CASE STUDY 9

EMOTION AND STRESS EFFECTING MENTAL HEALTH

WORKERS IN CONSTRUCTION INDUSTRY

GROUP 10

STUDENT NAME ID STUDENT

SITI AISYAH BADLELLAH B22040026
THENMATHI SUBRAMANIAM B22040030

BBA 2174 – ORGANIZATIONAL BEHAVIOUR

BACHELOR OF BUSINESS ADMINSTRATION (BBA)

GROUP 10
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TABLE OF CONTENT

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 PAGE

1.0 INTRODUCTION..........................................................................3
2.0 DEFINITION OF STRESS...........................................................3
3.0 DEFINITION OF EMOTIONAL.................................................3
4.0 CAUSES OF STRESS EFFECTED MENTAL WORKER....3-4
5.0 IMPORTANCE OF UNDERSTANDING EMOTION AND
STRESS OF CONTRUCTION WORKERS..................................5-6
6.0 CONSEQUENCES STRESS AND EMOTION OF MENTAL
CONTRUCTION WORKERS........................................................6-7
7.0 EXAMPLE OF CASE STUDIES.................................................8
8.0 MANAGING EMOTION AND STRESS OF CONTRUCTION
WORKERS.....................................................................................9-10
9.0 EFFECT OF EMOTION AND STRESS TO CONTRUCTION
WORKER...........................................................................................11
10.0 ORGANIZATONAL STRATEGIES FOR MANAGING
EMOTION AND STRESS OF CONCTRUCTION
WORKERS....................................................................................11-13
11.0 BENEFITS OF REDUCING EMOTION AND STRESS IN
ORGANIZATIONS.......................................................................13-14
12.0 CONCLUSION............................................................................15

1.0 INTRODUCTION
There is a pressing challenge in the construction industry as stress and emotions adversely affect
workers' mental health. To protect their workforce, employers must prioritize addressing these

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issues, with factors like job insecurity and poor organizational management contributing to a
heightened burnout risk, amplified by irregular working hours and unsafe working conditions. In
AIA Vitality Malaysia's Healthiest Workplace survey, 51% of employees reported work-related
stress and 53% reported not getting enough sleep. Employees at Company ABC avoid discussing
mental health concerns for fear of humiliation, posing a threat to their well-being and the
organization.

2.0 DEFINITION OF STRESS

Stress can be defined as a state of worry or mental tension caused by a difficult situation. Stress
is a natural human response that prompts us to address challenges and threats in our lives.

3.0 DEFINITION OF EMOTIONAL

Emotion is a feeling or state of mind that arises in response to situations, experiences, or
thoughts, influencing one's thoughts and behavior.

4.0 CAUSES OF STRESS EFFECTED MENTAL CONTRUCTION

WORKER AT COMPANY ABC
WORK RELATED STRESSORS
 Irregular Working Hours: Construction workers at Company ABC are required
to work long hours to stay competitive, leading to increased stress, fatigue, and
mental absenteeism.
 Dangerous Conditions: The nature of construction work involves working with
heavy machinery, electricity, and at heights, increasing the risk of accidents and
causing anxiety and stress.
 Job Instability: The additional stress of job instability due to economic factors,
compounded by the COVID-19 pandemic, contributes to mental health issues
among workers.

PERSONAL CHARACTERISTICS
 Disagreeable Work Environment: Workers experience a lack of involvement in
decision-making, leading to decreased self-worth and heightened stress levels.
 Lack of Control: Employees feel a lack of control over their work, contributing
to anxiety, depression, and exhaustion.

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RELATIONSHIP-RELATED FACTORS
 Poor Interpersonal Relationships: The absence of support from colleagues
during stressful times exacerbates stress levels within the organization.

ORGANIZATIONAL POLICY AND POSITION

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  Role Ambiguity: Managers and supervisors face role ambiguity and conflicting
duties, causing worry and frustration. Clear communication and role delineation
are essential for reducing stress.

SITUATIONAL OR ENVIRONMENTAL FACTORS

 Inadequate Preparation and Training: Lack of preparation, training, and
resources for challenging aspects of the job contribute to stress and negatively
impact mental health.
 Low Pay and Employment Position: Issues like low pay, job stagnation, and
uncertain employment positions contribute to stress and emotional effects on
workers.

MANAGEMENT INITIATIVES
 Lack of Supportive Work Environment: Management needs to act to foster a
supportive work environment and reduce the stigma associated with mental health
by normalizing dialogue and providing necessary tools and resources.
 Unclear Roles: Clear communication about roles and responsibilities is essential
to prevent conflicting roles and alleviate the stress faced by managers.

FINANCIAL IMPLICATIONS
 High Cost of Mental Health Issues: The company acknowledges the financial
implications of untreated mental health conditions, estimating costs that could
reach a significant percentage of the national GDP.

INTERVENTION STRATEGIES
 Employee Assistance Programs (EAPs): Implementing EAPs can address
mental health problems, ensuring confidentiality through health insurance brokers
and providing necessary support.

EDUCATION AND AWARENESS

 Mental Health Awareness Programs: The company emphasizes the need for
ongoing education programs and campaigns to raise awareness about mental
health issues among workers.
 Global Economic Downturn: Anticipating the global economic downturn in
2023, the management acknowledges the need for a new strategy to address
mental health challenges. 4
5.0 IMPORTANCE OF UNDERSTANDING EMOTION AND
STRESS OF CONTRUCTION WORKERS

WORKER WELL BEING

 Recognizing and addressing the emotional and stress-related issues of construction
workers is crucial for prioritizing their well-being. A focus on mental health is essential
for creating a healthy and productive work environment.

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RISK MITIGATION
 Understanding stressors and emotions in the construction industry helps identify potential
risks to workers' psychological and physical health. This knowledge allows for proactive
measures to mitigate these risks, reducing the likelihood of accidents and injuries.

PRODUCTIVITY AND QUALITY OF WORK

 High stress levels and emotional struggles can negatively impact the quality of work and
productivity. By addressing these issues, employers can enhance the overall performance
of the construction workers, leading to better project outcomes.

EMPLOYEE RETENTION
 Acknowledging and addressing stress and emotional challenges demonstrates an
employer's commitment to the well-being of their workforce. This can contribute to
increased job satisfaction and employee retention, reducing turnover rates.

SAFETY
 Stress and emotional distress can compromise workers' ability to focus and make sound
decisions, increasing the risk of accidents on construction sites. Understanding these
factors allows for safety measures to prevent injuries and ensure a secure working
environment.

COMPANY REPUTATION
 A company that actively addresses the emotional and stress-related challenges faced by
its workers portrays itself as socially responsible. This positive reputation can attract
skilled workers, clients, and business partners, contributing to the company's long-term
success.
LEGAL COMPLIANCE
 Employers have a legal and ethical responsibility to provide a safe and healthy work
environment. Understanding and addressing the emotional well-being of workers ensures
compliance with labor laws and regulations, reducing the risk of legal issues.

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FINANCIAL IMPLICATIONS
 Mental health issues can have significant financial implications, including increased
absenteeism, decreased productivity, and potential legal costs. By understanding and
addressing these issues, companies can mitigate financial losses and promote long-term
financial sustainability.

EMPLOYEE ENGAGEMENT
 An emotionally and mentally healthy workforce is more likely to be engaged and
committed to their work. Understanding and addressing stress and emotion fosters a
positive work culture, enhancing employee engagement and motivation.

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SOCIAL RESPONSIBILITY
 Acknowledging and addressing mental health issues aligns with the concept of social
responsibility. Companies that prioritize the well-being of their workers contribute to
creating a more compassionate and supportive society.

6.0 CONSEQUENCES STRESS AND EMOTION OF MENTAL

CONTRUCTION WORKERS

INCREASED BURNOUT
- Prolonged exposure to stress and emotion in the construction industry can lead to
increased burnout among workers. The demanding nature of the job, combined with
irregular hours and job instability, contributes to mental exhaustion and decreased job
satisfaction.

ACCIDENTS AND INJURIES

- Elevated stress levels and emotional distress impair workers' focus and decision-making
abilities, increasing the risk of accidents and injuries on construction sites. This poses a
significant threat to both individual workers and the overall safety of the workplace.

FINANCIAL IMPACT ON WORKERS

- The mental health issues faced by construction workers can result in financial
consequences, such as increased absenteeism, reduced productivity, and potential job
loss. Loss of income due to job instability and the economic downturn further exacerbates
financial stress.

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IMPACT ON OVERALL HEALTH
- Prolonged exposure to stress can lead to various health problems, both mental and
physical. Construction workers facing high levels of stress and emotion may experience
anxiety, depression, fatigue, and other health issues that impact their overall well-being.

POOR JOB PERFORMANCE

- Stress and emotional distress negatively affect job performance, leading to poor work
quality and decreased productivity. This can have cascading effects on project timelines,
client satisfaction, and the reputation of the construction company.

INCREASED TURNOVER RATES

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 - Workers facing chronic stress and emotional challenges may opt to leave their jobs,
resulting in increased turnover rates. High turnover disrupts project continuity and incurs
additional costs for hiring and training new personnel.

STRAINED INTERPERSONAL RELATIONSHIPS

- The stress and emotion experienced by workers contribute to strained interpersonal
relationships within the organization. Poor communication, lack of support, and
decreased morale can create a challenging work environment.

DECREASED EMPLOYEE ENGAGEMENT

- Construction workers grappling with mental health issues may disengage from their
work, leading to decreased motivation and commitment. This affects the overall
dynamics of the workforce and hampers the company's ability to achieve its goals.

NEGATIVE IMPACT ON SAFETY CULTURE

- Stress and emotional challenges can compromise the safety culture within the
construction industry. Workers may become less vigilant, increasing the likelihood of
accidents, injuries, and non-compliance with safety protocols.

REPUTATION DAMAGE
- Persistent mental health issues among construction workers can lead to a negative
perception of the company, both internally and externally. This reputation damage can
affect the ability to attract skilled workers, secure projects, and maintain client trust.

INCREASED HEALTHCARE COSTS

- Mental health issues may lead to increased healthcare costs for both the workers and the
employer. The need for medical interventions, counseling, and therapy can contribute to
additional financial burdens.

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7.0 EXAMPLE OF CASE STUDIES
SUCCESSFUL IMPLEMENTATION OF EMPLOYEE ASSISTANCE PROGRAMS
(EAPs)
- In response to the mental health challenges identified in Company ABC, a similar
construction firm successfully introduced EAPs. The program, facilitated through a
health insurance broker, ensured workers had access to confidential mental health
support. This initiative resulted in improved well-being, reduced absenteeism, and
increased job satisfaction.

ROLE CLARITY AND TRAINING TRANSFORMATION

- Another construction company, inspired by the challenges faced by Company ABC,
revamped its training program. By providing explicit roles, responsibilities, and

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 comprehensive training for new hires, the organization observed enhanced job
performance, reduced stress levels, and a decline in on-site accidents.

CULTURAL SHIFT TOWARS MENTAL HEALTH AWARENESS

- A construction industry leader took a proactive approach similar to Company ABC.
Through awareness campaigns, open dialogue, and resource provision, the company
initiated a cultural shift. Employees became more comfortable discussing mental health
concerns, contributing to reduced stigma and an overall improvement in well-being.

CONSULTANT-DRIVEN ORGANIZATIONAL TRANSFORMATION

- A construction firm facing organizational challenges, akin to those uncovered in the
investigation, sought external consultants. These consultants developed a comprehensive
transformation plan addressing management flaws and boosting employee engagement.
The result was a positive work culture, decreased stress, and increased job satisfaction.

INTEGRATED MENTAL HEALTH AND SAFETY INITIATIVES

- Inspired by Company ABC's focus on both mental health and safety, another construction
company integrated mental health initiatives with existing safety protocols. Promoting
mindfulness on construction sites led to increased focus on tasks, positively impacting
both safety and mental well-being. Emphasizing mental health in safety meetings further
contributed to the positive shift in workplace culture.

FINANCIAL AND PRODUCTIVITY GAINS THROUGH MENTAL SUPPORT

- Recognizing the financial implications of mental health issues, a construction company
invested in mental health support programs. The implementation resulted in increased
productivity, reduced absenteeism, and improved job performance. The company
advocated for similar initiatives nationally to benefit the industry.

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8.0 MANAGING EMOTION AND STRESS OF CONTRUCTION
WORKERS
COMPREHENSIVE MENTAL HEALTH PLAN
- Company ABC has acknowledged the importance of addressing stress and emotions
among its workforce. The management has devised a comprehensive plan and strategy to
tackle deteriorating mental health, considering the unique challenges faced by
construction workers.

IDENTIFICATION OF STRESSORS
- Management has identified key stressors affecting workers, including irregular working
hours, dangerous conditions, job instability, and the additional stress of the COVID-19
pandemic. Understanding these stressors is crucial for developing targeted interventions.

WORKPLACE SURVEY INSIGHTS

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 - The company utilized insights from the AIA Vitality Malaysia’s Healthiest Workplace
survey, which highlighted that overwork and sleep deprivation contribute to work-related
stress. This data-driven approach aids in tailoring interventions to specific issues faced by
Company ABC's workforce.

PROMOTING OPEN DIALOGUE

- Recognizing the reluctance of workers to express their feelings, the management is
actively promoting open dialogue. Creating an environment where employees feel
comfortable discussing their mental health concerns helps in early identification and
intervention.

ADDRESSING ORGANIZATIONAL ISSUES

- Management has identified organizational issues such as poor interpersonal relationships,
role ambiguity, and insufficient training. To mitigate these issues, the company is taking
steps to improve relationships, provide role clarity, and enhance training programs.

TRAINING PROGRAMS AND ROLE CITY

- The company has initiated training programs for new employees, ensuring that they are
adequately briefed and prepared before starting work on-site. Clear roles and
responsibilities are being defined to prevent conflicts and provide a sense of control to
workers.

CONSULTANT-DRIVEN TRAINING PROGRAM

- Recognizing the need for a comprehensive training program, the company is considering
hiring external consultants. These consultants would develop a specialized training
program to equip workers with the necessary skills and knowledge, addressing challenges
identified in the investigation . 9

EMPLOYEE ASSISTANCE PROGRAMS

- To address mental health problems, the company is considering implementing EAPs.
This includes a scheme facilitated through a health insurance broker, emphasizing
confidentiality in calls and treatment. EAPs provide a structured approach to supporting
employees' mental health.

PROMOTING MINDFULNESS AND EMPATHY

- Workers are encouraged to adopt mindfulness practices on construction sites, focusing on
tasks rather than stressors. Additionally, fostering empathy within the organization helps
in understanding and supporting workers facing challenges.

ADVOCACY AND EDUCATION

- Company ABC is actively advocating for mental health awareness and education. The
management believes in continuing education programs, awareness campaigns, and
ongoing support to create a more supportive work environment.

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FINANCIAL CONSIDERATION
- The company recognizes the financial implications of untreated mental health conditions.
By investing in mental health support programs, Company ABC aims to improve
productivity, reduce absenteeism, and contribute to a positive workplace culture.

GLOBAL ECONOMIC DOWNTURN PREPAREDNESS

- Anticipating the challenges of a global economic downturn, the management emphasizes
the need for a new strategy. By adopting the World Health Organization's tagline, the
company is committed to prioritizing mental health care for all its workers.

COST-BENEFIT ANALYSIS
- Highlighting the potential cost of employee mental health issues, the management
emphasizes the financial advantages of implementing mental health policies and
programs. This includes changing the workplace stigma and making mental health
conditions more treatable.

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9.0 EFFECT OF EMOTION AND STRESS TO CONTRUCTION

WORKER

 Decreases Perfomance And Quality

 Reduces Motivation And Engagement
 Increases Health Issues And Absenteeism
 Adverse Impact On Work-Life Balance
 Increases Employee Retention
 Decerases Energy Levels
 Decline In Decision-Making Abilities
 Reduces Creativity And Innovation
 Poor Time Management
 Elevates Risk Of Burnout

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 10.0 ORGANIZATONAL STRATEGIES FOR MANAGING
EMOTION AND STRESS OF CONCTRUCTION WORKERS
Employee Assistance Programs (EAPs):
- Establish comprehensive EAPs to provide confidential counseling and support services
for workers experiencing mental health issues.
- Collaborate with health insurance providers to ensure easy access to mental health
resources and treatment.

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Training and Skill Development:
- Invest in training programs to equip workers with the necessary skills and knowledge,
reducing stress associated with job challenges.
- Hire consultants to develop customized training programs addressing the unique demands
of construction work, including safety protocols and stress management.

Clear Role Definition and Communication:

- Define clear roles and responsibilities for managers and employees to avoid role
ambiguity and conflicting duties.
- Foster open communication channels to address concerns and provide regular feedback,
promoting a positive work culture.

Supportive Work Environment:

- Cultivate a supportive work environment by encouraging open dialogue about mental
health.

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 - Normalize discussions around stress and emotion, reducing the stigma associated with
seeking help.

Addressing Interpersonal Relationships:

- Implement initiatives to improve interpersonal relationships among workers, fostering a
sense of community and support.
- Promote teamwork and collaboration to create a positive social environment on
construction sites.

Investment in Resources and Infrastructure:

- Allocate resources to improve working conditions, ensuring workers have the necessary
tools and equipment to perform their tasks safely.
- Address infrastructural deficiencies that contribute to stress, such as inadequate facilities
and poor working environments.

Empathy and Consultation Sessions:

- Conduct regular consultation sessions privately to understand the challenges faced by
workers on a personal level.
- Demonstrate empathy and active listening to build trust between management and
employees, creating a more compassionate workplace.

Promotion of Mindfulness Practices:

- Encourage mindfulness practices among workers to help them stay focused on tasks and
reduce stress.
- Provide training on mindfulness techniques to enhance mental well-being and
concentration.
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Educational Programs and Awareness Campaigns:
- Continue education programs and awareness campaigns to keep workers informed about
mental health issues and available resources.
- Use company newsletters and safety meetings to publicize data on the frequency of
mental health issues, reducing stigma.

Financial Investment in Mental Health:

- Allocate budgetary resources to mental health programs, recognizing the financial
advantages of investing in employee well-being.
- Advocate for increased funding for mental health in the national budget to address the
significant costs associated with untreated mental health conditions.

Adoption of WHO Guidelines:

- Adopt and implement World Health Organization (WHO) guidelines on mental health
care for all, making it a foundational principle of the company's approach to employee
well-being.

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 11.0 BENEFITS OF REDUCING EMOTION AND STRESS IN
ORGANIZATIONS
Enhanced Mental Health:
- Reduction of stress contributes to improved mental health among employees.
- Lower levels of anxiety and depression lead to a more positive work environment.

Increased Productivity:
- Reduced stress levels are associated with higher productivity.
- Employees can focus better on their tasks, leading to improved efficiency and output.

Decreased Absenteeism:
- Addressing emotional well-being and stress can lead to a decline in absenteeism.
- Healthy and satisfied employees are less likely to take unplanned leaves.

Improved Safety Performance:

- Lower stress levels contribute to increased focus and attention to safety protocols.
- A safer work environment leads to fewer accidents and injuries.

Enhanced Employee Morale:

- Employees experience improved morale when their mental health is prioritized.
- Positive morale fosters a sense of belonging and commitment to the organization.

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Reduced Turnover Rates:
- Companies that prioritize employee well-being are likely to experience lower turnover
rates.
- Satisfied and supported employees are more likely to stay with the organization.

Positive Organizational Culture:

- A focus on reducing stress contributes to a positive organizational culture.
- Open communication and support systems foster a healthy workplace culture.

Cost Savings:
- Reduced stress levels can lead to cost savings associated with fewer accidents and
healthcare expenses.
- Lower turnover rates save on recruitment and training costs.

Increased Job Satisfaction:

- Employees experience higher job satisfaction when their emotional well-being is
considered.
- Satisfied workers are more engaged and committed to their roles.

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Improved Interpersonal Relationships:
- Addressing stress can enhance interpersonal relationships among team members.
- Better collaboration and teamwork contribute to a harmonious work environment.

Enhanced Reputation:
- Organizations that prioritize employee well-being build a positive reputation.
- A good reputation attracts top talent and potential clients.

Adaptability to Challenges:
- Employees with lower stress levels are better equipped to handle challenges.
- Improved adaptability contributes to a more resilient workforce.

Compliance with Regulations:

- Organizations that prioritize mental health align with evolving workplace regulations.
- Compliance with regulations demonstrates ethical and responsible business practices.

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12.0 CONCLUSION
In conclusion, Company ABC has taken significant strides to address the critical issue of stress
and emotions affecting the mental health of its workers in the construction industry. Recognizing
the multifaceted nature of the problem, the company has implemented a comprehensive plan and
strategy to mitigate the detrimental impact on its workforce.
The investigation revealed several key stressors, including personal characteristics, relationship-
related factors, work nature and time, organizational policy and position, and situational or
environmental factors. The adverse effects of these stressors manifested in decreased self-worth,
lack of involvement in decision-making, and heightened levels of anxiety, depression, apathy,
and exhaustion among employees.
To tackle these challenges, Company ABC has introduced a range of organizational strategies.
These encompass comprehensive training programs to equip workers with necessary skills, clear
role definitions to minimize ambiguity, and initiatives to create a supportive work environment.
Addressing interpersonal relationships and providing avenues for employee support are pivotal
aspects of the company's approach.
The management's proactive stance in sending new employees for training, acknowledging the
role of senior workers, and hiring a consultant to develop a training program demonstrates a
commitment to improving the working conditions and skills of the workforce. Additionally, the

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implementation of Employee Assistance Programs (EAPs) through health insurance brokers
underscores the company's dedication to addressing mental health issues in a confidential and
supportive manner.
The financial implications of untreated mental health conditions highlighted the need for
intervention and the implementation of policies and programs. The staggering cost of mental
health issues, if left unaddressed, emphasizes the urgency and importance of the company's
commitment to mental health care for its employees.
Company ABC's decision to continue education programs, awareness campaigns, and
collaborative efforts in dealing with mental health issues signifies a long-term commitment. By
adopting the World Health Organization's tagline, "Mental health care for all: let’s make it a
reality," the company aligns itself with a global vision for prioritizing mental health.
In the face of the anticipated global economic downturn in 2023, the company's proactive stance
positions it well to navigate the challenges ahead. By fostering a workplace culture that
prioritizes mental health, Company ABC not only ensures the well-being of its employees but
also contributes to a more resilient and productive organization.
As the company moves forward, ongoing assessment, adjustment of strategies, and a
commitment to open communication will be essential to sustaining a supportive and mentally
healthy work environment for the construction workers at Company ABC.
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13.0 REFERENCE
INTRODUCTION
- https://www.aia.com.my/content/dam/my-wise/document/press-
releases/2019/en/Press-Release_Malaysias-Healthiest-Workplace-2019_Malaysian-
Workforce-Sleepless-and-Overworked_ENG_website.pdf
DEFINITION OF STRESS
- LECTURER SLIDE CHAPTER 3 , PAGE 33
DEFINITION OF EMOTION
- https://www.verywellmind.com/what-are-emotions-2795178
CAUSES OF STRESS EFFECTED MENTAL CONTRUCTION WORKER AT
COMPANY ABC
- https://abcsocal.org/mental-health-steps-for-construction-workers/
- https://www.constructiondive.com/news/survey-says-construction-workers-face-
stress-biggest-causes-recruiting-safety/634077/
- https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10372223/
IMPORTANCE OF UNDERSTANDING EMOTION AND STRESS OF CONTRUCTION
WORKERS

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 - https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9243482/
- https://utilitiesone.com/the-role-of-emotional-intelligence-in-construction-
communication
- https://www.linkedin.com/pulse/importance-navigating-stress-construction-jeremy-
porter-ydfgc
CONSEQUENCES STRESS AND EMOTION OF MENTAL CONTRUCTION
WORKERS
- https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10372223/
- https://www.ehstoday.com/construction/article/21171410/the-biggest-danger-in-
construction-work-is-poor-mental-health
EXAMPLE OF CASE STUDIES
- https://www.corporatewellnessmagazine.com/article/employee-assistance-programs-
evaluating-success-and-roi-in-your-workplace
- https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9099973/
- https://www.samhsa.gov/workplace/employer-resources/provide-support
MANAGING EMOTION AND STRESS OF CONTRUCTION WORKERS
- https://www.procore.com/library/managing-stress-construction
- https://www.zurichna.com/knowledge/articles/2022/04/helping-construction-
workers-manage-stress-is-a-safety-issue
- https://www.cotneycl.com/recognizing-and-managing-stress-on-the-construction-
site/
EFFECT OF EMOTION AND STRESS TO CONTRUCTION WORKER
- https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9243482/
- https://www.frontiersin.org/journals/public-
health/articles/10.3389/fpubh.2023.1226914/full
ORGANIZATONAL STRATEGIES FOR MANAGING EMOTION AND STRESS OF
CONCTRUCTION WORKERS
- https://www.procore.com/library/managing-stress-construction
- https://www.conexpoconagg.com/news/construction-is-stressful-heres-how-to-
manage-stre
BENEFITS OF REDUCING EMOTION AND STRESS IN ORGANIZATIONS
- https://www.betterhealth.vic.gov.au/health/healthyliving/work-related-stress
- https://hbr.org/2019/11/making-work-less-stressful-and-more-engaging-for-your-
employees
- https://www.linkedin.com/pulse/benefits-emotional-wellness-workplace-how-
improve-mental-amr-elharony
ADDITIONAL REFERENCE
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- https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10372223/
- https://www.sciencedirect.com/science/article/abs/pii/S0925753522003782
- https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6147106/

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