Regarding their work experience in the investigated resorts, 40% had worked for <3 years, 35.7% for 3–5 years, and 24.3% for more than 5 years (see Table 1 ).

www.frontiersin.org

Table 1 . Demographics characteristics of participants.

4.2 Common method bias

To address the potential issue of common method bias (CMB) in the data collected through an online survey, several measures were implemented. Firstly, anonymity and confidentiality were ensured to reduce the possibility of common method bias ( Nancarrow et al., 2001 ). All information and responses provided by research participants were treated as confidential and anonymous and were solely used for the purposes of the study. Guaranteeing anonymity minimizes the likelihood of response bias ( Randall and Fernandes, 1991 ). Participants were also kindly requested to answer all questions honestly, reducing response bias ( Phillips and Clancy, 1972 ). Furthermore, Harman's single-factor test was conducted to assess the presence of CMB. Through exploratory factor analysis, it was found that one factor explained 38.9% of the variance. If one factor explains more than 50% of the variance, CMB may be a concern. Hence, CMB did not pose a significant issue ( Podsakoff et al., 2003 ).

4.3 Assessment of measurement scale

After the data collection phase, an evaluation of the psychometric properties, encompassing the examination of reliability, convergent validity, and discriminant validity of the scale items, was conducted using the PLS-SEM algorithm. The results presented in Table 2 revealed positive psychometric properties. More specifically, the values of Cronbach's α coefficients and composite reliability (CR) values for all latent constructs ranged from 0.866 to 0.897 and 0.934 to 0.975, respectively, surpassing the recommended threshold of 0.70 as suggested by Hair et al. (2019) and implying excellent internal consistency reliability. For evaluating construct validity, we employed measures of convergent and discriminant validity. Convergent validity mandates a factor loading of at least 0.70 and an AVE >0.50 ( Hair et al., 2019 ). In our analysis, all the study items exhibited factor loadings exceeding 0.70, and the AVE for each construct ranged from 0.590 to 0.813, well above the 0.50 threshold, signifying the attainment of convergent validity.

www.frontiersin.org

Table 2 . Constructs' validity and reliability measures.

Regarding discriminant validity, two measures were conducted: the Fornell-Larcker criterion and the HTMT ratio. Fornell-Larcker criterion necessitates that the square root of the AVE for each construct should surpass its correlation with other constructs. The data presented in Table 3 demonstrated that the square root of the AVE for all constructs exceeded their correlations with other constructs. In addition, we examined the HTMT ratios, as presented in Table 4 , in accordance with the established threshold of 0.85, as advised by Henseler et al. (2015) . Significantly, all HTMT ratios in this investigation were observed to be lower than the predefined threshold. This outcome further reinforces the evidence for the presence of discriminant validity among the study constructs.

www.frontiersin.org

Table 3 . Discriminant validity based on fornell–larcker criterion.

www.frontiersin.org

Table 4 . Discriminant validity via HTMT.

4.4 Multicollinearity statistics

In adherence to the counsel of Hair et al. (2019) , this research employed VIF values to evaluate the presence of multicollinearity within the model. The guideline suggests that a VIF score surpassing three is indicative of potential multicollinearity concerns. As indicated by the data in Table 5 , all examined constructs in this study exhibit VIF values considerably below the stipulated threshold of three. This outcome proves the absence of notable multicollinearity issues, thereby affirming the robustness of the model.

www.frontiersin.org

Table 5 . Multicollinearity assessment using VIF values.

4.5 Testing the study hypotheses

This study employed PLS-SEM for hypothesis testing. The assessment of path coefficients was carried out using the bootstrapping technique, specifically involving 5,000 iterations. The research findings derived from the PLS-SEM analysis are presented in Table 6 and Figure 2 for comprehensive examination.

www.frontiersin.org

Table 6 . Structural parameter estimates.

www.frontiersin.org

Figure 2 . The study's structural model. WS, work stress; WFC, work-family conflict; PSY, psychological distress. The path analysis shows the association between work stress, work-family conflict, and employees' psychological distress. The coefficients presented are standardized linear regression coefficients. Values in the blue circle represent R 2 . The value (0.000) means that path coefficients are significant at p < 0.001.

The findings presented in Table 6 and depicted in Figure 2 provide insights into the direct influences of work stress on WFC and employees' psychological distress. Additionally, they shed light on the mediating role of WFC in the relationship between work stress and employees' psychological distress. As Hypothesis 1 posits a significant impact of work stress on employees' psychological distress, the empirical results affirm this hypothesis (β = 0.544, t -value = 16.724, P < 0.001). Furthermore, the empirical analysis reveals that work stress has a substantial and affirmative effect on the perceived WFC (β = 0.475, t -value = 10.468, P < 0.001). Hence, Hypothesis 2 is corroborated. In alignment with Hypothesis 3, which postulated a significant influence of WFC on employees' psychological distress, the results confirm this hypothesis (β = 0.537, t -value = 17.654, P < 0.001).

A Bootstrapping technique was employed to ascertain the indirect link between work stress and employees' psychological distress and explore the mediating role of WFC ( Elshaer et al., 2023 ). The findings in Table 5 underscore the significant, positive, and indirect effects of work stress on employees' psychological distress through WFC. Consequently, Hypothesis 4 is validated. In assessing the mediating effect of WFC in this relationship, partial and full mediation models were explored, drawing from the frameworks proposed by Kelloway (1995) and Zhao et al. (2010) . These frameworks advocate that full mediation is established when the indirect effects are significant, and the direct effects are not, while partial mediation is indicated when both paths exhibit significance. Based on the results derived from the PLS-SEM analysis, it is evident that WFC partially mediates the relationship between work stress and employees' psychological distress.

5 Discussion and implications

5.1 discussion.

This study explored the complex interplay between work-related stressors, WFC, and employees' psychological distress in the context of frontline employees in three- and four-star Egyptian resorts. The results provide valuable insights into these variables' direct and mediating effects, shedding light on the intricacies of their relationships. Firstly, the study's findings strongly support Hypothesis 1, indicating that work-related stressors, such as role overload, ambiguity, and conflict, significantly contribute to employees' psychological distress. This finding supports the previous findings (i.e., Iwata et al., 1992 ; Revicki and Gershon, 1996 ; Wang and Wang, 2019 ; Li et al., 2020 ; and Xiao et al., 2022 ). This result underscores the detrimental impact of work stress on employees' psychological wellbeing, highlighting the importance of addressing stressors in the workplace to mitigate psychological distress.

Secondly, in the context of work stress-WFC relationship, the findings revealed that work stress has a substantial and positive influence on perceived WFC. This suggests that high levels of work-related stressors can spill over into employees' family lives, creating a conflict between work and family responsibilities. More specifically, the observed substantial and positive influence of work stress on WFC suggests that the pressures and demands experienced in the workplace can spill over into an employee's family life. Work-related stressors such as role overload, ambiguity, and conflict not only affect employees during their working hours but also extend beyond the workplace, creating a conflict between their professional and personal roles. This result aligns with earlier research findings that supported the notion that work stress has a positive and significant impact on WFC ( Burke et al., 2013 ; Ryan et al., 2015 ; Zhao and Ghiselli, 2016 ; O'Neill and Follmer, 2020 ; and Abdou et al., 2022 ).

Thirdly, the results align with Hypothesis 3, underscoring the significance of WFC as a contributing factor to employees' psychological distress. These findings highlight the adverse effects that conflict between work and family responsibilities can have on employees' psychological wellbeing. The presence of such a relationship is in line with existing research that has consistently demonstrated the detrimental impact of WFC on various aspects of employees' lives, including their psychological distress ( Karatepe et al., 2010 ; Poms et al., 2016 ; Rubab, 2017 ; Bilodeau et al., 2020 ; Barriga Medina et al., 2021 ; Antino et al., 2022 ). Based on this finding, it could be concluded that the higher the experience of WFC, the higher the perceived psychological distress. Specifically, when employees face conflicting demands from their work and family roles, it can deplete personal and emotional resources. These resource depletions can result in increased feelings of emotional exhaustion and distress.

Fourthly, regarding the intermediary role of WFC in the relationship between work stress and employees' psychological distress, this study's findings indicate that WFC partially mediates this relationship. In other words, while work stress directly influences psychological distress, part of its impact is directed through its effect on work-family conflict. This finding underscores the importance of recognizing the role of WFC as a pathway through which work stress affects employees' psychological wellbeing. More specifically, in agreement with the previous findings (i.e., Haines III et al., 2008 ; Shimazu et al., 2010 ; du Prel and Peter, 2015 ) and these findings provide substantial support for the notion that adverse conditions and stressors within the workplace have a detrimental impact, subsequently increasing the imbalance between an individual's work and family life. Consequently, this heightened WFC serves as a contributing factor to the increase in psychological distress among employees.

5.2 Theoretical implications

The findings of this study carry significant theoretical implications that can be integrated with the job demands-resources (JD-R) model and spillover theory, thereby enriching our comprehension of the underlying dynamics. Firstly, the study's results reinforce the application of the JD-R model in the context of the resort industry, asserting that excessive demands in the workplace, in the form of stressors including role overload, ambiguity, and conflict, can lead to experiencing psychological distress which can manifest as emotional exhaustion, anxiety, and other negative psychological states. Secondly, the study reveals that work stress has a substantial and positive influence on perceived WFC, confirming that work stressors can spill over into employees' family lives. This result resonates with the spillover theory, which suggests that experiences in one domain (work) can impact another domain (family). In this case, high levels of work-related stressors can create a conflict between work and family responsibilities, supporting the idea of negative spillover from work to family. Thirdly, the study emphasized the role of WFC as a contributing factor to employees' psychological distress. This aligns with both the JD-R model and the spillover theory. The JD-R model suggests that WFC can be considered a job demand, as it depletes employees' resources, leading to psychological distress. Spillover theory complements this by highlighting the bidirectional nature of spillover, indicating that the conflict experienced in one domain (in this case, work-to-family) can also negatively affect wellbeing. Fifthly, the findings support the idea that WFC acts as a pathway through which work stress affects employees' wellbeing. Integrating these findings into the JD-R model and spillover theory, we can argue that the negative impact of work-related stressors not only directly affects employees' psychological distress but also indirectly through the escalation of WFC. Finally, the theoretical model developed in this study is a potentially valuable reference for future research in the hospitality industry context, offering insights into both direct and mediated links between job-related stressors and employees' psychological distress.

5.3 Practical implications

In addition to theoretical implications, several practical implications arise for resort managers in light of the study's findings. First, resort management should prioritize the management of workplace stressors, particularly role overload, ambiguity, and conflict. Implementing stress reduction programs and offering resources to help employees cope with these stressors can be beneficial in mitigating psychological distress. Second, resort management should provide clear and specific job descriptions and expectations for their employees. This can help reduce role ambiguity and ensure that employees understand their responsibilities, which, in turn, can alleviate psychological distress. Third, employers should assess workloads regularly to prevent excessive role overload. Implementing efficient workload management strategies, such as task prioritization and reasonable goal-setting, can help reduce the strain on employees and enhance their psychological wellbeing. Fourth, resort management can offer employees conflict resolution and interpersonal communication training. Equipping them with the skills to handle conflicts and interpersonal issues effectively can mitigate role conflict and contribute to reduced psychological distress. Fifth, implementing policies and practices that support work-life balance is essential. Encouraging flexible working hours, providing family support programs, and promoting a healthy boundary between work and personal life can help reduce WFC. Sixth, recognizing the significant impact of work-family conflict on psychological distress, resorts can introduce employee wellbeing programs. These programs may include stress management workshops, counseling services, and mental health support to help employees cope with the demands of both work and family roles. Seventh, providing training and awareness programs for employees and supervisors is also vital. These programs can raise awareness about the potential spillover effects of workplace stress into family life and provide strategies to manage and balance these demands effectively. Eighth, resort managers should regularly assess employee wellbeing and levels of psychological pressure they face, whether through follow-up surveys or individual interviews, to provide appropriate psychological and social support and guidance. Finally, resort management should invest in training for supervisors and managers to help them recognize signs of role-related distress in their teams. Training can empower supervisors to provide support and resources when needed.

6 Limitations of the study and further research

In the current study, some limitations should be considered. (1) The study concentrated on frontline employees within three- and four-star resorts in Egypt, limiting the applicability and generalizability of the results to different industries, or geographic regions. To better understand the variations in the impact of work-related stressors on psychological distress, future research should explore and compare these findings across diverse industries, job roles, and regions. It is crucial to recognize that cultural, organizational, and societal factors may influence these relationships differently in various geographical locations. Consequently, replicating and extending our findings in varied settings is essential to enhance the external validity of the results. In addition, while our study's specific context is within Egyptian resorts, the implications extend beyond this locale. Organizations in the global hospitality sector, characterized by comparable fast-paced and demanding work environments, may find relevance in our findings. Despite potential differences in stressors and cultural nuances, the overarching themes of addressing work-related stressors, managing work-family conflict, and promoting employee wellbeing are likely to have resonance across diverse borders. (2) The study employed a cross-sectional design, which provides a snapshot of the relationships at one point in time. Longitudinal or experimental designs offer insights into the dynamics of work-related stressors, work-family conflict, and psychological distress over time. (3) This study primarily focused on the mediating role of WFC. Further research could investigate other potential mediating variables to provide a more comprehensive view of the relationships. The effectiveness of interventions, such as stress management programs or work-family balance initiatives, in reducing psychological distress among employees facing work-related stressors should be explored. (4) Data collection relied on self-report measures, which may introduce response bias and subjectivity. Future research could consider combining quantitative data with qualitative research methods to gain deeper insights into employees' experiences in the context of work-related stressors and psychological distress. (5) This study was mainly built on the job demands-resources (JD-R) model and the spillover theory in the link between WS, WFC, and psychological wellbeing. Further studies may incorporate another theory, such as boundary theory, to enrich the understanding of the link between these variables. Boundary theory searches for boundaries between different life domains, mainly focusing on the work-family interface. It explores how individuals manage the lines between these domains, influencing their wellbeing across various aspects of life. Boundary permeability, flexibility, and segmentation may be included. (6) We focus in this study on work stress as a higher-order construct encompassing three sub-factors: role overload, ambiguity, and conflict. While this hierarchical model provides valuable insights into the overall impact of work stress, it does not allow us to analyze the specific effects of each individual sub-factor on psychological wellbeing. As a limitation, we acknowledge that we cannot isolate the unique contributions of each work stress dimension within this framework. In addition, future research employs a three-factor model of work-family conflict (WFC) as a mediator. This model, encompassing time-based, strain-based, and behavior-based conflict as distinct dimensions, could offer more valuable insights into how specific aspects of work stress impact psychological wellbeing through different facets of WFC.

Data availability statement

The original contributions presented in the study are included in the article/ Supplementary material , further inquiries can be directed to the corresponding author.

Ethics statement

The studies involving humans were approved by the Deanship of the Scientific Research Ethical Committee, King Faisal University. The studies were conducted in accordance with the local legislation and institutional requirements. The participants provided their written informed consent to participate in this study.

Author contributions

AHB: Conceptualization, Data curation, Formal analysis, Funding acquisition, Investigation, Methodology, Project administration, Resources, Software, Supervision, Validation, Visualization, Writing—original draft, Writing—review & editing. ME-A: Data curation, Formal analysis, Funding acquisition, Methodology, Validation, Writing—original draft. EM: Data curation, Formal analysis, Funding acquisition, Investigation, Methodology, Writing—original draft. HA: Formal analysis, Investigation, Methodology, Resources, Software, Writing—original draft. AR: Data curation, Formal analysis, Investigation, Resources, Software, Validation, Writing—review & editing. MYA: Data curation, Formal analysis, Methodology, Visualization, Writing—review & editing. ASMA: Data curation, Funding acquisition, Investigation, Methodology, Validation, Writing—review & editing. AMA: Data curation, Formal analysis, Funding acquisition, Methodology, Validation, Writing—original draft. MOA: Formal analysis, Methodology, Software, Visualization, Writing—original draft. JA: Formal analysis, Funding acquisition, Methodology, Validation, Writing—review & editing. MM: Data curation, Formal analysis, Investigation, Methodology, Visualization, Writing—review & editing. AE: Writing—review & editing, Supervision, Project administration, Resources. SA: Formal analysis, Funding acquisition, Investigation, Methodology, Resources, Writing—review & editing.

The author(s) declare financial support was received for the research, authorship, and/or publication of this article. This work was supported by the Deanship of Scientific Research, Vice Presidency for Graduate Studies and Scientific Research, King Faisal University, Saudi Arabia [Grant No. 4605].

Conflict of interest

The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest.

Publisher's note

All claims expressed in this article are solely those of the authors and do not necessarily represent those of their affiliated organizations, or those of the publisher, the editors and the reviewers. Any product that may be evaluated in this article, or claim that may be made by its manufacturer, is not guaranteed or endorsed by the publisher.

Supplementary material

The Supplementary Material for this article can be found online at: https://www.frontiersin.org/articles/10.3389/fpsyg.2024.1326181/full#supplementary-material

Aazami, S., Shamsuddin, K., and Akmal, S. (2015). Examining behavioural coping strategies as mediators between work-family conflict and psychological distress. Sci. World J. 2015:343075. doi: 10.1155/2015/343075

PubMed Abstract | Crossref Full Text | Google Scholar

Abdou, A. H., Khalil, A. A. F., Mahmoud, H. M. E., Elsaied, M. A., and Elsaed, A. A. (2022). The impact of hospitality work environment on employees' turnover intentions during COVID-19 pandemic: the mediating role of work-family conflict. Front. Psychol. 13:890418. doi: 10.3389/fpsyg.2022.890418

Al-Jubari, I., Mosbah, A., and Salem, S. F. (2022). Employee well-being during COVID-19 pandemic: the role of adaptability, work-family conflict, and organizational response. SAGE Open 12:215824402210961. doi: 10.1177/21582440221096142

Crossref Full Text | Google Scholar

Allen, T. D., French, K. A., Dumani, S., and Shockley, K. M. (2020). A cross-national meta-analytic examination of predictors and outcomes associated with work-family conflict. J. Appl. Psychol. 105, 539–576. doi: 10.1037/apl0000442

Alyamy, K. F., and Sau Cheong, L. (2020). Role ambiguity, conflict and overload as predictors of emotional exhaustion: the mediation effect of teaching satisfaction and affective commitment. Int. J. Educ. Psychol. Counsel. 5, 37–55. doi: 10.35631/IJEPC.536004

Andrews, G., and Slade, T. (2001). Interpreting scores on the Kessler psychological distress scale (K10). Aust. N. Z. J. Public Health 25, 494–497. doi: 10.1111/j.1467-842X.2001.tb00310.x

Antino, M., Ruiz-Zorrilla, P., Sanz-Vergel, A. I., Leon-Perez, J. M., and Rodriguez-Muñoz, A. (2022). The role of job insecurity and work-family conflict on mental health evolution during COVID-19 lockdown. Eur. J. Work Organ. Psychol. 31, 667–684. doi: 10.1080/1359432X.2022.2049251

Bakker, A. B., and Demerouti, E. (2017). Job demands–resources theory. J. Occup. Health Psychol. 22, 273–285. doi: 10.1037/ocp0000056

Barriga Medina, H. R., Campoverde Aguirre, R., Coello-Montecel, D., Ochoa Pacheco, P., and Paredes-Aguirre, M. I. (2021). The influence of work–family conflict on burnout during the COVID-19 pandemic: the effect of teleworking overload. Int. J. Environ. Res. Public Health 18:10302. doi: 10.3390/ijerph181910302

Bauer, G. F., Hämmig, O., Schaufeli, W. B., and Taris, T. W. (2014). A critical review of the job demands-resources model: implications for improving work and health. Bridging Occupational, Organizational and Public Health: A Transdisciplinary Approach , eds G. F. Bauer, and O. Hämmig (New York, NY: Springer), 43–68. doi: 10.1007/978-94-007-5640-3_4

Bilodeau, J., Marchand, A., and Demers, A. (2020). Work, family, work–family conflict and psychological distress: a revisited look at the gendered vulnerability pathways. Stress Health 36, 75–87. doi: 10.1002/smi.2916

Boomsma, A. (1982). “The robustness of LISREL against small sample sizes in factor analysis models,” in Systems Under Indirect Observation: Causality, Structure, Prediction , eds K. G. Jöreskog and H. Wold (Part 1, Amsterdam: North-Holland), 149–173.

Google Scholar

Burke, R., Koyuncu, M., and Fiksenb, L. (2013). Antecedents and consequences of work-family conflict and family-work conflict among frontline employees in Turkish hotels. ICFAI J. Manag. Res. 12:39.

Byron, K. (2005). A meta-analytic review of work–family conflict and its antecedents. J. Vocat. Behav. 67, 169–198. doi: 10.1016/j.jvb.2004.08.009

Chan, C. M. H., Ng, S. L., In, S., Wee, L. H., and Siau, C. S. (2021). Predictors of psychological distress and mental health resource utilization among employees in Malaysia. Int. J. Environ. Res. Public Health 18:314. doi: 10.3390/ijerph18010314

Creary, S. J., and Gordon, J. R. (2016). Role Conflict, Role Overload, and Role Strain . Hoboken, NJ: John Wiley and Sons, Inc. doi: 10.1002/9781119085621.wbefs012

Dodanwala, T. C., Santoso, D. S., and Shrestha, P. (2022). The mediating role of work–family conflict on role overload and job stress linkage. Built Environ. Project Asset Manag. 12, 924–939. doi: 10.1108/BEPAM-12-2021-0153

Dreier, P., Flaming, D., Lucero Herrera Matsuoka, M., Carlen, J., and Burns, P. (2018). Working for the Mouse: A Survey of Disneyland Resort Employees. Occidental College Urban and Environmental Policy Institute and the Economic Roundtable Report February 2018. Available online at: SSRN: https://ssrn.com/abstract=3202452 or http://dx.doi.org/10.2139./ssrn.3202452 (accessed August 7, 2023).

du Prel, J., and Peter, R. (2015). Work-family conflict as a mediator in the association between work stress and depressive symptoms: cross-sectional evidence from the German lidA-cohort study. Int. Arch. Occup. Environ. Health 88, 359–368. doi: 10.1007/s00420-014-0967-0

Elshaer, I. A., Azazz, A. M. S., and Fayyad, S. (2022). Positive humor and work withdrawal behaviors: the role of stress coping styles in the hotel industry amid COVID-19 pandemic. Int. J. Environ. Res. Public Health 19:6233. doi: 10.3390/ijerph19106233

Elshaer, I. A., Azzaz, A. M. S., Ghaleb, M. M., Abdulaziz, T. A., Mansour, M. A., Fayyad, S., et al. (2024). The impact of work-related ICT use on perceived injustice: exploring the effects of work role overload and psychological detachment. J. Open Innov. Technol. Mark. Complex 10:100208. doi: 10.1016/j.joitmc.2024.100208

Elshaer, I. A., AboAlkhair, A. M., Fayyad, S., and Azazz, A. M. S. (2023). Post-COVID-19 family micro-business resources and agritourism performance: a two-mediated moderated quantitative-based model with a PLS-SEM data analysis method. Mathematics 11:359. doi: 10.3390/math11020359

Farika, N., Indrianti, T., and Pribadi, J. D. (2021). The effect of work demand, role. conflict, and role ambiguity on work-family conflict (impact of work from home due to the COVID-19 pandemic). J. Fam. Sci. 5, 92–102. doi: 10.29244/jfs.v5i2.32644

Fordjour, G. A., Chan, A., and Fordjour, A. A. (2020). Exploring potential predictors of psychological distress among employees: a systematic review. Int. J. Psychiatr. Res. 2, 1–11. doi: 10.33425/2641-4317.1047

Foster, K., Roche, M., Giandinoto, J., and Furness, T. (2020). Workplace stressors, psychological well-being, resilience, and caring behaviours of mental health nurses: a descriptive correlational study. Int. J. Ment. Health Nurs. 29, 56–68. doi: 10.1111/inm.12610

Frone, M. R., Russell, M., and Cooper, M. L. (1992). Antecedents and outcomes of work-family conflict: testing a model of the work-family interface. J. Appl. Psychol. 77, 65–78. doi: 10.1037/0021-9010.77.1.65

Greenhaus, J. H., and Beutell, N. J. (1985). Sources of conflict between work and family roles. Acad. Manag. Rev. 10, 76–88. doi: 10.2307/258214

Grzywacz, J. G., Almeida, D. M., and McDonald, D. A. (2002). Work-family spillover and daily reports of work and family stress in the adult labor force. Fam. Relat. 51, 28–36. doi: 10.1111/j.1741-3729.2002.00028.x

Haines, V. Y. III, Marchand, A, Rousseau, V., and Demers, A. (2008). The mediating role of work-to-family conflict in the relationship between shiftwork and depression. Work Stress 22, 341–356. doi: 10.1080/02678370802564272

Hair, J. F., Risher, J. J., Sarstedt, M., and Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. Eur. Bus. Rev. 31, 2–24. doi: 10.1108/EBR-11-2018-0203

Hecht, L. M. (2001). Role conflict and role overload: different concepts, different consequences. Sociol. Inq. 71, 111–121. doi: 10.1111/j.1475-682X.2001.tb00930.x

Henseler, J., Ringle, C. M., and Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. J. Acad. Mark. Sci. 43, 115–135. doi: 10.1007/s11747-014-0403-8

Hon, A. H. Y., and Chan, W. W. (2013). The effects of group conflict and work stress on employee performance. Cornell Hosp. Q. 54, 174–184. doi: 10.1177/1938965513476367

Huang, Q., Bodla, A. A., and Chen, C. (2021). An exploratory study of police officers' perceptions of health risk, work stress, and psychological distress during the COVID-19 outbreak in china. Front. Psychol. 12:632970. doi: 10.3389/fpsyg.2021.632970

Huo, M., and Jiang, Z. (2023). Work–life conflict and job performance: the mediating role of employee wellbeing and the moderating role of trait extraversion. Pers. Individ. Dif. 205:112109. doi: 10.1016/j.paid.2023.112109

Hwang, J., Lee, J. J., Park, S., Chang, H., and Kim, S. S. (2014). The impact of occupational stress on employee's turnover intention in the luxury hotel segment. Int. J. Hosp. Tour. Adm. 15, 60–77. doi: 10.1080/15256480.2014.872898

Inoue, A., Kawakami, N., Eguchi, H., and Tsutsumi, A. (2018). Interaction effect of job insecurity and role ambiguity on psychological distress in Japanese employees: a cross-sectional study. Int. Arch. Occup. Environ. Health 91, 391–402. doi: 10.1007/s00420-018-1288-5

Iwata, N., Suzuki, K., Saito, K., and Abe, K. (1992). Type A personality, work stress and psychological distress in Japanese adult employees. Stress Med. 8, 11–21. doi: 10.1002/smi.2460080103

Jacobsen, H. B., Reme, S. E., Sembajwe, G., Hopcia, K., Stoddard, A. M., Kenwood, C., et al. (2014). Work–family conflict, psychological distress, and sleep deficiency among patient care workers. AAOHN J. 62, 282–291. doi: 10.3928/21650799-20140617-04

Janzen, B. L., Muhajarine, N., and Kelly, I. W. (2007). Work-family conflict, and psychological distress in men and women among Canadian police officers. Psychol. Rep. 100, 556–562. doi: 10.2466/pr0.100.2.556-562

Kafetsios, K. (2007). Work-family conflict and its relationship with job satisfaction and psychological distress: the role of affect at work and gender. Hell. J. Psychol. 4, 15–35.

Karatepe, O., Sokmen, A., Yavas, U., and Babakus, E. (2010). Work-family conflict and burnout in frontline service jobs: direct, mediating and moderating effects. E M: Ekon. Manag. 13, 61–73.

Karatepe, O. M. (2013). The effects of work overload and work-family conflict on job embeddedness and job performance. Int. J. Contemp. Hosp. Manag. 25, 614–634. doi: 10.1108/09596111311322952

Kelloway, E. K. (1995). Structural equation modelling in perspective. J. Organ. Behav. 16, 215–224. doi: 10.1002/job.4030160304

Khalil, S. M., Khan, S. N., and Shah, F. A. (2020). The impact of work life balance, role conflict and work overload on employee turnover intention through the mediating role of job stress. J. Bus. Tour. 6, 271–287. doi: 10.34260/jbt.v6i1.194

Khuong, M. N., and Linh, U. D. T. (2020). Influence of work-related stress on employee motivation, job satisfaction and employee loyalty in hospitality industry. Manag. Sci. Lett. 10, 3279–3290. doi: 10.5267/j.msl.2020.6.010

Kilpatrick, M., Sanderson, K., Blizzard, L., Teale, B., and Venn, A. (2013). Cross-sectional associations between sitting at work and psychological distress: reducing sitting time may benefit mental health. Ment. Health Phys. Act. 6, 103–109. doi: 10.1016/j.mhpa.2013.06.004

Kusluvan, S. (2003). “Characteristics of employment and human resource management in the tourism and hospitality industry,” in Managing Employee Attitudes and Behaviors in the Tourism and Hospitality Industry , ed. S. Kusluvan (Hauppauge, NY: Nova Science Publishers),·3–24.

Li, L., Yao, C., Zhang, Y., and Chen, G. (2020). Trait forgiveness moderated the relationship between work stress and psychological distress among final-year nursing students: a pilot study. Front. Psychol. 11:1674. doi: 10.3389/fpsyg.2020.01674

Lin, M., and Ling, Q. (2018). Is role stress always harmful? Differentiating role overload and role ambiguity in the challenge-hindrance stressors framework. Tour. Manag. 68, 355–366. doi: 10.1016/j.tourman.2018.04.007

Llorens, S., Bakker, A. B., Schaufeli, W., and Salanova, M. (2006). Testing the robustness of the job demands-resources model. Int. J. Stress Manag. 13, 378–391. doi: 10.1037/1072-5245.13.3.378

Lo, K., and Lamm, F. (2005). Occupational stress in the hospitality industry - an employment relations perspective. N. Z. J. Employ. Relat. 30, 23–47.

Martins, L. C. X., and Lopes, C. S. (2013). Rank, job stress, psychological distress and physical activity among military personnel. BMC Public Health 13:716. doi: 10.1186/1471-2458-13-716

Michel, J. S., Kotrba, L. M., Mitchelson, J. K., Clark, M. A., and Baltes, B. B. (2011). Antecedents of work-family conflict: a meta-analytic review. J. Organ. Behav. 32, 689–725. doi: 10.1002/job.695

Mihelic, K., and Tekavcic, M. (2014). Work-family conflict: a review of antecedents and outcomes. Int. J. Manag. Inf. Syst. 18:15. doi: 10.19030/ijmis.v18i1.8335

Mohamad, N., Ismail, A., Mohamad, N. M., Ahmad, S., and Yahy, Z. (2016). Role ambiguity and role overload as important predictors of work-family conflict. Humaniora 7:473. doi: 10.21512/humaniora.v7i4.3600

Mohd Isa, N., Latchimanan Singh, H. K., and Hashim, R. (2018). Job stress, work-to-family conflict and social support in the education industry. J. Adm. Sci. 15, 1–17.

Murray-Gibbons, R., and Gibbons, C. (2007). Occupational stress in the chef profession. Int. J. Contemp. Hosp. Manag. 19, 32–42. doi: 10.1108/09596110710724143

Nancarrow, C., Brace, I., and Wright, L. T. (2001). “Tell me lies, tell me sweet little lies”: dealing with socially desirable responses in market research. Mark. Rev. 2, 55–69. doi: 10.1362/1469347012569427

Nunnally, J., and Bernstein, I. H. (1994). Psychometric Theory 3E. New York, NY: Tata McGraw-Hill Education.

O'Neill, J. W., and Follmer, K. (2020). A multilevel review of hospitality industry work–family conflict research and a strategy for future research. J. Hosp. Tour. Res. 44, 3–44. doi: 10.1177/1096348019864653

O'Neill, J. W., and Xiao, Q. (2010). Effects of organizational/occupational characteristics and personality traits on hotel manager emotional exhaustion. Int. J. Hosp. Manag. 29, 652–658. doi: 10.1016/j.ijhm.2009.12.004

Oshio, T., Inoue, A., and Tsutsumi, A. (2017). Examining the mediating effect of work-to-family conflict on the associations between job stressors and employee psychological distress: a prospective cohort study. BMJ Open 7:e015608. doi: 10.1136/bmjopen-2016-015608

Panatik, S. A. B., Rajab, A., Shah, I. M., Rahman, H. A., Yusoff, R. M., Badri, S., et al. (2012). “Work-family conflict, stress and psychological strain in higher education,” in Paper presented at the International Conference on Education and Management Innovation , Volume 30 (Singapore), 67–71.

Peterson, M. F., Smith, P. B., Akande, A., Ayestaran, S., Bochner, S., Callan, V., et al. (1995). Role conflict, ambiguity, and overload: a 21-nation study. Acad. Manag. J. 38, 429–452. doi: 10.2307/256687

Phillips, D. L., and Clancy, K. J. (1972). Some effects of “social desirability” in survey studies. Am. J. Sociol . 77, 921–940. doi: 10.1086/225231

Pizam, A., and Shani, A. (2009). The nature of the hospitality industry: present and future managers' perspectives. Anatolia 20, 134–150. doi: 10.1080/13032917.2009.10518900

Podsakoff, P. M., MacKenzie, S. B., Lee, J., and Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. J. Appl. Psychol. 88:879. doi: 10.1037/0021-9010.88.5.879

Pomaki, G., Maes, S., and ter Doest, L. (2004). Work conditions and employees' self-set goals: goal processes enhance prediction of psychological distress and well-being. Pers. Soc. Psychol. Bull. 30, 685–694. doi: 10.1177/0146167204263970

Poms, L. W., Fleming, L. C., and Jacobsen, K. H. (2016). Work-family conflict, stress, and physical and mental health: a model for understanding barriers to and opportunities for women's well-being at home and in the workplace. World Med. Health Policy 8, 444–457. doi: 10.1002/wmh3.211

Pradhan, S. (2022). Work stressors and job outcomes: an empirical investigation of frontline service employees in the Indian hospitality industry. Evid.-Based HRM 10, 35–52. doi: 10.1108/EBHRM-11-2020-0143

Pretorius, T. B., and Padmanabhanunni, A. (2022). The beneficial effects of professional identity: the mediating role of teaching identification in the relationship between role stress and psychological distress during the COVID-19 pandemic. Int. J. Environ. Res. Public Health 19:11339. doi: 10.3390/ijerph191811339

Randall, D. M., and Fernandes, M. F. (1991). The social desirability response bias in ethics research. J. Bus. Ethics 10, 805–817. doi: 10.1007/BF00383696

Rao, E., and Goel, A. (2018). Factors causing work-related stress in the hospitality sector: a study of employees in three-star hotels in Dehradun region. Effulgence Manag. J. 16:39. doi: 10.33601/effulgence.rdias/v16/i1/2018/39-50

Revicki, D. A., and Gershon, R. R. M. (1996). Work-related stress and psychological distress in emergency medical technicians. J. Occup. Health Psychol. 1, 391–396. doi: 10.1037/1076-8998.1.4.391

Ridner, S. H. (2004). Psychological distress: concept analysis. J. Adv. Nurs. 45, 536–545. doi: 10.1046/j.1365-2648.2003.02938.x

Rizzo, J. R., House, R. J., and Lirtzman, S. I. (1970). Role conflict and ambiguity in complex organizations. Admin. Sci. Q. 15, 150–163. doi: 10.2307/2391486

Rubab, U. (2017). Impact of work-family conflict on burnout and workplace deviant behavior: mediating role of stress. Jinnah Bus. Rev. 5, 1–10.

Rubel, M. R. B., Kee, D. M. H., and Rimi, N. N. (2017). The mediating role of Work–Family conflict on role stressors and employee turnover intention relationship in labor-oriented organizations. Glob. Bus. Rev. 18, 1384–1399. doi: 10.1177/0972150917713061

Ryan, B., Ma, E., Hsiao, A., and Ku, M. (2015). The work-family conflict of university foodservice managers: an exploratory study of its antecedents and consequences. J. Hosp. Tour. Manag. 22, 10–18. doi: 10.1016/j.jhtm.2014.12.005

Salama, W., Abdou, A. H., Mohamed, S. A. K., and Shehata, H. S. (2022). Impact of work stress and job burnout on turnover intentions among hotel employees. Int. J. Environ. Res. Public Health 19:9724. doi: 10.3390/ijerph19159724

Schmidt, S., Roesler, U., Kusserow, T., and Rau, R. (2014). Uncertainty in the workplace: examining role ambiguity and role conflict, and their link to depression-a meta-analysis. Eur. J. Work Org. Psychol. 23, 91–106. doi: 10.1080/1359432X.2012.711523

Shen, P., and Slater, P. (2021). The effect of occupational stress and coping strategies on mental health and emotional well-being among university academic staff during the COVID-19 outbreak. Int. Educ. Stud. 14:82. doi: 10.5539/ies.v14n3p82

Shimazu, A., Bakker, A. B., Demerouti, E., and Peeters, M. C. W. (2010). Work-family conflict in Japan: how job and home demands affect psychological distress. Ind. Health 48, 766–774. doi: 10.2486/indhealth.MS1131

Sirgy, M. J., Lee, D., Park, S., Joshanloo, M., and Kim, M. (2020). Work–Family spillover and subjective well-being: the moderating role of coping strategies. J. Happiness Stud. 21, 2909–2929. doi: 10.1007/s10902-019-00205-8

Soliman, S. G., Elsaed, A. A., and Emam, A. M. (2023). The impact of working environment in resorts on job satisfaction and employee turnover intention: a case of Egypt. J. Fac. Tour. Hotel Univ. Sadat City 7, 54–66.

Staines, G. L. (1980). Spillover versus compensation: a review of the literature on the relationship between work and nonwork. Hum. Relat. 33, 111–129. doi: 10.1177/001872678003300203

Suhartini, E., Nurnadjamuddin, M., and Mapparenta, Suriyanti (2023). Investigations of work-life balance and stress for working women in the indonesian banking sector. Glob. Bus. Finance Rev. 28, 159–169. doi: 10.17549/gbfr.2023.28.6.159

Thorsteinsson, E. B., Brown, R. F., and Richards, C. (2014). The relationship between work-stress, psychological stress and staff health and work outcomes in office workers. Psychology 5, 1301–1311. doi: 10.4236/psych.2014.510141

Unguren, E., and Arslan, S. (2021). The effect of role ambiguity and role conflict on job performance in the hotel industry: the mediating effect of job satisfaction. Tour. Manag. Stud. 17, 45–58. doi: 10.18089/tms.2021.170104

Walker, J. R. (2021). Introduction to Hospitality. London: Pearson.

Wang, J., Fu, X., and Wang, Y. (2021). Can “bad” stressors spark “good” behaviors in frontline employees? incorporating motivation and emotion. Int. J. Contemp. Hosp. Manag. 33, 101–124. doi: 10.1108/IJCHM-06-2020-0519

Wang, Y., Chang, Y., Fu, J., and Wang, L. (2012). Work-family conflict and burnout among Chinese female nurses: the mediating effect of psychological capital. BMC Public Health 12:915. doi: 10.1186/1471-2458-12-915

Wang, Y., and Wang, P. (2019). Perceived stress and psychological distress among Chinese physicians: the mediating role of coping style. Medicine 98:e15950. doi: 10.1097/MD.0000000000015950

Wayne, S. J., Lemmon, G., Hoobler, J. M., Cheung, G. W., and Wilson, M. S. (2017). The ripple effect: a spillover model of the detrimental impact of work–family conflict on job success. J. Organ. Behav. 38, 876–894. doi: 10.1002/job.2174

Winefield, H. R., Gill, T. K., Taylor, A. W., and Pilkington, R. M. (2012). Psychological well-being and psychological distress: is it necessary to measure both? Psychol. Well-Being Theory Res. Pract. 2:3. doi: 10.1186/2211-1522-2-3

Wu, L., Yim, F. H., Kwan, H. K., and Zhang, X. (2012). Coping with workplace ostracism: the roles of ingratiation and political skill in employee psychological distress. J. Manag. Stud. 49:178–199. doi: 10.1111/j.1467-6486.2011.01017.x

Xiao, Y., Zhang, H., Li, Q., Xiao, S., Dai, T., Guo, J., et al. (2022). Role stress and psychological distress among Chinese nurses during the COVID-19 pandemic: a moderated mediation model of social support and burnout. Front. Psychiatry 13:812929. doi: 10.3389/fpsyt.2022.812929

Yousaf, S., Rasheed, M. I., Hameed, Z., and Luqman, A. (2020). Occupational stress and its outcomes: the role of work-social support in the hospitality industry. Personnel Review , 49, 755–773. doi: 10.1108/PR-11-2018-0478

Zhao, X., and Ghiselli, R. (2016). Why do you feel stressed in a “smile factory”? Hospitality job characteristics influence work–family conflict and job stress. Int. J. Contemp. Hosp. Manag. 28, 305–326. doi: 10.1108/IJCHM-08-2014-0385

Zhao, X., Lynch, J. G. Jr, and Chen, Q. (2010). Reconsidering Baron and Kenny: myths and truths about mediation analysis. J. Consum Res. 37, 197–206. doi: 10.1086/651257

Keywords: resort industry, psychological wellbeing, work-related stressors, psychological strains, family-life conflict, WFC

Citation: Abdou AH, El-Amin MA-MM, Mohammed EFA, Alboray HMM, Refai AMS, Almakhayitah MY, Albohnayh ASM, Alismail AM, Almulla MO, Alsaqer JS, Mahmoud MH, Elshazly AIA and Allam SFA (2024) Work stress, work-family conflict, and psychological distress among resort employees: a JD-R model and spillover theory perspectives. Front. Psychol. 15:1326181. doi: 10.3389/fpsyg.2024.1326181

Received: 23 October 2023; Accepted: 29 January 2024; Published: 14 February 2024.

Reviewed by:

Copyright © 2024 Abdou, El-Amin, Mohammed, Alboray, Refai, Almakhayitah, Albohnayh, Alismail, Almulla, Alsaqer, Mahmoud, Elshazly and Allam. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY) . The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.

*Correspondence: Ahmed Hassan Abdou, aabdou@kfu.edu.sa

Disclaimer: All claims expressed in this article are solely those of the authors and do not necessarily represent those of their affiliated organizations, or those of the publisher, the editors and the reviewers. Any product that may be evaluated in this article or claim that may be made by its manufacturer is not guaranteed or endorsed by the publisher.

Academia.edu no longer supports Internet Explorer.

To browse Academia.edu and the wider internet faster and more securely, please take a few seconds to  upgrade your browser .

Enter the email address you signed up with and we'll email you a reset link.

  • We're Hiring!
  • Help Center

paper cover thumbnail

Work Stress of Employee-A Literature Review

Profile image of IJARIIE JOURNAL

Related Papers

Bahar Sadraei

The definition of stress is literally taken from the word "stringere" in the sense of getting together. Stress is a physical or emotional burnout that results from real or mental problems (Amiri, 2019). In another definition, stress refers to the set of human reactions to internal and external unpredictable and unpredictable factors. So that when the internal or external balance disappears, stress arises. Hans Selve, a pioneer in research on stress, has called stress as the body's uncertain response to any demand. He invented the concept of general adaptation. The state of general adaptation spontaneously responds to any physical threat or It's a feeling about the health of an organism.

literature review on stress among employees

sameer kumar

Bonita Long

Rohit Lekhi

Euro Asia International Journals

Stress presents a personal response of external and internal state of mind of the employee to the certain situations which act as stimuli. This study showcases the concept of Stress. Job stress has been prominently focused here. As stress is considered beneficial as well as deterrent to the employee growth, this study presents two types of job stress: positive stress and negative stress. Both types of stress cause pressure on the employee, but they produce different reactions in the employee's behavior. This study describes the characteristics of both positive and negative stress. Various situations causing positive and negative stress have been mentioned in this study. Different types of job stress have also been illustrated here with the remedial strategies which should be adopted to tackle with these types of job stress.

Sanusi Jeremiah

Khurram Shahzad Khan Niazi

Bradley CeasarJnr

Umesh Maiya

Stress is much in the news at present but it isn&#39;t a new problem. Pressure is part and parcel of all work and helps to keep us motivated. But excessive pressure can lead to stress which undermines performance, is costly to employers and can make people ill. Research reveals that many working days are lost to stress, depression and anxiety. Work-related stress costs a huge burden to the society. Stress takes many forms as well as leading to anxiety and depression it can have a significant impact on an employee&#39;s physical health. Research links stress to heart disease, back pain, headaches, gastrointestinal disturbances and alcohol and drug dependency. Individuals are more willing to admit that they are suffering from stress if they can expect to be dealt with sympathetically. In some cases good counseling may be all that is needed. This paper aims at studying the stressors that affects an individual at work, to examine the effects of stress and suitable measures which employe...

Adarsh Journal of Management Research

Bindu Kannan

RELATED PAPERS

Pollarise GROUPS

Revista Facultad Nacional De Agronomia

Bibiana Arango

Jacques Rupnik

Philological Sciences. Issues of Theory and Practice

Nataliya Ogurechnikova

TEACH Journal of Christian Education

Marion Shields

Pascal Bessong

Journal of Environmental and Occupational Science

James Bamidele

Journal of Non-Crystalline Solids

Vitor Amaral

The Indian journal of medical research

Kewal Talwar

Indian Journal of Immunology and Respiratory Medicine

Dr. Surya Kant Head of Dept. Pulmonary Medicine

Transplantation

Emily Blumberg

Proceedings. Biological sciences / The Royal Society

Sherwin Elacion

Samara Freitas

British Journal of Surgery

Sharfuddin Chowdhury

Journal of The American College of Surgeons

Applied Surface Science

Julian Henderson

The Cochrane library

Vincent Mubangizi

Journal of Physical Chemistry C

The New England Journal of Medicine

Frederick Ferris

Journal of Experimental and Clinical Medicine

Ahmet Bulbul

Clinical Medicine Insights: Pediatrics

Alqeer Aliyo

  •   We're Hiring!
  •   Help Center
  • Find new research papers in:
  • Health Sciences
  • Earth Sciences
  • Cognitive Science
  • Mathematics
  • Computer Science
  • Academia ©2024

U.S. flag

An official website of the United States government

The .gov means it’s official. Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site.

The site is secure. The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely.

  • Publications
  • Account settings
  • Advanced Search
  • Journal List
  • HHS Author Manuscripts

Logo of nihpa

Work Stress and Well-being in the Hotel Industry

John w. o'neill.

School of Hospitality Management, The Pennsylvania State University, 233 Mateer Building, University Park, PA 16803, 814-863-8984

Kelly Davis

The Pennsylvania State University, 201 Beecher-Dock House, University Park, PA 16803, 814-867-2133

Employee stress is a significant issue in the hospitality industry, and it is costly for employers and employees alike. Although addressing and reducing stress is both a noble goal and is capable of resulting in expense reductions for employers, the nature and quantity of hospitality employee stress is not fully understood. The first aim of this study was to identify common work stressors in a sample of 164 managerial and hourly workers employed at 65 different hotels who were each interviewed for eight consecutive days. The two most common stressors were interpersonal tensions at work and overloads (e.g., technology not functioning). The second aim was to determine whether there were differences in the types and frequency of work stressors by job type (i.e., managers v. non-managers), gender, and marital status. Hotel managers reported significantly more stressors than hourly employees. There were no significant differences by gender or marital status. The third aim was to investigate whether the various stressors were linked to hotel employee health and work outcomes. More employee and coworker stressors were linked to more negative physical health symptoms. Also, interpersonal tensions at work were linked to lower job satisfaction and greater turnover intentions.

1. Introduction

Stress at work is a ubiquitous and multifaceted phenomenon ( Lazarus, 1993 ) that is costly for organizations because it contributes to expensive voluntary turnover ( Villanueva & Djurkovic, 2009 ). Work stress can be a particular problem in customer-oriented fields because employees often experience conflicting demands of the company, supervisors, and customers, and these conflicts create dissonance for employees ( Ruyter, Wetzels, & Feinberg, 2001 ).

Investigation into the nature and dimensions of work stress among employees is the first step in the management of this aspect of work ( Cooper & Payne, 1988 ). Although there exists general agreement that addressing and reducing stress in the hospitality industry is not only a noble goal, but is capable of resulting in expense reductions for employers ( Cooper & Dewe, 2008 ), the nature and quantity of hospitality employee stress is not fully understood. Research regarding stress in the hospitality industry remains an understudied topic with rich potential for positively affecting peoples' lives. Only by understanding the specific triggers of stress can workers be helped to effectively alleviate it. This article presents the results of recent research conducted in the hotel industry aiming to uncover the types, frequencies, and outcomes of work-related stressors of both hotel managers and hourly employees.

The present study is based on the Job Strain Model proposed by Karasek (1979) , who postulated that psychological strain is due to the combined effects of job demands and other factors. Specifically, a high strain job includes high job demands, or workplace stressors. Job strain can manifest itself as poor mental health, physical health problems, and job dissatisfaction and performance problems ( Karasek, 1979 ; Karasek & Theorell, 1990 ). Testing the resources part of the Karasek model was beyond the scope of the paper. Given how little is known about stress and well-being in the hospitality industry, this study focused on the links between job demands and individual and work outcomes.

2. Literature Review

Research has shown a negative correlation between job stress and quality customer service delivery, that is, less stressed employees provide better customer service than more stressed ones ( Varca, 1999 ), and customer service employees reporting chronic stress exhibit particularly poor job performance ( Beehr, Jex, Stacy, & Murray, 2000 ). In general, work-related stress has been shown to result in declines in the quality of employee job performance ( Gilboa, Shirom, Fried, & Cooper, 2008 ; Lepine, Podakoff, & Lepine, 2005 ), increases in exhaustion, decreases in employee ability to learn ( Lepine, Lepine, & Jackson, 2004 ), more depressive symptoms, hostility ( Motowidlo, Packard, & Manning, 1986 ), and withdrawal ( Gupta & Beehr, 1979 ). However, there is very limited literature of this type in the hospitality industry, and a lack of understanding regarding the nature, quantity and outcomes of stress among hospitality industry employees.

Within the hospitality industry, work stress has been regarded as one of the most important issues facing mangers because, among other things, it affects the performance of all levels of employees, including both managers and hourly employees ( Ross, 1995 ). Recent research has found that employee stress in the hospitality industry is important because it can result in workers becoming exhausted and cynical ( Kim, 2008 ) which can have negative effects on service delivery. Stress within the hospitality industry has been qualitatively and moderately correlated with employee physiological symptoms, including headaches, fatigue, indigestion, ulcers, blood pressure, heart attacks, and strokes (Krone, Tabacchi, & Farber, 1989), and thus may result in decreased productivity and increased health care costs for the hospitality employer.

Prior research outside the hospitality industry has shown that work stress is linked to stress-related illnesses ( Karasek & Theorell, 1990 ). Other research has shown that work stress results in not only increased blood pressure at work, but also physiological reactions that continue after employees have left work, and potentially health-impairing responses to jobs carry over to home settings and pose a high long-term risk of health impairment ( Fox, Dwyer, & Ganster, 1993 ). Besides the cost to employers' health care expenditures, the cost to society is an issue, as well.

3. Present Study

The present study aims to identify and explore what are common work stressors among employees at numerous hotels, and the extent to which these stressors occur. Given earlier research suggesting that workplace stress may be most acute in customer service fields, one may expect that guest-related stress may be particularly common in the hotel industry. Further, this study also develops and tests hypotheses examining whether there are significant differences in the types and frequency of work stressors by job type (managers or hourly employees), gender, and marital status. Finally, this study linked frequency of stressors to physical health symptoms, job satisfaction, and turnover.

3.1 Hypotheses Development

Prior research has revealed that individuals have a variety of different types of stressors in their daily lives, including interpersonal tensions, overloads at work, and arguments at work and at home, but that the most common type of stressor is interpersonal tension ( Almeida & Horn, 2004 ). However, prior research in this regard has been in a general context outside the hospitality industry, and this study is specifically interested in discovering the most common stressors among employees in the hotel industry. As will be discussed later, the authors believe there is reason to think that the problem of stress is a particular issue in the 24/7 hotel business, and that while the quantity of stress may be relatively high in the hotel industry, the types of stress experienced among hotel employees may be typical of those experienced outside the hotel industry. Although the problem of stress may be acute in hotels, it is reasonable to believe that the most common stressor among hotel employees would likely be the same as among a more general population. Therefore, the following hypothesis is presented:

Hypothesis 1: The most common stressor among hotel employees will be interpersonal tensions, compared to arguments at work, employee and coworker stressors, hotel guest stressors, and overloads at work .

Extant research has found significant positive correlations between people being overcommitted at work and experiencing stress and related problems ( Siegrist & Theorell, 2006 ). Specifically, research has shown there to be a higher negative correlation between stress and job performance among managers than non-managers ( Gilboa, Shirom, Fried, & Cooper, 2008 ). Prior research regarding stress in the hospitality industry has not empirically analyzed differences in stress among managers and non-managers, but due to their relatively high levels of responsibility and long working hours, hotel managers could be expected to experience greater degrees of stress than would hourly employees. Therefore, the following hypothesis is proposed:

Hypothesis 2: Hotel managers will report a higher frequency of daily work stressors than hourly employees .

Other research has reported gender differences in stressful experiences, with women generally experiencing greater daily stress ( Almeida & Kessler, 1998 ) and greater occupational stress ( Michael, Anastasios, Helen, & Christine, 2009 ) than men. Research has also shown that gender can moderate the associations between stressors and outcomes such as physical symptoms, job satisfaction, turnover, and burnout ( Cooper & Payne, 1992 ). Prior research regarding stress in the hospitality industry has not empirically analyzed the level of stress experienced by men versus women. Thus, the following hypothesis is presented:

Hypothesis 3: Women, regardless of position, will report greater frequency of daily work stressors than men .

Prior research has suggested that married employees tend to experience different types and levels of stress than unmarried employees ( Kessler, 1979 ; Thoits, 1987 ). In addressing issues related to their spouse, married employees could experience more stress than single employees. However, prior research regarding stress in the hospitality industry has not empirically analyzed the levels of stress experienced by married versus single employees. Therefore, the following hypothesis is made:

Hypothesis 4: Married employees will report greater daily work stressors than non-married employees .

Existing research conducted outside the hospitality industry has shown links between stressors and experiencing outcomes such as negative physical symptoms ( Cooper & Payne, 1992 ). It would be reasonable to expect that hotel employees experiencing relatively greater levels of stress may also experience a greater number of negative physical symptoms, such as headaches, muscle soreness, backache, and dizziness. However, prior research regarding stress in the hospitality industry has not empirically analyzed physical symptoms experienced by employees. Therefore, the following hypothesis is proposed:

Hypothesis 5: Employees reporting greater daily stressors will experience more negative physical symptoms .

There is mixed evidence with regard to the relation between work stress and work outcomes. Several studies have nonetheless shown a negative link between stress and job satisfaction (e.g., Richardson & Burke, 1991 ) and a positive link between stress and turnover (e.g., Hemingway & Smith, 1999 ; Keller, 1984 ). With a sample of U.S. managers, Cavanaugh and colleagues (2000) showed that self-reported work stress was significantly related to both lower job satisfaction and higher turnover. Based on these findings, the following hypothesis is presented:

Hypothesis 6: Employees reporting greater frequency of work stressors will report lower job satisfaction and higher turnover intent .

4.1 Participants and Procedures

Participants for this study were recruited from 65 full-service hotels located across the United States and identified through initial contact with the president of the American Hotel & Lodging Association (who served on an advisory council related to this research project) and representatives with municipal hotel associations in New York, Washington, DC, Atlanta, Orlando, Chicago, Saint Louis, Kansas City, Denver, Los Angeles, and San Francisco. The researchers explained to the representatives of the municipal hotel associations that the purpose of this study was to explore issues related to work and family, including stress, at numerous levels in the hotel industry through interviews with hotel managers and hourly employees. These initial contacts with association representatives were followed by personal visits with hotel general managers, followed by on-site recruiting of other employees and then telephone interviews for eight consecutive days. The telephone interviews typically occurred at the employees' homes, and the interviews pertained to employee experiences during the prior 24hour period. Full-service hotels were the subject of this study because the investigators desired to focus on hotel properties in which numerous managers and hourly workers were employed. The sample represents all U.S. regions and several different hotel location types, including city (47.7%), suburb (15.2%), airport (15.2%), and resort (21.9%). Participants from most major hotel companies, including Marriott, Hilton, Hyatt, InterContinental, Starwood, Kimpton, Fairmont, and Wyndham were included in this study, including both franchised and corporate-managed units.

The data presented here are from hotel managers ( N = 98) and hourly employees ( N = 66) who completed a baseline survey followed by daily diary telephone interviews for eight consecutive days. Though it was challenging to recruit and retain subjects for eight consecutive days, subjects were interviewed over that time period based on precedent established in prior daily diary research ( Almeida, Wethington & Kessler, 2002 ) and to maximize likelihood of interviewing subjects on both work and non-work days. Subjects received $50 gift cards in return for their participation. A slight majority (53%) of managers was men and 58 percent were parents. Seventy-eight percent of managers were married. Eighty percent of hourly employees were women and slightly more than half (55%) of the hourly employees were married. Table 1 displays background characteristics of the sample.

There were significant differences between the two groups of employees. Hotel managers had significantly more education ( t (158) = 7.97, p < .01), higher incomes ( t (136) = 12.28, p < .01), worked significantly more hours per week (t(159) = 11.93, p <.01), and had been in the hotel industry longer ( t (159) = 2.56, p < .05), on average, than hourly employees.

4.2 Measures

Daily stressors were measured using the Daily Inventory of Stressful Events (DISE; Almeida, Wethington, & Kessler, 2002 ). During daily telephone calls for eight consecutive days, interviewers asked a series of stem questions about whether the hotel worker had experienced stressors during the prior 24 hours. The daily diary design is an innovative design that researchers are increasingly using to “capture life as it is lived.” Rather than asking respondents to average their experiences across the past month or year, respondents are asked to describe experiences each day. This approach reduces recall bias and provides more detailed information regarding the source, severity, and frequency of stressors by asking the respondent the same day the event occurred.

Work stressors included work arguments, work tensions, employee or co-worker related stressors, stressors involving hotel guests, and general work overloads (e.g., elevator malfunctioning). For each stressor experienced by subjects, interviewers probed regarding the content, the focus of who was involved, perceived threat (e.g., disappointment, loss), severity, and appraisal (i.e., areas of life that were at risk because of the stressor). For the present analysis, the focus was on the occurrence of stressors. Stressors were coded as 0 = no stressor and 1 = stressor . The mean across the eight days was calculated for each stressor; the value represented the percent of days each type of stressor was experienced.

The stressor variables were not normally distributed, and therefore, neither were the residuals. The stressor variables were positively skewed, with more people reporting stressors (coded as 1) on fewer than half of the days. Two data transformations were conducted to adjust for the skewness. A constant of one was added to the stressor variables (due to some values being equal to 0), and then the log was calculated. This transformation did not improve the distribution. The second transformation involved taking the square root of the stressor variables. This change corrected the positive skewness, making the variables normally distributed. The models were run with the transformed variables and the results and inferences were virtually identical; therefore, the variables were maintained in their original form.

4.2.1 Moderators

Job type was coded as 0 for managers and 1 for hourly employees. Gender was coded as 0 for women and 1 for men. Marital status was coded 0 for single and 1 for married.

4.2.2 Outcomes

Physical symptoms were assessed using the symptoms checklist from the Midlife in the United States (MIDUS) study ( Brim, Ryff, & Kessler, 2004 ). Participants were asked whether 16 physical symptoms occurred during the prior two weeks, such as headaches, muscle soreness, backache, and dizziness. Each symptom a participant experienced was checked so that affirmative responses could be summed to create a variable reflecting the total number of physical health symptoms during the two-week period. Participants reported 4.17 (SD = 2.99) symptoms, on average, and the range was 0 to 13.

Job satisfaction was assessed using a 3-item measure adapted from Friedman and Greenhaus (2000) . The questions were revised from inquiring about satisfaction with family life to satisfaction with work life. Participants used a 5-point Likert scale to respond to questions, such as “You are satisfied with your present job situation.” Responses were averaged so that larger numbers reflected greater job satisfaction. The scale reliability for this sample was .71.

Turnover intentions were assessed with two items using a 5-point Likert scale based on a review by Mobley, Griffeth, Hand, and Meglino (1979) . The first statement participants rated was, “You think a lot about leaving this hotel.” The second was, “You are actively searching for an alternative to this hotel.” Responses to the items, which were correlated at .78, were averaged.

4.2.3 Covariates

Education was assessed with one question asking what was the highest level of education the participant completed. Responses ranged from 1 = 1 through 11 years of school to 21 = MD, JD, DO, DDS, or Ph.D .

The work hours variable represents the average hours worked at the hotel per week. Prior research has found significant positive correlations between negative physiological and psychological health symptoms and hours spent working ( Sparks, Cooper, Fried & Shirom, 1997 ); therefore, work hours was included as a control variable.

The first goal of the present study was to describe the type and frequency of daily work stressors experienced by hotel mangers and hourly employees. Table 2 provides this information.

The frequency of stressors was calculated by averaging affirmative responses (i.e., yes the stressor occurred) across the eight days each subject was interviewed. The most frequent type of stressor experienced by hotel managers was interpersonal tensions, such as trying to avoid an argument; managers reported experiencing such tensions at work on 23 percent of the days. The second most frequent work stressor for managers was work overloads, such as equipment breaking down, which occurred on 20 percent of the days. The other work stressors occurred on 9 to 14 percent of the days. Managers experienced any type of stressor on 62 percent of the days.

Like hotel managers, the two most frequent stressors experienced by hourly employees were interpersonal tensions and work overloads, which they had on 11 and 8 percent of the days, respectively. Work arguments, hotel guest stressors, and employee/coworker stressors occurred on only three to seven percent of the days. Some type of stressor occurred on 40 percent of the days for hourly employees.

For both managers and hourly workers, interpersonal tensions were the most common workplace stressor; therefore, Hypothesis 1 was supported.

The second goal of the study was to determine whether frequency of daily stressors experienced differed by job type, gender, and marital status. Independent group t-tests were computed to investigate whether there were significant differences between the various groups. As shown in Table 2 , hotel managers reported all types of stressors significantly more frequently across an eight-day period than hourly employees, specifically: work arguments ( t (159) = 2.34, p < .05), work tensions ( t (159) = 3.94, p < 01), employee/coworker stressors ( t (147) = 4.30, p < .01), hotel guest stressors ( t (149) = 3.61, p < .01), and work overloads ( t (159) = 3.72, p < .01).

Because managers had significantly higher levels of education and worked significantly more hours per week, Hypothesis 2 was also tested by controlling for education and work hours and ordinary least squares regression models were run using PROC REG in SAS. The covariates were not significantly correlated ( r = .12, p = .13), therefore multicollinearity was not a concern. The covariates were grand mean-centered. The intercept represented a hotel employee with two years of college education working an average of 6.89 hours/day who experienced no stressor. Even with these covariates in the models, managers reported significantly more work tensions, B = .12, t (156) = 2.96, p < .01); employee/coworker stressors, B = .07, t (156) = 2.26, p < .05); guest stressors, B = .07, t (156) = 2.76, p < .01); and work overloads, B = .09, t (156) = 2.13, p < .05) than hourly employees. The regression models were all significant (i.e., F < .05) and R 2 ranged from .07-.10.Therefore, Hypothesis 2 was supported.

There were no significant differences by gender. Therefore, Hypotheses 3 was not supported. No significant differences were discovered between married employees and unmarried employees based on work stressors. Thus, Hypothesis 4 was not supported.

To test Hypothesis 5, the number of physical symptoms was regressed on the frequency of each type of stressor, while controlling for education and work hours. More physical health symptoms were predicted by greater frequency of employee and coworker stressors, B = 3.22, t (156) = 2.20, p < .05. Employee/coworker stressors explained a significant proportion of the variance in physical health symptoms, R 2 = .06, F (156) = 3.14, p < .05. Frequency of experiencing any stressor also predicted physical health symptoms, B = 2.09, t (156) = 2.37, p < .05. This model was also significant, F (156) = 3.95, p < .01, and accounted for seven percent of the variance. Therefore, Hypothesis 5 was partially supported.

To test Hypothesis 6, regression analyses were conducted predicting job satisfaction and turnover intentions from the frequency of work stressors, still controlling for education and work hours. There was only one type of work stressor that predicted these work outcomes--interpersonal tensions--the most common stressor. Greater interpersonal tensions at work predicted lower job satisfaction, B = -1.25, t (156) = -2.77, p < .01; and accounted for seven percent of the variance, F (156) = 4.02, p < .01. Interpersonal tensions also predicted higher turnover intentions, B = 1.07, t (156) = 2.12, p < .05. and accounted for eight percent of the variance, F (156) = 4.38, p < .01. Therefore, Hypothesis 6 was partially supported.

6. Conclusion

6.1 discussion and implications for practice.

This research project identified the most common stressors and tensions among hotel employees, something that has not been previously done. Prior research conducted outside the hospitality industry has found stress to have deleterious effects on employee productivity, job performance, and customer service, and also to result in increases in hostility, withdrawal, and costly turnover and health care costs. The two most common stressors revealed in this study were interpersonal tensions and overloads (e.g., technology malfunctioning).

The second aim of this study was to determine whether there were differences in the types and frequency of work stressors by job type (i.e., managers versus non-managers), gender, and marital status. Hotel managers reported significantly more stressors than hourly employees. There were no significant differences by gender or marital status.

The third aim of the project was to investigate whether the various stressors were linked to employee health and work outcomes. More employee and coworker stressors were linked to more negative physical health symptoms. Also, interpersonal tensions at work were linked to lower job satisfaction and greater turnover intentions. These outcomes raise important concerns for hospitality industry practitioners. First, the results suggest that employee health care costs could be high in concert with stress being high. Also, employee stress may result in costly turnover for hotels.

This research study found that as a group, hotel employees are relatively stressed-out, with hotel workers reporting stressors on 40 to 62 percent of days. These figures compare to a national (U.S.) diverse sample of subjects reporting stressors on only 25 to 44 percent of days ( Almeida & Horn, 2004 ). Interestingly, employees reported much more employee-related than guest-related tensions and stressors. The message for the industry appears to be that although working with guests may at times be challenging and difficult, arguments and tensions among fellow employees turned out to be more prevalent than tensions and stressors related to guests in this study. On the other hand, typical hotel employees may often garner significant positive psychological nourishment from guests.

The stress situation appears to be particularly acute for hotel managers. Managers may experience more work stress because of their generally higher levels of responsibility. Hotel managers in this study worked an average of 57 hours per week versus an average of 36 hours per week for non-managers, a statistically significant difference. The greater number of hours worked by managers versus hourly employees may contribute, along with their level of responsibility, to managers' level of work stress. Thus, employee stress, and particularly managerial stress, should be a concern for hospitality industry practitioners. If hotel managers are going to work such hours in the long term, then hotel executives should consider ways to reduce those employees' stress, if not work hours. The result of not doing so could be additional organizational costs, as previously discussed.

A surprising result was that no significant differences were found based on gender or marital status Although this result does not necessarily indicate that no such differences exist in the hotel industry, this study was not able to detect such differences in this sample of hotel workers, and therefore, these results are different from some prior research which found women to have greater stress than men ( Almeida & Kessler, 1998 ) and married employees to have greater stress than unmarried ones ( Kessler, 1979 ; Thoits, 1987 ).

Unlike most prior research regarding stress in the workplace, this study included an analysis of the relationship between stress and negative physical health symptoms. Higher stress, in general, predicted more negative physical health symptoms. Interestingly, this study found negative physical health symptoms to be related to stress from interpersonal problems, i.e., employee and coworker stressors, rather than technological problems, i.e., work overloads, even though both people problems and technological ones were frequently reported by the hotel employee subjects in this study. It is possible, therefore, that problems with other people have a more visceral effect on hotel employees' emotions, and as a result, have a more acute effect on their health, as well. Similarly, problems with people, i.e., interpersonal tensions, predicted hotel employees' job satisfaction and turnover intent rather than technological problems, i.e., work overloads, in this study. Hotel employees reporting relatively more interpersonal tensions at work were significantly less satisfied with their jobs and significantly more likely to be considering leaving their jobs to pursue alternative employment. In summary, these results appear to be congruent in that hotel employees who deal with more people problems at work are not only relatively less satisfied with their jobs and more likely to consider quitting their jobs, but they are more likely to experience deleterious health effects, as well. As previously discussed, both of these issues are concerns for hospitality industry practitioners due to the potential increase in operating costs.

6.2 Limitations and Directions for Future Research

This study found a link between hotel employees' stress and their health. Although the results of this study have not established a concrete link between stress and organizational cost in the form of health care expenditures, it is important to note that such links have been made in prior research conducted outside the hospitality industry. Further, the results of this study suggest that stress problems appear to be most significant among hotel managers – employees who are particularly expensive to recruit, orient, and train. On the other hand, it is entirely plausible that not all stress results in negative outcomes. Some level of stressful experience may provide positive effects such as motivation or education, an area worthy of future investigation.

As with any research, the results of this study should be interpreted with qualifications. First, this study only includes employee self-reports regarding stress. Direct observation was not feasible, and furthermore, direct observation is prone to researcher bias. In addition, to recruit a sufficient number of employees from each hotel, employees of limited-service hotels were not included in this study. As limited-service hotels may have different requirements, challenges and culture for employees than full-service hotels, the results of this study may not be generalizable to the limited service segment. Lastly, the subject study is limited to the United States, though it includes all regions of the U.S. Although it is beyond the scope of this study, future research should examine stress in non-U.S. cultures and then make cross-cultural comparisons.

Future research can build on the present study by assessing the appraisal of the various types of stressors as well as determining whether single types of stressors or combinations of stressors have the most detrimental work and health implications. To improve the productivity, performance, and health of hotel employees at all levels, it is imperative that researchers continue to investigate the types and severity of stressors to have specific targets for prevention and intervention. While it would be unrealistic to expect to remove all stress from the hospitality workplace, it is plausible that employee coping strategies could be implemented and tested which could minimize the deleterious effects of stress that were found in this study, including job dissatisfaction, intent to turnover, and negative physical health symptoms.

Publisher's Disclaimer: This is a PDF file of an unedited manuscript that has been accepted for publication. As a service to our customers we are providing this early version of the manuscript. The manuscript will undergo copyediting, typesetting, and review of the resulting proof before it is published in its final citable form. Please note that during the production process errors may be discovered which could affect the content, and all legal disclaimers that apply to the journal pertain.

Contributor Information

John W. O'Neill, School of Hospitality Management, The Pennsylvania State University, 233 Mateer Building, University Park, PA 16803, 814-863-8984.

Kelly Davis, The Pennsylvania State University, 201 Beecher-Dock House, University Park, PA 16803, 814-867-2133.

  • Almeida DM, Horn MC. Is daily life more stressful during middle adulthood? In: Brim OG, Ryff CD, Kessler RC, editors. How healthy are we? A national study of well-being at midlife. Chicago, IL: The University of Chicago Press; 2004. pp. 425–451. [ Google Scholar ]
  • Almeida DM, Kessler RC. Everyday stressors and gender differences in daily distress. Journal of Personality and Social Psychology. 1998; 75 (3):670–680. [ PubMed ] [ Google Scholar ]
  • Almeida DM, Wethington E, Kessler RC. The Daily Inventory of Stressful Experiences (DISE): An interview-based approach for measuring daily stressors. Assessment. 2002; 9 :41–55. [ PubMed ] [ Google Scholar ]
  • Beehr TA, Jex SM, Stacy BA, Murray MA. Work stressors and coworker support as predictors of individual strain and job performance. Journal of Organizational Behavior. 2000; 21 (4):391–403. [ Google Scholar ]
  • Brim OG, Ryff CD, Kessler RC, editors. How healthy are we? A national study of well-being at midlife. Chicago: The University of Chicago Press; 2004. [ Google Scholar ]
  • Cavanaugh MA, Boswell WR, Roehling MV, Boudreau JW. An empirical examination of self-reported work stress among U.S. managers. Journal of Applied Psychology. 2000; 85 :65–74. [ PubMed ] [ Google Scholar ]
  • Cooper C, Dewe P. Well-being: Absenteeism, presenteeism, costs and challenges. Occupational Medicine. 2008; 58 :522–524. [ PubMed ] [ Google Scholar ]
  • Cooper CL, Payne RL. International perspectives on research into work, well-being, and stress management. In: Quick JC, Murphy LR, Hurrell JJ Jr, editors. Stress and well-being at work: Assessments and interventions for occupational mental health. Washington, DC: APA; 1992. pp. 348–368. [ Google Scholar ]
  • Cooper CL, Payne R. Causes, coping and consequences of stress at work. Chichester: John Wiley & Sons; 1988. [ Google Scholar ]
  • Fox ML, Dwyer DJ, Ganster DC. Effects of stressful job demands and control on physiological and attitudinal outcomes in a hospital setting. Academy of Management Journal. 1993; 36 (2):289–318. [ PubMed ] [ Google Scholar ]
  • Friedman SD, Greenhaus JH. Work and family—allies or enemies? What happens when business professionals confront life choices. New York: Oxford University Press; 2000. [ Google Scholar ]
  • Gilboa S, Shirom A, Fried Y, Cooper C. A meta-analysis of work demand stressors and job performance: Examining main and moderating effects. Personnel Psychology. 2008; 61 (2):227–272. [ Google Scholar ]
  • Gupta N, Beeher TA. Job stress and employee behaviors. Organizational Behavior and Human Performance. 1979; 23 (3):373–385. [ PubMed ] [ Google Scholar ]
  • Hemingway M, Smith C. Organizational climate and occupational stressors as predictors of withdrawal behaviors and injuries. Journal of Occupational and Organizational Psychology. 1999; 3 :285–299. [ Google Scholar ]
  • Karasek R. Job demands, job decision latitude, and mental strain: Implications for job redesign. Administrative Science Quarterly. 1979; 24 :285–308. [ Google Scholar ]
  • Karasek R, Theorell T. Healthy work: Stress, productivity, and the reconstruction of working life. New York: Basic Books; 1990. [ Google Scholar ]
  • Keller RT. The role of performance and absenteeism in the prediction of turnover. Academy of Management Journal. 1984; 27 :176–183. [ Google Scholar ]
  • Kessler RC. Stress, social status, and psychological distress. Journal of Health and Social Behavior. 1979; 20 :259–272. [ PubMed ] [ Google Scholar ]
  • Kim HJ. Hotel service providers' emotional labor: The antecedents and effects on burnout. International Journal of Hospitality Management. 2008; 27 :151–161. [ Google Scholar ]
  • Lazarus RS. From psychological stress to the emotions: A history of changing outlook. Annual Review of Psychology. 1993; 44 :1–21. [ PubMed ] [ Google Scholar ]
  • Lepine JA, Lepine MA, Jackson CL. Challenge and hindrance stress: Living with exhaustion, motivation to learn, and learning performance. Journal of Applied Psychology. 2004; 89 (5):883–895. [ PubMed ] [ Google Scholar ]
  • Lepine JA, Podsakoff NP, Lepine MA. A meta-analytic test of the challenge stressor-hindrance stressor framework: An explanation for inconsistent relationships among stressors and performance. Academy of Management Journal. 2005; 48 (5):764–775. [ Google Scholar ]
  • Michael G, Anastasios S, Helen K, Catherine K, Christine K. Gender differences in experiencing occupational stress: The role of age, education, and marital status. Stress and Health. 2009; 25 :397–404. [ Google Scholar ]
  • Mobley WH, Griffeth R, Hand H, Meglino B. A review and conceptual analysis of the employee turnover process. Psychological Bulletin. 1979; 86 :493–522. [ Google Scholar ]
  • Motowidlo SJ, Packard JS, Manning MR. Occupational stress: Its causes and consequences for job performance. Journal of Applied Psychology. 1986; 71 (4):618–630. [ PubMed ] [ Google Scholar ]
  • Richardson AM, Burke RJ. Occupational stress and job satisfaction among physicians: Sex differences. Social Science & Medicine. 1991; 33 :1179–1187. [ PubMed ] [ Google Scholar ]
  • Ross GF. Work stress and personality measures among hospitality industry employees. International Journal of Contemporary Hospitality Management. 1995; 7 (6):9–14. [ Google Scholar ]
  • Ruyter K, Wetzels M, Feinberg R. Role stress in call centers: Its effects on employee performance and satisfaction. Journal of Interactive Marketing. 2001; 15 (2):23–35. [ Google Scholar ]
  • Siegrist J, Theorell T. Socioeconomic position and health: The role of work and employment. In: Siegrist J, Marmot M, editors. Social Inequalities in Health New evidence and policy implications. Oxford: Oxford University Press; 2006. [ Google Scholar ]
  • Sparks K, Cooper C, Fried Y, Shirom A. The effects of hours of work on health: A meta-analytic review. Journal of Occupational and Organizational Psychology. 1997; 70 :391–408. [ Google Scholar ]
  • Thoits PA. Gender and marital status differences in control and distress: Common stress versus unique stress explanations. Journal of Health and Social Behavior. 1987; 28 :7–22. [ PubMed ] [ Google Scholar ]
  • Varca PE. Work stress and customer service delivery. The Journal of Services Marketing. 1999; 13 (3):229–239. [ Google Scholar ]
  • Villanueva D, Djurkovic N. Occupational stress and intention to leave among employees in small and medium enterprises. International Journal of Stress Management. 2009; 16 :124–137. [ Google Scholar ]

IMAGES

  1. (PDF) WORK PLACE STRESS AMONG EMPLOYEES: A LITERATURE REVIEW

    literature review on stress among employees

  2. (PDF) Work Related Stress: A Literature Review

    literature review on stress among employees

  3. 24984418 literature-review-on-stress-management-by-martin-kwasi-abiemo

    literature review on stress among employees

  4. (PDF) Impact of occupational stress on employees: A glimpse of existing

    literature review on stress among employees

  5. (PDF) Work Stress of Employee-A Literature Review

    literature review on stress among employees

  6. (PDF) A Study on Stress Management among Employees in Nationalized Bank

    literature review on stress among employees

VIDEO

  1. How to Write a Literature Review

  2. Literature Review

  3. Approaches to searching the literature

  4. Writing a Literature Review

  5. Literature review in Educational Research

  6. Mistake to Avoid in LITERATURE REVIEW INTRODUCTION

COMMENTS

  1. (PDF) A Systematic Literature Review of Work Stress

    1. factors that cannot be met by the resources available to the person 2. Stress is cost by a multitude of demands (stressors) such an inadequate fit 5. Bernik (1997) nse e it or w rong. 8....

  2. (PDF) Job stress: A systematic literature review

    Job stress: A systematic literature review Authors: Soni Rathi Chandigarh University Praveen Kumar Chandigarh University Abstract Employees nowadays experience an extreme level of job...

  3. (PDF) Work Related Stress: A Literature Review

    Work Related Stress: A Literature Review. Ann Soc Sci Manage Stud. 2018; 2 (3): 555586. 006 There exist various publications on the name of job or work the dependent variable and the stress...

  4. Work stress, mental health, and employee performance

    Employee work stress may precipitate burnout (Choi et al., 2019; Barello et al., 2020 ), which manifests as fatigue and frustration (Mansour and Tremblay, 2018 ), and is associated with various negative reactions, including job dissatisfaction, low organizational commitment, and a high propensity to resign (Lu and Gursoy, 2016; Uchmanowicz et al...

  5. Perceptions of work stress causes and effective interventions in

    Work-related stress is defined as 'a harmful reaction that people have to undue pressures and demands placed on them at work'. 1 As many as 440 000 people in the UK complain of work-related stress, depression or anxiety that makes them ill; nearly 9.9 million work days were lost as a consequence in 2014/2015. 1 The most recent Health and Safety ...

  6. Work Stress and Employee Health: A Multidisciplinary Review

    The authors critically review the literature within an Allostatic Load framework, with a focus on primary (e.g., stress hormones, anxiety and tension) and secondary (e.g., resting blood pressure, cholesterol, body mass index) mediators, as well as tertiary disease end points (e.g., cardiovascular disease, depression, mortality).

  7. Stress and well-being at work: a literature review

    10.1590/1413-81232020257.27902017 The study presents empirical evidence of the personal and contextual variables that protect against the negative effects of stress on workers' well-being and health.

  8. The Impact of Job Stress and Job Satisfaction on Workforce Productivity

    1. Introduction. The nature of work has changed considerably in many sectors of industry over the past decades .Modern organizations consider job stress and job satisfaction of their employees as two important workplace issues .According to recent studies, occupational stress accounts for 50-60% of all lost working days .Work-related stress is considered to be harmful when physical and ...

  9. A Systematic Review of Workplace Stress and Its Impact on ...

    Workplace stress is the "human reaction to threatening situations at work or related to the workplace" (Goetsch 2019 ). Mental health is a state of mental well-being that enables people to cope with the stresses of life, realize their abilities, learn well and work well, and contribute to their community (WHO 2022 ).

  10. Work-related stress in the banking sector: A review of incidence

    With this in mind, through a review of the literature, we selected the main studies dealing with work-related stress in banking, so that we could reach a better understanding of the phenomenon as it relates specifically to this set of workers. ... Stress among Banking Employee - A Literature Review. Int. J. Res. Granthaalayah 5, 207-213.. 10. ...

  11. A Systematic Literature Review of Work Stress

    PurposeThe purpose of this paper was to review Work stress literature and its various definitions, demographics, methodologies and industries/ research unit. ... This research is motivated by work stress among teachers with various negative impacts on physical, mental, and performance health. ... Findings for blue-collar employees role in the ...

  12. Work stress, work-family conflict, and psychological distress among

    1 Introduction. The hospitality industry, while known for its vibrant nature and focus on providing exceptional service to its guests, faces a unique challenge in the form of work-related stress among its employees (Pizam and Shani, 2009; Walker, 2021).The hospitality industry's constant operation, often 24/7, requires employees to work irregular hours, including evenings, weekends, and ...

  13. Occupational Stress and Employees Complete Mental Health: A Cross

    Given the shortcomings of previous research on occupational stress and mental health (e.g., predominantly in Western, educated, industrialized, rich and democratic (WEIRD) societies, based on the traditional mental health model and a lack of comparative studies), this study aimed to (a) examine the relationship between occupational stress and complete mental health among employees in Cabo ...

  14. WORK PLACE STRESS AMONG EMPLOYEES: A LITERATURE REVIEW

    WORK PLACE STRESS AMONG EMPLOYEES: A LITERATURE REVIEW Authors: S C Patil Brijmohan A. Vyas Basaveshwar Engineering College, Bagalkot Discover the world's research Content uploaded by...

  15. Work Stress of Employee-A Literature Review

    Work Stress of Employee-A Literature Review. Prakash B Kundaragi. Published 2015. Business, Psychology. International Journal of Advance Research and Innovative Ideas in Education. As Richard Carlson says that, "Stress is nothing more than a socially acceptable form of mental illness". Stress has been defined in different ways over the years.

  16. PDF STRESS AMONG BANKING EMPLOYEE- A LITERATURE REVIEW

    Employee". they concluded that the level of stress among the select public sector banks are found to be limited and if the necessary action taken by the management that will help to relieve the stress of the employees and also help to impact more productive employees that will help the banks to achieve greater heights.

  17. Work Stress of Employee-A Literature Review

    2015 • Rohit Lekhi Download Free PDF View PDF A CONCEPTUAL VIEW ON JOB STRESS Euro Asia International Journals Stress presents a personal response of external and internal state of mind of the employee to the certain situations which act as stimuli. This study showcases the concept of Stress. Job stress has been prominently focused here.

  18. Work-Related Stress in the Banking Sector: A Review of Incidence

    With this in mind, through a review of the literature, we selected the main studies dealing with work-related stress in banking, so that we could reach a better understanding of the phenomenon as it relates specifically to this set of workers. The search took place on the MEDLINE® database; in total 20 articles were chosen.

  19. (PDF) Stress at the Workplace and Its Impacts on Productivity: A

    ... It is always good to put in mind that interaction with others at work as a result of emotional hard work also causes job burnout for FQS. The categories of stress associated with burnout are...

  20. Stress Among Banking Employee- a Literature Review

    STRESS AMONG BANKING EMPLOYEE- A LITERATURE REVIEW. For banking employees around the globe, stress on the job can be a challenge; stress can be sometimes positive and sometimes negative. Positive stress leads to productivity and negative stress leads to loss for the organization. There is already a certain level of stress in Banking employees ...

  21. Stressors Among Healthcare Workers: A Summative Content Analysis

    Background. Stress among HCWs is pervasive, having been historically studied in advance of the COVID-19 pandemic. Stress, a concept that varies widely across the literature, can broadly be described as "what arises when something you care about is at stake" (McGonigal, 2015).Before the COVID-19 pandemic, HCW stress levels were already above 60% for physicians, advanced care providers, and ...

  22. PDF Work Stress of Employee a Literature Review

    ABSTRACT As Richard Carlson says that, "Stress is nothing more than a socially acceptable form of mental illness". Stress has been defined in different ways over the years. It was conceived of as pressure from the environment, then as strain within the person.

  23. Work Stress and Well-being in the Hotel Industry

    Work stress can be a particular problem in customer-oriented fields because employees often experience conflicting demands of the company, supervisors, and customers, and these conflicts create dissonance for employees ( Ruyter, Wetzels, & Feinberg, 2001 ).

  24. PDF WORK PLACE STRESS AMONG EMPLOYEES: A LITERATURE REVIEW

    WORK PLACE STRESS AMONG EMPLOYEES: A LITERATURE REVIEW -S.C.Patil Professor, Dept. of Business Administration, Rani Channamma University, Belagavi, Karnataka -Brijmohan A.Vyas Dept .of...