Investigating the Relationship between Dimensions of Psychological Capital and Stress and Exhaustion of Tehran Red Crescent Society Staff

Transcription

1 CULTURAL STUDIES ISSN Investigating the Relationship between Dimensions of Psychological Capital and Stress and Exhaustion of Tehran Red Crescent Society Staff Sepideh Rezaei Sociology of Social Science, Central Tehran Branch, Islamic Azad University, Tehran, Iran Amin Balaghi Inalo PhD of Public AdministrationComparative and Development, Qom Campus, University of Tehran, Tehran, Iran Mehdi Rouhi Khalili MA in Public Administration, Qom Campus, University of Tehran, Tehran, Iran Abstract The aim of this study is to evaluate the effect of dimensions of psychological capital (selfefficacy, optimism, hope and tolerance) on stress and job burnout. This research in terms of study orientation is applied, in terms of purpose of study is descriptive, in terms of nature is causal and library and a questionnaire methods are used as data collection tools. The statistical population of study is composed of Tehran's Red Crescent Society staff and analyzing the data collected from returned questionnaires that are distributed by simple random sampling method among the sample members showed that selfefficacy, optimism and resilience to stress and job burnout have a significant and negative impact. This means that by increasing selfefficacy, optimism and resilience, job stress and burnout are reduced. Also, hope has a significant negative impact on job burnout. Keywords: psychological capital, selfefficacy, stress, job burnout. Page

2 CULTURAL STUDIES ISSN Introduction In recent years much attention is paid to the issue of mental health of staff and psychological studies in the workplace. In fact, job joy indicates employees wellbeing in the workplace which points to employees feelings (positive or negative) about job, cognitive assessment of job, etc. (Peng, et al., 0). In this sense, researchers by considering indicators such as job satisfaction, positive work experience, job commitment, and so on indirectly assess the wellbeing of employees (Zhang et al., 0) and by evaluating indicators of job burnout, stress, job pressure, etc. as negative predictive assess the status of employees (Panatik, et al., 0). Stress is the result of interaction between the individual and the position in which individual knows his ability insufficient to meet the demands and pressure so that the National Institute for Occupational Safety and Health defines job stress as the harmful physical and emotional responses of an individual when the occupational conditions are not consistent with the available abilities, possibilities and needs of the workforce (Salehi et al., 0). Job burnout is also a specific job stress that occurs as a result of emotional and psychological requirements of job as well as the relationship between employer and clients and raises reactions to job, clients, coworkers, and organization in individual (Reisifar and Melati, 0). Researches conducted in the field of job burnout and stress have emphasized on occupational and organizational factors and in this way the effect of individual factors and areas has been largely ignored (Roche & Haar, 0). Thus, paying attention to the individual causes and areas is very important which is realized in favor of positive psychology. Positive psychology as a new approach in the psychology focuses on the understanding and describing the happiness and subjective wellbeing sense as well as an accurate prediction of factors that affect them. One indicator of positive psychology is psychological capital which is defined as the belief of a person to his ability in achieving success, preserving in the pursuit of goals, making positive attributions about themselves and bearing problems (Dianatnasab et al., 0). Psychological capital is mental state of individual which is associated with characteristic of having necessary selfconfidence and trying to succeed in the challenging works (selfefficacy), creating a positive documentary about success in the present and future (optimism), insistence in achieving goals and if necessary changing directions of achieving the objectives (hope), bearing the difficulties and returning to first place for achieving success (tolerance) (Luthans et al., 00). Although, psychological capital and its relationship with job performance and positive aspects (job satisfaction, employee engagement, etc.) and negative aspects (job stress, job burnout, etc.) are investigated in internal and external researches, less study examines the effect of its dimensions (as individual factors) on job stress and burnout. Therefore, this study aimed to investigate the relationship between dimensions of psychological capital and job stress and burnout to answer this question that what is the impact of individual dimension of psychological capital as an important interorganizational asset (according to the resourcebased view) on increase or decrease of job stress and burnout? Background of study Psychological capital Resourcebased view believes that the efficient use of human capital is a key source of competitive advantage. This perspective by emphasizing on the value and impact of human capital on job performance has led to the development of human resources that recently has been considered a lot by positive psychology. Positive psychology by this approach has taken a step further in human capital (with a focus on education, experience and tacit knowledge of employees) and has focused on psychological capital (Luthans et al., 00). Psychological Capital focuses not only on individual but tries to develop something Page

3 CULTURAL STUDIES ISSN that a person can change to that. Luthans in the definition of psychological capital suggests that four aspects should be always taken into account. These dimensions include selfefficacy, optimism, hope and tolerance (Laschinger & Fida, 0) that each of them is as below: Selfefficacy: it refers to the belief of a person about his coping ability in specific situations and influences thinking, behavioral and emotional patterns at different levels of human experience and determining that whether the behavior will start or not. If it starts, how much a person will try to do it and how much strength he will show in facing with the problem (GörgensEkermans & Herbert, 0). Hope: it is the ability of functionality and effectiveness (having energy in order to achieve the objective) and benefit from the path to reach the goal. In other words, hope means the stability in the target and if necessary, finding new ways to achieve it (Luthans et al., 00). Optimism: it is a dimension that has a close relationship with positive psychology more than other dimensions. Also, optimism is associated with two concepts of the documents: stability and comprehensiveness of individual documents in good and bad events. This means that an optimist person sees bad events accidental or incidental, while a pessimist knows them permanent. In the good events, it is quite opposite in which an optimist knows desirable events perpetual and sustainable, but pessimist sees good events only as the result of an accident or incident and therefore, they are temporary (Raeisifar and Melati, 0). Tolerance: it refers to the ability of individual in returning to the positive status after encountering with a great problem or a stressful event (Luthans et al., 00). This concept that has attracted much attention in organizational behavior and human resource management, in today's turbulent business environments is of great importance (Raeisifar and Melati, 0). A tolerant person accepts reality and deeply believes the meaningfulness and purposefulness of life (a belief that usually individual s values support it) and has a great ability for improvisation and adaptation to important changes (Luthans et al., 00). Job burnout The majority of people in any society are the working population. The people who are employed in different organizations with regard to the climate of organization, type of job and their duties are faced with problems. Today, one of the issues that threatens human resources is job burnout (Babaian and Zandi, 0). In fact, Frederick Froydonberger raised the issue of job burnout for the first time. He observed that highly motivated youth who voluntarily come to free clinics of addiction treatment, a year after the start of work lose their energy and motivation. Frederick Froydonberger named this state (which was also associated with numerous physical and mental symptoms) job burnout. Approximately, at the same time, another researcher, namely Maslach was interested in the topic of job burnout and defined it as job stress that is a sign of emotional tire, depersonalization, and reduction of personal success in people who work in assistance work. The purpose of emotional tire refers to the individual s depletion of emotional resources and with this feeling the person has nothing to offer to others at the psychological level (Huang et al., 0). Garvsa and colleagues (00) believed that job burnout is a type of particular job stress that occurs as a result of emotional and psychological requirements of job and the relationship between employer and clients and raises reactions to job, clients, coworkers, and organization in individual (Garrosa et al., 00). In general, it can be said that job burnout is a syndrome caused by chronic fatigue that is accompanied with the psychological distance of work and pessimism about the job that reduces the sense of accomplishment and professional effectiveness (Leiter et al., 0). Page

4 CULTURAL STUDIES ISSN Job stress Stress refers to a series of the public reactions of human to external and internal unanticipated and adverse factors. Stress is a universal and public experience that everybody has frequently felt it in his life. Contrary to the impression, stress does not always entail unpleasant events but can derive from pleasant and favorable success that requires readjustment in person. In other words, perhaps the main point in stressful situations is the need to readjustment which is necessary for person. Stress is the result of an interaction between various sources of pressure and person. All people do not imagine a unit situation as a stressful and their individual differences in terms of personality and life experiences overshadow their responses to the psychological pressure (Sonnentag & Tzschac, 0, p 8). Job stress is associated with individual s working environment or its related factors. Change in work activities such as new technology or change in objectives may cause stress. In general, job stress is the accumulation of stressful factors and conditions related to the job stress that most people agree about its stressfulness. Also, job stress can be defined as interplay between working conditions and worker's personal characteristics so that the demands of the workplace is more than that the person can afford them (Sonnentag & Fritz, 0). Relationships between variables and research hypotheses Savadkoohi et al (0) in an article entitled the relationship between psychological empowerment and dimensions of psychological capital and job stress among employees of Regional Electricity Company of Khuzestan investigated the relationship between psychological empowerment and aspects of psychological capital (tolerance, optimism, hope and selfefficacy) with job stress. Their study results showed that psychological empowerment, tolerance, optimism and hope have negative relation with job stress. Accordingly, it can be found that the job stress perceived by workers can be reduced due to the enhancement of their psychological empowerment, tolerance, optimism and hope (Savadkoohi, et al., 0). Badiei (0) in his dissertation entitled the relationship between psychological capital and personality characteristics with job burnout of administrative staff of Education of District of Shiraz has examined the relationship between psychological capital and personality characteristics with job burnout. His research results indicate a significant reverse relationship between some components of psychological capital and job burnout and insignificant relationship between components of personality characteristics and variable of job burnout and none of the components of psychological capital and personality traits cannot predict job burnout variable (Badiei, 0). Raisifar and Melati (0) in the article entitled the role of positive organizational behavior in the prevention of occupational injuries investigated the relationship between psychological capital and job burnout and the effect of psychological capital and its dimensions (selfefficacy, hope, optimism and tolerance) on job burnout. Their research results indicate a significant negative relationship between the psychological capital as the main structure of positive organizational behavior and job burnout as an occupational injury. In addition, findings reveal that dimensions of psychological capital has negative relation with job burnout and among different dimensions of psychological capital, hope has the highest negative relationship with job burnout (Raisifar and Melati, 0). Abbas and Raja (0) in an article entitled the effect of psychological capital on innovative performance and job stress and by considering four dimensions of selfefficacy, hope, optimism and tolerance investigated the impact of psychological capital on innovative performance and job stress among employees of companies in Pakistan. Analysis of data obtained from questionnaire showed that psychological capital has a significant positive impact on innovation performance and its impact on Page 8

5 CULTURAL STUDIES ISSN job stress is in negative direction. This means that the enhancement of psychological capital reduces job stress (Abbas & Raja, 0). Jon and Ali (0) in an article entitled investigating the relationship between psychological capital and job burnout among physicians of Kapika and Punjab of Pakistani by using confirmatory factor analysis have concluded that psychological capital has negative relationship with job burnout and comprehensive strength of psychological capital (strengthening dimensions of selfefficacy, optimism, hope and tolerance) reduces the job burnout (Jan & Ali, 0). Peng and his colleagues (0) in an article entitled The effect of psychological capital on job burnout of Chinese nurses in addition to considering four dimensions of selfefficacy, hope, optimism and tolerance, investigated the mediating role of organizational commitment in psychological capital and its effect on job commitment and burnout. Their study results indicate that psychological capital has positive impact on commitment and is in conflict with job burnout. Thus, by strengthening the psychological capital dimensions lead to the reduction of job burnout (Peng, et al., 0). According to the conducted research in the field of psychological capital, dimensions of psychological capital, job stress and burnout and assessing the relationship among them, the model presented in Figure was designed by the researcher, and the research hypotheses are as follows: Psychological capital Selfefficacy Hope Tolerance Job stress Job burnout Optimism Figure. Conceptual Model of Research H : Selfefficacy has a significant negative impact on job stress. H : Hope has a significant negative impact on job stress. H : Tolerance has a significant negative impact on job stress. H : Optimism has a significant negative impact on occupational stress. H : Selfefficacy has a significant negative impact on job burnout. H : Hope has a significant negative impact on job burnout. H : Tolerance has a significant negative impact on job burnout. H 8 : Optimism has a significant negative impact on job burnout. Methodology This research in terms of study orientation is applied, in terms of purpose of study is descriptive, in terms of nature is causal and library and a questionnaire methods are used as Page

6 CULTURAL STUDIES ISSN data collection tools. The statistical population of study is composed of Tehran's Red Crescent Society staff and analyzing the data collected from returned questionnaires that are distributed by simple random sampling method among the sample members showed that selfefficacy, optimism and resilience to stress and job burnout have a significant and negative impact. They were sampled by simple random sampling method to measure the study variables and the required data were collected by questionnaire. In the questionnaire with fiveitem Likert scale from "strongly agree" to "strongly disagree" was used and at the end questionnaires were collected and analyzed by using SmartPLS. software. It is worth mentioning that the initial validity of the questionnaire was determined through the opinion of experts and also the convergent and discriminant validity were assessed by considering the criteria of the average variance extracted, FornellLarcker Criterium and Cross loadings. In addition, its reliability was evaluated by criteria of indicators reliability, Cronbach's alpha and composite reliability and the results of these studies and the confirmation of their popularity are presented in the part of research findings analysis. Research findings For higher reliability of the results of model analysis and testing research hypotheses by Smart PLS software, the study hypotheses related to the model analysis in structural equation modeling with Partial Least Squares approach (PLSSEM) should be taken into consideration (Azar et al., 0). Therefore, before the research hypotheses testing, it is necessary to examine the fitness of proposed model. Checking the fitness of model includes a threestep process consisting of examining fitness of measurement model, structural model and fitness of the overall model (measurement and structural) (Davari and Rezazadeh, 0). Before examining the fitness of the study models, the demographic characteristic of study samples are reported in Table. Table. The demographics characteristic of the respondents Gender Education Dimensions Male Female Diploma and lower Associate degree BS MA PhD and higher Frequency 8 % Age Marital status Dimensions 0 years old or lower More than 0 Single Married Frequency 8 0 % Page 0

7 CULTURAL STUDIES ISSN To evaluate the fitness of measurement models, the reliability and validity of these models were evaluated. Hence, in this study to assess the reliability of the measurement models, the represents reliability criteria, Cronbach's alpha and composite reliability were used. First, load factors were calculated by measuring the correlation amount of indicators of every structure with its structure and was compared with an acceptable level of reliability indicators, namely higher than 0. (Klein, ) and their reported values (bold numbers) in Table entirely confirm acceptable reliability of indicators and proper fit of the measurement model. Also, since the higher values of 0. for Cronbach's alpha (Cronbach, ) and composite reliability (Nunnally, 8) showed acceptable internal consistency. According to the results presented in Table, the appropriate reliability of structures of model can be inferred for these criteria. Table. Mean, standard deviation, Cronbach's alpha, composite reliability and AVE research variables The average variance extracted (AVE) Composite reliability Cronbach's alpha standard deviation Mean Variable Selfefficacy Hope Tolerance Psychological 0.. capital Optimism Job stress exhaustion Reduction in Job Burnout 0.. personal success Depersonalization In order to assess the validity of the measurement models, convergent and divergent validity are examined. Fornell and Larkr (8) introduced a measure of the average variance extracted (AVE) for convergent validity and stated that the higher than 0. AVE value of convergent validity of each variable shows its acceptability (Fornell & Larcker, 8). According to the obtained values for this criterion that can be seen in Table, it can be said that all structures of measurement models have high convergent validity. To assess the convergent validity two criteria of Fornell Larkrv and transverse load test are used. According to Fornell and Larkr (8) to confirm the convergent validity, the square root of the AVE of any latent variable should be larger than the correlation between the variable and other latent variables. According to the results presented in Table of the amount of the square root of the AVE (the values in the table diameter), all latent variables are higher than the correlation among them thus, it can be said that the convergent validity of the measurement models is approved. Also, if in the transverse load test it becomes clear that the amount of correlation between an indicator and other structure except its structure to be more Page

8 CULTURAL STUDIES ISSN than the correlation amount of that index with relevant structure, the convergent validity of the model is questionable (Hensler et al., 00). The results of factor loadings in Table indicate the appropriate convergent validity in this model. Table. The correlation between latent variables and the square root of the average variance extracted Variables. Reduction in personal success. exhaustion. SelfEfficacy. Optimism. Depersonalization. Hope. Job Stress 8. Tolerance Table. Discriminant validity of reflective structures of transverse load test Job Stress Reduction in personal success Emoti onal exhau stion Self Efficacy Optimi sm Deperso nalizati on Hope Tole ranc e 0. Indicators Job Stress Job Stress Job Stress Page

9 CULTURAL STUDIES ISSN Job Stress Job Stress Reduction in success Reduction in success Reduction in success Reduction in success Reduction in success Reduction in success Reduction in success Reduction in success 8 exhaustion exhaustion exhaustion exhaustion Page

10 CULTURAL STUDIES ISSN exhaustion exhaustion exhaustion exhaustion 8 exhaustion SelfEfficacy SelfEfficacy SelfEfficacy SelfEfficacy SelfEfficacy SelfEfficacy Optimism Optimism Optimism Optimism Optimism Optimism Depersonalizati on Depersonalizati on Page

11 CULTURAL STUDIES ISSN Depersonalizati on Depersonalizati on Depersonalizati on Hope Hope Hope Hope Hope Hope Tolerance Tolerance Tolerance Tolerance Tolerance Tolerance Reliability and validity of measurement model make possible to assess the structural model. In this study, the criterion of the coefficient of determination is used to evaluate the structural model of the research. Chin (8) has introduced the values of 0., 0. and 0. as a criterion for measuring low, medium and high coefficients of determination ( R ). As shown in Table, both endogenous variables of the model have strong coefficient of determination which reflects the good fit of structural part of the model. Table. The coefficient of determination of the endogenous variables of the model Page

12 CULTURAL STUDIES ISSN Endogenous variable Coefficient of determination ) R ( Job Burnout 0. Job stress 0. After examining the fitness of measurement and structural part of the model, goodness of fit (GOF) index was used to measure the fit of overall model. GOF index considers both measurement and structural models and is used as a criterion for overall performance prediction of model (Davari and Rezazadeh, 0). Wetzels et al (00) have introduced three values of 0.0, 0., and 0. as weak, medium and strong value for GOF. Since for present model the amount of GOF was calculated 0.0, and this reflects a strong overall fit of the model. After reviewing fitness of measurement, structural and Kelly models and research hypotheses were tested based on the proposed model. According to the results, the research hypotheses were tested and the results are presented in Table. Table. Investigating the hypotheses and their results Result H H H H H H H H 8 Path coefficient (Significance) Selfefficacy has a significant negative impact on job stress. Hope has a significant negative impact on job stress. Tolerance has a significant negative impact on job stress. Optimism has a significant negative impact on occupational stress. Selfefficacy has a significant negative impact on job burnout. Hope has a significant negative impact on job burnout. Tolerance has a significant negative impact on job burnout. Optimism has a significant negative impact on job burnout. ns = nonsignificant.* p <.0.** p <.0.*** p <.00 Path of Hypotheses *** 0/8 )/( )0/( Hypotheses Confirmed Page ns 0 /08 *** 0/ )/0( *** 0/ )/0( *** 0/8 )/0( ** 0/880 )/( *** 0/ )/( *** 0/ )/0( Rejected Confirmed Confirmed Confirmed Confirmed Confirmed Confirmed Conclusion and discussion In this article, the focus was on examining the effect of psychological capital aspects such as selfefficacy, tolerance, optimism and hope on job stress and burnout among staff of Tehran's

13 CULTURAL STUDIES ISSN Red Crescent Society. After reviewing the background of study, hypotheses were defined. Field data collection tool was a questionnaire. Simple random sampling method was used to collect data. After collecting data, the statistical inference was used to ensure about the appropriateness of designed measures and structures. After determining the suitability of the model, hypotheses were tested and the following results were obtained: Hypothesis : Selfefficacy has a significant negative impact on job stress. Selfefficacy has direct effect on job stress. The effect of selfefficiency on job stress with significant coefficient of (.) and at a reliability level of.% is significant. Also, the path coefficient (0.8) indicates that the one unit increase of selfefficacy leads to the % reduction in job stress. Hypothesis : Hope has a significant negative impact on job stress. Hopefulness has no effect on job stress. As a result, the second hypothesis is rejected. Hypothesis : Tolerance has a significant negative impact on job stress. Tolerance directly affects job stress. The effect of tolerance on job stress with significant coefficient of (.0) and at a reliability level of.% is significant. Also, the path coefficient (0.) indicates that the one unit increase of tolerance leads to the 8% reduction in job stress. Hypothesis : Optimism has a significant negative impact on job stress. Optimism directly influences job stress. The effect of optimism on job stress with significant coefficient of (.0) and at a reliability level of.% is significant. Also, the path coefficient (0.) reflects that the one unit enhancement of optimism leads to the % reduction in job stress. Hypothesis : Selfefficacy has a significant negative impact on job burnout. Selfefficacy has direct effect on job burnout. The effect of selfefficiency on job burnout with significant coefficient of (.0) and at a reliability level of.% is significant. Also, the path coefficient (0.) indicates that the one unit increase of selfefficacy leads to the % reduction in job burnout. Hypothesis : Hope has a significant negative impact on job burnout. Hope has direct effect on job burnout. The effect of hope on job burnout with significant coefficient of (.) and at a reliability level of.% is significant. Also, the path coefficient (0.0) indicates that the one unit increase of hope leads to the % reduction in job burnout. Hypothesis : Tolerance has a significant negative impact on job burnout. Tolerance directly affects job burnout. The effect of tolerance on job burnout with significant coefficient of (.8) and at a reliability level of.% is significant. Also, the path coefficient (0.8) indicates that the one unit increase of hope leads to the % reduction in job burnout. Hypothesis 8: Optimism has a significant negative impact on job burnout. Optimism directly influences job burnout. The effect of optimism on job burnout with significant coefficient of (.0) and at a reliability level of.% is significant. Also, the path coefficient (0.) reflects that the one unit enhancement of optimism leads to the % reduction in job burnout. Moreover, the present study has limitations therefore, job stress has undergone many changes over time but due to limitations that existed at the time of the study conduction, data are collected only during the study period and thus, this study has time limitation. Also, due to the time limitation of study, questionnaire is used to assess the relationships between variables and only Tehran's Red Crescent staff are evaluated and from this perspective this study has place limitation. Page

14 CULTURAL STUDIES ISSN As this study has a time limitation and questionnaire is used to measure the variables therefore, it is suggested the next researchers to remeasure the relationships between variables by using panel data over long periods and due to the place limitation it is recommended to the subsequent researchers to reassess the relationships between variables in other organizations and other provinces and investigate the obtained comparative comparison results. Page 8

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