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1Personal and Organizational Strategies for Handling Job Stress: A Review of Research and Opinion

Newman, John E.,Beehr, Terry A.

This publication contains reprint articles for which IEEE does not hold copyright. Full text is not available on IEEE Xplore for these articles.

1984Engineering Management Review, IEEE（1984）引用：390

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2Personal And Organizational Strategies For Handling Job Stress - Review Of Research And Opinion

Je Newman,Ta Beehr

The medical and psychological literature pertaining to personal and organizational strategies for handling Job stress is reviewed. The paucity of research in this domain is emphasized as is the lack of involvement by industrial/organizational psychologists. Many strategies for managing job stress exist but their effectiveness has not been evaluated. It is important that such strategies receive the immediate, scientific attention of I/O psychologists. Issues that must be faced before significant progress can be achieved are discussed.

1979PERSONNEL PSYCHOLOGY（1979）引用：193

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3If You Don't Like It, Change It

Randall B. Dunham,John E. Newman,Richard S. Blackburn

NSPI JournalVolume 18, Issue 5 p. 11-13 Article If you don't like it, change it Randall B. Dunham, Randall B. Dunham University of Wisconsin For further information contact Dr. Randall B. Dunham, Associate Professor of Business, University of Wisconsin, School of Business, 1155 Observatory Dr. Madison, WI 53706. 608-263-2120.Search for more papers by this authorJohn E. Newman, John E. Newman Bioomington, IllinoisSearch for more papers by this authorRichard S. Blackburn, Richard S. Blackburn University of WisconsinSearch for more papers by this author Randall B. Dunham, Randall B. Dunham University of Wisconsin For further information contact Dr. Randall B. Dunham, Associate Professor of Business, University of Wisconsin, School of Business, 1155 Observatory Dr. Madison, WI 53706. 608-263-2120.Search for more papers by this authorJohn E. Newman, John E. Newman Bioomington, IllinoisSearch for more papers by this authorRichard S. Blackburn, Richard S. Blackburn University of WisconsinSearch for more papers by this author First published: June 1979 https://doi.org/10.1002/pfi.4180180509 AboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinkedInRedditWechat Volume18, Issue5June 1979Pages 11-13 RelatedInformation

1979NSPI Journal（1979）引用：1

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4EMPIRICAL RESEARCH ON JOB STRESS AND EMPLOYEE HEALTH: A SELECTED BIBLIOGRAPHY.

Terry A Beehr,John E Newman

1978引用：23

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5JOB STRESS, EMPLOYEE HEALTH, AND ORGANIZATIONAL EFFECTIVENESS: A FACET ANALYSIS, MODEL, AND LITERATURE REVIEW1

TA BEEHR,JE NEWMAN

Job stress (and more generally, employee health) has been a relatively neglected area of research among industrial/organizational psychologists. The empirical research that has been done is reviewed within the context of six facets (i.e., environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress–employee health research domain. (The seventh facet, adaptive responses, is reviewed in the forthcoming second article of this series.) A general and a sequential model are proposed for tying the facets together. It is concluded that some of the major problems of the research in this area are: confusion in the use of terminology regarding the elements of job stress, relatively weak methodology within specific studies, the lack of systematic approaches in the research, the lack of interdisciplinary approaches, and the lack of attention to many elements of the specific facets.

1978PERSONNEL PSYCHOLOGY（1978）引用：3405

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6PERSONAL AND ORGANIZATIONAL STRATEGIES FOR HANDLING JOB-RELATED STRESS: A BIBLIOGRAPHY.

John E Newman,Terry A Beehr

1978引用：23

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7Development of a Measure of Perceived Work Environment (PWE)

JE NEWMAN

The purpose of this research program was to develop a comprehensive and reliable measure of employee perceptions of the work environment (PWE). The PWE measure is designed to aid researchers and pr...

1977Academy of Management Journal（1977）引用：104

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8Understanding the Organizational Structure — Job Attitude Relationship Through Perceptions of the Work Environment

JE NEWMAN

This field study tested the relative efficacy of personal and organizational characteristics in accounting for employee job attitudes and then tested the utility of using the perceived work environment as an intervening variable that might contribute to our understanding of the relationship between the objective organizational structure characteristics and the employees' affective reactions. A primary contribution of this research was the development and utilization of a comprehensive measure of the perceived work environment. The 710 survey participants represented nearly 90% of the work force of a regional office of a large, multiline insurance company.

1975ORGANIZATIONAL BEHAVIOR AND HUMAN PERFORMANCE（1975）引用：101

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9Predicting Absenteeism and Turnover: A Field Comparison of Fishbein's Model and Traditional Job Attitude Measures.

JE NEWMAN

The present investigation studied the lab-to-field generalizability of Fishbein's attitude-behavior model and examined the relative efficacy of the Fishbein model and traditional job attitude measures as predictors of absenteeism and turnover. Predictor data were collected from 108 nursing home employees immediately preceding the two-month time period of interest. Criterion data were obtained at the end of the two-month period. Fishbein's model received some field support, particularly with respect to predicting turnover. Traditional job attitude measures were more effective predictors of absenteeism, while Fishbein's model was a more effective predictor of turnover. It was concluded that neither approach seems superior especially in light of the amounts of criterion variance accounted for. Empirical studies of the attitude-behavior relationship in specific reference to job attitudes and job withdrawal behaviors have been reviewed recently by Porter and Steers (1973). They concluded that there is considerable evidence for consistent negative relationships between job attitudes (i.e., job satisfaction) and turnover. There appears to be a similar relationship of job attitudes to absenteeism, although there is much less information available. Porter and Steers note that many of the more recent findings are based on reliable and valid measures of job attitudes such as the Job Descriptive Index,

1974JOURNAL OF APPLIED PSYCHOLOGY（1974）引用：166

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10Sex Differences in the Organizational Assimilation of Beginning Graduate Students in Psychology.

JE NEWMAN

1974Journal of Educational Psychology（1974）引用：12

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