Stress in organizations

By Sabine Sonnentag, Michael Frese. 2003

194 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/eabe5f59952b21c59bb2ee8d248c6e536b8cb339

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Do you get tired of socializing? An empirical explanation of discontinuous usage behaviour in social network services (2016, background): “As mentioned earlier, when individuals are in a stressful context, they will adopt behavioural or emotional coping strategies to relieve or avoid such unpleasant feelings (Sonnentag and Frese 2003), such as absenteeism and turnover in organizational behaviour research (Ragu-Nathan et al. 2008).”
High-performance work practices, employee well-being, and supportive leadership: spillover mechanisms and boundary conditions between HRM and leadership behavior (2020, background): “…occur more or less immediately, while physical or mental symptoms take time to develop, such that job satisfaction and engagement can be construed as short-term, proximal outcomes affected by HPWPs, whereas physical and mental health reflect long-term, distal outcomes (Sonnentag & Frese, 2003).”
A moderated mediation model of job stress, job satisfaction, and turnover intention for airport security screeners (2017, background): “They also considered the family factor, which is not typically included in definitions of job stress (for a review of job stress, see Sonnentag and Frese, 2003).”
Beyond motivation: job and work design for development, health, ambidexterity, and more. (2014, background): “…there has been even more interest in whether the negative strain effects of demand can be buffered by high job control, as implied in the demand-control model (Karasek 1979) and the job demands–resources model (see below) and as demonstrated in laboratory studies (Sonnentag & Frese 2003).”
Uneasy Lies the Head that Bears the Trust: The Effects of Feeling Trusted on Emotional Exhaustion (2014, background): “Ultimately, it is perceptions of workload that wind up best predicting most stress- and strain-based outcomes (Sonnentag & Frese, 2003).”
Workplace duties or opportunities? Challenge stressors, regulatory focus, and creativity (2013, background): “Stressors are defined as environmental events in the workplace requiring an adaptive response of some kind (Kahn & Byosiere, 1992; Sonnentag & Frese, 2002).”