Muhammad Jamal

Job Stress, Type-A Behavior, and Well-Being: A Cross-Cultural Examination

This study examined the relationship of job stress and Type-A behavior with employee well-being among professors in Canada and Pakistan. Employee well-being was operationalized in terms of burnout, satisfaction (Job Description Index) with pay, work, coworkers and supervision, and turnover intention. Data were collected by means of a structured questionnaire from college professors in metropolitan cities in Canada (N = 420) and Pakistan (N = 335). Pearson correlation and moderated multiple regression were used to analyze the data. In both countries, both job stress and global Type-A behavior were significantly related to a number of well-being variables. In general, the relationship of job stress and Type-A behavior with well-being variables was essentially the same in both Pakistan and Canada. Two components of Type-A behavior (time pressure and hard driving/competitiveness) exhibited the same pattern of results with well-being variables as were found with the global measure of Type-A behavior. Moderated multiple regression only partially supported the role of Type-A behavior as a moderator of the stress–well-being relationship.

Job stress and employee well-being: a cross-cultural empirical study

This study examined the relationship between job stress and employee well-being among teachers in Canada and Pakistan. Job stress was operationalized in terms of perceived experiences at the job which were chronic in nature. Employee well-being was operationalized in terms of burnout and its three dimensions (emotional exhaustion, lack of accomplishment and depersonalization), intrinsic motivation, job involvement and turnover intention. Data were collected by means of a structured questionnaire from teachers in metropolitan cities in Canada (N=420) and Pakistan (N=335). Pearson correlation and moderated multiple regression were used to analyze the data. In both countries, job stress was significantly related to a number of well-being variables. Moderated multiple regression did not support the role of gender as a moderator of the stress–well-being relationship. Copyright

Type-A Behavior, Job Performance, and Well-Being in College Teachers

This study examined the relationship between Type-A behavior and job performance, and employee well-being among college teachers in Canada. Well-being was operationalized in terms of burnout, social support, work satisfaction, and turnover motivation. Data were collected by means of a structured questionnaire from 420 college teachers. Pearson correlation and moderated multiple regressions were used to analyze the data. Global Type-A behavior was not related to 3 measures of job performance: teaching hours, number of course preparations per semester and number of students. However, global Type-A behavior correlated positively with burnout and turnover motivation and negatively with perceived social support and work satisfaction. Two components of Type-A behavior (time pressure and hard driving/competitiveness) exhibited the same pattern of relationship with job performance and well-being variables as was found with the global measure of Type-A behavior. Moderated multiple regression did not support the role of gender as a moderator of Type-A behavior and job performance and well-being variables.

Shiftwork, burnout, and well-being: A study of canadian nurses

This study examined the relationship between shift-time and employees’ burnout, psychosomatic health, job satisfaction, skill use, intrinsic motivation, and absenteeism. Data were collected by means of a structured questionnaire from nurses (N=175) working in a psychiatric hospital in a large metropolitan city in eastern Canada. One-way ANOVA,t-tests, and two-way ANOVA were used to analyze the data. Shift-time was not related to burnout. However, nurses on rotating shifts and night shifts appeared to suffer more seriously than nurses on other shifts in terms of their well-being. Limited support for gender (males vs. females) as a moderator of shift-time and outcome variables was found. Results are discussed in light of the previous empirical evidence on shiftwork and employees’ well being. Implications for management and employees involved with shiftwork are highlighted.

Job stress and well‐being of moonlighters: the perspective of deprivation or aspiration revisited

This study examined the differences between moonlighters and non-moonlighters on job stress and well-being among college teachers in Canada. Well-being was operationalized in terms of burnout, job satisfaction, job involvement, turnover intention and job performance. Data were collected by means of a structured questionnaire using the procedure of mailback completed questionnaires (N = 420). One-way ANOVA, MANOVA and two-way ANOVA were used to analyze the data. Results generally supported the energic/opportunity hypothesis of moonlighters than the deprivation/constraint hypothesis. Limited support for age, gender, education, teaching experience and income as potential moderators of moonlighting status and outcome variables was found. Results are discussed in light of previous empirical evidence on dual-job holding and quality of work and non-work life. 1998 John Wiley & Sons, Ltd.

Type A Behavior, Its Prevalence and Consequences Among Women Nurses: An Empirical Examination

The present study examined the prevalence and consequences of Type A behavior among nurses working in eight hospitals in a large metropolitan Canadian city. Data were collected by means of structured questionnaires from 1148 nurses. The prevalence of Type A behavior in a number of subgroups based on sociodemographic variables such as age, gender, mother tongue, marital status, education, hours of work, seniority, and the number of previous nursing jobs in the last five years were examined. Age was the only sociodemographic variable significantly associated with Type A behavior. In terms of consequences, Type A nurses experienced significantly greater job, stress, role ambiguity, conflict, overload, and turnover cognition than Type B nurses. Type A nurses showed significantly higher job involvement, effort at job and attendance than Type B nurses. Type A and B nurses did not differ significantly on organizational commitment, job satisfaction, and promotion expectations. The moderating effects of age, marital status, and mother tongue, on the above relationships were analyzed. Implications of these findings for management and for future research are highlighted.

Self-Employment and Quality of Work and Nonwork Life: A Study in Cross-Cultural Management

Abstract This study examined the differences between full-time self-employed and organizationally employed individuals in Canada (N=248) and Pakistan (N=306) with regard to quality of work and nonwork life. Quality of work and nonwork life was operationalized in terms of job stress, burnout, job satisfaction, health problems, time spent with family and social participation. Data were collected from a structured questionnaire given to Canadian employees in Montreal and Pakistani employees in Lahore. One-way ANOVA, two-way ANOVA, and MANOVA were used to analyze the data. In both countries, the self-employed reported higher job stress, burnout, health problems and social participation than the organizationally employed. Furthermore, the self-employed spent significantly less time with family than the organizationally employed, both in Canadian and Pakistani samples. No significant differences were found between the two groups in terms of job satisfaction in both countries. Results are discussed in light of previous empirical evidence on self-employment and quality of work and nonwork life from a cross-cultural management perspective.

Professional Commitment among Nurses as a Moderator of Job Stress and Job Performance : An Empirical Examination in the Middle East

Introduction The nursing profession has long been considered a stressful one globally (Jamal & Baba, 2000). It is one in which rates of absenteeism, staff turnover and burnout are consistently high (Hassan, Hassan & King, 2012; Yoon & Kim, 2013). Two factors are peculiar to the hospital work environment: the prevalence of shiftwork and the situation of facing patients in distress, as well as death and dying, on a regular basis (Al-Hammad et al. 2 012; Jamal & Baba, 1992). These two factors have been suggested as possible contributors to high stress and strain among nurses. The present study examined employees’ job stress and job performance relationship among hospital nurses in the Gulf States, Middle East. Two comprehensive meta-analyses of stress and performance have highlighted the importance of this type of empirical study in non-western countries (Gilboa, Shirom, Fried & Cooper, 2008; Muse, Harris & Field, 2003). In a recent thought-provoking article, Zahra (2011) has also alluded to the importance of conducting rigorous empirical research similar to the Western tradition in the (new) Middle East. In addition, the present study also examined the role of professional (occupational) commitment in the relationship of job stress and job performance (Lee, Carswell & Allen, 2000).

Consequences of Extended Working Hours: A Comparison of Moonlighters, Overtimers, and Modal Employees:

ment. Overtime, for example, can be a more flexible and less costly alternative to hiring additional workers, and may moderate some wage demands. Moonlighting may provide experience, stimulation, or responsibility that cannot realisticallv be built into the primary job, ultimatelv producing less frustrated or more valuable employees. Both overtime and moonlighting, however, may also involve problems that can limit or overshadow any positive contributions.

Routinization of Work and The Quality Of Working Life: A Study Among Canadian Nurses

Quality of working life has remained a central concern among social scientists for the past two decades. Though there are disagreements over the precise definition of the concept, there is general agreement over its multidimensional nature and its usefulness as a guiding notion in understanding work (Davis & Cherns, 1975; Hackman & Suttle, 1977; Lawler, 1982; Rice, McFarlin, Hunt & Near, 1985, Walton, 1974). It is defined for the purposes of this research as a way of thinking about work, people and organizations (Nadler & Lawler, 1983). It’s distinctive elements include a concern about the impact of work on people as well as on organizational effectiveness and an orientation toward participation in decisions which affect an individual’s job in particular and work in general (Nadler & Lawler, 1983; Schuler, 1984). Typical indicators of quality of working life which stem from this definition would include job satisfaction, job involvement, role ambiguity, role conflict, role overload, job stress, job scope, organizational commitment, and turnover intention. This operationalization is also supported by the empirical literature.