Effect Of Working Pressure Research Articles

Perceived working conditions and employee performance in the coal mining sector of China: a job demands-resources perspective

Purpose This paper aims to investigate how perceived working conditions affect employee performance, including safety compliance and task performance, through employee well-being (i.e. job satisfaction) in the context of the coal mining sector in China. Design/methodology/approach This paper uses the job demands-resources model to test the relationships between working conditions, including job demands (work pressure as a challenge demand and perceived risks and hazards in the workplace and ineffectiveness of the safety system as hindrance demands), job resources (interpersonal harmony), job satisfaction and performance. This study adopts a two-wave design with a three-month lag to reduce possible common method bias. Findings Employees who experienced high level of challenge demands, e.g. time pressure workload, reported higher levels of task performance, and this positive relationship seemed to be robust. There is a direct effect of perceived ineffectiveness of the safety system on task performance, while the relationship between perceived risks and hazards and task performance was fully mediated by job satisfaction. Challenge demands, i.e. work pressure, did not impact much on employees’ well-being, and thus job satisfaction did not mediate the relationship between work pressure and performance. Perceived ineffectiveness of the safety system was negatively associated with safety compliance. This result is not surprising since a lack of effective safety system reflects management’s ignorance of workplace safety, which demotivates employees to enact safe behaviors. In contrast, the presence and implementation of an effective safety system would be interpreted by employees as management exhibiting a high level of commitment. Work pressure was positively not negatively related to safety compliance. One possible explanation for this finding is that the effects of work pressure on safety compliance behaviors might be dependent on contextual factors such as safety climate. Interpersonal harmony moderated the relationships between work pressure and employee performance (both safety compliance and task performance) and the relationship between perceived risks and hazards and task performance, but the role of interpersonal harmony appeared more complex. There was no significant correlation between challenging job demands and individual employee performance when there were higher levels of interpersonal harmony. The relationship between perceived risks and hazards, a hindrance job demand and task performance became positive as interpersonal harmony increased but negative as interpersonal harmony decreased. Originality/value This paper provides a robust integrative theoretical framework that better explains the various types of job demands and job resources in the working environment of coal mining sector in China and their relationships to employee performance. The findings also offer valuable guidance for managers trying to identify effective ways to enhance employee performance and safety in the workplace.

The impact of work stress on teachers' performance in the Republic of Chad The city of Absha as a model In the period between (2021/2022)

This study was conducted in the city of Absha in the year 2022 with the aim of identifying the factors that cause work pressures on the performance of teachers at the secondary level in the period between 2021 and 2022 AD, the researchers used the descriptive analytical approach in this study of the social and economic conditions that cause work pressures. Absha researchers used the percentage scale and the arithmetic mean to measure the effect of work pressure on teachers' performance
 The most important results:
 
 The social and economic conditions cause pressure on the professionalism of teachers.
 The difficult economic procedures and conditions are among the factors that do not help reduce the level of professional pressures at work among teachers.
 
 Most important recommendations:
 
 It is necessary to stand by the teacher and help him deal with the various pressures.
 Taking into account mental health and adapting to new work conditions so that he can assume his social responsibilities in preparing generations for a better future, which has become more urgent than before, especially in the field of education.
 Consoling the teacher when he needs it in some social circumstances such as (family, friends, the large community that lives around him)
 Working to improve their living conditions and helping them raise the level of the material return they receive monthly in proportion to the requirements and the high standard of living within the community .

Các yếu tố tác động đến ý định nghỉ việc của nhân viên kế toán tại Bình Dương

The turnover rate among young people is high, particularly in the accounting industry where employees often face the challenge of maintaining high accuracy in their work and coping with significant work pressure, leading to an imbalance between work and personal life. This study investigates the effects of work pressure on work-life balance and the intention to quyt among accountants. The research findings indicate that work pressure can negatively impact work-life balance and increase employees’ intention to quyt. The study also offers managerial implications to help organizations reduce turnover among accountants and promote a better work-life balance for their employees.

Analysis of the Effect of Work Pressure and Work Stress on Job Satisfaction of PT. Avia Citra Dirgantara Abdul Rachman Saleh Airport Malang

Job satisfaction is an expression of employee satisfaction regarding how the work they do can benefit both themselves and the company. So every company is expected to pay attention to the level of job satisfaction experienced by its employees by paying attention to what factors can affect the level of job satisfaction. This study aims to determine how the effect of work pressure and work stress on job satisfaction of employees of PT. Avia Citra Dirgantara Abdul Rachman Saleh Airport Malang. This study uses a quantitative method with a research instrument using a questionnaire or questionnaire distributed to all employees of PT. Avia Citra Dirgantara Abdul Rachman Saleh Airport Malang. The data analysis used was multiple linear regression analysis, partial test (T-Test), simultaneous test (F-Test), and test of the coefficient of determination which was processed using SPSS for windows relase version 25. The results showed that there was a significant influence between work pressure on job satisfaction and there is no significant effect between work stress on job satisfaction of employees of PT. Avia Citra Dirgatara Abdul Rachman Saleh Airport Malang. This shows that the variables of work pressure and work stress are able to explain the job satisfaction variable of 26.7%, where the difference of 73.3% is explained by other variables not tested in this study.

Minimizing Turnover Intention with The Approach of Work Pressure and Work Stress

The purpose of this research was to determine the role of work stress in mediating the impact of work pressure on turnover intention in non-medical employees at Kasih Husada Hospital. This research uses a descriptive approach with explanatory research. The variables examined in this study are work pressure, work stress, and turnover intention. Source of data comes from internal data. Data collection uses primary data and secondary data. The sample in this study amounted to 90 people. Data analysis was performed using PLS which produces more robust parameters without changing the sample from the population. The software used is SmartPLS 3.3.3. The test results show that work pressure has a positive and significant effect on work stress. Work pressure has a positive and significant effect on turnover intention. Work stress has a positive and significant effect on turnover intention. And, work stress is able to mediate the effect of work pressure on turnover intention in non-medical employees at Kasih Husada Hospital.

PENGARUH TEKANAN KERJA DAN MOTIVASI TERHADAP KINERJA KARYAWAN PADA PT XXX

Employee performance is important in a company, with increasing employee performance, it is expected to make it easier for the company to achieve its goals. This study aims to determine the effect of work pressure and motivation on employee performance. This study used an associative approach with a sample of 100 employees. The instrument used is a questionnaire. Instrument quality testing includes validity and reliability tests. Data analysis uses descriptive analysis, while for hypothesis testing it uses multiple linear analysis. The results showed that partially the working pressure had a positive and significant effect on performance with a calculated t value of 4,536 > 1,98397 t table with a significance value of 0,000 < 0,05. Motivation had a negative and significant effect on performance partially with a calculated t value –2,374 < 1,98397 t table with a significance value of 0,020 < 0,05. Work pressure and motivation had a positive and significant effect on simultaneous performance with a calculated f value of 12,540 > 3,09 f table with a significance value of 0,000 < 0,05 and an R- square value of 20,5%. This analysis was only carried out on PT XXX only and does not take into account other variables.

Study on Instant Delivery Service Riders' Safety and Health by the Effects of Labour Intensity in China: A Mediation Analysis.

The Instant Delivery Service (IDS) riders' overwork by “self-pressurisation” will not only reduce the level of their physical and mental health but also lose their lives in safety accidents caused by their fatigue riding. The purpose of this article is to examine whether there is overwork among IDS riders in big and medium cities in China? What's going on with them? Based on the Cobb-Douglas production function in the input-output theory, this study characterised the factors on IDS riders' safety and health associated with labour intensity. A mediating model with moderating effect was adopted to describe the mediation path for the 2,742 IDS riders who were surveyed. The results of moderating regression demonstrated that (1) 0.4655 is the total effect of labour intensity on the safety and health of IDS riders. (2) 0.3124 is the moderating effect that working hours make a greater impact on labour intensity. (3) The mediating effect of work pressure is the principal means of mediation both upstream and downstream.

Peran Work Family Conflict terhadap Work Performance Karyawan Perusahaan Fast Moving Consumer Goods di Indonesia

This research was conducted with fast moving consumer goods (FMCG) in Indonesia as research objects. This study aims to determine the effect of work pressure on work performance, work family conflict moderates the relationship between work pressure on work performance at PT. X. The variables used in this study are work pressure and work conflict family variables as independent variables and work performance variables as dependent variables. The method used is quantitative descriptive simple linear regression. The sample used in this study was collected from one of the largest family business on Indonesia. The method used in collecting samples is non probability sampling with purposive sampling technique. Data collection techniques in this study were carried out by distributing questionnaires using a Likert scale. Based on the results of data analysis, it can be concluded that the work pressure variable has a significant effect on work performance partially, the work conflict family variable has a significant effect on work performance partially with a coefficient. Work conflict family variable can be a moderating variable between the relationship of work pressure to workperformance.

The Effect of Work Environment and Work Pressure on Job Satisfaction and the Impact on Employees Performance of West Jakarta DJP Regional Office

This study aims to determine the effect of work environment and work pressure on employee performance, the effect of the work environment on employee performance, the effect of job pressure on employee performance, the effect of job satisfaction on employee performance, the influence of the work environment on employee performance through job satisfaction variables, the effect of job pressure on employee performance through job satisfaction variables. The study was conducted on employees of the West Jakarta DJP Regional Office. The sampling technique used the saturated sample method involving 86 people. Data analysis using path analysis. The results of the study indicate that the work environment and work pressure variables affect employee performance. The calculated F value is 32.598 and the significance is 0.05. This value is smaller than 0.05. The r-squared value of 44.0% means that the work environment and work pressure variables affect employee performance by 44.0% while the rest is influenced by other variables that are not included in the equation model. Work environment variables affect employee performance partially. The t value is 7,310. The significance value is 0.00. This significance value is smaller than 0.05. The value of r squared is 38.9%. This means that the effect of work environment variables on employee performance is 38.9% and the rest is influenced by other variables that are not included in the equation model. The work pressure variable partially affects employee performance. The t value is 2.055. The significance value is 0.043. This significance value is smaller than 0.05. The value of r squared is 0.048. This means that the influence of the work pressure variable on employee performance is 4.8% and the rest is influenced by other variables that are not included in the equation model. Job satisfaction variable affects employee performance partially. The t value is 5,610. The significance value is 0.00. This significance value is smaller than 0.05. The value of r squared is 0.273. This means that the influence of the satisfaction variable on employee performance is 27.3% and the rest is influenced by other variables that are not included in the equation model. The effect of the work environment on employee satisfaction is 0.624. The effect of the work environment on employee satisfaction through job satisfaction is 0.385 x 0.522 = 0.201. In this case, the direct effect is greater than the indirect effect, so it can be said that the job satisfaction variable is not an intervening variable. The direct effect of work pressure on employee satisfaction is 0.219. While the effect of work pressure on employee performance through job satisfaction is 0.164 x 0.522 = 0.086. In this case, the direct effect is greater than the indirect effect, so it can be said that the job satisfaction variable is not an intervening variable.

Comparisons of Spray Characteristics between Non-circular and Circular Nozzles with Rotating Sprinklers

HighlightsExperiments were conducted to investigate the hydraulic performance of the solid-set rotating sprinkler.The effects of nozzle shape and working pressure on the droplet characteristics and kinetic energy of the rotating sprinkler were analyzed.The circular nozzle has a large wetting radius and large droplet size.Use of a non-circular nozzle could result in higher irrigation uniformity and lower kinetic energy imparted to the soil surface by water droplets under low working pressures.Abstract. Reducing the working pressure of sprinklers can effectively reduce sprinkler irrigation energy requirements. However, the reduction in working pressure and variation of nozzle shape inevitably lead to changes in the hydraulic performance of the sprinkler. To evaluate the spray characteristics of selected non-circular (the shape of the nozzle opening was asymmetric) and circular nozzles at low pressure, experiments were conducted to investigate the effects of working pressure, nozzle shape, and nozzle diameter on flow rate, radius of throw, water application rate, droplet size, droplet velocity of the rotating sprinkler, and kinetic energy of the water droplets impacting on the soil surface. The coefficients of irrigation uniformity were calculated for the non-circular and circular nozzles under different rectangular sprinkler spacing and working pressures. The results show that the flow rates of the non-circular and circular nozzles were equal under the same working pressure and with the same nozzle size, while the throw radius of the circular nozzle was longer than that of the non-circular nozzle. The circular nozzle produced a larger droplet size than the non-circular nozzle did. Since the droplet size and kinetic energy per unit droplet volume increased along the radius of throw, and the peak water application rate of the circular nozzle was located near the perimeter of the radius of throw, the peak specific power impact on the soil surface by the water droplets of the circular nozzle was greaterspecifically, 1.26 to 1.97 times that of the non-circular nozzle. With the increase in working pressure, the peak values of specific power and water application rate decreased. The irrigation uniformity coefficients of the non-circular and circular nozzles were more than 85% within the recommended pressure range of the manufacturer when the sprinkler spacing was less than 11 m. It was easier to obtain higher irrigation uniformity and lower impact kinetic energy under low working pressure when using a non-circular nozzle. Keywords: Application rate, Irrigation uniformity, Kinetic energy, Sprinkler irrigation, Working condition.

Pengaruh work pressure, job insecurity dan workplace favouritism terhadap turnover intention dengan taqwa sebagai variabel pemoderasi

This study aims to answer the effect of work pressure, job insecurity and workplace favouritism on the turnover intention with taqwa as moderating variable. This research was conducted at PT Metinca Prima Industrial Works Salatiga. Data was collected by distributing questionnaires using an interval scale of 1-10 to 127 workers PT Metinca Prima Industrial Works Salatiga. The data analysis method used is multiple linear regression analysis. Testing the hypothesis shows that work pressure has no significant negative effect on turnover intention. Job insecurity does not affect turnover intention. Workplace favouritism has a positive and significant effect on turnover intention. Work pressure, job insecurity and workplace favouritism have a positive and significant effect on turnover intention. Taqwa can moderate the effect of work pressure on turnover intention. Taqwa can moderate the effect of job insecurity on turnover intention. Taqwa can moderate the effect of workplace favouritism on turnover intention.

The mediating effect of workers’ situation awareness on the relationship between work-related factors and human error: a path analysis approach

Situation awareness is the main reason behind different patterns of unsafe behavior among workers and can play a mediating role in the relationship between predictive situational variables and human error. This questionnaire-based study carried out with Iranian workers investigated the direct and indirect effects of work pressure, mental workload, human–systems interaction and environmental distractions on three types of human error (i.e., slips, lapses and mistakes). The results of path analysis showed that, based on model fit indexes, the model is appropriately fit (χ 2 / df = 3, comparative fit index = 099, Tucker–Lewis index = 0.99, root mean square error of approximation = 026). It was also observed that the effects of four independent variables on all three types of human error are indirect and mediated by situation awareness. Consequently, it is confirmed that situation awareness plays a key role in the occurrence of human error and is a sharp-end causal factor for human error in industrial workplaces.

How to foster nurses' well-being and performance in the face of work pressure? The role of mindfulness as personal resource.

The aim of this study was to study the simultaneous relationships of work pressure with the performance and well-being of nurses and to explore whether mindfulness moderates these relationships. A cross-sectional survey design. We conducted a cross-sectional survey of 1,021 nurses from 103 Belgian care homes for older people, in 2017. Data were analysed using hierarchical multiple regression and simple slope analyses. Work pressure was positively associated with empathetic care, job performance and emotional exhaustion and negatively associated with work engagement. Mindfulness was positively related to empathetic care, job performance and work engagement and negatively related to emotional exhaustion. Regarding the moderations, mindfulness moderated the relationships between work pressure and both performance outcomes, as well as between work pressure and work engagement. Contrary to what we expected: (a) mindfulness showed no significant buffering effect of work pressure on emotional exhaustion; (b) the relationship between work pressure and both empathic care and job performance was stronger when mindfulness was low (vs. high); and (c) mindfulness strengthened instead of weakened the negative relationship between work pressure and work engagement. However, in high work pressure settings, more mindful individuals still had better job performance and work engagement outcomes than less mindful individuals. Our findings explain conflicting outcomes on the effects of work pressure by suggesting that work pressure can function both as a hindrance and a challenge job demand depending on the outcome. Furthermore, by exploring the role of mindfulness as a personal resource, we add to the literature on the role of personal resources in the job demands-resources (JD-R)-model which is particularly relevant in the context of increasing work pressure. Nurses are confronted with increasing work pressure. The present findings indicate that the implementation of mindfulness strategies can be beneficial for nurses dealing with work pressure, contributing to nursing practice and JD-R theory.

The Employment Characteristics, Job Satisfaction and Turnover Intention of Indian Dentists

Background: The paper investigates the causes and consequences of excess supply of fully qualified dentists in the Indian healthcare industry. The soaring unemployment rates further deteriorates the situation. The urbanization of dental practice has increased intensity of the competition in this field. Migration of dentists to middle east and their attempt to change their career path is also discussed. Objective: To analyse the impact of organizational commitment and work pressure on the job satisfaction the dentists practising in India and to study their turnover intension. Method: The analysis is done mainly on the current employment characteristics, the job satisfaction and the turnover intention of Indian dentists. The tools used for the study are PLS-SEM. Conclusion: The results reveal a positive effect of organizational commitment on job satisfaction and that there was a negative effect of work pressure on job satisfaction amongst dentists. It was also observed that, Job satisfaction and level of income satisfaction are the predictors of turnover intention that are statistically significant.

Priorities for Patient Safety Improvement

Priority means precedence in right or rank and is set for resource allocation in patient safety targeting efforts to obtain the maximum benefit for the patients and the public. This research aims to understand Korean patient safety priorities in researches and activities supporting better social efforts for patient safety improvement. When Korean priority of patient safety research has been done using WHO’s global patient safety research priorities with patient safety experts, the result shows the mixed priorities of developed country type and developing country type. ‘Lack of communication and coordination’, ‘poor patient safety culture’ etc were similar to developed countries high ranks. But ‘health care associated infections’ and ‘extent and nature of the problem of patient safety’ were get high ranks similar to developing countries. ‘Effect of work pressure on safety’ ranks the highest in Korea compare to any other country types. This priority results were similar to another priority research for patient safety standards and indicators development which showed high ranks for ‘manpower levels’ and ‘patient identification and communication supporting technologies’. ‘Adverse drug events’ related incidents showed commonly high in priorities, incident rates, and reporting rates through studies and Korean Patient Safety reporting and learning system. But there was discrepancy between the patient safety priorities and governmental support. Therefore, it will be needed for patient safety improvement not only investment from hospitals and government focusing on high priority areas including manpower shortage & workload, communication technologies, and adverse drug events but also priority information sharing and periodic priority re-setting.

Controlled Sputtering Pressure on High-Quality Sb2Se3 Thin Film for Substrate Configurated Solar Cells.

Magnetron sputtering has become an effective method in Sb2Se3 thin film photovoltaic. Research found that post-selenization treatments are essential to produce stoichiometric thin films with desired crystallinity and orientation for the sputtered Sb2Se3. However, the influence of the sputtering process on Sb2Se3 device performance has rarely been explored. In this work, the working pressure effect was thoroughly studied for the sputtered Sb2Se3 thin film solar cells. High-quality Sb2Se3 thin film was obtained when a bilayer structure was applied by sputtering the film at a high (1.5 Pa) and a low working pressure (1.0 Pa) subsequently. Such bilayer structure was found to be beneficial for both crystallization and preferred orientation of the Sb2Se3 thin film. Lastly, an interesting power conversion efficiency (PCE) of 5.5% was obtained for the champion device.

Factors affecting job performance: the case of Jordanian hotels' kitchen staff

This paper aims at investigating the effects of work pressure, duties and responsibilities, career advancement opportunities, and the physical work environment on job performance of the hotels' kitchen staff. A structured questionnaire was used to collect information from the employees working in five-star hotels in Jordan. Multiple regression analysis was conducted to test the research hypotheses. Results of the current study revealed that there is a significant impact of work pressure and career advancement opportunities on job performance, whereas duties and responsibilities, and the physical work environment have not significant impact on it. Results of T-test and ANOVA showed that there is no significant difference in the impact of job performance that can be attributed to gender, age, educational level, personal income, marital status, job position, and position experience. The findings of this study will contribute a better understanding of the best work environment that could enhance the performance of the staff and increase guests' satisfactions.

The divergent effects of work stress on constructive voice and defensive voice: A cross-level of moderated mediation model

Previous studies have mainly considered voice as a behavior with constructive intention for the organization. However, such studies have failed to recognize that voice can be an important means for individuals to achieve their own instrumental goals. Among the few studies that have examined the instrumentality of voice behavior, little attention has been paid to distinguishing between the types of voice behavior motivated by instrumental goals, leading to an incomplete understanding of the instrumental side of the behavior. Hence, this study attempts to broaden our understanding of different voice behaviors as a means of satisfying different instrumental goals in pressure situations. Specifically, based on conservation of resources theory, we suggest that high work pressure indicates threats, increasing individuals’ motivation to conserve resources and thus leading to more defensive voice. In contrast, when work pressure is low, the environment is likely to be perceived as benign, motivating the expression of constructive voice. Importantly, we highlight the role of leader openness as an important boundary condition. Leader openness signals that voice behavior is encouraged and valued, leading to positive expectations for employees to maintain or acquire resources through such behavior, which further motivates that behavior. In contrast, when leaders turn a blind eye to their employees’ voice, employees perceive that their suggestion behavior cannot help them achieve their instrumental goals, and they thus stay silent about work-related issues. Taken together, we suggest that work pressure leads to more defensive voice and less constructive voice, especially when leader openness is high. To test our conceptual model, we conducted a one-month time-lagged study among 386 employees from 50 teams at a construction site. We found that although employees’ perceptions of work stress significantly decreased constructive voice, they also increased defensive voice. Ego depletion mediated the effects of work stress on these two types of voice behavior. Moreover, the results showed that group-level leader openness significantly reinforced the negative relationship between work stress and constructive voice, as well as the negative indirect effect of work pressure on constructive voice through ego depletion. However, the moderating effect of leader openness was not observed when testing the direct and indirect effects of work pressure on defensive voice. This study makes three main contributions to the literature. First, responding to researchers’ recommendations in recent years, the study investigated the mechanisms of different types of voice behaviors. Second, the study drew on conservation of resources theory to explain the effects of work stress on voice behavior, enhancing our understanding of why people engage in certain types of voice behavior in response to work stress. Finally, the study highlights leader openness as an important boundary condition, clarifying when work stress is more likely or less likely to lead to different voice behaviors

EFFECT OF PRESSURE OF WORK AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR TO PERFORMANCE ORGANIZATION THROUGH THE ORGANIZATIONAL COMMITMENT PT. DHARMA AGUNG SENTOSA

This study aimed to determine the effect of the pressures of work and organizational citizenship behavior on organizational performance simultaneously, determine the effect of work pressure on the performance of an organization partially determine the effect of organizational citizenship behavior on organizational performance partially determine the effect of organizational commitment on organizational performance partially, knowing working pressure influence on performance through organizational commitment and determine the effect of organizational citizenship behavior on organizational performance through organizational commitment variable. The study was conducted on the organization of PT Agung Dharma Sentosa. Sampling using saturated samples involving 90 employees in all parts of the organization. Analysis of data using path analysis. Based on data analysis found that the variable pressures of work and organizational citizenship behaviors affect the organization's performance simultaneously. Variable work pressure affects the performance of an organization partially. Organizational citizenship behavior variables affect the performance of an organization partially. Organizational commitment variables affect the performance of an organization partially. The influence of the pressure of work and organizational citizenship behavior on organizational performance is smaller than through the commitment of the organization of work.

How Does Work Pressure Moderate the Formation Mechanism of Revisit Intention of Leisure Tourism Destinations: A Test of Moderating Effect

Tourism destination choosing intention is the key field of tourism behavior research and tourism marketing. Though previous studies confirm that tourist’s perceived value has a significant impact on tourism destination choosing intention, there has been little research to date the formation mechanism of tourism destination choosing intention. Especially for leisure tourism destination, because of the purpose of leisure, there must be some factors that play an important role in the formation mechanism. This paper, using the hierarchical regression analysis method to analyze the formation of leisure tourism destinations from the perspective of the Theory of Planned Behavior, constructs an extended model of formation mechanism, including leisure value, work pressure and attitude. Using random sampling survey method, the data have been collected in different types of leisure tourism destinations, and have been used to explore the differences in tourists’ revisit intention of leisure tourism destinations under different levels of work pressure. The results show that the perceived value and attitude of leisure tourists have a significant impact on their revisit intention. During the process of activating the impact, the work pressure has apparently negative moderating effects. Among them, the moderating effect on the perceived value is obviously stronger than on the attitude. This study shows that work pressure has a significant moderating effect on the relationship between attitude and revisit intention to leisure tourism destinations, and this moderating effect is also negative. What is more, we show that the moderating effect of work pressure is different on the process how perceived value and attitude of tourists affect their revisit intention to leisure tourism destinations. The moderating effect of work pressure on perceived value is significantly stronger than that on attitude.