Mediasi Kepuasan Kerja dan Stres Kerja pada Hubungan antara Self-efficacy dan Kinerja Penjual Jasa Asuransi

This study validates the moderating effect of job stress on the relationship between job satisfaction and performance of elementary school sports instructors. Furthermore, it investigates the influence of job characteristics on job stress. To this end, a survey was conducted among 289 sports instructors currently employed in elementary schools in the Gyeonggi region. The analysis was performed using PROCESS Macro model 1 to validate the moderating effect of stress on the relationship between job satisfaction and performance. Moreover, a multiple regression analysis was conducted to clarify the factors affecting job stress. The results revealed that although job satisfaction significantly influenced job performance, it did not significantly impact job stress. However, job stress was found to significantly interact with job satisfaction to influence job performance. Specifically, when the job stress level was below a certain point, job satisfaction had a significant positive effect on job performance, implying that to enhance job performance through increased job satisfaction, managing and preventing excessive job stress levels is essential. Job characteristics that influenced sports instructors’ job stress were identified as “feedback” and “task diversity.” In conclusion, for improving job performance through increased job satisfaction for elementary school sports instructors, maintaining the job stress levels below a certain threshold is crucial. Improving factors such as feedback and task diversity, which impact sports instructors’ job stress, can positively affect job performance. Efforts are needed to foster a collaborative relationship between teachers and sports instructors, capitalizing on their unique expertise to encourage positive feedback exchange.

The booming Information Technology (IT) sector has led to high job stress due to intense workloads and technological changes worldwide. Examining the relationship between job stress, satisfaction, and performance is vital for employee well-being and productivity in IT industry. The primary objective of this research was to analyse how job stress and job satisfaction collectively impact job performance in IT sector employees of Delhi-NCR. IT professionals (n=255) working in service-based company from various roles and experience levels were recruited. Participants' perceived levels of job stress, job satisfaction, and job performance using validated scales. Through statistical analyses, it was observed that higher levels of job satisfaction will be associated with lower job stress and enhanced job performance. Conversely, elevated job stress is expected to correlate with decreased job satisfaction and diminished job performance. The demographic and work-related variables of the study added context to these findings by elucidating personal experiences, working conditions, communication, and contextual factors that may moderate these relationships. By exploring the multifaceted connections between job stress, job satisfaction, and job performance, this study provides a valuable insight that can inform evidence-based practices for fostering healthier and more productive work environments in the IT industry.

Developing a structural equation model from Grandey's emotional regulation model to measure nurses' emotional labor, job satisfaction, and job performance

The purpose of this research was to examine the relationship between job autonomy and work outcomes (job performance, job satisfaction and job stress), self efficacy as a mediating variable. This research also investigated the impact of job satisfaction on job performance and job stress on job performance. Va-riables in this research were measured via a survey of 190 banking salespersons in D.I. Yogyakarta and Solo. Structural Equation Modeling (SEM) were used to examine the effects of job autonomy on work outcomes, job satisfaction on job performance, and job stress on job performance. Results showed that the esti-mated model in this research is acceptable based on its score of the goodness of fit index. The structural relationship showed that job autonomy significantly related to job satisfaction and performance, but not significant with job stress. It also showed that self efficacy partially mediated the relationship between job autonomy and job satisfaction, and job performance. In addition, this research found that self efficacy not mediated the relationship between job autonomy and job stress. There was no significant relationship between job autonomy and job performance but this research showed that job satisfaction significantly related to job performance. Finally, these results had an important implication to managers in designing job. DOI : https://doi.org/10.21632/irjbs.4.3.203-215 Keywords: Job autonomy, Job Satisfaction, Job performance, Job Stress, Self efficacy

Background: For teachers and other professionals, occupational self-efficacy is essential to controlling work-related stress and enhancing performance, underscoring the significance of confidence and self-belief.Methods: The technique section intends to investigate the relationship and moderating of occupational self-efficacy in the link between job stress and job performance among university professors. 180 university professors with various levels of expertise are included in the study. The variables were measured using the Workplace Stress Scale, Job Performance Scale, and Occupational Self-Efficacy Scale. Before distributing questionnaires in teachers' during business hours, practical sampling was used and informed agreement was sought.Result: The study's findings showed a negative link between workplace stress (WSSC) and job performance (JPSC) (r = -.51, p .01) as well as a negative correlation between workplace stress and occupational self-efficacy (OSESC). Job performance and occupational self-efficacy had a positive connection (r = -.44, p .01). The results of the l1inear regression analysis showed that, with a small effect size (R2 =.06), occupational self-efficacy (=.24, p .001) and job stress (= -.60, p .001) significantly predicted job performance. Job performance was significantly impacted by the interaction between occupational self-efficacy and job stress (=.04, p .001), demonstrating that occupational self-efficacy mediates the link between job stress and performance. Additional research revealed that lower levels of occupational stress have a more pronounced detrimental impact on job performance. Further analysis revealed that the detrimental impact of job stress on job performance was stronger at lower occupational self- efficacy levels (-1 SD) (b = -1.04, p .001), moderate at the mean level (b = -0.60, p .001), andlessened at higher levels (+1 SD) (b = -0.16, p = 0.21). According to these findings, the impact of job stress on an individual's ability to perform well at work depends on their level of occupational self-efficacy.Discussion: The moderating effect of occupational self-efficacy in the association between job stress and job performance among university professors was examined in this study. The results showed that occupational self-efficacy had a favorable impact on job performance and a negative impact on occupational stress, whereas job stress and job performance were negatively correlated. Additionally, the study found that people with 3 to 5 years of teaching experience had greater levels of workplace stress. These findings emphasise the significance of addressing workload, role conflict, rewards, training, and counselling in the context of university teaching to reduce workplace stress and enhance job performance.

Background: Due to heavy workloads and global technical advancements, the burgeoning Information Technology (IT) sector has resulted in elevated levels of occupational stress. To protect workers' health and productivity, it is crucial to look into the relationship between job stress, job satisfaction, and performance in the IT industry. Aim: The primary objective of this study was to investigate the correlation between job stress and job satisfaction and how it impacts the job performance of employees in the IT sector in Delhi-NCR. Methodology: Total 150 IT sector employees were recruited with a range of jobs and degrees of experience from service-based businesses. Validated instruments that gauged participants' subjective feelings of job performance, job satisfaction, and stress. Result: Higher job satisfaction levels have been linked to reduced job stress and improved job performance (P<0.001), according to statistical assessments. Conversely, it is expected that higher levels of workplace stress will be linked to decreased levels of job satisfaction and performance. Conclusion: The analysis's demographic and work-related features provided more context for these findings by elucidating individual experiences, working settings, styles of communication, and contextual factors that could potentially alter these connections. This study sheds light on the complex relationships that exist between job stress, job happiness, and job performance. This knowledge can help develop evidence-based strategies for creating happier, healthier workplaces in the IT sector.

According to previous literatures, job stress has something to do with job performance. However, with the change of financial environment as well as the evolution of insurance products, people nowadays put great emphasis on the service quality of the insurance products salesman. For insurance companies are profit-seeking enterprises, when directors inspect salesmen’s job performance, they should not only observe their sales, but also regular educational training and communication of sales pattern. Only do they put focus on achieving the goal, not the whole process, will have influence on sales proceeding. Due to this, the research views job satisfaction and emotional management as a mediating role, to discuss if they are influential to job performance. The whole structure of the research starts confirming by regarding job stress as determinants, job performance as dependent variable, job satisfaction and emotional management as mediators. Understanding whether job stress affects greatly job performance, or job stress combined with job satisfaction and emotional management affects hugely job performance. According to previous related literatures, enterprises are the main experimental opponents. The research, however, chose to select insurance salesmen as sample. It is because that insurance companies leave impression of service, sales highly concerned on people. To catch up with the update, transform and progress in the new times, we will first study the staff’s attitude as well as reaction towards career to see if we could promote job performance. Research results show below: 1. Job stress, job satisfaction, emotional management and job performance are related to each other. 2. When it comes to job performance, job satisfaction and emotional management do have mediate effects towards it.

PurposeTo further understand the impact of organizational communication and commitment on job stress and performance. Over the past 20 years, the constructs of organizational commitment and communication have been studied extensively but little attention has been paid to the relationship between them and other organizational variables such as job performance and stress. Also, differences between employees either in managerial or full time accounting positions and between respondents from the USA and Taiwan were evaluated.Design/methodology/approachDifferences and relationships were assessed using standardized and valid instruments measuring four organizational variables in Taiwan and the USA.FindingsNo country level difference in stress and communication levels were found but organizational commitment and performance levels were higher in the USA. At the same time, higher levels of organizational communication led to higher levels of organizational commitment and job performance in both countries. Rather surprisingly, stress levels were not found to be related to either organizational communication or job performance. Further, the only measure that indicated a difference between those in managerial and full time accounting positions was work performance which was higher for those doing full time accounting.Practical implicationsThe results are discussed in terms of their importance and implications for organizations, particularly those utilizing employees with professional training and operating in different cultures. The finding that stress levels were not reduced by increased organizational communication and had little impact on job performance suggests that in the accounting field stress may play a different role than it does in other professions.Originality/valueFurthers our understanding on the impact of organizational communication and commitment on job stress and performance.

Turnover intention of air traffic controllers in Taiwan: A note

The competition in higher education has increased, while lecturers are involved in multiple assignments that include teaching, research and publication, consultancy, and community services. The demanding nature of academia leads to excessive work load and stress among academicians in higher education. Notably, offering the right motivational mix could lead to job satisfaction and performance. The current study aims to demonstrate the effects of extrinsic and intrinsic motivational factors influencing job satisfaction and job performance among academicians working in Malaysian private higher educational institutions (PHEIs). Cross-sectional data were collected from the Malaysian PHEIs and the randomly selected 343 samples. The data analysis was performed with the dual analysis of partial least square structural equation modeling (PLS-SEM) and artificial neural network (ANN) analysis. As a result, it was found that financial rewards, promotion, performance appraisal, classroom environment, and code of conduct significantly predicted job satisfaction. The code of conduct, autonomy, and self-efficacy strongly influenced job performance. The relationship between job satisfaction and job performance was highly moderated by self-efficacy. It was suggested from the ANN analysis that the three prominent factors influencing job satisfaction are financial rewards, performance appraisal, and code of conduct. The analysis supported three significant factors influencing job performance: self-efficacy, performance appraisal, and code of conduct. The management of PHEIs should build the correct policies to transform job satisfaction into job performance. Self-efficacy plays an essential role in activating job performance. Other significant motivating factors that promote job satisfaction and performance, such as emotional intelligence, mindfulness, and other personal traits, should be included in future studies. In addition, future research could use a mixed-method or multi-respondent approach to investigate the important variables and their impact on lecturers’ job satisfaction and performance.

The purpose of this research was to examine the relationship between job autonomy and work outcomes (job performance, job satisfaction and job stress), self efficacy as a mediating variable. This research also investigated the impact of job satisfaction on job performance and job stress on job performance. Variables in this research were measured via a survey of 190 banking salespersons in D.I. Yogyakarta and Solo. Structural Equation Modeling (SEM) were used to examine the effects of job autonomy on work outcomes, job satisfaction on job performance, and job stress on job performance. Results showed that the estimated model in this research is acceptable based on its score of the goodness of fit index. The structural relationship showed that job autonomy significantly related to job satisfaction and performance, but not significant with job stress. It also showed that self efficacy partially mediated the relationship between job autonomy and job satisfaction, and job performance. In addition, this research found that self efficacy not mediated the relationship between job autonomy and job stress. There was no significant relationship between job autonomy and job performance but this research showed that job satisfaction significantly related to job performance. Finally, these results had an important implication to managers in designing job.

This study is determined the relationships of job satisfaction, performance level, and supervisory practices of Management in Adventist Medical Center Manila to come up with the policy that was proposed which may be used to improve the job, performance level and supervisory practices of the employees. This study utilized descriptive research design, which, according to Fain (2013) “describe(s) and explain(s) the nature and magnitude of existing relationships without necessarily clarifying the underlying causal factors in the relationship.” This study is both descriptive and correlational. The subjects of this research study were the one hundred fifty (150) employees who were currently employed as regular and fifty-eight (58) managers in Adventist Medical Center Manila, consisting resident doctors and managers of different divisions/department. The total population of managers is fifty-eight (58). All the 58 managers agreed to became respondents. The following findings were obtained: All of the employees’ job satisfaction indicators have the interpretation Satisfied. The overall weighted mean is 3.923 and and interpreted as Satisfied with the standard deviation equivalent to 0.1994; the employees’ job performance overall weighted mean is 3.692 and interpreted as Moderately Agree. This implies that the employees believed that they perform well based from the assigned task with less supervision and close monitoring; he overall weighted mean is 4.862 and interpreted as Strongly Agree with a standard deviation of 0.064. This implies that the middle managers believed that they consistently follow certain supervisory practices to ensure the success of their organization; It was found out that there is no significant relationship between the level of job performance and level of job satisfaction. Thus, the null hypothesis which states that there is no significant relationship between the level of Job Satisfaction and Job Performance of the respondents is accepted; The middle managers’ supervisory practices affects the employees’ job satisfaction; hence, the null hypothesis - there is no significant relationship between job satisfaction and supervisory practices is rejected. This is supported by the findings of the study of Hamzah, et al. (2013) which revealed that supervision practices have a positive and strong relationship with job satisfaction. In other words, if the level of supervision practices decreases, so will employees satisfaction; and the job performance and supervisory practices are significantly related, therefore the null hypothesis - there is no significant relationship between job performance and supervisory practices is rejected. The middle managers’ supervisory practices play an important role and have an effect on the employees’ job performance.

Studying the role of religion and its relationship to work outcomes is not new in cross-culture management, especially in globalization with the increase of interaction in cross-cultural settings. Islamic work ethics (IWE) have attracted the attention of academics studying the attitudes and behaviors of workers in Muslim societies. This study investigates the role of IWE as a mediator in the relationship between job satisfaction and performance. A stratified sampling technique was used to select 11 emergency departments from hospitals in Jordan. In total, 475 questionnaires were distributed to healthcare providers. Only 299 questionnaires were completed and returned to the research team. Data were analyzed using IBM SPSS version 25. Descriptive analysis, correlation, Cronbach alpha, and regression analyses were performed. The findings indicated that job satisfaction has a significant positive impact on IWE and job performance (B = 0.66, p < 0.001), (B = 0.58, p < 0.001), respectively. The findings also indicated that IWE directly and positively affects job performance (B = 0.70, p < 0.001). Overall, the results supported that IWE partially mediates the relationship between job satisfaction and performance. Similarly, job satisfaction was also found to be an essential predictor of IWE. In addition, job satisfaction indirectly affects job performance through IWE. Therefore, IWE plays an essential role in job satisfaction and performance relationship. This study is an attempt to create a conceptual framework that incorporated IWE into the relationship between job satisfaction and performance in the Arab working culture and tried to broaden the cross-cultural management study of religion by investigating the mediation role of IWE in the relationship between job satisfaction and performance. The current study contributes to expand our understanding of the importance of IWE to the relationship between job satisfaction and performance in the Arab cultural context, which has received less attention in management research.

A Study of The Impacts of Leadership Styles, Organizational Innovation, Organizational Commit, Job Satisfaction on Job Performance－A Case Study of Chailease Finance Co., Ltd. Te-Lung Sheng Huei-Ting Tsai Executive Master of Business Administration SUMMARY Recently, leasing industry has triggered a vigorous growth with the development of economy. Although it have be subjected to the economic shock for the past few years, leasing industry has a slightly increment, so we can find that leasing industry has become an important role in financial circle. Comparing with foreign and internal market, we can find that the internal leasing industry still has its space of development. In leasing industry, the employees have become a major indicator. With the keen competition of internal leasing industry, whether leadership styles, organizational innovation, organization commit, job satisfaction can promote the leasing employees to create more profit and performance for company? This is what the issue we want to discuss. This research discuss the leasing industry employees, and take the employees in Chailease Finance Co., Ltd. as the objects of a questionnaire survey. The results are as follows: 1. The leadership styles, organizational innovation, organizational commit, job satisfaction and job performance of leasing industry employees are partially related to employees’ personal characters. 2. The leadership styles, organizational innovation, organizational commit, job satisfaction and job performance of leasing industry employees have a partial relationship. 3. The leadership styles, organizational innovation, organizational commit and job satisfaction of leasing industry employees have a partial impact on job performance. Keywords: Leadership styles, Organizational Innovation, Organizational Commit, Job Satisfaction, Job Performance. INTRODUCTION Background Leasing industry that has rising in 1950 is a new type of financing method, and has the dual functions of leasing-assets and financing, and provides a greatest help to small and medium enterprises development. So leasing industry can give financial assistance flexibly and make proper products carefully to small and medium enterprises. A lot of large enterprises in Taiwan had been support by leasing industry in developing process, and then promotes to the international famous position presently. Leasing industry wishes to provide more diversified financing services with continuously organizational integration. In the organizational integrating process, whether the influence of leadership style to leasing industry employees has react with job performance is the first purpose of this study. Leasing industry makes continuously progress on organizational planning and personal training, and promotes increasingly on quality and efficiency, and grows up obviously in economical scope. Whether the influence of organizational innovation to leasing industry employees has react with job performance is the second purpose to this study. In order to accommodate to the development of the world, leasing industry is going along internationally. Whether the influence of organizational commit to leasing industry employees has react with job performance is the third purpose to this study. Whether the influence of job satisfaction to leasing industry employees has react with job performance is the fourth purpose to this study. In leasing industry, whether the difference of personal characteristics has react with job performance is the fifth purpose to this study. Integrating literature reviews of this study, leadership style has positive relation with different aspects in different industries and environment. This study adopts the view of Bass（1985）, and discusses the relationship of leadership style and job performance in leasing industry. Organizational commit has positive relationship with job performance in different enterprises, this study integrates literature views to discuss the relationship of organizational commit and job performance. In many different researches, we can find that organizational innovation has positive relationship with different aspects, so this study wishes to discuss the relationship of organization innovation and job performance. In many literature reviews, job satisfaction plays an important role between individual and organization, this study wishes to discuss the relationship with job satisfaction and job performance. MATERIALS AND METHODS This study mainly discuss the relationship between leadership style, organizational innovation, organizational commit, job satisfaction and job performance. By analyzing relative literature reviews and questionnaire survey, we can comprehend the relationship between each aspects and study subject. According to relative studies and literature reviews, this study brings up following hypotheses. Whether different personal characteristics have significant relationship between leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. Whether the relationship is significant between leadership style, organizational innovation, organizational commit, job ratification, and job performance. Whether the sub aspect of leadership style, organizational innovation, organizational commit, job satisfaction, and job performance is significant relative with job performance. This study mainly discuss the relationship between leadership, organizational innovation, organizational commit, job satisfaction, and job performance, and takes the employees in Chailease Finance Co., Ltd. As sampling objects. SPSS is implemented as a statistical analysis software in this study, and is used to proceed to analyze with descriptive statistics, analysis of reliability, factor analysis, correlation analysis, and multiple regression analysis. RESULTS AND DISCUSSION The main purpose of this study is to measure the relationship between leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. We induce the results as follows: 1.Different characteristics are partially relative to leadership style, organizational innovation, organizational commit, job satisfaction, and job performance. 2. Leadership style, organizational innovation, organizational commit, job satisfaction, and job performance are partially relative to each other. 3. Leadership style, organizational innovation, organizational commit, and job satisfaction have the partially effect on job performance. We can find that leadership style plays an important role in leasing industry and has a great effect on trust relationship between employees and superintendents. The identification of employees to superintendents can promote substantially on job performance, and hasten employees identify himself to enterprise culture to heave performance. Form this study, organizational planning innovation and human resource innovation are significant relative to job performance. It places importance on personal training in leasing industry, personal training takes an important part in organization. The company will appoint lecturers to give lessons, and even invites external lectures to teach professional courses to increase membership specialty. The identification to organization members is very important. The more organizational commit means organizational members identify themselves highly to organizational goal. The capability of leasing industry employees is affected by job satisfaction. In order to encourage organizational members, it is raised in compensation system and promotion system every year, and excites members to achieve the goal and pursue remarkable. This study mainly takes employees in Chailease Finance Co., Ltd as objects, it can be extended to other leasing companies or abroad employees. In questionnaire design, it can take different parts like superintendent and non-superintendent. It can added other aspects to discuss the relationship between different variances.

PurposeThe purpose of this paper is to examine the relationships between locus of control and the work‐related behavioral measures of job stress, job satisfaction and job performance in Taiwan.Design/methodology/approachSubjects were drawn from a pool of accounting professionals who completed a questionnaire made up of valid and reliable instruments that measured each of the variables studied.FindingsThe findings indicate that one aspect of an accountants' personality, as measured by locus of control, plays an important role in predicting in the level of job satisfaction, stress and performance in CPA firms in Taiwan. Individuals with a higher internal locus of control are more likely to have lower levels of job stress and higher levels of job performance and satisfaction.Practical implicationsThe results indicate that locus of control plays an important role in the overall effectiveness of accountants, even in a non‐western culture like Taiwan.Originality/valueThis was a study of a non‐Western culture and focused on individuals in a profession rather than occupations not requiring professional credentials.