Employee Job Stress Research Articles

Job stress and turnover intention of employees in the South African steel manufacturing industry - a management challenge

Job stress and turnover intention of employees in the South African steel manufacturing industry - a management challenge

Impact of organizational politics on employee work outcomes in higher education institutions of Pakistan

PurposeOrganizational politics has been a topic of conceptual and empirical interest for researchers and practitioners for many years. The purpose of this paper is to examine the relationship between organizational politics and employee work outcomes in educational institutions. In addition, this paper also aims to assess the moderating role of social capital.Design/methodology/approachEmployee perceptions about organizational politics and its impact on their work outcomes have been assessed empirically with a sample of 270 full-time employees in higher education institutions of Pakistan. The data have been collected from faculty members of five universities of Pakistan using survey method. SPSS and AMOS have been used to analyze the data and SEM has been used to test the hypotheses.FindingsThe results indicate a moderating effect of social capital on the relationship between perceived organizational politics and employee outcomes, and the most significant employee outcomes are job stress, job satisfaction and turnover intentions. The findings of the study support the view that organizational politics has negative association with employee job stress and turnover intentions.Research limitations/implicationsHigher education sector in Pakistan is facing certain challenges, which affect talent retention. The findings of this study will help the administration of higher education institutions to develop effective strategies to cope with the challenges of organizational politics, such as motivation, satisfaction and retention of their employees.Originality/valueThe study adds to the literature on organizational politics by highlighting and validating its adverse effects on employee work outcomes in the context of Pakistani higher education.

PERAN KEPUASAN KERJA DALAM MEMEDIASI PENGARUH STRES KERJA DAN MOTIVASI KERJA TERHADAP TURNOVER INTENTION

This study aim was to determine the effect of turnover intention on job stress and work motivation, and the role of job satisfaction in mediating the effect of turnover intention on job stress and work motivation at Nirmala Plaza Supermarket Jimbaran employee. The sample amounted to 34 employees with the saturated sampling method. Questionnaires were used as data collection techniques with survey approaches and then data were analyzed with SEM-PLS. The results show that there is a positive and significant effect of job stress on turnover intention, while there is a negative and significant effect of work motivation and job satisfaction on turnover intention. In addition, the results of the analysis also show that the effect of job stress and work motivation on turnover intention was mediated by job satisfaction partially. The management of Nirmala Plaza Supermarket Jimbaran needs to reduce employee job stress and increase work motivation along with the job satisfaction to reduce the turnover intention.
 Keywords: work motivation, job stress, job satisfaction, turnover intention

Impact of Employees’ Recognition, Rewards and Job Stress on Job Performance

Aim - the purpose of this study is to examine the role of employee rewards, recognition, and job-related stress towards employee performance considering the mediating role of perceived organizational support in the call-centers located in Lahore, Pakistan. 
 Design - The data has been gathered through the survey method of the questionnaire. A simple random sampling technique is used for this study. Confirmatory factor analysis (CFA) and structure equation modeling (SEM) techniques have been used for statistical analysis. 
 Findings - Results showed that employee rewards and recognition have a significant and positive effect on employee performance whereas job stress has a significant and negative effect on employee performance. Findings also revealed that perceived organizational support significantly and fully mediates the relationship between employee rewards, recognition, and job stress and employee performance. So this study puts light on crucial factors that lead to better employee performance. 
 Implications - Employee rewards and recognition play an important role in overall employee performance. If the companies will not take it seriously, then it might lead to negative consequences. On the other hand, job stress also plays a vital role in employee performance.

중국지역 호텔직원의 직무 스트레스와 이직 의도의 관계에서 일터 영성의 매개 효과

The purpose of the study was to examine the mediation effects of workplace spirituality on relationship between job stress and turnover intention of hotel employees in China. High employee turnover has long been a problem in the hotel industry in China. This study used P-E Fit theory to develop a model of the processes linking workplace spirituality as an essential element for reduce to turnover intention caused by job stress. To test this model with data from a sample of 256 hotel employees from the People

몽골 특급호텔 종사원의 마음챙김, 감정노동, 직무스트레스, 직무만족, 이직의도 간의 관계연구

몽골 특급호텔 종사원의 마음챙김, 감정노동, 직무스트레스, 직무만족, 이직의도 간의 관계연구

Pengaruh Kepuasan Kerja dan Stres Terhadap Tingkat Produktivitas Karyawan Bagian Pemasaran Pada PT. Jessindo Prakarsa Bogor

Job satisfaction is an emotional attitude of fun and loved his work, and thus will reflect the attitude of discipline and work performance. Satisfaction is a combination of inside and outside the company that reflects the balance between the remuneration to be received by the execution of his work. Employee productivity also related to the right of labor to obtain the potential development opportunities that exist in self-employees in accordance with the capabilities (education) and experience in order to increase its productivity. By knowing satisfaction and job stress of employees by the company it is expected that employye productivity can be measured. The results show the following (1) Index based on the work kepusasan satisfaction index score of 51.51 the respondent’s answer has categorized job satisfaction of employees in PT. Jessindo Prakarsa satisfied (2) stress index based on the stress index value of 63.38 then categorized the respondent’s answers have the stress of employees in PT. jessindo Prakarsa in very high. (3) the productivity of employees is measured by pencapian sales targets set by the company to each of the sales force in August 2008. With the scale realization of the sales of each salesperson is used to calculate the productivity level of each individual in the marketing of PT. Jessindo Prakarsa, average labor productivity of the marketing department employee in August 2008 amounted to 72.38% (considered good). Effect of stress on job satisfaction and work productivity at PT. Jessindo Prakarsa, with a sig value of 0.004 <a = 0.05 in other words there is the influence of job satisfaction and stress together on the level of productivity at PT Jessindo Prakarsa

A Convergence Study on the Use of Music for Job Stress of Employees in Highway Service Areas

A Convergence Study on the Use of Music for Job Stress of Employees in Highway Service Areas

The Relations among Job Satisfaction, Job Stress, Burnout and Turnover Intentions of Employees of Religious Affairs : A Multi-case Study

Bu araştırma din görevlilerin iş stresi, iş doyumu, tükenmişlik ve işten ayrılma niyetlerine ilişkin durumun belirlenmesi amacıyla yapılmıştır. Ayrıca araştırma kapsamında, ilgili kavramların, din görevlilerinin sahip olduğu demografik değişkenlerle olan etkileşimi ve kavramların kendi içindeki ilişki düzeyleri de incelenmiştir. Araştırma Türkiye’nin 7 coğrafi bölgesinden belirlenen büyükşehir merkezlerinde (İstanbul, Ankara, İzmir, Mersin, Gaziantep, Samsun ve Erzurum) çalışan 1125 din görevlisi üzerinde yürütülmüştür. Verileri toplamak amacıyla dört ayrı ölçek formu kullanılmış ve analizler istatistiki analiz programı aracılığıyla yorumlanmıştır. Araştırma sonucuna göre din görevlileri, orta düzeyde tükenmişlik yaşarken, düşük düzeyde iş doyumuna sahiptirler. Bunun yanında din görevlileri çok yüksek düzeyde iş stresine ve orta düzeyde işten ayrılma niyetlerine sahiptirler. Literatürde din görevlilerinin tükenmişlik ve iş doyumlarını belirlemeye çalışan farklı araştırmalar olsa da bu araştırma iş doyumu ve tükenmişliğin kaynağı olarak bilinen iş stresini ve stresin en önemli sonucu olan işten ayrılma niyetini ölçmeyi amaçlayan öncü çalışma olması sebebiyle önem arz etmektedir.

직무스트레스가 직무소진, 이직의도에 미치는 영향에 관한 연구 :호텔 접객종사원의 자아탄력성 조절효과를 중심으로

직무스트레스가 직무소진, 이직의도에 미치는 영향에 관한 연구 :호텔 접객종사원의 자아탄력성 조절효과를 중심으로

호텔 직원의 지각된 멘토링 기능이 직무스트레스에 미치는 영향 : 자아탄력성의 조절효과를 중심으로

호텔 직원의 지각된 멘토링 기능이 직무스트레스에 미치는 영향 : 자아탄력성의 조절효과를 중심으로

Pengaruh Budaya Organisasi dan Stres Kerja terhadap Kepuasan Kerja Karyawan pada PT. Kereta Api Indonesia Persero Daop 8 Surabaya

Changes require organizational changes to its organizational culture as the culture as a reference to coordinate the behavior of employees to achieve organizational goals, and of the employees who adaptation back to a new environment. This study aims to describe and analyze wheter organizational culture and job stress employee job satisfaction. The study took place at PT. Kereta Api Indonesia Persero Daop 8 Surabaya. Sampling technique that used was proportionate stratified random sampling. Methods of the statistical analysis that used were multiple linear regression with the help of SPSS 1.8 software. the results showed that organizational culture have a significant positive influence on employee job satisfaction, job stress had not significant influence on employee job satisfaction, organizational culture and job stress have a significant simultant influence on employee job satisfaction.

Mediating effect of work engagement between job stress and depressive symptoms in State Grid employees

Objective: To explore the relationship between job stress, work engagement and depressive symptoms of State Grid workers, and to analyze the mediating effect of work engagement between job stress and depressive symptoms. Methods: A cross-sectional survey was conducted to investigate 845 employees from a State Grid company, using the brief job stress questionnaire, the Patient Health Questionnaire (PHQ-9) and 9-item Utrecht Work Engagement Scale (UWES-9) in March 2017. Results: The average score of work engagement was 4.49±1.42, the mean value of job stress was 1.15±0.33, the average score of depressive symptoms was 6.44±4.30, and the positive rate of depressive symptoms was 66.9%.There was a negative correlation between work engagement with both job stress and depressive symptoms (r=-0.193, -0.397, both P<0.01) , and job stress was positively correlated with depressive symptoms (r=0.260, P<0.01) . The relationship between job stress and depressive symptoms was partly mediated by work engagement, and the mediating effect accounted for 27.2% of the total effect. Conclusion: The work engagement of State Grid staff acts as the mediator between job stress and depressive symptoms, alleviating the depressive symptoms caused by job stress.

A Randomized Controlled Trial for Solving Job Stress of Financial Employees Based on Neurofeedback Training

This paper aims to verify the effect of neurofeedback (NFB) training in stress relief among financial employees. For this purpose, the randomized controlled trial (RCT) was adopted to carry out a 13-week 26-session NFB training of 49 volunteers in the upper-alpha (UA) band (8~13Hz). To assess the electroencephalography (EEG) changes, each session was designed with five training trials (4min/trail), a pre-EEG screening and a post-EEG screening. The experimental results show that all participants significantly enhanced the UA band in task-related EEG within the training sessions. This proves that the NFB training intervention is effective in improving such functions as work ethic, attention, memory, efficiency, and work execution. Suffice it to say this research provides new insights into job stress relief of financial employees.

한국 내 외국인 투자기업 직원들의 기술다양성이 직무 스트레스에미치는 영향: 조직문화의 조절효과

한국 내 외국인 투자기업 직원들의 기술다양성이 직무 스트레스에미치는 영향: 조직문화의 조절효과

A Comparative Study of Job Stress, Satisfaction and Commitment of Cooking Employees in Hotel Kitchens with and without HACCP Systems

A Comparative Study of Job Stress, Satisfaction and Commitment of Cooking Employees in Hotel Kitchens with and without HACCP Systems

Job stress and employees’ productivity in telecommunication sector of Nigeria

People frequently experience stress while they go about their regular lives at home, school, and work. This study looks at workplace stress and how it affects workers' productivity. Using descriptive data analysis, correlation, and regression analysis using SPSS version 22, five factors that contribute to workplace stress were examined: inadequate working conditions, bullying/harassment, increasing workload, hostile work environment, and downsizing. 110 of the 120 questionnaires that were sent to the employees of MTN, Globacom, Airtel, and Etisalat were successfully completed and returned. The results indicated a bad correlation between employee productivity and job stress. According to the research, employers of labour should take every precaution to make sure that there is no stress at work. Moreover, hiring occupational psychologists and stress management specialists is advised

Quality of work life (QWL) and stress management in PSPCL

This research paper explains the concept of quality of work life (QWL) and Job stress, it examines various studies on stress management as a component of QWL and studies on various factors affecting the level of job stress of employees working in various sectors in India and Abroad. It aims to ascertain the factors affecting the stress management of employees of PSPCL. The results show that there are two major factors affecting stress management in PSPCL namely relations at work and volume of work. The future research in this area should focus on analysis of employee ratings of these two factors among genders, employee categories, job nature and educational backgrounds to ascertain the difference in job stress level among these groups as it has not been explored so far. Randall and Elizabeth (1994) have explained the concept of job stress as the interaction of work conditions with the characteristics of the worker such that the demands of the work exceed the ability of the worker to cope with them.

면세판매서비스 종사자의 감정노동, 개인 인지사고특성, 직무스트레스와 직무만족도 간의 관계성 연구

면세판매서비스 종사자의 감정노동, 개인 인지사고특성, 직무스트레스와 직무만족도 간의 관계성 연구

Relational Model of Organizational Politics Perception, Job Satisfaction, Job Stress, and Organizational Commitment in Hospital Nursing Staff

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.