SUBJECT : RESEARCH METHODOLOGY

Title of the assignment :

Social media and mental health among university students in Malaysia with references and without plagiarsm

sample of the assignment down below :

i need a hypothesis point (Rumor Spreading) of Literature Review including hypothesis development of Social media and mental health among university students in Malaysia with the references same like the sample i given without plagiarsm and 5 queistionnaire agree or disagree about the hypothesis of (Rumor Spreading).

2.1 Introduction In this chapter, a detailed literature review on work stress is given, along with studies on specific factors that contribute to stress, namely, job demand, ability discretion, decision-making authority, style of management, role conflict and role uncerlainty. To enhance a better understanding of why social workers, appear to have a certain level of stress, this chapter is essential. Through understanding these factors, the barriers (stress) can be curb from spreading further among social workers in JKMM. This may lead to discover appropriate solutions to reduce stress at the workplace. 2.2 Job Stress Stress applies to the physiological or emotional reaction to internal or extermal stressors. (American Psychological Association, 2020), In the meantime, stressor may be defined as any "demand made by the internal or external environment that disturbs the balance of a person and requires restoration" (Oginyi, Mbam, Nwoba, \& Nwankwo, 2018). Job stressors, on the other hand, refer to any workplace trait that poses a danger to the employee as they negatively impact organizational performance by reducing productivity and efficiency. (Shikieri \& Musa, 2012). In 2,768 scientific papers published during the 1990 s, apart from the keywords "occupational stress," work stress and job stress are also used.(Khatibi, Asadi \& Hamidi, 2009). Therefore, the definition of occupational stress, job stress and work stress may be used interchangeablyz According to Vijayan (2017), job stress is an effect or reaction to certain external factors that arises due to many variables, such as overwork and heavy workload. Job stress could be both positive and counter-productive, depending on the understanding of friction between the two forces. Approximately one-third of employees experience high stress levels, with one-quarter of them seeing their careers as the number one stressor in their lives, while three-quarters agree that staff have more stress on the job than a generation ago (Sukumar \& Kanagarathinam, 2015). It is also necessary to consider stress in the workplace as job stressors have a significant effect on the mental and psychological health of people (Rana \& Munir, 2011). Job stress can also be defined as the "harmful physical and emotional responses that occur when the job requirements do not correspond to the worker's abilities, resources, or needs" (National Institute for Occupational Safety and Health, 1999), Job work is somewhat fragmented and has progressed across biophysical, psychological, sociopsychological and sociological approaches. (Macduff, 2007). Job stress can lead to poor health and even injury, which is worse. (Jick \& Payne, 1980). Numerous research papers have shown that job stress affects the psychological well-being of social workers at difference countries (Dobreva-Martinova, 2002; Jalagat, 2017) and even lead to family issues such as divorce among of some of them (Armstrong, Atkin-Plunk, \& Wells, 2015). Researchers have found out that stress is one of the main factor of intention to leave the organisation and hence lead to high turnover in the organisation (Mor Barak et al., 2001). Other than that, stress is often related to the conduct of detrimental jobs, such as negligence (Spector et al., 2006). On the other hand, psychological well-being has been found to be related to the high retention rate of social workers within the organisation, and also employees' loyalty towards the organization (Koesky, 1995). There are high levels of error-prone jobs, depression, anxiety, heavy smoking and slecplessness among stressed workers (Sukumar \& Kanagarathinam, 2015). Job stress has thus become one of humanity's most prevalent 'occupational diseases' of the century, as it has affected individuals physically and mentally, especially during economic crises or downturns (Murali, Basit, \& Hassan, 2017). For example, this effect can be seen by a rise in suicide cases of people under 65 years of age by 0.79 percent for every 1 percent increase in unemployment and around 4.45 percent in deaths due to alcohol abuse among 15 disadvantaged groups such as under- or low-skilled employees, migrants and contractual workers (ILO, 2016). Diseases associated with job stress have increased dramatically across developed countries, especially diseases related to cardiovascular system such as stroke and heart attack (kerstedt et al., 2004). This led to the loss of productivity by both absenteeism and presentism (Fonarow \& Gawlinski, 2000; Sukumar \& Kanagarathinam, 2015). Therefore, stress reduction programs are increasingly important to promote employee wellbeing, especially given demographic trends towards older employees following increasing life expectancy of human-being (Silverstein, 2008). In order to assess workplace stress and assess the efficacy of stress reduction programs, accurate, valid, realtime interventions are needed (Metzenthin et al., 2009). In 2004, for the period from 2005 to 2010 , the Danish Government committed itself to a new prioritization of the work climate, with the Psychosocial Working Environment (PWE) being one of four focus areas. In April 2007, in order to enforce the goals, the Working Environment Authority (WEA) introduced a new plan. In order to increase the emphasis on PWE, among others, an organizational shift took place. The production and implementation of a guidance method aimed at assessing six risk factors in the PWE to help inspectors evaluate the PWE was part of the strategy: Quantitative demands (workload, speed of work); emotional demands (customer/customer/citizens contact); risk of violence and threats; traumatic experiences; night shift work; and sexual assault and bullying (Rasmussen, Hansen \& Nielsen, 2011)