The impact of locus of control on job stress, job performance and job satisfaction in Taiwan

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.

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.

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 study examined job stress and job performance of librarians in university libraries in Delta State, Nigeria. Three research questions were answered in the study. The study adopted a correlation research design. The population consisted of eighty-three (84) librarians. A total enumeration sampling technique was employed. A questionnaire was the instrument used for data collection in the study which was validated by a group of experts in the Department of Library and Information Science, Delta State University, Abraka. The reliability test carried out on the instrument yielded the following coefficients: stress 0.89 and job performance 0.61, with an overall coefficient above 60%. The instrument was administered to the respondents and the data obtained were analysed using mean and standard deviation, Pearson's Product Moment Correlation Coefficient. Findings revealed that librarians in universities in Delta State experience a moderate level of job stress (M =2.70, SD =1.05) and exhibited a high level of job performance (M =3.91, SD =0.88). The findings also demonstrate a very weak positive correlation between job stress and job performance (r =.127); job stress had no significant impact on the job performance of librarians in the university libraries investigated (r =.127, p =.261). The study concluded that despite experiencing moderate job stress, librarians in universities in Delta State also report a high level of job performance, indicating the presence of effective coping mechanisms and strong self-efficacy. The study recommends better funding, improvement in infrastructure, and professional development opportunities to improve job satisfaction. Given the weak positive correlation between job stress and performance, organizations should focus on developing and supporting effective stress management strategies and resources. Conferences, workshops, seminars and other forms of training programmes should be regularly organized by library managers. Participation should be compulsory. Additional research should explore the unique factors influencing the relationship between job stress and job performance among librarians to develop specific interventions towards improving the work environment.

Job burnout, stress, and satisfaction are linked to quality of care, patient outcomes and retention of staff. This study was conducted to determine the mentioned issues among emergency nurses. This cross-sectional study was conducted on all nurses working in the emergency departments of 10 hospitals in Tehran, Iran, in 2017. Standard questionnaires were used for gathering the data of participants regarding job burnout, stress, and satisfaction. 709 (90%) participants returned the completed questionnaires (58.9% female). The mean age of the nurses was 33 (SD = 7) years. The level of job burnout was moderate in 76.1%, low in 22.5%, and high in 1.4% of the nurses. The level of burnout in the married nursing staff was lower than single nurses (3.78 ± 0.98 versus 4.14 ± 0.58, p = 0.049). The level of job satisfaction was moderate in 61.1%, low in 22.2%, and high in 16.7%. There was a significant correlation between age and job satisfaction (p = 0.027, r = 0.3). Job burnout was directly correlated with job stress (p ≤0.001, r = 0.57) and job burnout was negatively correlated with job satisfaction (p = 0.001, r = -0.41). More than 60% of the studied emergency nurses had moderate levels of job burnout, stress, and satisfaction. Job burnout had a direct correlation with job stress and indirect correlation with job satisfaction. Planning to reduce burnout of the emergency nursing staff seems to be necessary.

BackgroundCommunity pharmacists have an important role in ensuring safe and effective use of medicines. However, poor job satisfaction and high stress levels may negatively affect job performance.AimThis study evaluated job satisfaction and job stress levels, and associated factors, among community pharmacists in Klang Valley, Malaysia.MethodsA cross‐sectional survey was conducted to assess job satisfaction and stress among community pharmacists. A sample of 286 respondents was selected using stratified‐random clustered sampling. Levels of and factors affecting job satisfaction and stress, as reported by community pharmacists, were analysed.ResultsThere was a moderate level of job satisfaction among pharmacists (mean (±SD) score 3.39 ± 0.42; range 1–5). Job characteristics that provided the highest satisfaction were work environment and interpersonal relationships with coworkers. Stress levels among pharmacists were below the scale mid‐point (mean (±SD) score 1.86 ± 0.44; range 1–4). Responsibility for patient care was perceived to contribute most to job stress. Ethnicity (p = 0.026) and average number of prescriptions filled daily (p = 0.016) significantly affected job satisfaction, whereas job stress was significantly affected by age (p < 0.001), years of experience (p = 0.003) and number of working hours/week (p = 0.003).ConclusionsThis study demonstrates the effects of various demographic and job‐related variables on community pharmacists’ job satisfaction and stress. Further research is required to gain a better understanding of factors affecting job satisfaction and stress among pharmacists across Malaysia, and their effects on professional practice and patient care.

This study investigated the levels of motivation, job satisfaction and job performance of library personnel in government and privately-owned universities in North-Central, Nigeria. Three research questions were raised. Survey research method was employed. The study covers six states, namely Benue, Kogi, Kwara, Nasarawa, Niger, Plateau States and Federal Capital Territory (FCT) Abuja. Survey method tested the relationships among variables thereby making generalizations about the library phenomenon. The target population for the study consisted of librarians and library officers in fully-operational universities in North-Central Nigeria. The entire population of librarians and library officers were adopted. Two sets of modified instruments: Motivational Factors Job Satisfaction Questionnaire (MFJSQ) and Job Performance Questionnaire (JPQ) were used for data collection. Descriptive statistics was used to analyze the responses from the respondents. Above all, descriptive statistics of mean and standard deviation was used to answer the three research questions on the levels of motivation, job satisfaction and job performance of library personnel. Findings showed moderate level of motivation and job satisfaction respectively while there was high level of job performance of library personnel. The study recommended that the management of universities in the North-Central Nigeria should take note of the following areas: adequate job design, description and employees’ participation in decision making/leadership training, recognition and in-service training programme for library personnel. Other recommendation include: encouragement for library personnel to enhance job commitment and to be more predispose to critical thinking in order to be able to solve library related problems.

PurposeThis study aims to test the Hersey and Blanchard Situation Leadership Theory (SLT) of leadership effectiveness and the impact of the degree of match between leadership style and employee readiness level on a variety of measures of leadership outcomes.Design/methodology/approachThe measures used were employee job satisfaction, job performance, job stress, and turnover intention. SLT argues that an effective leader adopts a leadership style according to the ability and willingness of subordinates for a given task.FindingsThe results did not support SLT predictions that an appropriate match between leadership style and subordinate readiness results in higher levels of subordinate job satisfaction and performance and lower levels of job stress and intention to leave. However, the results did partially support SLT in that, the higher the leader's leadership score, the more effective is the leader's influence. However, the leadership score did not predict job performance. There was a positive correlation between ability and willingness, employee job satisfaction, and job performance. Employee willingness positively correlated with job satisfaction and job performance and was negatively correlated with turnover intention.Research limitations/implicationsThe findings from this study apply to the Taiwan culture and may or may not apply to other “Chinese” and non‐Chinese cultures.Practical implicationsThe use of the SLT in Taiwan is very widespread, so this study provides empirical evidence of its value when used in Taiwan as a tool to develop and use effective and appropriate leadership abilities.Originality/valueFew studies have attempted to explore the value of SLT in general and in non‐Western cultures in particular. This study expands our knowledge of leadership issues to an Eastern culture and explores the theory's effectiveness related to several organizational factors.

The level of job satisfaction has a significant impact on an individual's job behaviors. In any organization, job satisfaction affects performance as part of job behavior significantly. Its importance in developing nations like Bangladesh is clear. The present study investigated the relationship of Bangladesh industrial workers' job satisfaction level and job behavior as workplace behaviors that affect job performance. This quantitative study collected data from respondents using a standardized questionnaire. A sample of 300 Bangladeshi industrial workers was chosen. An 8-item self-report (JPI) measurement scale was utilized for the evaluation of job performance. The measurement of job satisfaction was conducted through the utilization of the job satisfaction index (JSI). Statistical Package for Social Science (SPSS) 24.0 version was used for data and regression analysis in this study for hypotheses testing. The analysis found a disproportionate amount of people satisfied with their jobs. The study revealed that job satisfaction is a critical job behavior that affects job performance. The study also indicated that job-related factors affected job performance more than personal traits. Also found, employees who reported high levels of job satisfaction also reported higher levels of job performance. Bangladeshi industrial regulators and mill authorities can use the results to design regulations that boost employee performance and work happiness. It can also be used to evaluate employee treatment and how job satisfaction affects other job behaviors to guide organizational decisions and initiatives.

The purpose of this paper is to examine the effect of Locus of Control (LOC) on the work-related job performance in Sri Lanka. Subjects were drawn from a pool of apparel sector executives who completed a questionnaire made up of valid and reliable instruments that measured each of the variables studied. The study was conducted on a sample of 168 executive level employees that was randomly selected from a sample frame of the selected apparel organization. The data was mainly analyzed by using the analytical software SPSS version 23 that provided more meaning and validated results. The findings indicate that one aspect of an executive’s (Apparel sector) personality, as measured by locus of control, plays an important role in predicting the level of job performance in a selected apparel organization in Sri Lanka. Executives with a higher internal locus of control are more likely to have higher levels of job performance. Further it reveals that there is a significant difference between male and female executive employees with regard to degree of locus of control. Consequently, this study extends the locus of control literature by examining the relationship of locus of control with job performance and gender difference.

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.

Background:Nurses’ job satisfaction and job stress are important issues regarding their turnovers. While there are some recent descriptive studies on job satisfaction in public hospitals, very limited research was found on this topic in private hospital setting. It is worth to examine the job satisfaction of nurses and its correlates in such a specific hospital context in Hong Kong, by which the findings can be compared with those in public hospitals, and across countries.Aims: To investigate nurses’ job satisfaction, job stress and intention to quit of nurses in a private hospital, and the correlates of the nurses’ job satisfaction.Design:A cross-sectional, descriptive survey study was conducted.Methods:By using stratified random sampling in terms of nature of wards/units and working ranks, 139 full-time nurses who were working in the 400-bed private hospital for at least 6 months and provided direct nursing care were recruited in this study. Data were collected by employing a set of self-administered structured questionnaires, consisting of the Index of Work Satisfaction (job satisfaction), Anxiety-Stress Questionnaire (job stress), Michigan Organizational Assessment Questionnaire (intention to quit), and socio-demographic data.Results:With a response rate of 74.3%, the results of the 139 respondents showed that the nurses in the private hospital had an overall moderate level of satisfaction with their work and rated the professional status as the highest satisfied domain. The nurses also reported moderate levels of job stress and intention to quit. The nurses’ job satisfaction was negatively correlated with their job stress and intention to quit; whereas, the nurses’ job stress was positively correlated with their intention to quit. The nurses with older in age and more post-registration experience and/or working experience in the private hospital indicated a higher level of job satisfaction, particularly with ‘Pay’ and ‘Autonomy’.Conclusion:The findings suggest that the nurses in the private hospital are moderately stressful and satisfied with their work environment and relationships. A few socio-demographic characteristics of these nurses such as their age and years of clinical experiences were associated with their levels of job satisfaction and/or stress. The findings provided information for private hospitals and healthcare organizations about the need and areas for improvement of nurse’s job satisfaction, thus strengthening their recruitment and retention.

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.

The study is concerned in determining the level of job performance, job satisfaction, and occupational stress of public universities and colleges instructors in Xiamen City, China. The relationship of job satisfaction and occupational stress with job performance is determined. The study used descriptive and inferential statistics wherein the research described both qualitatively and quantitatively the variables being used in the study.The following findings were observed based on the research results:The level of Job Satisfaction is generally moderate. The level of Occupational Stress is generally moderate. The level of Job Performance is generally high. No relationship between Job Satisfaction and Job Performance, and their Occupational Stress and Job Performance. The instructors are generally contented with their job. Innovative scale value to determine the relationship between job satisfaction and occupational stress and job performance..

To assess levels of occupational stress, job satisfaction and job performance among hospital nurses in Kampala, Uganda; and how they are influenced by work and personal characteristics. Occupational stress is reported to affect job satisfaction and job performance among nurses, thus compromising nursing care and placing patients' lives at risk. Although these factors have been studied extensively in the US and Europe, there was a need to explore them from the Ugandan perspective. A correlational study was conducted with 333 nurses from four hospitals in Kampala, Uganda. A questionnaire measuring occupational stress, job satisfaction and job performance was used. Data were analysed using descriptive statistics and anova. There were significant differences in levels of occupational stress, job satisfaction and job performance between public and private not-for-profit hospitals, nursing experience and number of children. Organizational differences between public and private not-for-profit hospitals influence the study variables. On-the-job training for nurse managers in human resource management to increase understanding and advocacy for organizational support policies was recommended. Research to identify organizational, family or social factors which contribute to reduction of perceived occupational stress and increase job satisfaction and job performance was recommended.