The research “The relationship between working conditions in the organizational environment, stress, emotional regulation and coping mechanisms” identifies the link between the work context perceived as stressful and individual stress management strategies, respectively emotional regulation and coping. It is known that leadership is inversely correlated with stress if there is an increased sense of control, (i.e. if leaders enjoy a large number of subordinates and formal authority), as well as if they have social support and capabilities to apply active coping (Sherman G., 2012). But what are the conditions/organizational context and the mechanisms of emotional regulation and coping that favor the reduction of stress, has not yet been studied.
The scientific motivation of such a topic is that employees in large corporations face stressful working conditions that often culminate in chronic stress and burnout. Despite various studies and protective measures implemented by companies that have tried to prevent this situation, stress continues to be a problem in professions with demanding working conditions, having a negative impact on individual life and performance and high social costs.
My personal motivation lied in the current profession (Clinical Psychologist & Mental Health Counselor, Master Certified Coach – working mainly in leadership programs and Coaching /counseling employees in large corporations), and from the desire to identify and propose more granular prevention and stress management initiatives.
The main objective of the research was thus to investigate the relationship between the following variables:
• The context and working conditions measured with the COPSOQ test (direct supervisor support, peer social support, vertical trust, role conflict)
• The coping mechanisms measured with COPE (humor, planning, behavioral passivity vs engagement, active coping – the conscious stressor removal or the amelioration of its effects)
• Emotional regulation measured with ERG (suppression vs emotional expression, cognitive reframing)
• The level of stress and health also measured with the COPSOQ test (level of stress, somatic stress, depressive symptoms, burnout).
• Level of personal development (no development vs. some form of coaching, mentoring, leadership training)
Previous research has shown that leadership is inversely correlated with stress if there is an increased sense of control (large number of subordinates, authority), as well as if they have social support and active coping. However, these conditions are not within the reach of all employees in the organizational environment, as neither being a leader is always defined as a position with subordinates but merely a mindset, nor individuals prioritize social interactions and active coping as means of improving professional performance and wellbeing. Other studies on leadership populations where control was not measured showed that an overwhelming corporate population considered that:
High stress is known to reduce the ability to modulate, regulate and reduce negative emotions, leading to reduced levels of empathy, cognitive function, job dissatisfaction and increasing the intention to leave, sleep disturbances, the cardiovascular risk, diabetes, obesity, accelerated rate of biological aging, alcoholism and drug addiction, suicidal ideation, accidents after a night shift, conflict between family and professional life, marital conflicts or problems.
Within the framework of this research, the procedure of selecting the participants included contacting a homogeneous number of 638 participants, of which 117 responded the survey in full. The group was formed by means of random sampling, following a corporate population predominantly in Europe, aged between 25-60 years, speaking English language and at various organizational hierarchical levels, starting from individual contributor to managerial positions with or without subordinates, exposed or not to a form of personal development in the past 5 years.
Following the study, the following 6 main hypotheses were validated
1. the higher the social support from the direct supervisor, the lower the level of burnout
2. the higher the peer social support, the lower the level of emotional suppression
3. the higher the vertical trust, the lower the depressive symptoms
4. the higher the vertical trust, the lower the somatic stress
5. the higher the role conflict in the professional environment, the higher the stress level
6. the higher the role conflict in the professional environment, the lower the humor
Other exploratory hypotheses were identified and validated:
A brief approach to organizing a specific program to reduce and combat stress that combines individual and organizational initiatives and takes into account the results of the current research aims at:
1. introducing psycho-education programs on stress, symptoms and consequences such as:
2. raising awareness and inviting practices on:
The previous literature also shows that not so much the number but the quality and frequency of collegial support is important in the protection against psychological stress
Master Certified Coach & Therapist
Building future globally! I am fascinated by human beings and their psychology and dedicate my life to bettering their capabilities and those of the organizations they are in. The first step starts with you and if I can support and empower you to take one step further in your growth, then my mission as a coach is fulfilled. Building self every day is the single meaning of life!Contact me
“Camelia is an EXCELLENT executive COACH! She has a very gentle and encouraging approach that helps create trustful relationship. I loved working with her. Thank you Camelia!” – Anastasia K.