scholarly journals Perceived Organizational Politics and Age, Interactive Effects on Job Outcomes

SAGE Open ◽  
2020 ◽  
Vol 10 (3) ◽  
pp. 215824402093698
Author(s):  
Tariq Iqbal Khan ◽  
Rudsada Kaewsaeng-on ◽  
Mubashar Hassan Zia ◽  
Sheraz Ahmed ◽  
Abdul Zahid Khan
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Intent To Leave ◽  
Turnover Intentions ◽  
Organizational Politics ◽  
Interactive Effects ◽  
Job Outcomes ◽  
Cross Sectional ◽  
Older Employees ◽  
Analysis Technique

Studies conducted previously on the role-played by age in association with perceived organizational politics (POP) with different outcomes of job calls for more attention toward this domain. The current piece of research observes the effect of POP on job outcomes that include turnover intentions (intent to leave), job stress, and job satisfaction. It also sheds light on the age moderation in the POP association with job outcomes. The data used in this research were diverse and collected through self-administered and cross-sectional questionnaires. Multiple regression analysis was used as data analysis technique. Precisely, this research discovered that POP has a positive connection with job stress and intent to leave, while having no connection with job satisfaction. Moreover, POP impacts on job satisfaction and job stress was found to be positive in younger employees whereas in older employees, it affected both these variables negatively.

scholarly journals Connection between nurse managers’ stress from workload and overall job stress, job satisfaction and practice environment in central hospitals: A cross-sectional study

2021 ◽  
pp. 205715852110186
Author(s):  
Karita Jäppinen ◽  
Mervi Roos ◽  
Paul Slater ◽  
Tarja Suominen
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Intent To Leave ◽  
Nurse Managers ◽  
High Stress ◽  
Cross Sectional Study ◽  
Practice Environment ◽  
Cross Sectional ◽  
Physical Effects ◽  
Strobe Statement

Nurse managers’ workload is considered overwhelming and the resources and support insufficient. Stress from workload has adverse psychological and physical effects and impedes strategic, visible and active leadership. This study aimed to examine nurse managers’ stress from workload and its associations to overall job stress, job satisfaction and practice environment. A survey comprising the Nursing Context Index was administered to 490 nurse managers in Finnish central hospitals. The study was reported using the STROBE statement. The response rate was 42.7% ( n = 209). A statistical analysis revealed that almost every fifth nurse manager experienced high stress from workload with connection to higher job stress overall, higher intent to leave the organization, lower job satisfaction overall, personally and professionally, as well as a more negative perception of the practice environment. Nurse managers’ jobs require adequate resources, clear division of work and better empowering structures.

scholarly journals Fear of COVID-19, psychological distress, work satisfaction and turnover intention among front line nurses 

2020 ◽  
Author(s):  
CHS DM PhD Leodoro J. Labrague ◽  
Janet De los Santos
Keyword(s):  
Job Satisfaction ◽  
Psychological Distress ◽  
Turnover Intention ◽  
Intent To Leave ◽  
Turnover Intentions ◽  
Work Satisfaction ◽  
Well Being ◽  
The Philippines ◽  
Work Outcomes ◽  
Cross Sectional

Abstract Aim: To examine the relative influence of fear of COVID-19 on nurses’ psychological distress, work satisfaction and intent to leave their organisation and the profession. Background: The emergence of COVID-19 has significantly impacted the psychological and mental well-being of frontline healthcare workers, including nurses. To date, no studies have been conducted examining how this fear of COVID-19 contributes to health, well-being and work outcomes in frontline nurses.Methods: This is a cross-sectional research design involving 261 frontline nurses in the Philippines. Five standardised scales were used for data collection. Results: Overall, the composite score of the fear of COVID-19 scale was 19.92. Job role and attendance of COVID-19-related training predicted fear of COVID-19. An increased level of fear of COVID-19 was associated with decreased job satisfaction, increased psychological distress, and increased organisational and professional turnover intentions.Conclusions: Frontline nurses who reported not having attended COVID-19-related training and those who held part-time job roles reported increased fears of COVID-19. Addressing the fear of COVID-19 may result in improved job outcomes in frontline nurses, such as increased job satisfaction, decreased stress levels and lower intent to leave the organisation and the profession. Implications for Nursing Management: Organisational measures are vital to support the mental health of nurses and address their fear of COVID-19 through peer and social support, psychological and mental support services (e.g., counselling or psychotherapy), provision of training related to COVID-19, and accurate and regular information updates.

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

2019 ◽  
Vol 8 (2) ◽  
pp. 185-200 ◽  
Author(s):  
Muhammad Asrar-ul-Haq ◽  
Hafiz Yasir Ali ◽  
Sadia Anwar ◽  
Anam Iqbal ◽  
Muhammad Badr Iqbal ◽  
...  
Keyword(s):  
Higher Education ◽  
Social Capital ◽  
Job Stress ◽  
Turnover Intentions ◽  
Higher Education Institutions ◽  
Organizational Politics ◽  
Work Outcomes ◽  
Employee Outcomes ◽  
Content Type ◽  
The Relationship

Purpose Organizational 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/approach Employee 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. Findings The 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/implications Higher 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/value The 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.

scholarly journals EMPLOYEE ENGAGEMENT AS A MEDIATOR INFLUENCES OF WORK STRESS AND CAREER DEVELOPMENT TO TURNOVER INTENTION IN EMPLOYEE OFFICE OF PT PKSS CENTRAL OFFICE

2020 ◽  
Vol 1 (5) ◽  
pp. 695-705
Author(s):  
Wahyu Bawono ◽  
Singmin Johannes Lo
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Employee Engagement ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Quantitative Method ◽  
Central Office ◽  
Least Square ◽  
Analysis Technique

The objectives of this study are: (1) To analyze the Effect of Job Stress, Career Development and Job Satisfaction on Turnover Intention in PT PKSS and (2) To analyze the significant influence between Job Stress, Career Development and Employee Engagement simultaneously / Jointly towards Turnover Intention at PT PKSS. This research uses a quantitative method with a sample of all employees at PT PKSS, amounting to 98 people. The analysis technique used is Part Least Square Analysis (PLS). While the variables in this study are: (1) job stress, (2) career development, (3) employee engagement, and (4) turnover intention. The results of this study include: (1) Job stress has a significant effect on employee engagement with a T-Statistic value of 5,481, (2) Career development has a significant effect on employee engagement with a T-Statistic value of 4,909, (3) Work stress has a significant effect on turnover intention with a T-value Statistics of 3.071, (4) Career development has a significant effect on turnover intention with a T-Statistic value of 5.526, and (5) Employee employee variable can mediate jointly from the effect of work stress and career development on turnover intention. Can be proven by the analysis of VAF (Variance Accounted For) value calculation above, it can prove hypothesis 8 that employee engagement variable (Y1) can mediate the effect of work stress variables and career development together on turnover intention of 21.15%.

scholarly journals PENGARUH STRES KERJA TERHADAP KEPUASAN KERJA DENGAN MOTIVASI KERJA SEBAGAI VARIABEL MEDIASI

2018 ◽  
Vol 8 (3) ◽  
pp. 1203
Author(s):  
I Gede Redita Yasa ◽  
A.A. Sagung Kartika Dewi
Keyword(s):  
Job Satisfaction ◽  
Path Analysis ◽  
Job Stress ◽  
Work Stress ◽  
Sampling Method ◽  
Civil Servants ◽  
Insignificant Effect ◽  
Analysis Technique ◽  
High Satisfaction ◽  
High Motivation

Job satisfaction is a condition where employees feel satisfied with their work. People who express high satisfaction in their work tend to be more productive, while unproductive people tend to experience stress on workers. The purpose of this study was to analyze the effect of work stress on job satisfaction with motivation as an mediation variable on Denpasar City Revenue Agency. This research was conducted at the Denpasar City Regional Revenue Agency, the number of samples in this study were 92 civil servants with saturated sampling method. Path analysis technique is used in this study. Based on the results of the analysis of the study found that job stress has a negative and significant effect on job satisfaction. Job stress has a negative and insignificant effect on motivation. Motivation has a positive and significant effect on job satisfaction. Motivation is able to mediate the influence of work stress on job satisfaction. This means that despite work stress but if supported by high motivation, maximum job satisfaction will arise.

Attachment to work, job satisfaction and work centrality

2014 ◽  
Vol 35 (6) ◽  
pp. 555-565 ◽  
Author(s):  
Aharon Tziner ◽  
Alla Ben-David ◽  
Lior Oren ◽  
Gil Sharoni
Keyword(s):  
Job Satisfaction ◽  
Attachment Style ◽  
Attachment Styles ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Self Report ◽  
Cross Sectional ◽  
Work Centrality ◽  
Content Type ◽  
Additional Tool

Purpose – The purpose of this paper is to investigate the associations between attachment styles, work centrality and job satisfaction with turnover intentions. Design/methodology/approach – A self-report questionnaire that included psychometrically sound measures of the key constructs was completed by a sample of 125 employees. A structural equation model was conducted to test the proposed relations and mediating hypotheses. Findings – Attachment styles were found to be linked directly to turnover intentions, and not mediated by job satisfaction and work centrality, as predicted. Avoidant and anxious employees showed higher levels of turnover intentions. A positive relationship was found between work centrality and job satisfaction; job satisfaction was negatively related with turnover intentions. Research limitations/implications – Although the study involved cross-sectional self-report data, it shed light on the associations between attachment theory and the costly organizational phenomena of voluntary turnover. Practical implications – Managers should pay particular attention to employees characterized by an insecure attachment style. Efforts should be made to improve work centrality and job satisfaction among employees. Originality/value – The study adds attachment styles as an additional tool available to managers in their efforts to manage turnover.

scholarly journals PENGARUH STRES KERJA DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION KARYAWAN PT. FASTRATA BUANA DENPASAR

2020 ◽  
Vol 9 (3) ◽  
pp. 1149
Author(s):  
Heslie Margaretta ◽  
I Gede Riana
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Sampling Method ◽  
Descriptive Analysis ◽  
Employee Turnover Intention ◽  
Analysis Technique ◽  
Employee Stress

The purpose of this study was to determine the effect of work stress and job satisfaction on turnover intention. The sample in this study were 86 employees who were determined using the saturation sampling method. The analysis technique used is descriptive analysis and Smart PLS. The results show that work stress has  positive significant effect on turnover intention. Job satisfaction has a negative and significant effect on turnover intention.  If job satisfaction is high then the employee job stress is certain to be getting lower and thus the employee's desire to leave the company is lower. Llow level of job satisfaction and high employee stress, so this also results in an increased level of turnover intention. Keywords : Job Stress, Job Satisfaction, Employee Turnover Intention    

The influence of job characteristics on IT and non-IT job professional’s turnover intentions

2015 ◽  
Vol 34 (6) ◽  
pp. 715-728 ◽  
Author(s):  
Aareni A Uruthirapathy ◽  
Gerald G. Grant
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Job Characteristics ◽  
Small Sample ◽  
Advisory Group ◽  
Shared Services ◽  
It Professionals ◽  
Job Outcomes ◽  
Content Type ◽  
Intentions To Leave

Purpose – Information technology (IT) professionals and their intentions to leave an organization have been studied by researchers; however, these studies do not compare the turnover intentions of IT professionals with non-IT professionals from the same institution. The purpose of this paper is to examine how IT and non-IT job professionals relate to motivational and social job characteristics and their impact on job satisfaction, job performance and turnover intentions. Design/methodology/approach – Data were collected from IT-shared services employees through a survey and quantitative analyses were performed. Findings – Among the motivational job characteristics, IT professionals experienced greater task significance than the non-IT job holders. With social job characteristics, IT professionals had greater outside interaction than the non-IT professionals. However, the non-IT professionals had greater intentions to leave the IT organization than the IT professionals. Additionally, the study examined the differences of the job characteristics and job outcomes among transactional, transformational, and professional advisory work groups. The professionals and advisory group differed from the other groups in terms of feedback from the job, job satisfaction, and turnover intentions. Research limitations/implications – The findings are based on a small sample. However, it highlights some unique differences in how IT and non-IT job occupants perceive job characteristics and job outcomes. Originality/value – This study compares job characteristics and job outcomes of IT and non-IT job occupations in the same IT work environment.

scholarly journals Hubungan Tingkat Stress Dengan Kepuasan Kerja Pada Masinis PT Kereta Api Indonesia Di UPT Crew Semarang Poncol

2016 ◽  
Vol 3 (1) ◽  
Author(s):  
Taufiq Annas ◽  
Susi Nurhayati
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Negative Impact ◽  
Employee Performance ◽  
Sampling Technique ◽  
Cross Sectional ◽  
Stress Levels ◽  
Rest Time ◽  
High Level

Tingkat  stres kerja berlebihan  dapat berdampak  negatif  terhadap  prestasi  kerja karyawan  PT. KAI yang pada akhirnya dapat merugikan perusahaan. Apalagi jika stres kerja tersebut berada dalam taraf tinggi tentu akan  memberikan  dampak  negatif.  Tujuan  penelitian  ini adalah  mengetahui  hubungan  antara  stress kerja dengan kepuasan kerja pada masinis PT Kereta Api Indonesia di UPT Crew Semarang Poncol. Jenis  penelitian  adalah  korelasi  dengan  pendekatan  cross  sectional.  Populasi  dalam  penelitian  ini adalah seluruh masinis PT Kereta Api Indonesia UPT Crew Semarang Poncol sejumlah 223 orang. Teknik sampling yang digunakan adalah accidental sampling dengan jumlah 143 orang. Hasil  penelitian  didapatkan  bahwa  tingkat  stres kerja yang dialami  oleh responden  sebagian  besar adalah tinggi yaitu sebanyak  67,1%. Kepuasan  kerja responden  sebagian  besar dalam kategori  tidak puas yaitu sebanyak 78 orang (54,5%). Ada hubungan antara tingkat stress dengan kepuasan kerja pada masinis PT Kereta Api Indonesia di UPT Crew Semarang Poncol.Berdasarkan  hasil tersebut  PTKAI diharapkan dapat menambah jumlah masinis dengan pola shift kerja yang longgar sehingga masinis memiliki waktu isirahat yang cukup untuk mengurangi stress akibat jadwal kerja yang padat. Kata kunci : Stres Kerja, Kepuasan Kerja. STRESS LEVEL RELATIONSHIP WITH JOB SATISFACTIONAT INDONESIAN PT TRAIN ENGINEERING AT UPT CREW SEMARANG PONCOL Excessive work stress levels can have a negative impact on employee performance at PT. KAI which in the end can harm the company. Moreover, if the work stress is at a high level, it will certainly have a negative impact. The purpose of this study was to determine the relationship between job stress and job satisfaction at PT Kereta Api Indonesia machinists at UPT Crew Semarang Poncol. This type of research is correlation with cross sectional approach. The population in this study were all engineers of PT Kereta Api Indonesia UPT Crew Semarang Poncol totaling 223 people. The sampling technique used is accidental sampling with a total of 143 people. The results showed that the level of work stress experienced by most of the respondents was high as much as 67.1%. Most of the respondents' job satisfaction was in the dissatisfied category as many as 78 people (54.5%). There is a relationship between stress levels and job satisfaction at PT Kereta Api Indonesia's machinists at UPT Crew Semarang Poncol. Based on these results PTKAI is expected to increase the number of drivers with a loose work shift pattern so that the machinists have sufficient rest time to reduce stress due to a busy work schedule. . Keywords: Job Stress, Job Satisfaction.

scholarly journals Effect of Organizational Commitment, Job Stress, And Job Satisfaction on Turnover Intention

2020 ◽  
Vol 8 (10) ◽  
pp. 286-316
Author(s):  
Idham Wahyono ◽  
Setyo Riyanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Turnover Intention ◽  
Quantitative Research ◽  
Turnover Intentions ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Reality Testing ◽  
Data Validity

The purpose of this study is to find out how organizational commitment, job stress, and job satisfaction affect turnover intention. This research was conducted at PT Satya Ardhia Angkasa (Outsourcing PT Angkasa Pura II Persero) in Terminal 1, Terminal 2, and Terminal 3 of Soekarno–Hatta Airport. This type of research is included in quantitative research with a total population of all employees working at PT Satya Ardhia Angkasa located in Terminal 1, Terminal 2, and Terminal 3 of Soekarno–Hatta Airport with a Sample of 100 employees. This research data collection technician uses interviews and questioners. The analysis method uses classic assumption testing, data validity, and reality testing as well as hypothesis testing with multiple linear regression analysis techniques processed using SPSS 23.0 for windows. Based on the results of determination coefficient tests resulting in an Adjusted R Square value of 0.433 or 43.3%, this shows the effect of Organizational Commitment, Job Stress, and Job Satisfaction on Turnover Intentions. The remaining 56.7% influenced the results found in this study of Organizational Commitment, Job Stress and Job Satisfaction have a simultaneous and significant effect on turnover intentions

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