Job Stress Variables Research Articles

The Influence of Personality, Emotional Intelligence, and Job Stress on Counterproductive Work Behaviors

This study aims to prove the influence of personality, emotional intelligence, and work stress on counterproductive work behavior. This research was conducted at the multinational company Kutai Timber, Co., with 75 respondents in the production department. The data in this study were obtained through questionnaires and then analyzed using the multiple linear regression method. The results of this study indicate that personality, emotional intelligence, and job stress have a significant effect on counterproductive work behavior. The coefficient value of the emotional intelligence variable is negative 0.416, which means that if the value of emotional intelligence increases, it will reduce the level of employee counterproductive work behavior. Research proves the Personality variable has a value of 0.326 with an indicator of agreeableness and tend to avoid conflict, and then the job stress variable has a positive value of 0.251. The implications of the theory are discussed to prove its effect on counterproductive behavior. The practical consequences aim to reduce counterproductive behavior through improving personality, and emotional intelligence and reducing employee stress levels.

The Influence Of Mental Health, Workload Pressure, And Job Stress On Employee Performance Quality At Disnakertrans Tulungagung

This research is motivated by the importance of performance quality in a company, as employees are the driving force behind the company's success. In order to achieve maximum performance quality, it is influenced by several factors that make the company's vision and mission easier to achieve with good coordination. This study connects independent variables including mental health, workload pressure, and job stress with the dependent variable, which is employee performance quality. The method used in this research is quantitative analysis. The quantitative data collection technique employed involves distributing questionnaires and conducting interviews with 47 employees of Disnakertrans Tulungagung. Meanwhile, for quantitative data analysis in this study, validity tests, reliability tests, normality tests, classic assumption tests (multicollinearity test, heteroscedasticity test, autocorrelation test), multiple linear regression analysis, hypothesis testing, and determination coefficient (R2) are utilized.The results of this research indicate that: 1) There is a positive and significant influence of mental health on employee performance quality. 2) There is a negative and significant influence of workload pressure on employee performance quality. 3) There is a negative and significant influence of job stress on employee performance quality. 4) Collectively, mental health, workload pressure, and job stress variables have a positive and significant influence on employee performance quality (Y) at Disnakertrans Tulungagung.

Pengaruh Lingkungan Kerja Fisik, Disiplin Kerja Dan Stres Kerja Terhadap Kinerja Karyawan Pada Pabrik Gula Merah UD Bunga Mas

This research aims to determine the influence of the physical work environment, work discipline and work stress on employee performance at the UD Bunga Mas brown sugar factory. The variables used in this research are Physical Work Environment (X1), Work Discipline (X2), Work Stress (X3), and Employee Performance (Y). The research location is the UD Bunga Mas Brown Sugar Factory which is located in Karanglo Hamlet, Tales Village RT 01 RW 04 Ngadiluwih District, Kediri Regency. By using data collection techniques in the form of interviews, questionnaires and observations.Meanwhile, the analysis used uses quantitative methods with multiple linear regression tools using the SPSS version 25.0 software program. Based on tests carried out by partial linear regression analysis, it shows that the Physical Work Environment (X1) has a negative and insignificant effect on Employee Performance (Y) and Work Discipline (X2) has a positive and insignificant effect on Employee Performance (Y). Meanwhile, the Job Stress variable (X3) has a negative and significant influence on Employee Performance (Y). This shows a significant value for variable X1 0.116 > 0.05, variable X2 0.538 > 0.05, and X3 0.000 < 0.05. Partially, the Physical Work Environment (X1), Work Discipline (X2), and Work Stress (X3) have a positive and significant effect on Employee Performance (Y) at the UD Bunga Mas Brown Sugar Factory.

Analysis Of The Influence Of Work Stress On Employee Performance With Job Satisfaction As An Intervening Variable

In this study using a sample of 34 respondents, namely CV. Syntax Corporation Indonesia factory employees. The sample used was a saturated sampling technique. The testing in this study was carried out by analyzing the validity test, reliability test, classic assumption test, path analysis test, determination coefficient (R2),and t test. For partial hypothesis testing, the t test is used, the tcount value obtained for the Job Stress variable (X) for Job Satisfaction (Z) is 3.563 then for the Job Stress variable (X) for Employee Performance (Y) of 2.542 and for Job Satisfaction (Z ) towards Employee Performance (Y) of -1,175. Then based on the results of the Kofisien test of Equation I determination of 0.284 it means that the contribution or work stress relationship is 28.4% and the remaining 71.6%, and from equation II the results are 0.174, meaning that the work stress factor (X) influences job satisfaction (Z) of 17.4%, while the remaining 82.6% is influenced by other factors not included in this study. Then from the results of calculations through Path with the Causal Step method and Product Of Coefficient it is stated that and in this study the results of z calculated are 1.077 and z tables are 0.353. So it can be concluded that z count> z table, the Intervening variable mediates the relationship between the Independent variable and the Dependent variable. Or in other words the Job Satisfaction variable mediates the relationship between the Job Stress variable and the Employee Performance variable.

Physician assistant education program director attrition and consideration to leave

BackgroundThis study explores factors related to physician assistant (PA) education program directors’ (PD) consideration to leave their leadership role. This is important to better understand, with the need for additional PA education PDs as the number of PA programs grows in addition to current PA program leaders considering leaving their PD role.MethodsData from the 2019 Physician Assistant Education Association (PAEA) Faculty and Directors Survey were used to analyze factors related to consideration for leaving the PD position. Multiple logistic regression analyses were utilized to identify predictors of PD consideration for leaving their position. Multiple regression analyses were also used to explore factors related to burnout.ResultsThe study found burnout was a modest predictor for consideration of leaving the PD position, while underrepresented minority status was not. Additional job stress, job satisfaction, and job experience variables were found to have a modest relationship with consideration of leaving, with odds ratios between 0.28 (lack of faculty respecting each other) and 5.29 (stress from lack of personal time) for those with statistically significant relationships.ConclusionsPD consideration of leaving is a complex phenomenon with many variables and confounding factors likely at play, including, as demonstrated by this study, level of burnout. Study implications include a further understanding of how effective strategies might be designed and implemented to address the drivers of PA PD attrition. Further exploration of burnout as a possible mediating variable as well as more specific data collection directed at better understanding predictors of PD attrition would be valuable future research directions.

Pengaruh Stres Kerja dan Beban Kerja Terhadap Turnover Intention Karyawan Pada PT Panasonic Manufacturing Indonesia

This study aims to determine the effect of work stress, workload on employee turnover intention. This research method is quantitative, and the population used is employees of PT Panasonic Manufacturing Indonesia with a sample size of 50 respondents to Business Unit X employees. Researchers used data collection techniques in the form of observation, questionnaires, literature study. The instrument test results in this study used multiple regression analysis, t test, and then f test and the results obtained from this study are that on the Job Stress variable (X1), positive and significant results are obtained for the employee turnover intention variable (Y), which can be interpreted as having high work stress for employees, so will high turnover intention. the workload variable (X2) has a positive and significant relationship to employee turnover intention, which means that there is a high workload, the higher the turnover intention.

Modeling wellbeing for U.S. correctional nurses: A cross sectional survey

BackgroundNurses work in stressful environments, and this stress has negative consequences on health. Correctional nurses experience unique job stress in their roles. However, there has been limited research exploring how the correctional environment impacts nurse health and wellbeing. ObjectiveThis study aimed to evaluate the relationship between the variables of organizational characteristics (i.e., job demands, job control, manager support, peer support, workplace relationships), job stress, and wellbeing levels in a sample of U.S. correctional nurses, while exploring socio-demographic covariates. MethodsUsing a convenience sampling method, 270 U.S. correctional nurses completed a cross-sectional online survey. Informed by the Job Demands–Resources Theory, a conceptual model was created and tested in this sample. Analysis involved multiple linear regression and structural equation modeling. ResultsThe model significantly fit the data (CI: 0.71–0.83, CFI = 0.51, SRMR: 0.37, and RMSEA = 0.08) revealing the direct relationship between job stress, job demands, job control, and workplace relationships and wellbeing. This study also provided evidence that job stress mediates the relationship of job control and job demands with wellbeing. ConclusionResults underscore the opportunity for correctional organizations to consider targeting job demands, job control, workplace relationships, and job stress in future interventions to improve the correctional nursing work environment and support correctional nurse wellbeing. Tweetable abstractA recent study found evidence for a relationship between organizational characteristics & job stress and U.S. correctional nurse wellbeing.

The association of organizational justice views and turnover intent among correctional staff

ABSTRACT Fairness is a core concept in U.S. society, including in the workplace. Organizational justice theory holds that workers expect to be treated in a fair and just manner and that higher levels of organizational justice usually result in lower levels of withdrawal work behaviors, such as absenteeism and turnover intent, while lower levels of organizational justice perceptions are associated with higher engagement in withdrawal behaviors. The current study examined the relationship between organizational justice views, specifically distributive and procedural justice, and turnover intent, while controlling for the personal characteristics of age, gender, position, tenure, educational level, and marital status and the work variables of job stress and job involvement. Using the responses from 322 employees from a state prison located in the Southern region of the United States, procedural justice was observed to have a significant negative association with turnover intent, but distributive justice had a nonsignificant relationship. Job stress was associated with a significantly higher level of turnover intent, while job involvement was significantly associated with lower turnover intent. Among the personal characteristics, only age had a significant association, with older workers expressing lower turnover intent.

THE INFLUENCE OF EMOTIONAL INTELLIGENCE AND WORK STRESS ON JOB SATISFACTION OF CUSTOMER SERVICE OFFICER BAKTI PT BANK CENTRAL ASIA Tbk KCU PEKANBARU

This research aims to determine the influence of emotional intelligence and work stress on job satisfaction of customer service officers at PT Bank Central Asia Tbk KCU Pekanbaru. This research is a quantitative research with emotional intelligence and job stress variables on job satisfaction. This study uses data collection techniques by distributing questionnaires. The number of samples in this study were all CSO Bakti employees of PT Bank Central Asia Tbk KCU Pekanbaru, totaling 47 employees. The data analysis technique used is multiple linear regression, coefficient of determination, and hypothesis testing. According to results of the study simultaneously that emotional intelligence and work stress affect the job satisfaction of CSO Bakti employees at PT Bank Central KCU Pekanbaru. Emotional intelligence and work stress contributed 79,6% to the job satisfaction of PT Bank Central Asia Tbk KCU Pekanbaru employee customer service officers, while the remaining 20.4% was accounted for by other variables not examined in this study.

The Influence Of Career Development And Work Stress On Employee Performance At The Employee Of The Service Of Population And Civil Registration (Disdukcapil) In Padang City

This study aims to determine the effect of career development and work stress on employee performance at the Office of Population and Civil Registry (Disdukcapil) Padang City. This type of research is quantitative research. The sample consisted of 75 employees of the Padang City Population and Civil Registry Service (Disdukcapil) using total sampling. Data analysis used is multiple linear regression analysis, classical assumption test, and hypothesis testing. The results showed that career development and job stress variables partially had a positive and significant effect on employee performance at the Padang City Population and Civil Registry Service (Disdukcapil) employees.

Impact of psychosocial stress COVID-19 on job satisfaction: Job stress and job insecurity as mediation variables

During a pandemic, the environment around employees is considered a virus carrier, which can endanger their lives. Employees also fear that they will carry the virus and infect their surroundings. This condition is called psychosocial stress. This study aims to prove empirically how psychosocial stress from the impact of COVID-19 can affect employee job satisfaction. Add the variables of job stress and job insecurity as the variables tested indirectly. This study uses a quantitative method with data from the snowball sampling technique on direct sales employees in Surabaya. Two hundred thirty seven samples are obtained. The findings show no direct effect between the psychosocial stress impact of COVID-19 on employee job satisfaction. However, adding indirect test variables, namely job insecurity and job stress, shows significant results. That is, explains that the characteristics of employees in Surabaya agree that they feel the effects of psychosocial stress due to COVID-19. However, these conditions do not affect whether they are satisfied or not at work. Nevertheless, when they feel insecure about their job, and there is stress from work, they feel unsatisfied. The findings of this research provide a theoretical contribution to managing employee stress management in the current turbulent times.

Investigating the Relationship between Job Fit and Job Stress and Organizational Performance of Yasuj Health Center Personnel in the West of Iran

Background: Stress of managers and employees of the organization reflected in the efficiency of the organization. The aim of this study is to investigate the relationship between job fit and stress, and organizational performance of Yasuj Health Center Personnel in the west of Iran.
 Methods: This was an analytical cross-sectional study conducted in Yasuj in the west of Iran in 2020. The statistical population included all managers, experts and staff in health centers of Yasuj. The sample consisted of 196 people who were selected using the convenience sampling method. The instruments used in this study was job Fit suitability, health, safety, environment (HSE) job stress, and organizational performance questionnaires. Descriptive indicators of mean score and standard deviation were also evaluated. Pearson correlation coefficient test and multiple linear regression analysis were used to analyze data by SPSS 20 and a significance level of less than 0.05.
 Results: There was a direct and significant relationship between job fit, personality and job stress and organizational performance (R = 0.633 and P-value = 0.001) (R = 0.612 and P-value = 0.001); there was a significant relationship between job fit and job stress(R = 0.881 and P-value = 0.001). Moreover, all components of job fit and job stress were able to predict organizational performance (p < 0.05). The variables of job stress and job fit had an effect on the organizational performance of the employees.
 Conclusion: Considering the strong and positive relationship between job fit and stress and organizational performance, it can be concluded that job fit, organizational performance, and job stress have a significant relationship.

The Mediating Effect of Sleep Quality and Burnout Toward Work Engagement among Healthcare Worker

Objective: This study examines the interrelationship among job stress, work engagement, sleep quality, and burnout on JD-R Model. Moreover, this study also analyzes the mediating effect of sleep quality and burnout, which is usually a dependent variable. Methods: This study was conducted on 236 healthcare workers from various hospitals in Indonesia. The data were collected from an online survey using a 4-Point Likert scale, which was analyzed using Lisrel 8.80 through Structural Equation Modelling (SEM). Findings: The results show that job stress is positively associated with work engagement and burnout. Sleep quality mediates job stress toward work engagement and burnout. Burnout mediates the relationship between job stress and sleep quality. This study also found that job stress was not associated with sleep quality. Originality/Value: Many studies are competing to understand the emergence and process of burnout and work engagement. This research is heading in a different direction and focuses on exploring and analyzing the variables of burnout, job stress, sleep quality, and work engagement and their interrelationship. Practical/Policy implication: Given the results, this study recommends that healthcare workers be aware of their oath and live a healthy lifestyle. In addition, health institutions could conduct a job analysis and create HR policies that imply productivity and fairness.

Pengaruh Motivasi Intrinsik, Komunikasi Persuasif dan Stres Kerja terhadap Komitmen Afektif Studi pada Hotel Yellow Star Ambarrukmo

This study aims to determine (1) the effect of intrinsic motivation on affective commitment, (2) persuasive communication on affective commitment, (3) work stress on affective commitment, and (4) the effect of intrinsic motivation, persuasive communication and work stress together. on Affective Commitment. The research used is the type of quantitative research method. This research was conducted at the Yellow Star Ambarrukmo Hotel. The number of employees is 60 using nonprobability sampling technique. The data collection method uses a questionnaire and is free. This research uses data quality test, classical assumption test including (normality test, heteroscedasticity test and multicollinearity test) multiple linear regression test and hypothesis test. The results of this study indicate that the Intrinsic Motivation Variable has a positive effect on Affective Commitment. Persuasive Communication Variable has a positive effect on Affective Commitment. Job Stress Variable has a negative effect on Affective Commitment. The Variables of Intrinsic Motivation, Persuasive Communication and Job Stress jointly or simultaneously influence the Affective Commitment Variable.

Investigating the level of respect for human dignity and its related factors in providing care for the elderly with COVID-19 in shahid Beheshti Hospital, Kashan, 2021.

Patients' dignity includes the feelings of being valuable, maintaining their respect, and respecting their physical and spiritual privacy. Coronavirus disease of 2019 (COVID-19) is one of the life-threatening diseases that affect the dignity of the elderly. Therefore, the aim of this study was to investigate the level of respect for human dignity and its related factors in providing care for the elderly with COVID-19 in Shahid Beheshti Hospital in Kashan, 2021. This cross-sectional study investigated 250 nurses caring for the elderly with COVID-19 and 300 elderly with COVID-19 in Shahid Beheshti Hospital of Kashan in 2021. A sampling of the elderly with COVID-19 was performed continuously based on the inclusion criteria and sampling of nurses by census method. The research tools included the questionnaire on background variables of nurses and the elderly, the questionnaire on respect for human dignity from the perspective of nurse and patient, and the job stress questionnaire. Then, the results were analyzed using Pearson's correlation coefficient tests, t-tests, and multiple regression in SPSS 21 software. Based on the results, the mean and standard deviation of patient dignity was 132.13 ± 71.52 and 129.14 ± 06.44 from the perspective of the nurses and the elderly, respectively. The results revealed that the level of respect for human dignity from the nurses' perspective was significantly related to gender and job stress (P < 0.05). Moreover, a significant relationship was found between the human dignity score from the elderly's perspective and the elderly's marital status and education (P < 0.05). According to the results of regression, the variables of nurses' gender and job stress explained about 8.7% of the variance of the patient's dignity observed by the nurses (Adjusted R-Square = 0.087). Finally, the variables of marriage and education of the elderly explained about 4% of the variance of their dignity observed by the nurses (Adjusted R-Square = 0.040). The results showed that with the increase of job stress in female nurses, their human dignity toward the patient decreases. Elderly people who are married and have a high school diploma have a better understanding of respect for human dignity. Since respect for human dignity is important from the point of view of nurses and the elderly, it is suggested to teach nurses how to respect patient dignity.

JOB STRESS AND EMPLOYEE PERFORMANCE AMONG OFFICERS IN PUBLIC SPORTS INSTITUTIONS

Employees are the most critical assets of an organisation, but they experience stress in their job, resulting in physical and mental health problems that affect their performance. The impact of job stress on employee performance is an area of concern for organisations. Job stress affects employees who have work demands and pressures beyond their knowledge and ability to cope. Stressful workers incur healthcare costs due to stress-related illnesses that affect their work performances. The impact of stress on employees' performance and productivity of organisations caused the initiation of this research. The stress and job performance of sports officers are unknown. The study examined the impact of stress on the job performance of Malaysian sports officers to contribute to the filling of this knowledge gap. Three variables of job stress of role ambiguity, role conflict, and workload (Conant, 2016; Wijayanti &amp; Fauzi, 2020) were used in the research. The methodology employed a questionnaire designed and administered to respondents and used descriptive and inferential statistics for the data analyses. The participants were 100 Malaysian sports officers, 30 were from the International Islamic University Malaysia (IIUM), 20 were from the University College Shahputra, and 50 were from the Pahang Sports Council. All the participants completed a questionnaire that consisted of the Perceived Stress Scale (PSS) and the Generic Job Stress Questionnaire (GJSQ). The result showed that most employees had moderate stress (n=57, 59.4%), and 58.3% (n=56) of the sports officers showed average work performance. It also showed a significant relationship between role ambiguity, role conflict, and workload and employee job stress, and the stress negatively affected their job performance (r=-0.927, p= 0.01). The results of this study are expected to contribute to an understanding of how job stress affects sports officers' performance. The management of organisations can use the findings to reduce job stress to enhance employees' wellbeing and productivity. For example, the management of Malaysian sports organisations could use how stress affects employee performance to develop policies and implement strategies to reduce job stress and improve employees' wellbeing and productivity. Findings from this study may also assist various human resource practitioners, researchers, and higher education institutions to build relevant policies to reduce employee stress to achieve a sustainable work-life balance practice within sports institutions. In addition, this study will also be used as a guide to researchers in the future. For example, it could be extended to organisations outside the sports industry and explore how occupation, years of employment, ethnicity, participation in physical activity, religion, and culture affect employees' stress and job performance.

In the COVID-19 Era, Effects of Job Stress, Coping Strategies, Meaning in Life and Resilience on Psychological Well-Being of Women Workers in the Service Sector.

The purpose of this study is to analyze the factors affecting the psychological well-being by using variables of job stress, coping strategies, meaning of life, and resilience to improve the quality of working life during COVID-19. The subjects were 135 adult women working for banks. Data were collected by having the subjects fill out a paper-and-pencil questionnaire, and analyzed through t-test, ANOVA, Pearson’s correlation coefficients, and multiple regression analysis. The subjects’ psychological well-being showed positive correlations with the social support-seeking coping mechanism (r = 0.33, p < 0.001), problem-solving-focused coping mechanism (r = 0.55, p < 0.001), meaning in life (r = 0.45, p < 0.001), and resilience (r = 0.37, p < 0.001). Psychological well-being showed negative correlations with job stress (r = −0.44, p < 0.001) and avoidance-focused coping mechanism (r = −0.28, p = 0.001). The factors affecting the psychological well-being were problem-solving-focused coping mechanism (β = 0.35, p < 0.001), job role stress (β = −0.24, p < 0.001), meaning inlife (β = 0.29, p < 0.001), avoidance-focused coping mechanism (β = −0.23, p < 0.001), and resilience (β = 0.15, p = 0.023). It is necessary to formalize psychological intervention to induce the improvement of the quality of work life by increasing the psychological well-being of working women during the COVID-19 pandemic. It is suggested that intervention is made in consideration of variables identified as influencing factors to increase the psychological well-being of women workers.

Do Organizational Commitment and Work Stress Moderated by Locus of Control Influence Auditor Performance? Evidence from Banking Institution

AbstractObjective – This study aims to determine the effect of organizational commitment and work stress on auditor performance with locus control as a moderating variable in a banking institution.Design/methodology – The population and sample in this study were all internal auditors spread across all branch offices at Bank Sejahtera, totaling 33 people. Sources of data using primary data derived from distributing questionnaires to research respondents.Results – The results showed that the variables of organizational commitment, job stress, and locus of control simultaneously affect the performance of internal auditors. Then, organizational commitment has a positive effect on the performance of internal auditors. Furthermore, work stress has a negative effect on auditor performance. Locus of control has a positive effect on the performance of internal auditors. Next, locus of control strengthens the relationship between organizational commitment and internal auditor performance. Likewise, locus of control also strengthens the relationship between job stress and the performance of internal auditors.Research limitations/implications – This study is only conducted at one state-owned bank in Banda Aceh. Implementation at different banks with different management styles may show different results.Novelty/Originality – This research provides an empirical analysis about locus of control’s role in strengthening the relationship between organizational commitment and internal auditor performance as well as the relationship between job stress and the internal auditor performance.

Analysis of Trends in Research on Emotional Labor in Hotel and Resort Sectors in Korea using Semantic Network Analysis

This study analyzed emotional labor in the hotel and resort industry through semantic network analysis and convergence of iteration correlation (CONCOR) analysis. The scope of the study was limited to academic papers on the hotel and resort industry published by the Korea Citation Index (KCI) between 2006 and 2022. This included papers from the journals Tourism &amp; Leisure Research (26), Korean Journal of Hospitality &amp; Tourism (23), Korean Journal of Tourism Research (19), International Journal of Tourism &amp; Hospitality Research (18), Tourism Research (14), and other journals (74). Having identified the major research trends, visualization was carried out to confirm the topics closely related to emotional labor, which identified the subjects of emotional labor, “employees,” job factors such as “job stress,” and negative psychological variables such as “emotional exhaustion” with high frequency and centrality. The CONCOR analysis revealed four main clusters: “job impact factors,” “service impact factors,” “supervisor impact factors,” and “psychological impact factors.” The results offer suggestions for future research directions on emotional labor in hotels and resorts, as well as implications for academic and practical applications.

Generational differences in team work, work life balance and job stress

Generational differences in Team work, Work life balance and job stress are now having an impact on organizational effectiveness and workplace environments. Even though a wide range of perspectives, experiences, and skill sets might be valuable to the business, generational mixing can also lead to conflict and a lack of agreement in the workplace. Examining the differences between three generations in the workplace is the purpose of the study. The study also aims to examine relationship between teamwork, work life balance and job stress. To examine the current situation in IT companies of Delhi and NCR. The results shows that improvement in Teamwork and Work life balance on employees, Job stress could be reduced in the organisation. Moreover, Work life balance showed the variables of Teamwork and Job stress have direct and indirect relationship.