Teoría y Psicología del color

The main goal of this research was to identify the dimensions of generic skills as well as investigating generic skills that may help in dealing with workplace stress. Unfortunately, none of the five components was a predictor of workplace stress. Thus, to realize the main goal of this study, HRD professionals ought to collaborate with organizations and scholars to find the most strategic way of discovering generic competencies that are essential in the fight against workplace stress across different job types. Without taking this measure, it will remain a challenge for HRD professionals to identify ways of helping working adults prevent, reduce or manage workplace stress. This means that so long as there is no consensus about these competencies, HRD professionals may not be able to realize their goals since one of their main roles is to improve the performance of employees, increase job satisfaction of employees and to reduce turn over.

This research should trigger Researchers, HRD professionals, employers, and policymakers to take the necessary steps of addressing workplace stress in developing countries. This may increase awareness and understanding of this phenomenon since individuals will get to know the causes, effects, and prevention of workplace stress, and be part of creating a long-lasting solution to the problem. Hopefully, scholars in developing countries will continue studying about the potential impact on work-related stress on employees and come up with solutions to curb the problem. This study provides some ideas about how to go about this.

Also, this research should stimulate researchers, employers, and policy-makers in developing countries to support the idea of carrying out sufficient research on socio-economic issues that may be linked to workplace stress. They should not concentrate on workplace stress only. Doing this may pave way for collaboration, interaction, and interchange of information with researchers and practitioners from developing countries. On the other hand, to reduce the gap between the perception of workplace stress in developed and developing countries, organizations or professionals from developed countries may see this as an opportunity of taking multi-disciplinary expertise to developing countries to help address workplace stress because research suggest that developing countries suffer most from occupational stress because resources are always unavailable for the development of employees (Kortum, Leka & Cox, 2010). Thus, developed countries may support developing countries in realizing helpful resources that may be essential in realizing a healthy working environment.

Basing on this study, we also know that four items are related to workplace stress. It is, therefore, necessary for organizations to develop tailored programs that may enhance these skills in order to deal with work-related stress. Organizations and should play a major role in the development of these skills. Also, Employees who have already been affected by

workplace stress should be helped through interventions strategies that help in promoting stress management skills. The responsibility of developing these skills should not be left to organizations alone. Employees should also be proactive in assessing their own skills to determine if they possess these four skills. This will help them have a clear picture of the skills that they lack and those that should be developed. Organizations may help individuals create resources that may help them develop skills that need to be developed or improved.

On the other hand, it may be important for scholars to carry out more research on these competencies in order to confirm whether indeed these items are predictors of with workplace stress. After this is done, the extent to which they are essential in dealing with workplace stress will be known. When clarity is achieved over these four competencies, HRD professionals, as well as organizations, may succeed in realizing effective intervention programs for employees, that may help them prevent or reduce workplace stress. Additionally, employees will have insight into their level of workplace stress, and they may understand the value of taking measures in developing or acquiring these competencies to realize more stress-free working environments. Also, HRD professionals can have more input in the supervision, and execution of training within organizations to address how they can promote a more supportive working environment for employees. This may work as a preventive measure against workplace stress. These strategies may be beneficial in developing organizational success and may also create an opportunity for employees to support each other in building stress management skills and improve their well-being.

This research highlights the negative effects of workplace stress. Although this topic is covered in hundreds of journals published every year, HRD professionals and organizations might learn from this study, by continuing the fight against workplace stress in working environments. The methodology in this study may, therefore, be used to sensitize employees about the warning signs and long-term effects of workplace stress as well as providing the

guideline of developing employee training strategies to help prevent workplace stress. This may increase awareness of workplace stress in working environments and encourage employees to be proactive in dealing with this problem, for instance by learning how to interrupt behaviour patterns at the beginning of a stress reaction.