The Influence of Job Stress Mediates Work-Family Conflict on Employee Job Satisfaction

Safety culture as an organizational factor has an essential role in preventing occupational injuries and diseases. In this descriptive-analytical study, the relationship between organizational safety culture, job stress and satisfaction has been investigated to have a better understanding of the effect of this organizational factor on employee job stress and satisfaction. Three valid tools, including the Safety culture questionnaire, standard job stress questionnaire (JSQ), and Standard Minnesota Job Satisfaction Questionnaire, were used. The study population consisted of 210 workers working in 13 production halls of an automotive industry who were selected by a simple random sampling method. After data collecting, SPSS software version 22 was used for data analysis, and AMOS software version 24 was used for confirmatory factor analysis. The results show a significant relationship between trained and untrained groups and safety culture (p = 0.002), job stress and education level (p = 0.006), and job satisfaction and education level (p = 0.011). Safety culture score was significantly different in trained and untrained groups (p = 0.002). Factor analysis showed that a workplace with higher safety culture could lead to less job stress and more job satisfaction in employees. Based on the results, safety culture affects job satisfaction and job stress. Also, we found safety and health education is one of the factors affecting safety culture, job satisfaction, and stress. Safety culture could result in less job stress and more job satisfaction in employees. Improving it will improve the safety and health situation and ultimately increase job satisfaction and reduce job stress.

Area of the Study This study discusses the effect of work family conflicts on job satisfaction of employees in private banks in the Kandy district. Problem of the Study There is an empirical and knowledge gap in the Sri Lankan context on the relationship between work family conflicts on job satisfaction of employees. The main objective of this research is to identify the effect of work family conflict on job satisfaction of employees in private banks in the Kandy district, Sri Lanka. The research problem of this study is that Is there an effect of work family conflict on job satisfaction of employees in private banks in Kandy district of Sri Lanka? Method of the Study The data were collected from a convenient sample of 120 employees in three private banks in the Kandy district, which refers to the collection of information from the members who were conveniently available to provide it. Data were collected using a structured questionnaire which consists of 33 questions with five point likert scales. Data were analyzed using univariate analysis, correlation and regression analysis with the SPSS(16.0 version). Findings of the Study According to the empirical evidence of this study, it is found that there is a negative impact of work family conflict on job satisfaction of employees in selected banks in the private sector. Conclusion of the Study It is concluded that there is a negative impact of work family conflict on job satisfaction of private bank employees. Thus, some programs for reducing the level of work family conflict of employees in banks could be recommended. Also a good relationship and good work environment should be maintained with employees in private banks. Keywords: Work Family Conflict Job Satisfaction, Private Banks

A large number of research studies have been conducted on mentoring; however, a few of them have been done in developing countries (e.g., Iran). In addition, few researchers have investigated the mediating effect of mentoring functions on job stress and job satisfaction in bank staff. This study is aimed at exploring the mediating role of mentoring in the relationship between job stress and job satisfaction in employees. The study population consisted of all employees of state bank branches in Rasht city (north Iran). The participants of this study were 214 bank employees. The results revealed the mediating role of mentoring in the relationship of job satisfaction and job stress, showing that mentoring mediates the destructive effects of job stress and improves job satisfaction. The present study showed that mentoring is a general form of organizational support that can be effective in reducing job stress. Therefore, having a good mentor may act as a buffer against the destructive effect of job stress toward job satisfaction for employees within an organization. These results supported the proposed structural model.

This research is motivated by the phenomenon of the many employees who complain becouse of the demands of the work they live. Problems that arise in the work environment have a profound effect on employees. Complaints in the form of physical disorders are often experienced by employees. There are also employees who choose to stop working after working for less than one month, due to heavy workload. Job satisfaction is an individual’s way of feeling his work resulting from the individual’s attitude toward various aspects contained in the job. One factor that affects job satisfaction is job stress. This research is a descriptive correlational type of research with quantitative methods. As for the subjects in this study were all employees of the Auto 2000 Service field at Laweh in Banu Hampu sub-district, Bukittinggi, which amounted to 12 employees. The research instrument used was a job stress questionnaire and a job satisfaction questionnaire. Data were analyzed with descriptive statistical techniques and Pearson Product Moment techniques with the help of the SPSS For Windows 20.0 program. The results revealed that (1) employee job stress was in the low category, (2) employee job satisfaction was in the high category and (3) there was a significant negative relationship between job stress and employee job satisfaction with a correlation coefficient of -0,635 which was at the significance level 0.027. Based on the research findings, it is suggested to counselors to be able to provide several service areas in the industrial business world such as job placement, job adjustments, job satisfaction, job transfer and other problem alleviation, in order to help to alleviate job stress and increase employee job satisfaction in the company.

Job Stress and Job Satisfaction Among Health Care Professionals

The purpose of this study was to analyze the impact of time demands of work on job satisfaction, job stress, and turnover intention of employees of PT Bank Tabongan Negara (Persero) Tbk. Branch Harapan lndah, Bekasi (PT BTN Harapan lndah). Census methodology was applied using the total populations of PT BTN Harapan lndah with 108 populations. However, only 85 of the amount responded. The data were analyzed using path analysis with Smart PLS 2.0.M3. It was found that time demands of work did not have significant impact on turnover intention. Furthermore, time demands of work did not have significant effect on job satisfaction. On the other hand, job satisfaction negatively and significantly influenced turnover intention. Job satisfaction did not mediate the relationship between time demands of work and turnover intention. Time demands of work posi• tively and significantly influenced job stress. Job stress positively and significantly influenced turnover intention. Job stress successfully mediated the relationship between time demands of work and turnover intention. Job stress negatively and significanuy influenced job satisfaction. At last, job satisfaction suocessfully mediated the relationship between job stress and turnover intention. The results were obtained from 85 respondents in a branch of a banking company. The findings provide a better understanding of emplayee job stress and turnover intention through analyzing the time demands of work.

This study examines the effect of critical work factors on job motivation and satisfaction in Nepalese commercial banks. Employee job satisfaction and job motivation are selected as the dependent variables. Likewise, supervision, promotion, job stress, salary, working environment and co-worker relation are selected as the independent variables. The primary source of data is used to assess the opinions of the respondents regarding compensation and reward system in Nepalese commercial banks. The study is based on primary data with 150 respondents. To achieve the purpose of the study, structured questionnaire is prepared. The correlation coefficients and regression models are estimated to test the significance and impact of critical work factors on employee job motivation and satisfaction in Nepalese commercial banks. The study showed that supervision has a positive impact on employee job satisfaction and job motivation indicating that better supervision of employee performance leads to increase in level of employee job satisfaction and job motivation. Similarly, promotion has a positive impact on employee job satisfaction and job motivation. It means that fair promotion practices in the organization leads to increase in employee job satisfaction and job motivation. Furthermore, the result also shows that salary has a positive impact on employee job satisfaction and job motivation. It means that increase in salary leads to increase in the level of employee job satisfaction and job motivation. Likewise, working environment has a positive impact on employee job satisfaction and job motivation. It indicates that better working environment leads to increase in the level of employee job satisfaction and job motivation. Moreover, co-worker relation has a positive impact on employee job satisfaction and job motivation. It means that good relationship among the employees leads to increase in employee job satisfaction and job motivation. However, job stress has a negative impact on employee job satisfaction and job motivation. It means that increase in job stress leads to decrease in the level of employee job satisfaction and job motivation.

Purpose of the study: The objective of this study is to analyze the role of job satisfaction on the as the mediating role between job stress and turnover intention of restaurant employee. Design: The research adopt quantitative method with survey. Questionnaire was distributed face to face to all 16 employees of John & James Resto located in Green Lake City Jakarta and Bumi Serpong Damai Tangerang. Likert scale was employed to 30 measurement items in order to test three research hypotheses that later analyze using path analysis. Findings: Employee job stress negatively influence job satisfaction, while job satisfaction on the other hand, also negatively influence turnover intention. However, the mediating role of job satisfaction has no positive effect on job stress and employee turnover intention. Job satisfaction acts as a perfect mediation based on direct effects and indirect effects. This means that after being mediated by job satisfaction, when job stress increases, turnover intention does not immediately increase because there are job satisfaction factors that make the desire to leave work decrease. Research Limitations/ Implications: This research was limited to only one particular restaurant brand. Thus, it can be implied to similar business model which are small to medium size capacity, self- managed, dan local market based, that in turn in light the way to reduce employee turnover could be managed through employee job stress and employee job satisfaction. Novelty/ Originality of the study: This research contribute to the literature of human resources by using different measurement scale combining from several references to measure job satisfaction and turnover intention that specified for hospitality context.

This study aims to determine the effect of compensation, work environment and organizational commitment to job satisfaction and job stress as intervening variables at PT. Ekosjaya Abadi Lestari.This research is a quantitative research with hypothesis testing. The sample used in this study were 104 employees at PT. Ekosjaya Abadi Lestari. The analytical tool used in this research is path analysis using a questionnaire program whose measurements use a Likert scale which is tested for validity and reliability.The results of this study prove that compensation has a significant effect on job stress, work environment has a significant effect on job stress, organizational commitment has a significant effect on job stress, compensation has a significant effect on job satisfaction, work environment has a significant effect on job satisfaction, organizational commitment has a significant effect on job satisfaction. , Job stress has a significant effect on job satisfaction, There is no indirect effect of compensation on employee job satisfaction through job stress as an intervening variable, There is no indirect effect of work environment on employee job satisfaction through job stress as an intervening variable, There is no indirect effect of commitment organization on employee job satisfaction through job stress as an intervening variable.

The purpose of this study was to determine a description of the work environment, job stress and job satisfaction of PT Denko Wahana Industri employees, to test and analyze the effect of work environment on job satisfaction of employees of PT Denko Wahana Industri, to test and analyze the effect of job stress on employee job satisfaction. PT Denko Wahana Industri. This study uses the Partial Least Square (PLS) method to analyze data. The research model used in this research is descriptive explanatory. This study was conducted on 154 employees, with a purposive sampling technique. The data collection technique used a survey method, namely distributing questionnaires which were then processed by the SmartPLS 3.3.3 program. The results of PLS show that there is a significant influence on the work environment and job stress on employee job satisfaction.Keywords: work environment, job stress, and job satisfaction, PT Denko Wahana Industri

This study was conducted to determine: (1) the correlation between job satisfaction and turnover intention of employees of PT. X Jambi, (2) the correlation between job stress and turnover intention of employees of PT. X Jambi and (3) the correlation between job satisfaction and job stress on employees of PT. X Jambi. The results of the study are (1) between job satisfaction and turnover intention has a negative correlation was weak and not significant, it is shown by the value of the correlation coefficient of -0.295 and opportunities are not mutually correlated 0.065 greater than the maximum terms are correlated by 0.025. It can be concluded between job satisfaction and turnover intention has not had a meaningful relationship, (2) the correlation between job satisfaction and job stress also has a weak positive correlation was not significant, it is shown by the value of the correlation coefficient of 0.024 and opportunities are not mutually correlation of 0.882 is greater than the maximum terms are correlated 0.025, (3) the correlation between job stress and turnover intention has a significant positive relationship, it is shown by the value of the correlation coefficient of 0.381 and opportunities are not mutually correlated by 0,015 less than the requirement maximum mutual correlation of 0.025. It can be concluded between job stress and turnover intention is to have a meaningful relationship.Kata kunci : korelasi, intensi turnover, kepuasan kerja, stres kerja

Job satisfaction comes because someone feels a good feeling from a job evaluation and also the characteristics related to job satisfaction itself. Thus the company must know what things will affect the job satisfaction of its employees. This study aims to determine job stress on job satisfaction with work motivation as a mediating variable in employees of Bebek Uma Sari Resto, Singapadu Gianyar. This research was conducted at Bebek Uma Sari Resto, Singapadu Gianyar with a total sample of 50 employees. The method of determining the sample in this study is saturated sampling method. Data collection is done through observation, interviews, and questionnaires. Instrument test used is validity test and reliability test. The data analysis technique in this study uses path analysis techniques, classical assumption tests, and sobel tests. Based on the results of the analysis, this study shows that job stress has a negative and significant effect on job satisfaction in employees of Bebek Uma Sari Resto, Singapadu Gianyar. Job stress has a negative and significant effect on work motivation in employees of Bebek Uma Sari Resto, Singapadu Gianyar. Work motivation has a positive and significant effect on job satisfaction in employees of Bebek Uma Sari Resto, Singapadu Gianyar, and work motivation is a mediating variable between work stress and job satisfaction in employees of Bebek Uma Sari Resto.

Objectives: This study investigated the correlations between the organizational politics perception, job satisfaction, job stress, and organizational commitment of the hospital employees in a medical centre. This will allow managers at various levels to understand better the organizational politic perception of the hospital nursing staff, which will enable them to reduce the negative impacts of hospital nursing staff’s organizational politics perception and job stress, and improve the job satisfaction and organizational commitment of hospital employees. Accordingly, the hospital will become more competitive and achieve sustainable operation.

It is impossible to avoid stress completely in the contemporary work environments. In the course of interaction between organization and individuals, the organizational objective usually faces conflicts with individual desires. Such an imbalance inevitably causes a variety of stresses to individuals. Amid the fast-changing work environments caused by the upgrade of aviation industry, many airline companies demand their employees to pursue innovation and challenges continually for better performances. In particular, many domestic and foreign airlines have recently restructured their organizations and taken on merger and acquisitions with competitors for large-scale reorganizations in effort to raise the flexibility in organization and personnel pool and lower labor costs. This led many airline employees to suffer a wider range of stronger stress. As the employees are increasingly exposed to job stress from their operations, the stress will have mental, physical and behavioral influences on them. Such influences will deteriorate the personal health and fitness and the quality of life and prevent airlines from accomplishing their objectives. Therefore, when the job stresses continue to wield negative influences on airline employees, their job satisfactions and organizational commitments representing how much employees are committed to their organizations and the organizational citizenship behaviors representing the voluntary acts of employees are not expected to show good ratings. As the attitudes and behaviors of employees under job stress have large impacts on the passenger's satisfactions with airline service and the performances of airline companies, the attentions to this issue are on the increase. However, the underlying causes for the negative influences on airline employees are not sufficiently studied. Accordingly, this study is designed to research the correlations between the job stress, job satisfaction, organizational commitment and organizational citizenship behavior of airline employee in order to identify the problems in the aviation industry and the directions for corresponding solutions. Given such results, this study aims to contribute to the development of human resources. Therefore, this study focuses on the assessment of correlations between variables based on the previous assessments of job stress, job satisfaction, organizational commitment and organizational citizenship behavior. For this purpose, a research model was specified and then five different assumptions and respective subordinate assumptions were stipulated to verify the model. The survey was conducted from December 20, 2010, to January 30, 2011, with the employees of local and foreign airline companies. A total of 438 samples were collected and analyzed using SPSS for Window Version 14.0 and AMOS 18.0. A frequency analysis was performed to understand the general characteristics of samples. The exploratory analysis reviewed that the variables had a high level of statistical significance in factor loading, and those variables were appropriately selected. The confirmative factor analysis on the entire model also demonstrated that the research methodology was appropriate for samples and each factor had a sufficient level of confidence. A path analysis was performed to verify specified assumptions, which led to adopt all assumptions entirely or partially except the one that the job stress of airline employee has negative impacts on the organizational commitment. According to the survey results, the job stress of airline employee was found out to have negative impacts on the organization's performance and the employee's nonvocational or organization-friendly behaviors. Therefore, both airline employees and airline organizations need to map out measures to control the job stress of airline employees more effectively in order to promote the development and performance of airline companies.

Up to now, a great deal of literature has identified key factors influencing employee performance in developed countries – North America and Europe and to a lesser extent in other regions including a mix of developed and developing countries, such as Singapore, Taiwan, Malaysia, and Thailand. To put it another way, little research on factors influencing employee performance has been implemented in countries that are emerging as new potential markets with very high economic growth rates. Among these countries is Vietnam where its average economic growth rate (GDP) was over 7% during the 1990s and early 2000s, and especially more than 8% in 2006 - 2008, which made it one of the highest growing economies in the World. Together with Vietnam’s entry into the World Trade Organization dated on 7 November 2006, its companies are increasingly developing in accordance with the requirements set up by the World Trade Organization. These moves suggest that fierce competition among local and foreign companies in Vietnam, especially in the garment field. However, there are no comprehensive models or frameworks to explain the employee performance in garment field in Vietnam. This study has based on an extensive review of literature on employee satisfaction, employee commitment, job involvement, and job stress proposed a comprehensive model for employee performance in garment company 10. Furthermore, a set of model hypotheses presenting relationships among these factors have been set up. The model presented in this paper is unique as at present, there is no comprehensive theoretical and practical model for analyzing employee performance in the garment field in newly emerging countries such as Vietnam. None of the prior models have taken into account the linear and non-linear relationships among these factors to investigate employee performance in the garment field. We utilized the structural equation technique to test the hypotheses (linear and non-linear) and found that four of the seven hypothesized relationships were found to be statistically significant. Specifically, employee performance was most significantly influenced by job involvement (ɣ2 = 0.365, p < 0.01), followed by job stress (ɣ5 = -0.347, p < 0.01), and normative commitment (ɣ4 = 0.226, p < 0.05). Also, the relationship between job satisfaction and employee performance was found to be significantly positive moderated by affective commitment (ɣ6 = 0.158, p < 0.05). Our study provides comprehensive implications that can be benchmarked by many garment companies in Vietnam. The companies may implement management policies in general and marketing policies in particular to increase levels of job involvement, employee commitment, and reduce job stress. Specifically, the companies should provide opportunities and necessary resources for employees in order to escalate their performance.