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Title Psychosocial Work Stressors: Relationship with Well-being and Job-related outcomes

Author(s) Sher Shah

Abstract Psychosocial work stressors integrate the social and psychological dimensions of work stressors, acknowledging the complex relationship between individual psychological factors and the broader social context of work. The main objectives of the study were to find the most prevalent stressors, their relationship with wellbeing and job-related outcomes among National highways and motorway police personnel. The study also identified the moderating effect of supervisory support on the relationship of psychosocial work stressors and job-related outcomes. Utilizing a mixed-methods approach, the research combined qualitative interviews (N=20) and quantitative surveys (N=250) to identify prevalent stressors, including shift work, threat perception, transfer posting, and resource inadequacy. The data were collected with the help of self-reported measures i.e., Supervisory Support Scale (Greenhaus, Parasuraman and Wormley ,1990), Shift Work Impact Scale (Folkard et al., 1979), Threat Perception Scale (Stein, 1996), Resource Adequacy Scale (Nadler & Lawler, 1983), Transfer and Posting Scale, Well-Being Scale (Ryffs 1989), The Job Satisfaction Scale (Spector, 1985), The Job Performance Scale (Campbell et al., 1993), and Organizational Commitment Scale (Meyer & Allen, 1991). The quantitative sample comprised male officers with a mean age of 32.5 years (SD = 4.8). The study revealed that psychosocial work stressors significantly impact the well-being and job-related outcomes of National Highways and Motorway Police personnel. Shift work was found to be a strong predictor of increased absenteeism and reduced well-being, while threat perception significantly decreased job satisfaction. Transfer postings negatively influenced organizational commitment. Additionally, resource inadequacy emerged as the most prevalent stressor, leading to decreased well-being and job performance. These findings underscore the need for targeted organizational interventions, such as structured shift policies, adequate resource allocation, and fair transfer practices, to enhance employee well-being, job satisfaction, and job performance.

Type Thesis/Dissertation MS

Faculty Social Sciences

Department Psychology

Language English

Publication Date 2025-12-15

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