Table 2.

Summary of the studies included in the review.

Authors	Year	Journal	Results
Seegers and van Elderen	1996	European Journal of Psychological Assessment	Subjective stressors contributed to work-related stress; lack of knowledge and lack of responsibility were related to an increased perception of meaninglessness of work and job future uncertainty; meaninglessness of work was related to job dissatisfaction; cognitive anxiety was related to psychological complaints and psychological complaints to health complaints. Social support had a compensating effect, tending to reduce the negative effect of stressors.
Mocci, Serra and Corrias	2001	Occup Environ Med	Social support, group conflict, self-esteem, work satisfaction and underuse of skills were found to be predictors of visual complaints; social support played a part also as a moderating factor in the stress and strain model; this model accounted for 30% of the variance.
Michailidis and Georgiou	2005	Work	Employees' educational levels affected the degree of stress they experienced in various ways; the degree to which some employees tended to bring work-related problems home depended on their educational background, the strength of the employees' family support, and the amount of time available for them to relax. The drinking habits were found to play a significant role in determining the levels of occupational stress.
Silva and Barreto	2010	BMC Public Health	Adverse working conditions assessed using demand control (Karasek, 1979) and effort-reward imbalance (ERI) model (Siegrist, 1996) were statistically associated with the presence of minor psychiatric disorders. Compared to workers exposed to low-demand and high-control activities, the prevalence of MPD more than doubled among those in maximum demand and minimum control conditions.
Mughal et al.	2010	J For Global Business Advancement	Importance of stress factor toward work-life balance. Stressors are directly proportional to work-life balance. The organizational source of stress (task demands, role demands, organizational structure, organizational leadership, interpersonal demand and job security) has a valid impact on work-life balance.
Ahmad and Singh	2011	International Journal of Management and Strategy	A few stressors of occupational stress scale have been found to have a causative influence on banking sector employees' perceived reactions toward Organizational Change: responsibility for persons, intrinsic impoverishment, low status and unprofitability. Among biographical variables, only “experience in the present position” was a predictor of banking sector employees' reactions.
Makhbul et al.	2011	Australian Journal of Basic and Applied Sciences	A large percentage of the changes in stress outcomes in the workplace were due to its relationship with body postures and health factors. The body posture had a noticeable effect and was significantly related to stress outcomes at the workplace.
Mutsvunguma and Gwandure	2011	Psychology, Health and Medicine	Significant differences between the psychological well-being of bank employees who handled cash and those who did not handle cash. They differed in terms of work stress, emotional exhaustion, depersonalization and overall burnout.
Silva and Barreto	2012	Journal of Occupational Health	Relationship between exposure to adverse psychosocial work environment and poor self-rated health. This effect was seen in both demand-control and ERI models.
Fernandes et al.	2012	International Journal of Behavioural and Healthcare Research	Authors extracted specific dimensions that could promote the reduction of stress. Human support was the factor that most reduced total stress, followed by relaxed health practices and by vigorous health practices.
Snorradóttir et al.	2013	American Journal of Industrial Medicine	The risk of psychological distress depends on the extent of change experienced and the level of entanglement in the process. Environment factors such as high job demand and low job control played a part in perceived psychological distress, but only to a limited degree. The negative effects of the psychological distress could be partly attenuated by the empowering leadership.
Devi and Sharma	2013	IIMB Management Review	Frontline bank employees differed significantly on the basis of their experience of role stressors and merited categorization into distinct segments: “overloaded employees,” “unclear employees” and “underutilized employees.” The profiles of the frontline bank employees falling in the above distinct segments were also found to be significantly different.
Oginni et al.	2013	International Journal of Business and Management Invention	Job security is the greatest source of job stress to Nigerian bankers, followed by work materials made available by the management of the institutions; next came organizational policies that guided the activities and decisions of employees. After this was work pressure, which can be said to be a follow-up to the organizational policies.
Amigo et al.	2014	Psicothema	High degree of Burnout Syndrome amongst employees of Spanish Savings Banks. The factor for which the greatest number of workers showed a high risk of BS was emotional exhaustion. Working in branch offices implied a higher risk of suffering from burnout than working in central services.
Preshita and Pramod	2014	International Journal of Applied Business and Economic Research	Both private and public sectors experienced moderate to high levels of stress: role stagnation emerged as the most potent role stressor in both sectors, followed by inter-role distance and role erosion. Employees of private sector banks had higher total ORS scores compared to public sector banks.
Imam et al.	2014	Middle-East Journal of Scientific Research	Stress played a vital part of partial mediator in intensifying and strengthening the impact of gender discrimination-glass ceiling on job satisfaction and employee motivation.
Petarli et al.	2015	Ciência and Saúde Coletiva	The important role of social support, considered the most well-known situational variable against occupational stress (Bakker and Demerouti, 2007), was evident in the study. Low social support increased the likelihood of belonging to the “high distress” quadrant.
Valente et al.	2015	Occupational Medicine	Having a job characterized as high strain, low social support, high effort/low reward and high over-commitment was strongly associated with both major and other depressive symptoms. Strong association between low social support and depressive symptoms.
Li et al.	2015	International Journal of Environmental Research and Public Health	The average scores of the three dimensions of job burnout in this sample were higher than in five occupational groups from three nations (Finland, Sweden and the Netherlands) (Schutte et al., 2000). The main contribution of the study is to highlight that occupational stress may affect the risk of job burnout in bank employees via a mediating mechanism of PsyCap.
Kan and Yu	2016	International Journal of Environmental Research and Public Health	Chinese bank employees suffer from high levels of depressive symptoms. A significantly negative association of PsyCap with depressive symptoms among Chinese bank employees. Occupational stressors from ERI (extrinsic effort and reward) were significantly associated with PsyCap. PsyCap partially mediated the associations of extrinsic effort and reward with depressive symptoms.