![]() Prolonged periods of job stress, however, lead to stress arousal, burnout, and other undesirable consequences. Some can cope and maintain a positive attitude through hard times. Job stressors affect individual employees differently. ![]() Role ambiguity can also be caused by changing tax laws, the complexity of COVID-19 relief programs, and emerging technologies. 223–233, 2008) shows that auditors are particularly prone to role ambiguity arising from shortages of experienced staff, internal control auditing procedures required by the Sarbanes-Oxley Act (SOX), and regulations related to highly publicized accounting scandals (e.g., Dodd-Frank). Research by Ronald Jelinek and Kate Jelinek (“Auditors Gone Wild: The Other Problem in Public Accounting,” Business Horizons, vol. For most employees, role ambiguity usually comes from management’s failure to provide sufficiently detailed training or instruction. ![]() Role ambiguity creates job stress when employees try to meet unclear or conflicting goals.When faced with a quality versus time conflict, employees are often forced into an extremely stressful no-win situation where they feel forced to engage in procedural shortcuts that subvert their primary responsibility. This pressure can directly conflict with the requirement to produce high-quality work. Prior research has shown that as audit staff members become overloaded with extra work, projects run over time and the pressure to finish work increases. This is similar to role overload because it also occurs mainly during periods of staff shortages and seasonal workload compression. Role conflict arises when employees are given incompatible (or contradictory) instructions.Both of these situations are expected to become more frequent and intense as the world faces challenges presented by the digital age, natural disasters related to global climate change, and economic disruptions such as the worldwide COVID-19 pandemic. Among CPAs, role overload is common during periods of staff shortages and seasonal workload compression. Role overload creates job stress when employees cannot complete their assigned work within the allotted time.Readers interested in the theoretical foundations of this research are encouraged to review these articles for more information. The study’s results were published in two separate papers referenced at the end of this article. Results showed that individual-level resilience was associated with higher levels of employee job satisfaction, lower levels of turnover intention, and improved audit quality practices. This article presents the results of a comprehensive study of stress and resilience among auditors working at regional, national, and international CPA firms. This is important because organizations with resilient employees have been shown to have higher levels of innovation, more team creativity, and better performance. ![]() Rosen Kellerman, “Resilience in an Age of Uncertainty,” BetterUp Labs, 2020, ). Their research also suggests that resilient employees experience less burnout and have lower levels of turnover than their less resilient co-workers (A. They found that active engagement in techniques such as conscious mindfulness, intentional optimism, goal setting, and time management can be beneficial in boosting employees’ resilience levels. BetterUp Labs, a leading organization in the field of occupational health, reported that during the peak of the 2019 COVID pandemic, resilient individuals were 31% more productive and 35% more content than their less resilient colleagues. ![]()
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