Relationships between individual attitudes and occupational stress. A cross-sectional study

TL;DR

This study explores how work attitudes like annoyance and overcommitment relate to stress, finding that positive attitudes and good workplace relationships can reduce stress.

Contribution

The study identifies specific work attitudes that predict stress and highlights the buffering role of social capital in reducing stress from overcommitment.

Findings

Work annoyance and overcommitment are positively associated with stress.

Social capital and work engagement have a protective effect against stress.

Social capital moderates the relationship between overcommitment and stress.

Abstract

Understanding the impact of work attitudes on occupational stress is essential to promote employee wellbeing and productivity. This study investigates the associations between different work attitudes (work annoyance, individual social capital, overcommitment, and work engagement) and the perceived stress. A cross-sectional survey conducted among 1290 employees from various occupational sectors assessed their attitudes and stress levels using validated psychometric scales. Statistical analyses, including a hierarchical regression and a moderation analysis, examined the predictive value of each attitude and the potential buffering role of social capital. The results indicate that work annoyance and overcommitment are positively associated with stress, which suggests that perceiving job conditions as frustrating and investing excessive effort without the appropriate rewards contribute to psychological strain. Conversely, social capital and work engagement exhibit a protective effect, with workplace relationships and a positive approach to work mitigating stress levels. Moreover, social capital moderates the relationship between overcommitment and stress, thus highlighting its buffering effect. These findings emphasize the importance of fostering a supportive work environment that reduces negative attitudes while promoting engagement and social cohesion. Organizational interventions aimed at improving workplace relationships, recognizing employees' contributions, and encouraging a balanced work culture could be effective strategies to enhance the workers' wellbeing and mitigate occupational stress.