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LITERATURE REVIEW
Literature Review- Stress Management
Liberty University
Christina Pierce
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LITERATURE REVIEW
Literature Review- Stress Management
Abstract
Workplace stress is becoming an increasingly common and intensifying issue around the
world. Without proper management, it can lead to detrimental health effects for employees and
disrupt company operations. A variety of strategies, practices, and educational programs are
available to counteract the negative consequences of stress. This literature review aims to gain
understanding of the most effective ways to support employees in stress management by
reviewing studies and incorporating Biblical viewpoints on the roots of stress, its influence on
employee well-being and job performance, the harmful impact of neglecting staff stress on
organizations, successful approaches to stress alleviation, and the importance of human resources
development in providing and communicating stress management tools to employees. The
knowledge acquired will provide guidance for employers, employees, and scholars in addressing
and managing workplace stress.
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Introduction
Workplace stress is increasingly recognized as a serious concern, leading to numerous
health and behavioral issues that impact a vast number of people (Ajayi et al., 2019). Individuals
under stress are at a higher risk for various health problems, such as heart disease, diabetes,
arthritis, lung conditions, and disturbances in sleep patterns (Mutambudzi & Henkens, 2020).
The repercussions of unchecked stress are significant for organizations, manifesting in lost
productivity, financial losses, and wasted time. Stressed employees are likely to take more
breaks, disrupting their workflow and productivity, and are at an increased risk for frequent
absences, tardiness, and a greater propensity for making mistakes in their duties (Brough &
Boase, 2019).
Effective stress management can be achieved through educating employees and
implementing workplace strategies. Tools and resources for managing stress are readily
accessible, user-friendly, and are typically minimal to no costs for employers, as noted by
Castillo, et al., (2019). The rising levels of occupational stress among employees, coupled with
the availability of affordable and simple interventions, present a research-worthy phenomenon,
as discussed by Tement et al. (2020). This Literature Review will examine peer reviewed studies
that explore into the origins and impacts of stress, approaches to managing it, and will also
consider Biblical perspectives related to the moral obligations of Human Resource Development
in safeguarding employee health through stress management measures.
This Literature Review will initiate with a probe into the roots of stress within the
workforce, examining its repercussions on the health of employees and the ensuing negative
impacts on the health of the organization. Subsequently, it will delve into studies assessing the
effectiveness of strategies and interventions for managing stress, highlighting the significant
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reduction in work-related stress through proper implementation and compliance. Furthermore,
the review will incorporate discussions about the importance of stress management in the realm
of Human Resource Development. The critical role of adept stress management in Human
Resource Development is accentuated due to its ethical obligation to cultivate values, instill
knowledge, and influence employee attitudes that bolster the sustained proficiency and capability
of an organization, as observed by Castillo et al. (2019). Therefore, it is incumbent upon Human
Resource Development to endorse stress management measures that promote both the well-being
of employees and the prosperity of the organization.
Content
Factors Contributing to Stress and Its Consequences
Stress can be as detrimental to health as any lethal illness affecting humans. Common
factors contributing to stress and its adverse health consequences are often recognized by
individuals. Similarly, industries also suffer adverse consequences due to the unchecked stress of
employees. Research conducted by Ajayi, et.al, (2019) investigated stress causes among UK
construction workers and its harmful effects on the industry. The study pinpointed a variety of
stress inducers for these workers, including overwhelming workloads, extended hours,
demanding work environments and deadlines, pressure to perform, lack of adequate support from
their employers, and a deficit in mental health and stress management education. The findings
revealed that the burden of stress on these workers not only affects their well-being but also
incurs financial costs for their employers due to a decline in productivity and an increase in
absenteeism.
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A bifurcated exploratory sequential mixed methods approach was used for gathering data.
Initially, interviews were carried out, succeeded by the circulation of surveys. The objective of
these techniques was to evaluate the stress levels and pinpoint the stress factors among
individuals working in construction. The dependability of the quantitative data obtained from the
surveys was verified using the Cronbach's alpha test, which demonstrated high reliability. An in-
depth literature review augmented the research method, focusing on the origins, impacts, and
preventative strategies for stress (Ajayi, et.al, 2019).
Descriptive mean testing revealed common patterns associated with stress and
highlighted the lack of stress management training for workers. This deficiency has negatively
impacted the health and well-being of those in the construction industry. The research shows that
organizations gain greater advantages by proactively tackling the root causes of stress instead of
merely funding treatments for mental health issues resulting from unaddressed employee stress
(Ajayi, et.al, 2019). The authors highlighted several stress prevention strategies, such as
establishing attainable work objectives and timelines, enhancing communication within the
organization, offering comprehensive stress management training for staff, and fostering a
collaborative work environment. These measures not only prevent stress but also contribute to a
healthier, more productive workplace.
Mutambudzi and Henkens, (2020) explored the link between occupational stress and the
prevalence of chronic diseases among workers from different industries in Europe. The approach
involved analyzing data from a 2015 study associated with Dutch pension funds. This data
served as the basis for questionnaires that were subsequently disseminated across Europe. The
questionnaires were used to evaluate the job's emotional and physical toll on employees, gauge
their levels of job-related stress, and determine their current or potential chronic health
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conditions. The ailments under scrutiny were cardiovascular disease, arthritis, and disorders
affecting sleep and respiration.
The research involved a group of 6,793 participants who were on average 62 years old
and worked about 31.8 hours each week. A significant portion of these individuals started their
careers in early adulthood, as reported by Mutambudzi and Henkens, (2020). To analyze the
gathered data, the study employed three distinct analytical approaches: an initial assessment of
baseline characteristics, a logistic regression to explore the link between chronic health
conditions and work-related stress independently, and another logistic regression to evaluate the
overall connection between the two. The results indicated varying degrees of correlation between
chronic health conditions and job stress, affected by factors like the type of industry, age of the
participants, and other demographic details. Overall, the research highlighted a steady link
between all the chronic health conditions examined and the emotional, physical, and stress-
related challenges of employment.
The study revealed an association between the stress experienced by employees and the
emergence of chronic health problems. The findings suggest that further comprehensive research
is necessary to understand the exact relationship between occupational stress and ongoing health
issues. Pursuing such research could result in identifying successful methods for mitigating
stress, thereby enhancing the overall health and psychological wellness of employees
(Mutambudzi and Henkens, 2020).
Trainings and Interventions
The creation of the Perceived Occupational Stress (POS) scale marks notable progress in
assessing job-related stress. The research by Marcatto, et al., (2022) underscores the importance
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of a dependable and succinct instrument that accurately reflects a person's perceived stress levels
at work. The study's methodology is solid, incorporating six separate studies to confirm the POS
scale's validity among a large cohort of 1,805 workers from Italy. Such a methodological
framework not only strengthens the scale's construct validity but also confirms its reliability, as
evidenced by robust internal consistency and test-retest reliability figures.
The wide-ranging demographic makeup of the sample strengthens the applicability of the
results. The POS scale's robust association with recognized benchmarks such as the Maslach
Burnout Inventory and the Effort-Reward Imbalance Questionnaire highlights its reliability.
Additionally, its distinctive role in forecasting stress-related health issues points to its promise as
a forecasting instrument. The research determined that the POS scale stands out as a
methodologically robust tool that could play a key role in evaluating occupational stress at both
the personal and corporate levels, enhancing current methods and offering a comprehensive
perspective on stress factors at work (Marcatto, et al., 2022).
Assessing stress management strategies for healthcare professionals is essential,
especially considering the significant stress they face. A study by Tamminga, et al., (2023)
utilized randomized controlled trials, a solid approach to evaluate these strategies' effectiveness.
The research focused on the strategies' immediate effects on healthcare workers' stress levels.
The Maslach Burnout Inventory, a recognized metric, was employed to gauge the success of
these strategies, showing a notable decrease in stress in the short term. Nonetheless, the long-
term benefits remain unclear, underlining the importance of continued investigation. The study
indicates that interventions at the individual level may be effective, though the challenge lies in
consistently measuring stress reduction over time (Tamminga, et al., 2023).
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Many employees grapple with the stress that arises from an inability to disconnect from
work-related stressors and a lack of knowledge in managing stress. Tement, et al., (2020)
examines the effects of two stress management approaches on worker health. The study
specifically explores the roles of cognitive behavioral therapy (CBT) and mindfulness-based
stress reduction (MBSR) and their effectiveness in improving the health of employees.
Prior to the study by Tement et al. (2020), preliminary research identified potential stress
management methods that could be taught online. This led to the selection of twenty stress
alleviation techniques for inclusion in a training program. Activities from Mindfulness-Based
Stress Reduction (MBSR) chosen for the program encompassed yoga, mental scanning, and
deep-thinking techniques. On the other hand, the Cognitive Behavioral Therapy (CBT)
component was comprised of exercises aimed at confronting core beliefs, altering negative
thought processes, and other cognitive enhancement techniques.
The study was executed via an online platform, utilizing a randomized controlled trial
methodology. It comprised three distinct groups: one undergoing Cognitive Behavioral Therapy
(CBT), another practicing Mindfulness-Based Stress Reduction (MBSR), and a third waitlist
group that served as the control. The participants, drawn from various professional backgrounds,
were all coping with job-induced stress. They participated in a six-week program, attending
twelve sessions that combined 30-minute audio-guided exercises with an hour of practical
assignments. Data was collected weekly through questionnaires to monitor several wellbeing
metrics related to their job and general life, such as burnout, work engagement, workaholism,
depression, anxiety, stress levels, and life satisfaction. The study's framework was designed to
compare the initial and final evaluations of stress-related factors, with a concluding assessment
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of three months post-training. The control group, meanwhile, did not engage in the training but
completed the same questionnaires for comparison purposes (Tement, et al., 2020).
The study concluded that Cognitive Behavioral Therapy (CBT) interventions are highly
effective in helping employees mentally detach from work stress in their off-hours, thereby
reducing burnout symptoms. Furthermore, techniques from Mindfulness-Based Stress Reduction
(MBSR) have been proven to improve overall employee well-being and satisfaction with life.
Although not all employees benefited equally from CBT and MBSR, the research suggests that
these approaches can be successful depending on the specific stressors an individual faces, as
noted by Tement, et al., (2020).
Brough and Boase, (2019) investigated how stress management techniques affect
lawyers' job satisfaction, engagement, and mental health. The research focused on relaxation and
cognitive restructuring methods, assessing their impact on the lawyers' well-being and work-
related aspects through an anonymous survey. They gathered data on job characteristics, stress
management habits, and other variables using a five-point Likert scale. The participants included
114 Australian lawyers, predominantly female, with ages ranging from 22 to 77 years old. The
majority were full-time employees with diverse experience levels, from several months to over
fifty years, mainly in private practices.
Various techniques were used to analyze data gathered through anonymous surveys. The
IBM SPSS Statistics software was employed to assess the reliability of psychometric properties
associated with work stress management methods, as indicated by Brough and Boase (2019).
Harman's single-factor test was also conducted to identify dominant themes in the data. Further
investigation into the relationship between job features, strategies for handling work stress, and
outcomes like job satisfaction, engagement, and psychological stress was carried out using three-
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tier hierarchical moderated multiple regression analyses. This analysis confirmed the high
efficacy of stress management techniques among lawyers, as noted by Brough and Boase,
(2019).
The research revealed a significant association between cognitive restructuring and
heightened job involvement and contentment, despite work-related stressors. Furthermore,
relaxation techniques were found to have a modest but positive effect on diminishing mental
stress. However, the connection between these practices and other variables was inconsistent
with further analysis, suggesting the need for comprehensive studies to assess the effects of
relaxation techniques on job contentment, dedication, and mental stress, as highlighted by
Brough and Boase, (2019).
Human Resource Development and Stress Management
Implementing stress management interventions and employee training programs are
simple, cost-effective methods that improve an organization's health, as observed by Castillo, et
al., (2019). This literature review underscores a multitude of research suggesting that employees
who are trained in handling stress show better health and increased productivity. Therefore,
making stress management a priority is crucial for the development of human resources.
Tement, et al., (2021) conducted a study that highlights a critical issue in the medical
field: physician burnout. This condition, characterized by emotional exhaustion,
depersonalization, and a sense of low personal accomplishment, can have detrimental effects not
only on the physicians themselves but also on the quality of patient care and the healthcare
system at large. The methodology of the review was comprehensive, utilizing a wide array of
databases and Boolean operators to ensure a thorough search. The exclusion criteria were well-
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defined, focusing solely on practicing physicians and residents to maintain a clear scope. The
sample size, while not explicitly stated, seems adequate given the number of studies initially
identified and the rigorous screening process. The findings are promising, indicating that
psychological interventions with mindfulness elements can indeed mitigate burnout symptoms
while enhancing empathy and overall well-being among physicians. This is particularly pertinent
in the context of the COVID-19 pandemic, which has placed unprecedented stress on healthcare
providers. The conclusion drawn from this review underscores the necessity of implementing
such interventions, especially during times of crisis, to support the mental health of those on the
front lines of patient care (Tement, et al., 2021).
The intersection of physician burnout and human resource management (HRM) is a
critical area of focus, particularly in the healthcare sector. HRM plays a pivotal role in addressing
the factors contributing to burnout by implementing strategic interventions aimed at improving
work conditions and supporting the well-being of physicians. Tement, et al., (2021) findings on
the effectiveness of mindfulness interventions can inform HRM practices by highlighting the
need for programs that promote mental health and resilience among medical professionals.
By integrating such interventions into HR policies, organizations can enhance job
satisfaction, reduce turnover intentions, and improve overall employee engagement. This
approach aligns with the broader objectives of HRM to foster a supportive work environment
that can lead to improved patient care outcomes and organizational performance. Moreover, the
emphasis on sustained effect measurement in the study underscores the importance of long-term
strategies in HRM to combat burnout, rather than short-term fixes. HRM must prioritize the
development of comprehensive support systems that address the systemic issues leading to
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burnout, thereby ensuring the health and efficiency of the healthcare workforce (Tement, et al.,
2021).
The concept of supervisor support for family and personal life is rooted in the theoretical
framework that posits a positive correlation between managerial support and employee well-
being. Research methodologies in this field often involve intervention studies, where changes in
management behavior are implemented and the effects on employees are observed. Lovejoy, et
al., (2021) discussed a study involving supermarket workers utilized by a sample size that was
representative of the workforce, ensuring that the demographics were inclusive of various levels
of work-family conflict. The research findings from such studies consistently indicate that
family-supportive supervisor behaviors lead to improved job satisfaction and better physical
health outcomes for employees. This is particularly evident among those who experience high
levels of work-family conflict.
The conclusion drawn from these studies is that managerial practices that prioritize
employee well-being can have a significant impact on the overall health of the workforce. By
encouraging managers to engage in open discussions about work-family concerns and to adopt
supportive habits, organizations can foster a more conducive environment for balancing
professional and personal responsibilities (Lovejoy, et al., 2021).
Conclusion
This comprehensive literature review has revealed a wealth of educational findings. A
variety of stress management methods, interventions, and training opportunities are available to
employers. It is evident that employers with a deep understanding of employee health and the
implementation of stress management techniques can greatly improve the well-being of both
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individuals and the organization. Furthermore, the stress management interventions reviewed
have consistently shown positive results, supported by subsequent data from multiple studies.
This review has also verified the global efficacy of stress management practices across various
industries, overcoming demographic differences such as age and gender (Tement et al., 2020). In
addition, the review emphasizes the ethical obligations of human resources development in
maintaining employee health.
The literature review has expanded scholarly understanding of stress dynamics. It has
identified common factors that cause or worsen employee stress. The review explored specific
long-term health problems associated with chronic stress, as noted by Ajayi et al. (2019). It also
highlighted how stress among employees can negatively affect an organization's productivity and
operational capabilities. The range of stress reduction strategies reviewed has enhanced
understanding of how employers in different sectors can actively reduce stress and improve
employee well-being. This knowledge is crucial for Human Resource Development departments
worldwide to improve both employee health and organizational performance.
The review of existing literature indicates a need for additional research to pinpoint the
most effective stress management techniques, a sentiment echoed by Brough & Boase (2019).
Furthermore, exploring the lasting effects on mental health and the economic consequences of
work-related stress can reveal the overall benefits of these interventions for healthcare
administration. Also, engaging in extended studies may be key in determining if implementing
stress management methods and training programs can improve or mitigate persistent health
problems in employees.
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Biblical Integration
Beyond the organizational benefits, Human Resources Development holds an ethical
responsibility to enhance employee welfare. This ethical duty is rooted in moral teachings,
“Therefore all things whatsoever ye would that men should do to you: do ye even so to them: for
this is the law and the prophets” (King James Bible, 1769/2019, Matthew 7:12). In addition, the
principle of looking out for the interests of others, “We then that are strong ought to bear the
infirmities of the weak, and not to please ourselves. Let every one of us please his neighbour for
his good to edification” (King James Bible, 1769/2019, Romans 15: 1-2).
The Bible underscores the significance of being an effective educator. It is essential for
organizations to provide their staff with the necessary training and support to foster their
competence and wellbeing. “Give instruction to a wise man, and he will be yet wiser: teach a just
man, and he will increase in learning” (King James Bible, 1769/2019, Proverbs 9:9).
Additionally, the Bible offers insights on nurturing the wellbeing of others, which asserts that all
Scripture is divinely inspired and valuable for instruction, for conviction, for improvement, and
for guidance in righteousness. “All scripture is given by inspiration of God, and is profitable for
doctrine, for reproof, for correction, for instruction in righteousness:” (King James Bible,
1769/2019, 2 Timothy 3:16-17). The theme of treating others with kindness and safeguarding
their interests is a recurrent message throughout the Bible.
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