Using Quantitative and Qualitative Approaches to Study Job Stress in Different Cultural, Gender, and Occupational Groups

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1 Using Quantitative and Qualitative Approaches to Study Job Stress in Different Cultural, Gender, and Occupational Groups Cong Liu, Paul Spector, and Lin Shi Background Job stress research Job stressors Job strains The relations between job stressors and job strains Job stress in special populations Cultural groups Gender groups Occupational groups 1

2 Quantitative Vs. Qualitative Method Quantitative approach: Rating scales Mean comparisons Relation comparisons Qualitative approach: Stressful Incident Record Replicate the quantitative results Group-specific job stressors and strains Job Stress in Different Cultures Individualistic US vs. Collectivistic China Hypothesis 1a. US employees would perceive higher level of job autonomy than Chinese employees; however, US employees would still report more stressful incidents related to lack of job control. Hypothesis 1b. US employees would experience more anger/frustration whereas Chinese employees would experience more anxiety/depression. Hypothesis 1c. Country would moderate the relation between job autonomy and job satisfaction. There would be a stronger job autonomy job satisfaction relation in the U.S. than in China.

3 Job Stress for Men and Women The Institute for Social Research Model (Katz & Kahn, 178) Different gender roles expected for men and women (Iwasaki, Yoshi, MacKay, & Ristock, ) Men: Finances; women: social life (McDonough & Walters, 1) Hypothesis a. Women would experience more interpersonal conflict at work than men. The differential vulnerability hypothesis (McDonough & Walters, 1; Roxburgh, 1) Hypothesis b. Women would experience more job strains than men Hypothesis c. Gender would moderate the relation between interpersonal conflict and job satisfaction. Specifically, the relation would be stronger for women than for men. Job Stress in Different Occupations Occupation-specific job stress models (e.g., Pousett & Hanse, ) Hypothesis a. University faculty would experience higher level of job autonomy than support staff. Hypothesis b. University support staff would experience more job strains than faculty. Hypothesis c. Occupational level would moderate the relation between job autonomy and job satisfaction. Specifically, the relation would be stronger for university staff than for faculty.

4 Method Participants Measurement Quantitative scales Job autonomy Interpersonal conflict Frustration Depression Job satisfaction Qualitative scales Stressful Incidents Record (Keenan & Newton, 18) Procedure Male Female Faculty Staff Quantitative Qualitative Total US China Culture-Specific Job Stressors and Strains Job stressors 1. Constraints. Workload. Conflict. Lack of control. Job evaluations. Work mistakes 7. W-F conflict Other US (χ =., df = 7, p =.1) 7 China Job strains 1. Anger. Anxiety. Frustration. Overwhelm. Helplessness. Sadness 7. Withdraw 8. Energy Other US (χ = 7.8, df = 7, p =.1) China

5 Cultural Comparisons in Specific Job Stressors and Strains Job stressors Quantitative job autonomy: US > CN (t = 7.8, df = 78, p =.1) Qualitative job control: US > CN (χ = 8.8, df = 1, p =.1) Job strains Quantitative results: Frustration: No difference Depression: CN > US (t = -1.7, df = 8, p =.8) Qualitative results: Anger/frustration: US > CN (χ = 11., df = 1, p =.1; χ =., df = 1, p =.1) Anxiety/helplessness: CN > US (χ =.1, df = 1, p =.1; χ =., df = 1, p =.1) Culture Moderates the Relation between Job Autonomy and Job Satisfaction Job Satisfaction Low Job Autonomy High China US ( R =., p <.)

6 Gender-Specific Job Stressors and Strains Job stressors Male Female Job strains Male Female 1. Constraints Anger 11. Workload 1. Frustration 1. Conflict 1 8. Anxiety 1. Lack of control 1 8. Overwhelm. Work mistakes. Sadness Other (e.g., W-F conflicts) 8 Other (e.g., helplessness) (χ =.1, df =, p =.1) Gender Comparisons in Specific Job Stressors and Strains Job stressors Quantitative results: No significant difference in interpersonal conflicts Qualitative results: Women reported more interpersonal conflicts (χ =., df = 1, p =.) Job strains Quantitative results: Women experience higher level of depression (F =.1, df = 1, p =.) Qualitative results: No significant difference

7 Gender Moderates the Relation between Interpersonal Conflict and Job Satisfaction Job Satisfaction 1 Gender Male Gender Female Low High Interpersonal Conflicts ( R =., p =.8) Occupation-Specific Job Stressors and Strains Job stressors Faculty Staff Job strains Faculty Staff 1. Constraints Anger 8 1. Workload 1. Frustration 1. Conflict Anxiety 1 7. Lack of control 18. Overwhelm 8. Work mistakes. Sadness Other (e.g., W-F conflicts) 1 7 Other (e.g., helplessness) (χ = 11.87, df =, p =.) 7

8 Occupational Comparisons in Specific Job Stressors and Strains Job stressors Quantitative job autonomy: No significant difference Qualitative job autonomy: No significant difference Job strains Quantitative results: Turnover intentions: Support > Faculty (F =., df = 1, p =.) Qualitative results: Anger: Faculty > Support (χ =., df = 1, p =.) Frustration: Support > Faculty (χ = 8., df = 1, p =.1) Occupation Moderates the Relation between Job Autonomy and Job Satisfaction Job Satisfaction 1 Occ. Level Low Occ. Level High Low High Job Autonomy ( R =.1, p =.) 8

9 Conclusions, Limitations and Future Research Conclusions Limitations and future study

Summary. The influence of self-construals. & thinking styles on the relationship between workplace stressors & strain.

Summary. The influence of self-construals. & thinking styles on the relationship between workplace stressors & strain. The influence of self-construals & thinking styles on the relationship between workplace stressors & strain Greg A. Chung-Yan Yan, Ph.D. Catherine T. Kwantes, Ph.D. Yating Xu Cheryl A. Boglarsky, Ph.D.