PSYCHOLOGICAL FEATURES OF STRESSES IN MANAGERIAL ACTIVITY PSYCHOLOGICAL: THE CONTEXT OF PROSOCIAL BEHAVIOR
Olga Bogataia
G.S. Kostiuk Institute of Psychology of  National academy of educational sciences  of  Ukraine
https://orcid.org/0000-0003-0439-429X
PDF 26-34 (Українська)

Keywords

stress
management
activity
cooperation
transaction
prosocial ac

How to Cite

Bogataia, O. (2021). PSYCHOLOGICAL FEATURES OF STRESSES IN MANAGERIAL ACTIVITY PSYCHOLOGICAL: THE CONTEXT OF PROSOCIAL BEHAVIOR. PSYCHOLOGICAL JOURNAL, 7(10), 26-34. https://doi.org/10.31108/1.2021.7.10.3

Abstract

The article shows that workplace stress is estimated as constantly high factor having harmful consequences for both employees and organizations, particularly low levels of job satisfaction, high emotional exhaustion, worse functioning of cardiovascular system and general decline of productivity. Managers, in accordance with their role requirements, are in the zone of special risk and often work in conditions of high stress for quite long periods of time. Leaning on transactional model of stress and implicit leadership theory, we assume that extent of how much managerial stress results in sharing credits / sharing knowledge depends on managers’ internal attributions, or prototypes, of his/her followers. These prototypes arise out of managers’ suppositions about personality traits and behavior of their subordinates, and generally are about how managers in their leadership roles react to their co-workers. Taking into account follower prototypes within context of managerial stress admits that coping reactions of managers highly likely depend on their mutual relations with meaningful others. Implicit leadership theory focuses on two types of follower prototypes: the first is goal-derived, describing what followers must be, and second leans on realistic estimation of followers by their leaders, or what followers actually are. The managers’ implicit prototypes of their followers influence how the latter demonstrate prosocial coping reactions to stress. Our research shows that different types of prosocial coping behavior are beneficial for both managers and their subordinates on individual and group levels. It aligns with transactional model which states that managers’ estimations of stress can work as triggers of prosocial coping behavior.  More specifically, our work demonstrates, that managers can benefit from such prosocial behavior by better working efficiency and respectively lower coworkers’ turnover and intentions to change work, and employees also benefit from elevated productivity.

 

PDF 26-34 (Українська)

References

Babiak, P., & Hare, R. D. (2006). Snakes in suits: When psychopaths go to work. New York: Regan Books .

Bliese, P. D., Edwards, J. R., & Sonnentag, S. (2017). Stress and well‐being at work: A century of empirical trends reflecting theoretical and societal influences. Journal of Applied Psychology, 102, 389–402. https://doi.org/10.1037/apl0000109

Brett, J. M., & Stroh, L. K. (2003). Working 61 plus hours a week: Why do managers do it? Journal of Applied Psychology, 88, 67–78. https://doi.org/10.1037/0021‐9010.88.1.67

Burton, J. P., Hoobler, J. M., & Scheuer, M. L. (2012). Supervisor workplace stress and abusive supervision: The buffering effect of exercise. Journal of Business and Psychology, 27, 271 – 279. https://doi.org/10.1007/s10869‐011‐9255‐0

Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., & Boudreau, J. W. (2000). An empirical examination of self‐reported work stress among US managers. Journal of Applied Psychology, 85, 65–74. https://doi.org/10.1037/00 21‐9010.85.1.65

Cheng, B. H., & McCarthy, J. M. (2018). Understanding the dark and bright sides of anxiety: A theory of workplace anxiety. Journal of Applied Psychology, 103, 537–560. https://doi.org/10.1037/apl0000266

Chokski, N. (2019, April). Americans are among the most stressed people in the world, poll finds. New York Times. https://www.nytimes.com/2019/04/25/us/americans‐stressful.html.

Didenko, М. (2019). Research into psychological features of future managers’ professionally significant qualities development. Organizational psychology. Economic psychology, 1(12), 26-35. Retrieved from http://orgpsy-journal.in.ua/index.php/opep/article/view/96

Fried, Y., Shirom, A., Gilboa, S., & Cooper, C. L. (2008). The mediating effects of job satisfaction and propensity to leave on role stress‐job performance relationships: Combining meta‐analys is and structural equation modeling. International Journal of Stress Management, 15, 305–328. https://doi.org/10.1037/a001 3932

Hobfoll, S. E. (1989). Conservation of resources : A new attempt at conceptualizing stress. American Psychologist, 44, 513–524. https://doi.org/10.1037/0003‐066X.44.3.513

Johnson, S. K. (2008). I second that emotion: Effects of emotional contagion and affect at work on leader and follower outcomes. The Leadership Quarterly, 19, 1–19. https://doi.org/10 .1016/j.leaqua.2007.12.001

Karamushka, L. (2018). Classification of social tension in educational organizations. Organizational psychology. Economic psychology, 1(12), 44-56. Retrieved from http://orgpsy-journal.in.ua/index.php/opep/article/view/98

Kivimäki, M., Nyberg, S. T., Batty, G. D., Fransson, E. I., Heikkilä, K., Alfredsson, L.,… Clays, E. (2012). Job strain as a risk factor for coronary heart disease: A collaborative meta‐analysis of individual participant data. The Lancet, 380, 1491–1497.

Lazarus, R. S., & Folkman, S. (1987). Transactional theory and research on emotions and coping. European Journal of Personality, 1, 141–169. https://doi.org/10.1002/per.2410010304

Lee, R. T., & Ashforth, B. E. (1996). A meta‐analytic examination of the correlates of the three dimensions of job burn out. Journal of Applied Psychology, 81, 123–133. https://doi.org/10.1037/0021‐9010.81.2.123

McCarthy, J. M. , Trougakos, J. P., & Cheng, B. H. (2016). Are anxious workers less productive? It depends on the quality of social exchange. Journal of Applied Psychology, 101, 279–291. https://doi.org/10.1037/apl0000044

McKee, A. (2015). Don't let your stressed out boss stress you out. Harvard Business Review, Electronic Article. https://hbr.org/2015/09/dont‐let‐your ‐stressed‐out‐ boss‐stress‐you‐out

Nikitina, O., & Reznichenko, A. (2018). Psychological factors behind organizational stress among real estate agents: prevention and effective management. Organizational psychology. Economic psychology, 3(14), 73-80. https://doi.org/10.31108/2.2018.3.14.8

Nohe, C., Meier, L. L., Sonnentag, K., & Michel, A. (2015). The chicken or the egg? A meta‐analysis of panel studies of the relationship between work–family conflict and strain. Journal of Applied Psychology, 100, 522–536. https:// doi.org/10.1037/a003 8012

Rodina, N. (2017). The area of the psychological phenomena system modeling in Ukraine: development, results and prospects of research. Fundamental and Applied Researches in Practice of Leading Scientific Schools, 21(3), 56-60.

Stelmashchuk, K. (2019). Features of organization managers’ professional stress episodes. Psychological Journal, 5(8), 82-98. https://doi.org/10.31108/1.2019.5.8.5

Taylor, S. E. (2006). Tend‐and ‐befriend: Biobehavioral bases of affiliation under stress. Current Directions in Psychological Science, 15, 273–277. https://doi.org/10.1111/j.1467‐8721.2006.00451.x

Tee, E. Y. J. (2015). The emotional link: Leadership and the role of implicit and explicit emotional contagion processes across multiple organizational levels. The Leadership Quarterly, 26, 654–670. https://doi.org/10.1016/j.leaqua.2015.05.009

Yerkes, R. M., & Dodson, J. D. (1908). The relation of strength of stimulus to rapidity of habit‐formation. Journal of Comparative Neurology and Psychology, 18, 459–482. https://doi.org/10 .1002/cne.92018 0503

Yun, Y. J., & Lee, K. J. (2017). Social skills as a moderator between R&D personnel's knowledge sharing and job performance. Journal of Managerial Psychology, 32(5), 387 –400. https://doi.org/10.1108/JMP‐05‐2016‐0156

Copyright (c) 2021 Olga Bogataia

Copyright Notice

Articles in the Psychological Journal are licensed under a Creative Commons Attribution License International CC-BY that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal. For more detailed information, please, fallow the link - https://creativecommons.org/licenses/by/4.0/