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1、ORGANIZATIONALBEHAVIORANDHUMANPERFORMANCE32,160-177(1983)OrganizationalDeterminantsofJobStressDONALDEPARKERTheUniversityofMichiganANDTHOMASA.DECOTIISUniversityofSouthCarolinaAmodelofjobstressthatfocusesonorganizationalandjob-relatedstressispresented.Jobst
2、ressisconceivedofasafirst-leveloutcomeoftheorga-nizationandjob;itisafeelingofdiscomfortthatisseparateanddistinctfromsecond-leveloutcomesorconsequencesofjobstress.Thesecond-levelout-comesmayincludevaryinglevelsofsatisfaction,organizationalcommitment,motiva
3、tion,andperformance.Apartialtestofthemodelexaminesrelation-shipsbetweenhypothesizedstressorsandexperiencedjobstress.Surveydataobtainedfrom367managersofalargerestaurantchainwereusedwiththeresultsgenerallysupportingthemodel.Factoranalysissupportedtheconcept
4、thatjobstressismultidimensional.Twodistinctdimensionsofjobstresswereidentified:timestressandanxiety.Bothjobstressdimensionsweresignifi-cantlyrelatedtoeachofthemodel'sfiveorganizationalstressorcategories,butnotalloftheindependentvariableswithinthecategorie
5、sweresignificantlyrelatedtojobstress.Moreover,thespecificstressorsassociatedwitheachdimensionofjobstressprovedtobesubstantiallydifferent.Interestinthephenomenonofwork-relatedstresshasincreasedmark-edlyduringthelastfewyears,asindicatedbyseveralreviewsofthe
6、literature,anumberofbooks,andarashofpublicseminarspromotingdifferentapproachestostresscontrol(Brief,Schuler,&VanSell,1981;Cooper&Marshall,1976;Kahn,1981;Levi,1981;Moss,1981).Despitethiswidespreadinterest,therehavebeenrelativelyfewreportsofem-piricalinvest
7、igationsofstressinworkorganizations.Theorganizationalliteratureonstressisdominatedinsteadbyconceptpaperswithfewtestsoftheconceptspresented.Nevertheless,theavailableevidenceandcommonsensesuggestthatjobstresscontributestohealth-relatedproblemsamongworkersan
8、dtoOurthankstoProfessorsAngeloDeNisi,BruceMeglino,andJohnIvancevichfortheirreviewsofanearlierdraftofthispaper.OurthanksalsotoB.RuthMontgomeryforherassistancewiththedataanalysisandhermanyhelpfulcomments.TheGraduateSc
