Search

Introduction To the authors’ knowledge, no systematic review has examined the definition of safety leadership in the academic literature to date. A review was therefore carried out to determine how safety leadership was defined in the peer reviewed empirical literature and thematic analysis was employed to identify patterned meanings across the data. Method Thirty-seven primary definitions, or definitions that were not borrowed from other studies, were identified. Of these 37, seven conceptual definitions were found to be evidence-based, six of which were endorsed by their operational counterpart definitions and one which was derived using exploratory research. Results These seven definitions showed strong alignment with the three themes that emerged from the thematic analysis that capture the why, how, and who of safety leadership. Transformational leadership theory formed the foundation for many of the definitions in the academic literature, despite recent evidence suggesting that adopting multiple forms of leadership styles would be more effective for improving workplace safety. Practical Applications Gaps in the current evidence base are explored and suggestions for future research are discussed.

Background and objectives: This project investigates the policies informing emotional and psychological support for healthcare staff after involvement in patient safety incidents, the support provided in practice, and the terminology used to describe those involved. Method: In a qualitative study design, semi-structured interviews were conducted with 27 healthcare professionals in England, with management, supervisory, or policy responsibility, to answer two research questions: 1) the policies, protocols, and practices they were aware of that aim to support healthcare personnel in their organisation who have experienced unanticipated adverse or near miss medical events, and 2) their views about the term “second victim”. Thematic analysis was chosen to analyse the interview data. Findings: Four themes were developed: 1) Severe and enduring impact; 2) Absence of policies; 3) No certainty of support; 4) Language undermines support. A notable gap exists between rhetoric about staff wellbeing, including in national and international healthcare policy reports, and the rarity of structured support after patient safety incidents (PSI). Staff are impacted both by the incidents and by the way their organisation treats them. Informal support depends upon the goodwill of close colleagues, and may not be available. There is an imbalance between the high expectations placed on staff and the support resources they can access. Routine language usage in healthcare negatively impacts support provision. The established “second victim” concept accurately reflects the feelings of staff affected by PSI, but is not a stable construct, has unwelcome connotations, and causes offence to some patient representatives. Conclusions: There are many national and international policy recommendations to support staff emotionally and psychologically after PSI. A small number of policies require support provision, without stipulating how. Support programmes known to exist are mostly in North America.

"Factors Affecting Ethical Leadership” shows that the ethical behavior of leaders is the most important factor in shaping an organization’s ethical climate. Representatives from ten countries, Canada, Australia, Czech Republic, Finland, Greece, Netherlands, Slovenia, Sweden, United Kingdom and United States of America participated in the research, with six (Canada, Australia, Finland, Netherlands, Sweden and the USA) able to collect data. The goals of RTG HFM-304 included identifying the individual, situational, and organizational variables predictive of ethical leadership, developing a model of ethical leadership, and collating best practice in military ethics education amongst NATO and Partner for Peace (PfP) countries. Findings evidence that ethical leadership is strongly associated with values, in particular with value achievement (e.g., setting high standards and striving for excellence) and person-environment fit. Leaders who have the ability to address an ethical dilemma tend also to be those with high standards, a firm foundation in values (such as helping others and generosity) and belief that their institution shares these values. To engender ethical cultures and attract, train and sustain principled leaders, there is a need for military institutions to emphasize values, reinforce ethical decision-making and promote and value-informed ethical leadership from the beginning.

This study explores the work adjustment experiences of (SIE) academics working in Riyadh. Saudi Arabia has heavily invested in higher education (HE) to develop its human capital (Alrashidi & Phan, 2015). Consequently, there has been a large influx of SIE academics from different countries (Asif et al., 2020). However, there is a dearth of research about the experiences these academics go through as they cope with the adjustment process. In an original contribution to knowledge, this study uses phenomenological case approach. Ten male and five female academics from different countries were interviewed. This study confirms that adjustment is a never-ending process where SIEs keep negotiating and making sense of their new surroundings in Saudi Arabia. Secondly, religion, which is rarely mentioned in the literature, can be a pull factor, and it also helps SIEs deal with adjustment problems. Religion as reason for relocation adds to the well cited reasons of SIEs expatriation, which include economy, adventure, exploration, and escape (Richardson & McKenna, 2002). Third, having a prior experience in a foreign setting similar to the host country is seen as a catalyst for adjustment (Guttormsen et al., 2018). In practical terms, the research suggests that providing onsite training about the culture and work procedures help with adjustment. Moreover, mentoring from experienced fellow SIEs should be instituted. Employers should facilitate spouses and family members to join their SIE employees because family is found to be an important pillar in work adjustment. In addition, comprehension of the local language should also be encouraged. However, the current study reveals factors that could negatively impact SIE work adjustment. Arbitrarily assigned privilege, based on ethnicity and nationality, was viewed as being detrimental to successful employee adjustment.

Professional quality of life (PQoL) examines the positive and negative emotions experienced in professionally helping roles, measured as compassion satisfaction (CS) and compassion fatigue (CF). Chapter One describes a systematic literature review examining factors associated with CS in mental health professionals (MHPs). Six databases were searched (AMED, Academic Search Ultimate, CINAHL, MEDLINE Complete, PsycArticles and PsycINFO) and 28 studies in 29 papers met inclusion criteria. CS was associated with: psychological characteristics, wellbeing, personal trauma, organizational commitment, workload, team-working, supervision, and social support. Services should target variables that can be limited (e.g. workload) or increased (e.g. supervision) to promote CS. Chapter Two reports a research study investigating PQoL with Improving Access to Psychological Therapies (IAPT) practitioners. Participants (N=169) completed an online survey containing validated self-report measures of PQoL, general wellbeing, team psychological safety and quantitative workload. Participants reported average CS and average-high CF. In regression modelling, CF, wellbeing and psychological safety significantly accounted for 41% of the variance in CS. Higher wellbeing was significantly associated with higher CS. A second regression model demonstrated that CS, wellbeing, psychological safety and workload significantly accounted for 30% of the variance in CF. Higher perceived workload and lower wellbeing were significantly associated with higher CF. IAPT services are under constant pressure to meet national targets and growing access rates. Services should prioritise manageable workloads, a focus on wellbeing and psychologically safe environments to support practitioners PQoL. Chapter three critically appraises the research processes, expanding on the limitations, implications and future research discussed in Chapters One and Two. Further, a post-hoc mediation analysis of the empirical research

Executive coaching (EC) outcome studies generally return positive findings. Effects include better work performance, greater self-efficacy and improved well-being. Most primary studies address only short-term effects of EC. Reliance on short-term outcome measures, however, neglects effects emergent after a latency period as well as long-term effects. The present study used the experience of 40 managers who received EC at different times in their careers, ranging from 2-15 years prior to data collection. Participants were told that the research concerned all aspects of their development as managers; the specific interest in EC was not divulged in order to minimise potential bias for or against coaching. Data were analysed using the methods of grounded theory, with the aim of generating theory to explain ‘what’s happening in the data’.

This systematic review explores the enduring, individual effects on managers following executive coaching, which is a widely used, expensive intervention. To date, short-term effects appear largely positive, although the medium and long-term individual effects are largely under-investigated. The data for the review comprise primary studies published in peer-reviewed journals reporting individual outcomes on managers from executive coaching where data were collected at least one month after the end of the coaching. Evidence of enduring outcomes from the 16 retained studies was integrated using narrative synthesis. Research insights from the studies were integrated using techniques of meta-synthesis. The synthesis of evidence suggests that effects in the cognitive, behavioural and affective domains persist in the months following the coaching and that some effects may emerge only after the intervention has ended. The insights from the retained studies suggest that enduring outcomes involve two key sub-processes occurring within the overall coaching process: ‘psychological resourcing’ and ‘leader identity development’. Overall, the systematic review highlights the paucity of research on how the effects of executive coaching unfold over time and the absence of a theoretical framework to guide research in this area. Specific knowledge gaps are identified and future research strategies are proposed.

Purpose Utilizing employee strengths contributes to humanizing organizations. However, the current concept of strengths has evolved from the domain of social work, advanced by personality and positive psychologists and adopted in management. The trait-like conceptualization of strengths conceptualized by psychologists is of lesser relevance to organizations as it discounts the significance of contextual factors for manifesting employee strengths. This study traces the evolution of strengths conceptualization, identifies gaps in its relevance to organizations, employs the concept relation method for developing a conceptualization of employee strengths at work and proposes a framework for management development that predicts improved employee engagement and performance. Design/methodology/approach The study utilizes the Cochrane method for carrying out a systematic conceptual review and shortlists 19 articles from an initial selection of 430 articles. Drawing insights from the 19 reviewed studies, the study deploys the concept relation method to conceptualize the concept of employees' strengths at work (ESAW) that has a higher relevance for management and organizational behavior. Thereafter, utilizing ESAW, the study proposes a conceptual framework that has huge implications for improving employee engagement and performance by carrying out effective management development. The conceptual framework additionally serves as a springboard for future empirical research. Findings The conceptualization of human strengths in extant literature favors a trait-based conceptualization advanced by personality psychologists. Concepts borrowed from other domains have lesser relevance than those indigenously developed in the field of management. Incorporating the recent empirical evidence highlighting the importance of factoring in key contextual attributes for the strengths to manifest at work, this study develops a new higher-order construct of ESAW that factors in personal as well

This systematic review explores the enduring, individual effects on managers following executive coaching, which is a widely used, expensive intervention. To date, short-term effects appear largely positive, although the medium and long-term individual effects are largely under-investigated. The data for the review comprise primary studies published in peer-reviewed journals reporting individual outcomes on managers from executive coaching where data were collected at least one month after the end of the coaching. Evidence of enduring outcomes from the 16 retained studies was integrated using narrative synthesis. Research insights from the studies were integrated using techniques of meta-synthesis. The synthesis of evidence suggests that effects in the cognitive, behavioural and affective domains persist in the months following the coaching and that some effects may emerge only after the intervention has ended. The insights from the retained studies suggest that enduring outcomes involve two key sub-processes occurring within the overall coaching process: ‘psychological resourcing’ and ‘leader identity development’. Overall, the systematic review highlights the paucity of research on how the effects of executive coaching unfold over time and the absence of a theoretical framework to guide research in this area. Specific knowledge gaps are identified and future research strategies are proposed.

Unhealthy eating habits and physical inactivity have been associated with overweight and obesity (Yoshioka et al., 2005; Chourdakis et al., 2010; Parkes, 2002; Froom et al., 1996) and identified as risk factors for illnesses, accidents, occupational injuries and disorders, including among offshore oilfield workers (Parkes, 1998; Gibson Smith et al., 2018a; Kong et al., 2012; Chau et al., 2004; Froom et al., 1996). The above evidence raises concern for the offshore oilfield population (Gibson Smith et al., 2018a) among whom unhealthy eating, physical inactivity, overweight and obesity have been found (Oshaug et al., 1992; Light and Gibson, 1986; Gibson Smith, et al., 2015; Gibson Smith, 2016; Gibson Smith, 2018b; Chen, Wong, and Yu, 2008; Mearns, Hope, and Reader, 2006), and highlights the need for a strong evidence base on eating and physical activity behaviours among that population, with a view to understanding them better and proffering more effective behaviour change interventions. This research study aimed to explore Nigerian offshore oilfield workers’ eating habits and physical activity, the work-related and socio-cultural factors that underpin the behaviours and, the workers’ perception of the concepts of healthy eating and physical activity. It utilised a qualitative research design and the sample consisted of twenty-two Nigerian offshore oilfield workers recruited through snowball sampling. Data were collected through semi-structured interviews conducted face-to-face or through Skype and thematically analysed. Data collection and analysis was conducted between August 2017 and April 2019. The research work drew on the social determinants of health model (Dahlgren and Whitehead, 1991) as a theoretical framework and was underpinned by the social constructionist philosophical perspective. The findings reveal a high consumption of carbohydrates, red meat, fatty and sugary foods, overeating and a general pattern of low participation in physical activity among the

Purpose Utilizing employee strengths contributes to humanizing organizations. However, the current concept of strengths has evolved from the domain of social work, advanced by personality and positive psychologists and adopted in management. The trait-like conceptualization of strengths conceptualized by psychologists is of lesser relevance to organizations as it discounts the significance of contextual factors for manifesting employee strengths. This study traces the evolution of strengths conceptualization, identifies gaps in its relevance to organizations, employs the concept relation method for developing a conceptualization of employee strengths at work and proposes a framework for management development that predicts improved employee engagement and performance. Design/methodology/approach The study utilizes the Cochrane method for carrying out a systematic conceptual review and shortlists 19 articles from an initial selection of 430 articles. Drawing insights from the 19 reviewed studies, the study deploys the concept relation method to conceptualize the concept of employees' strengths at work (ESAW) that has a higher relevance for management and organizational behavior. Thereafter, utilizing ESAW, the study proposes a conceptual framework that has huge implications for improving employee engagement and performance by carrying out effective management development. The conceptual framework additionally serves as a springboard for future empirical research. Findings The conceptualization of human strengths in extant literature favors a trait-based conceptualization advanced by personality psychologists. Concepts borrowed from other domains have lesser relevance than those indigenously developed in the field of management. Incorporating the recent empirical evidence highlighting the importance of factoring in key contextual attributes for the strengths to manifest at work, this study develops a new higher-order construct of ESAW that factors in personal as well

Local government in England has a role in leading health improvement which includes making progress towards health in all policies. International research has focused on identifying the strategies and tactics being taken by local government as part of a health in all policies approach. However, there is little research evidence behind these actions and recent literature critiques the assumptions underpinning the dominant approach. This thesis is positioned within the scholarly field of health political science which seeks to draw on different branches of political science to understand the determinants of health and public policy. It argues that developing policy practice could be a possible area of action for those seeking to achieve local level health in all policies. Therefore, it set out to understand the practice enacted by those who are professionally engaged in local level policy as a form of employment, the influences on that practice and how it does, or could, develop. The research presented has an action research orientation with three concurrent, interrelated streams of action that focus on understanding professional practice and its development, engaging with archival data and conducting fieldwork. In doing so, it contributes to health political science by drawing attention to the value of the previously neglected field of policy work studies. It also provides methodological insights for those studying professional practice, developing researcher-practitioner partnerships and engaging with non-health literature in this interdisciplinary field. The study finds that policy practice is constituted of a number of sub-practices (research, collaboration, public participation, public affairs and development) and two diffuse practices (documenting and interacting). Dynamic distal and proximal conditions, as well as the background of the individual practitioner, influence which sub-practices dominate and how they are enacted, at both a point in time and over time

Background Nurses in inpatient palliative care are frequently exposed to death and dying in addition to common stressors found in other nursing practice. Resilience may mitigate against stress but remains ill-defined and under-researched in the specialist palliative care setting. Objective The aim of this systematic review was to understand resilience from the perspectives of inpatient palliative care nurses. Design A thematic synthesis of qualitative studies was conducted according to the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. Data sources Academic Search Ultimate, Cumulative Index to Nursing and Allied Health Literature, Medline Complete, PsycINFO and Scopus. Review methods The review stages were searching for relevant literature, selecting relevant papers, data extraction, critical appraisal and thematic synthesis. Results Eight studies revealed 10 subthemes, 3 descriptive themes and 1 analytical theme: resilience occurs when nurses incorporate stressful aspects of their personal or professional lives into a coherent narrative that enhances their ability to cope with the demands of their role. Conclusion Palliative care nursing is more stressful if patients or situations remind nurses of personal experiences. Nurses cope better with adequate support; however, coping does not necessarily imply increased resilience. Resilience occurs when nurses cognitively process their experiences, articulate their thoughts and feelings into a coherent narrative, and construct a sense of meaning or purpose. Future research could explore how nurses understand resilience and how it could be enhanced in the palliative care inpatient setting. With resilience, nurses may remain in the profession longer and improve the quality of care when they do.

Interventions are the critical mechanism through which research can be translated into practice for the improvement of employee health and well-being. The Job DemandsResources (JD-R) Theory has emerged as a popular theory of occupational stress, with inherent flexibility, organization and structure for detecting and understanding both positive and negative antecedents of employee well-being and strain. Wildland fires are an increasing concern to both public safety and critical to their effective management is the safe work of highly trained wildland firefighters (WFFs) who routinely face extreme physical and psychological demands. The present research leverages the JD-R Theory and employs the RE-AIM Framework to implement and evaluate two resource-building intervention programs through an iterative participatory approach across a wildland fire season. Two hundred and thirty WFFs were randomly assigned by their work location to one of four experimental conditions: 1- control group; 2- fitness training intervention; 3-psychosocial education intervention; and 4- both interventions. Pre- and post-season assessments of job demands and resources, personal resources including physical fitness and psychological capital, work engagement and job stress allowed for a comprehensive documentation of WFFs baseline measurements, change over a fire season, and evaluation of intervention effectiveness. Results affirm WFFs’ high levels of job and personal resources and work engagement at the outset of a wildland fire season. The psychosocial education intervention was effective at buffering the impact of a wildland fire season on appraisals of psychosocial risk associated with job demands and resources, while the fitness training intervention demonstrated limited success at mitigating psychosocial factors. The combined intervention group reported significantly lower incidence rate of injury. Aspects of intervention reach, adoption, implementation and maintenance provide additional co

Background: The palliative care nursing workforce is depleted and faces increased demands due to an ageing population likely to be living longer with life-limiting conditions. Resilience is often suggested as necessary to enable nurses to tolerate rising levels of stress yet is often poorly defined and understood. Assumptions that resilience is the responsibility of individual nurses are challenged. Aim: To explore resilience from the perspective of hospice nurses; understand what individual, interpersonal and organisational factors influence resilience; develop strategies for enhancing resilience in hospice inpatient palliative care nursing; and to review and evaluate such strategies. Methods: Participatory Action Research (PAR) was used to identify the nature of adversity in inpatient palliative care nursing and develop strategies, designed by nurses themselves, to enhance resilience. Phase one involved semi-structured interviews with 7 registered nurses and phase two included twelve, monthly meetings of a Collaborative Inquiry Group, who engaged in a process of planning, acting and reflecting on the key issues identified in phase one. Findings: Resilience in inpatient palliative care nursing is preceded by the following adversities: being affected by certain patients, feeling kept in the dark, and when teamwork is sub-optimal. Resilience occurs when nurses make meaning from adverse experiences in ways that prepare them for future occurrences. Meaning making involves certain mindsets, team support and cohesion, and the ability to develop a coherent narrative about experiences. It is possible for nurses to innovate, generate and implement strategies to enhance resilience without relying on typically used interventions such as mindfulness, relaxation, CBT or other techniques that lay responsibility to tolerate inordinate stressors on the individual nurse. Conclusion: There are particular adversities encountered by the inpatient palliative care nursing workforce that

Thriving at work is a concept that has been influenced by a range of perspectives, including the thriving as a response to trauma and concepts of wellbeing, flourishing and happiness. The most influential theory of thriving at work in the extant literature as a combination of learning and vitality has informed a series of studies leading to a conceptual framework of antecedents, behaviours and outcomes. This thesis contends that thriving at work may differ across roles and explored the experience of thriving at work for managers in one public and one private sector organisation in the UK in order to understand their perceptions of cultural and individual factors that influence this experience. An integrated literature review identified the theoretical foundations of this debate, as well as critical questions to be addressed in this study, and informed the choice of a qualitative inquiry and a social constructivist paradigm. Semi-structured interviews incorporating the critical incident technique were carried out with 30 managers, and retrieved data was analysed using template analysis. This analysis identified three themes: trust as a foundation of thriving at work; making a difference as generating thriving at work; and the iterative, cumulative and emotive nature of thriving at work. The responses amplify the importance of immediate context, compared to broader cultural and demographic influences. Furthermore, the priority and weighting given to each factor varied significantly by individual, suggesting thriving at work is more personal than has been captured by current definitions and theories. A re-examination of the theoretical determinants of thriving at work suggests psychological safety and meaningful work could offer greater insight into the phenomenon for managers, and a new paradigm is proposed that reflects this theoretical position whilst placing greater emphasis on the individual nature of the concept.

Background Nurses in inpatient palliative care are frequently exposed to death and dying in addition to common stressors found in other nursing practice. Resilience may mitigate against stress but remains ill-defined and under-researched in the specialist palliative care setting. Objective The aim of this systematic review was to understand resilience from the perspectives of inpatient palliative care nurses. Design A thematic synthesis of qualitative studies was conducted according to the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. Data sources Academic Search Ultimate, Cumulative Index to Nursing and Allied Health Literature, Medline Complete, PsycINFO and Scopus. Review methods The review stages were searching for relevant literature, selecting relevant papers, data extraction, critical appraisal and thematic synthesis. Results Eight studies revealed 10 subthemes, 3 descriptive themes and 1 analytical theme: resilience occurs when nurses incorporate stressful aspects of their personal or professional lives into a coherent narrative that enhances their ability to cope with the demands of their role. Conclusion Palliative care nursing is more stressful if patients or situations remind nurses of personal experiences. Nurses cope better with adequate support; however, coping does not necessarily imply increased resilience. Resilience occurs when nurses cognitively process their experiences, articulate their thoughts and feelings into a coherent narrative, and construct a sense of meaning or purpose. Future research could explore how nurses understand resilience and how it could be enhanced in the palliative care inpatient setting. With resilience, nurses may remain in the profession longer and improve the quality of care when they do.

The paper aims, firstly, at presenting cross-cultural design-driven research responses that explore alternative ways of conceptualising the delivery of healthcare, through participatory speculative design. Secondly, it aims at offering a comparative study, which explores this approach in the theme of ageing in place, with different groups of senior citizens in the UK and Malaysia.In a series of codesign workshops, speculative design served as a safe and creative environment for participants in the UK and Malaysia to explore new ideas for health and well being. Our findings reveal that aside from the high interest in healthcare demonstrated by participants, the feasibly of adopting speculative design as a tool to engage with vulnerable groups (in non-Western contexts) is supported. Moreover,evidence of how such an approach encourages involvement, gives voice and expanses imagination, could be adopted by policy-makers and governments to enhance engagement with hard to reach groups such as senior citizens.

This study provides a critical reflection on the introduction and implementation of a homeworking policy in a United Kingdom Government Department from the perspective of managers and employees. Prior to the introduction of the policy, homeworking had been available on an individually negotiated basis for a minority of individuals. The policy set out the expectation that all employees would work 1-2 days per week from home, the aim being to achieve a change in working methods and a reduction in office space. Within the literature there is a significant amount of research which looks at homeworking when it is available as a perk to certain employees, there is very little research from organisations where it is an expectation applicable to all. The research adopts a phenomenological philosophy and an inductive approach. The research strategy was an exploratory case study using focus groups initially to provide insight into overarching themes and refine and validate questions for subsequent interviews. Employees were segmented into three groups, homeworkers, non-homeworkers and managers for both the focus groups and the interviews. Coding was carried manually to identify themes. The research found despite the clear expectation of homeworking set out in the policy the desired outcome was not achieved. Despite extensive communication about the change employees were confused and interpreted the messages differently. Managers were content to be relieved of the decision making around homeworking requests. Not all employees welcomed the prospect of homeworking and the findings support other research in identifying barriers to homeworking, for example suitability of property and family life. Trust between employees was an issue, with concerns raised about some homeworkers not having enough suitable work to do from home. Finally, the findings show all groups expressed concern about the adverse impact on career progression.

The paper aims, firstly, at presenting cross-cultural design-driven research responses that explore alternative ways of conceptualising the delivery of healthcare, through participatory speculative design. Secondly, it aims at offering a comparative study, which explores this approach in the theme of ageing in place, with different groups of senior citizens in the UK and Malaysia.In a series of codesign workshops, speculative design served as a safe and creative environment for participants in the UK and Malaysia to explore new ideas for health and well being. Our findings reveal that aside from the high interest in healthcare demonstrated by participants, the feasibly of adopting speculative design as a tool to engage with vulnerable groups (in non-Western contexts) is supported. Moreover,evidence of how such an approach encourages involvement, gives voice and expanses imagination, could be adopted by policy-makers and governments to enhance engagement with hard to reach groups such as senior citizens.

This is a protocol for a Cochrane Review (Intervention). The objectives are as follows: To evaluate the effectiveness of organisational level interventions aimed at reducing stress in healthcare workers compared to no intervention or alternative interventions.

Purpose – The purpose of this paper is to identify the impact of organizational stressors on organizational citizenship behaviour (OCB) and how perceived organizational support (POS) will moderate in the relationship between stressors and citizenship behavior. Design/methodology/approach – The sample for this research involves operators from call center organizations located around the national capital of India. A questionnaire survey was carried out involving 402 operator level employees from five different organizations. Findings – The results highlight a significant negative relationship between organizational stressors and OCB, a significant positive relationship between POS and OCB, and confirmation that POS moderates in the relationship between organizational stressors and OCB. Research limitations/implications – This research has been carried out in an emerging economy and in a sector which is seen as an attractive area of work. However, as this study is limited to the BPO sector in India, these results may not be generalized to other areas such as the public and manufacturing sectors and in other national contexts. Future research in this area should also consider using different data collection approaches to maximize participation and enrich findings. Practical implications – The analysis suggests that change management initiatives in organizations may not be implemented as effectively as they can under high stressor conditions because employee extra‐role work behavior and commitment may not be at full capacity. Originality/value – There is limited research examining the relationship between organizational stressors and OCB in the presence of POS, especially within high demand environments such as the Indian BPO sector.