Suchergebnisse

This study explores employees' perception of organizational change and how those perceptions are shaped by trust and stress management strategies. Four hundred and five analyzable surveys were received from employees of four Taiwanese governmental departments undergoing change. These surveys were conducted within the Ministry of National Defense, the Coast Guard Administration, the National Police Agency, and the National Fire Agency. Results showed that organizational change had a significant negative influence on employees' trust and job involvement. However, stress management strategies and an understanding of organizational change can positively influence employees' organizational identification and job involvement. As a result, it is suggested that stress management workshops be instituted within an organization undergoing change in order to provide strategies for stress relief and to improve employees' organizational identification and job involvement.

In this study we examined the relationships among job stress, role stress, work-family conflict, and emotional exhaustion among electronics industry employees in China. Empirical data was gained from 466 questionnaires. Factor analysis and regression analysis were employed. It was found
that job stress and role stress have a significant effect on emotional exhaustion, and that work-family conflict has a positive effect on emotional exhaustion. We determined that there is a need for human resource management staff in the industry to establish and strengthen a scheme of organizational
support that extends to the families of employees.

This study was aimed at exploring the roles of self-efficacy and an Employee Assistance Program (EAP) in employee burnout associated with stress. A total of 600 questionnaires were sent and 205 were collected from employees in high-tech industries in a Science Park in Taiwan. The valid
collection rate was 34.2%. Path analysis was used to test the model. The results show that stressors can negatively and indirectly influence burnout through self-efficacy. This finding means that companies trying to reduce employee burnout should pay much more attention to enhancement of employee
self-efficacy. Implications for application and future research are discussed.