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ABSTRACT
The aim of the present study was to examine the relationship between co-worker supports, job stress and organization based self-esteem (OBSE). The independent variables are job stress and co-worker support, while organization-based self-esteem is the dependent variable. A survey was conducted on 190 respondents from different occupational background. The respondents were randomly selected from different employment background. The study revealed that only co-worker support was significant in predicting organization based self-esteem.
Keywords: Job stress, Co-worker support, OBSE.
INTRODUCTION:
Stress stems from the relationship between a person and the surrounding environment and can be considered as an unpleasant emotional situation that a person experiences when work-related requirements cannot be counter-balanced with his/her ability to resolve them and prolonged or intense stress can have a negative impact on an individual's mental and physical health (Health and Safety Executive, 2001; Cooper et al., 2001). According to Johnson et al, (2005) the amount of stress a person experiences at work is likely to be a result of the interaction of a number of factors such as the type of work they are doing (their occupation), the presence of work stressors, the amount of support they receive both at work and at home and the coping mechanisms they use to deal with stress. It is not possible therefore, to say that all people working in a certain occupation will experience the same amount of stress. It is however, reasonable to state that employees working in high-risk occupations will have an increased likelihood of experiencing negative stress outcomes.
Stress results in organizational inefficiency, high staff turnover, absenteeism due to sickness, increased costs of healthcare and decreased job satisfaction (Wheeler & Riding, 1994). Cooper and Marshall's (1976) five sources of stress are (1) Intrinsic to the job, including factors such as poor physical working conditions, work overload or time pressures;(2) role in the organisation, including role ambiguity and role conflict;(3) career development, including lack of job security and under/over promotion;(4) relationships at work, including poor relationships with your boss or colleagues, an extreme component of which is bullying in the workplace (Rayner and Hoel, 1997); and (5) organisational structure and climate, including little involvement in decision-making and office politics.
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