By Meni Koslowsky
This publication provides for the 1st time a manner of modelling stress-strain that might allow researchers to either verify examples from the literature and properly outline and use the version of their personal investigations within the place of work.
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Extra info for Modelling the Stress-Strain Relationship in Work Settings
Example text
If the question was age or education of the subject, again, the category assignment was clear. ’, the decision would be to classify this measure as an organizational variable. This classification rule is supported to some extent by a study on the validity of self-report scales. In their comprehensive analysis of these scales, Crampton and Wagner (1994) found that the exclusive use of true ‘self-report’ (for example, questionnaires) sometimes, and definitely not always, yielded inflated correlations.
Pay adequacy One variable that is clearly a representative of an objective measure is pay adequacy. This refers to the perception that the individual has concerning the material rewards that they get from the job. It would seem that the perception here is more important than the actual pay received. Indeed, Piltch (1992) found that after controlling for family income, perception of pay adequacy was correlated with mental distress. This variable is a part of the low-status 34 S T R E S SO R S control discussed by Siegrist (1996) but here it is viewed in isolation without considering the effort side of the equation.
The second assumption denotes that the group, rather than the organization, is the appropriate source. Often, these assumptions do not hold. This is especially true where the indicators or demands from some higher levels such as the organization or outside environment are prominent and influential and ‘overwhelm’ the smaller group’s needs. Clearly, in ‘weak’ situations, the group’s values, needs, and requirements will be paramount, and they determine what will be perceived as stressful and what will not.