The Relationship Between Clan Culture, Learning Opportunities, and Personal Attributes on Job Uncertainty and Job Stress: A Multilevel Perspective

Abstract

Job stress is a growing problem in the work literature as employees continue to keep up with the demands of a growing and competitive environment due to globalization and the Industrial Revolution 4.0. Coupled with job uncertainty due to unpredictable environments that interrupt regular workflow, the issue of job stress in the workforce is further escalated as employees face ambiguity in predicting the direction of the future of their work. The present study aims to understand the relationships between organizational factors (i.e. clan culture and learning opportunities) and personal attributes (i.e. emotional intelligence and proactive personality) that contributes to job uncertainty, and consequently job stress. In addressing the lack of studies on how clan culture relates to learning opportunities as well as how emotional intelligence and proactive personality relate to job uncertainty and job stress, this study employed a cross-sectional correlational survey research design on 240 employees from 36 teams aged 18-years old and above (M = 38.0 years; SD = 8.6 years). Hierarchical Linear Modeling (HLM) was used to analyse the results. The results showed that job uncertainty significantly predicts job stress in a positive direction, learning opportunities significantly negatively predicts job uncertainty, and clan culture positively affects learning opportunities. Emotional intelligence was found to significantly negatively predict job uncertainty. Mediation analysis were also conducted. Implications and recommendations for future studies are discussed with regard organizational management, as well as organizational training and development.



Author Information
Alyssa Yen Lyn Ding, Sunway University, Malaysia
Michelle Chin Chin Lee, Massey University, New Zealand

Paper Information
Conference: ACP2024
Stream: Industrial Organization and Organization Theory

The full paper is not available for this title


Virtual Presentation


Comments & Feedback

Place a comment using your LinkedIn profile

Comments

Share on activity feed

Powered by WP LinkPress

Share this Research

Posted by James Alexander Gordon