The purpose of this paper was to examine the relationships among work overload (WO), compensation (COM), organizational identification (OI) and organization embeddedness (OE) in the context of manufacturing industry in China through social identity theory. A 37-item questionnaire was filled by 384 new generation of rural migrant workers. Data were examined through a two-stage of first-order of reflective model and second-order reflective-formative hierarchical model using PLS-SEM. The empirical results indicate that COM and OI positively and significantly predicted OE, while WO was found to have no direct effect on OE. In addition, COM positively and significantly was associated with OI, whereas WO affected OI, negatively. Further examination of the mediation effects of OI revealed that OI could fully mediate the relationship between WO and OE. Moreover, OI also had a partial mediator role in the relationship between COM and OE. The study concluded with several implications and recommendations for future research.

Although job stress has become an issue of great concern over the last decades both internationally and nationally, there still remains a paucity of research in the Ghanaian insurance industry. This study therefore examined the relationship between antecedent variables (work overload, role conflict and role ambiguity) and employee job stress in the insurance industry in Ghana. Using a descriptive cross-sectional design with a survey questionnaire, 212 employees were selected to participate in the study. Pearson correlation and a two-step hierarchical regression were used to test the proposed hypotheses. Results of the analysis revealed that work overload and role conflict rather than role ambiguity were positively related to job stress. Implications for theory and practice are later discussed in the study.