Role of Supportive Leadership as a Moderator between Job Stress and Job Performance

Stress is a major problem faced by employees in the working environment that affects performance. This problem can be resolved if employees receive support from their leaders. This study was conducted to examine the moderating effect of supportive leadership on the relationship between job stress and job performance. Supportive leadership is an important factor enhancing employee performance in organizations. In this research, 200 employees were considered from 4 educational institutions. Data was collected using a well-developed questionnaire. The empirical results reveal that supportive leadership has a negative effect on job stress and directly impacts job performance. The study also revealed that Supportive Leadership moderates the relationship between these constructs. The paper concludes with recommendations for further research.

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The Relationship of Job Stress with Turnover Intention and Job Performance: Moderating Role of OBSE

Procedia - Social and Behavioral Sciences ◽

10.1016/j.sbspro.2013.06.631 ◽

2013 ◽

Vol 84 ◽

pp. 706-710 ◽

Cited By ~ 24

Author(s):

Nasrin Arshadi ◽

Hojat Damiri

Keyword(s):

Job Performance ◽

Job Stress ◽

Turnover Intention ◽

Relationship Of ◽

The Relationship ◽

Moderating Role

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The Role of Supervisor in the Relationship between Job Stress and Job Performance

International Journal of Academic Research in Business and Social Sciences ◽

10.6007/ijarbss/v8-i11/5560 ◽

2018 ◽

Vol 8 (11) ◽

Author(s):

Noorlaila Hj. Yunus ◽

Nurfarsha Mansor ◽

Che Norlia Hassan ◽

Anizah Zainuddin ◽

Nur Atiqah Rochin Demong

Keyword(s):

Job Performance ◽

Job Stress ◽

The Relationship

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Exploring the Influence of Job Stress on Job Performance: Mediated By Emotional Intelligence in Educational Context

Research Journal of Social Sciences and Economics Review (RJSSER) ◽

10.36902/rjsser-vol1-iss2-2020(46-53) ◽

2020 ◽

Vol 1 (2) ◽

pp. 46-53

Author(s):

Dr. Muhammad Idris ◽

Muhammad Saqib Khan ◽

Mati Ullah Khan

Keyword(s):

Emotional Intelligence ◽

Job Performance ◽

Job Stress ◽

Educational Institutions ◽

Educational Context ◽

Research Issues ◽

Statistical Procedures ◽

Research Questions ◽

Higher Institutions

The job performance is vital phenomenon in the context of education sector as educational institutions might be able to obtain desired ranking only when the employees are motivated to show their best performance. There are many hindrances which are responsible to affect the employees’ performance and institutions wherein job stress is more critical. The stressed employees are not only burnout form their job but also effect their level of the performance. In this situation, “the role of emotional intelligence” is vital in determining the employees’ attitude to show their best performance. The data was collected from faculty member hailing from higher institutions and analyzed through statistical procedures to find answers of research questions. The results are significant and expected to be valuable to management of the higher institutions in revisiting their policies concerning the research issues under considerations. Some recommendations have also been extracted from the results of the study.

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Can information be too much? the moderating role of Covid-19 information on the effect of job stress on job performance

Diponegoro International Journal of Business ◽

10.14710/dijb.4.1.2021.20-29 ◽

2021 ◽

Vol 4 (1) ◽

pp. 20-29

Author(s):

Adra Rida Mahila ◽

Rosaly Franksiska

Keyword(s):

Regression Analysis ◽

Health Risk ◽

Job Performance ◽

Job Stress ◽

Manufacturing Firms ◽

Online Questionnaire ◽

Work From Home ◽

The Relationship ◽

Moderating Role

During the Covid-19 pandemic, many governments require companies to promote a work from home policy. However, many occupations cannot be done at home, putting the employees at increased health risk and increasing job stress. The purpose of this study is to examine whether job stress negatively affects job performance. Furthermore, we also examine the moderating effect of Covid-19 information on the relationship between job stress and job performance. Our respondents are employees who work in manufacturing firms in Salatiga and still have to work from the office during the pandemic. The data were collected using an online questionnaire, and the total number of respondents is 105. Our analysis using moderated regression analysis founds that job stress negatively influences job performance. We also found that Covid-19 information moderates the relationship between job stress and job performance.

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The Role of Employee Engagement Mediates the Relationship of the Work Environment, Teamwork on Employee Performance

ABM : International Journal of Administration, Business and Management ◽

10.31967/abm.v2i2.395 ◽

2020 ◽

Vol 2 (2) ◽

pp. 126-148

Author(s):

Paulino Mendonca ◽

I Gede Riana ◽

Augusto da Conceição Soares

Keyword(s):

Work Environment ◽

Employee Engagement ◽

Employee Involvement ◽

Employee Performance ◽

Working Environment ◽

Master Program ◽

Research Findings ◽

Relationship Of ◽

The Relationship

Paulino Mendonca, Master Program in Management Sciences, Magister Program Institute of Business IOB. The Role of Employee Engagement Influence Work Enviroment, Teamwork on Employee Performance. Commission of Supervisor I: Dr. I Gede Riana, SE., MM, Commission of Supervisor II: Dr. Augusto Da C. Soares, SE., MM. This study aims to analysis (1) influence of the work environment on employee performance, (2) influence of the work environment on employee involvement, (3) influence of teamwork on employee performance, (4) influence of teamwork on employee involvement, (5) the effect of employee involvement on employees performance, (6) the role of employee involvement mediates the working environment relationship on employee performance, (7) the role of employee involvement mediates teamwork relationship to employee performance. The population in this study was 680 of all MAP employees at the Dili, the sample using the slovin formula so as to get 156. Data were analyzed using the Smart-PLS The research findings the work environment, teamwork, influence positive not significantly to employee performance. This research shows that work environment, teamwork is not able to improve employee performance. The effect of work involvement on employee performance found that involvement had a positive significant effect on employee performance. The role of employee involvement mediates the working environment relationship, teamwork is full mediation. Keywords: Work Environment, Teamwork, Employee Engagement, Employee Performance.

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TRANSFER OF TRAINING AND ITS CONSEQUENCES ON THE PERFORMANCE OF SAUDI EMPLOYEES

International Journal of Management Innovation & Entrepreneurial Research ◽

10.18510/ijmier.2020.616 ◽

2020 ◽

Vol 6 (1) ◽

pp. 39-43

Author(s):

Sami Almohammadi ◽

Siti Aisyah Panatik

Keyword(s):

Job Performance ◽

Transfer Of Training ◽

Qualitative Method ◽

Web Of Science ◽

Employee Performance ◽

Training Transfer ◽

Educational Institutions ◽

Future Research ◽

Critical Factors ◽

The Relationship

Purpose of the study: This paper provides a systematic literature review on the factors that enhance to transfer of training among employees working in Saudi Arabian educational institutions. Methodology: Several databases were used such as; Web of Science, Emerald, and Google Scholar databases as the sources of publications reviewed using the keywords: training transfer, transfer of training, employee performance, and job performance. Main Findings: The results show that few studies examined the transfer of training and its relationship with performance in Saudi workplaces. This research partly satisfies the scarcity of studies and highlight the importance of transfer of training in educational institutions using previously training theory that found by Baldwin and Ford. Implications: The paper contributes into the critical factors that develop and enhance the transfer of training in Saudi educational institutions. Novelty: Based on the limitations of this study, in future research is suggested to examine the relationship among the transfer of training as "process-oriented" and employees' performance in Saudi Arabia using a qualitative method.

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The Impact of Job Stress on Turnover Intentions–The Moderating Role of Emotional Intelligence

NICE Research Journal ◽

10.51239/nrjss.v0i0.157 ◽

2020 ◽

pp. 100-121

Author(s):

Farah Naz Burki ◽

Naimat U. Khan ◽

Imran Saeed

Keyword(s):

Emotional Intelligence ◽

Job Stress ◽

Banking Sector ◽

Turnover Intentions ◽

Working Environment ◽

Moderation Effect ◽

The Impact ◽

The Relationship ◽

Moderating Role

The study examines the relationship between job stress and turnover intentions with the moderating role of emotional intelligence. The questionnaire survey is conducted with a sample of 153 employees of the banking sector in Pakistan. Two methods are used in this study to test the moderation effect i.e. Baron and Kenny’s (1986) technique and the Process method of Andrew F. Hayes (2013). The results show that job stress and turnover intentions are positively related to each other whereas emotional intelligence has no moderating role between them. Based on the findings, it is proposed that organizations should focus on making active policies towards stress management so that employees’ turnover intentions can be reduced ensuring an encouraging working environment.

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Being Oneself and Doing Great

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000246 ◽

2020 ◽

Vol 19 (2) ◽

pp. 75-85

Author(s):

Jie (Yonas) Ma ◽

Aditi Rabindra Sachdev ◽

Xixi Gu

Keyword(s):

Job Performance ◽

Task Performance ◽

Autonomous Motivation ◽

Underlying Mechanism ◽

Work Outcomes ◽

Supportive Leadership ◽

Research Findings ◽

The Relationship ◽

And Task

Abstract. The experience of authenticity is conducive to job performance. However, research has not examined the underlying mechanism. Additionally, knowledge about the antecedents of authenticity is limited, and research findings regarding the relationship between authenticity and work outcomes are exclusively at the between-person level. To advance the research on authenticity at work, the current study investigated the motivation process through which authenticity influences job performance and examined the role of supportive leadership in facilitating authenticity. We tested the hypotheses at both the between-person and within-person levels and found convergent results. Autonomous motivation mediated the positive relationship between authenticity and task performance/work proactivity, and supportive leadership was found to positively predict authenticity. Theoretical implications and managerial suggestions are discussed.

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The Role of Job Satisfaction in Mediating the Effect of Work Stress and Democratic Leadership on Employee Performance at Sushimi Restaurant in Bali

Jurnal Ekonomi & Bisnis JAGADITHA ◽

10.22225/jj.8.1.3130.90-93 ◽

2021 ◽

Vol 8 (1) ◽

pp. 90-93

Author(s):

Ni Putu Ayu Tika Kurniawati ◽

Ida Bagus Udayana Putra ◽

I Made Suniastha Amerta

Keyword(s):

Job Satisfaction ◽

Job Stress ◽

Employee Performance ◽

Descriptive Analysis ◽

Partial Least Square ◽

Least Square ◽

Company Performance ◽

Democratic Leadership ◽

The Relationship

Employee performance is very important in managing a company. Performance is the result of the quality and quantity of work achieved by an employee in carrying out his duties according to the responsibilities assigned to them. Therefore, to be able to improve the performance of company employees, it is necessary to pay attention to the factors that affect performance. This study aims to determine the role of Job Satisfaction in mediating the effect of Job Stress and Democratic Leadership on Employee Performance at the Sushimi Bali Restaurant. The population in this study were all employees at the Sushimi Bali restaurant. The method used in this research is descriptive analysis method and inferential analysis using the Smart PLS (Partial Least Square) programs. The results showed that: (1) job stress has a negative and significant effect on employee performance, (2) job stress has a negative and significant effect on job satisfaction, (3) democratic leadership has a positive and significant effect on employee performance, (4) democratic leadership has a significant effect. positive and significant impact on job satisfaction, (5) job satisfaction has a positive and significant effect on employee performance, (6) job satisfaction does not mediate the relationship between job stress and employee performance, (7) job satisfaction does not mediate the relationship between democratic leadership and employee performance. It is suggested to the next researchers if they are going to conduct research on employee performance, they can take other variables besides job stress, democratic leadership and job satisfaction.

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Mediasi Kepuasan Kerja dan Stres Kerja pada Hubungan antara Program Jamsostek dan Kinerja Karyawan Studi Kasus pada Perusahaan Swasta di DIY dan Solo

Jurnal Maksipreneur Manajemen Koperasi dan Entrepreneurship ◽

10.30588/jmp.v3i1.89 ◽

2013 ◽

Vol 3 (1) ◽

pp. 75

Author(s):

Eny Sulistyowati ◽

Totok Danangdjojo

Keyword(s):

Job Satisfaction ◽

Social Security ◽

Job Stress ◽

Work Stress ◽

Program Performance ◽

Social Security Program ◽

Mediating Role ◽

The Social ◽

The Relationship

This study aims to explain the influence of the Social Security program on performance and job satisfaction and job stress as a mediating variable. In addition, this study also describes the effect of job satisfaction on the performance and the effect of work stress on performance. The relationship of each variable in this research is to be measured by conducting a survey on 145 employees of private companies that included in Social Security program on DIY and Solo. Then the path analisys used to test the effect of social security program performance in mediation by job satisfaction, performance and job stress, job satisfaction, and examines the effect on the performance and the effect of work stress on performance. The results showed that the social security program significant positively affects job satisfaction and performance. Job satisfaction was also positively and significantly affect performance. Even though mediating role of job satisfaction in the relationship between social security program performance partial. Because merely direct relationship between social security program with greater performance than the mediating role of job satisfaction. Social Security program did not significantly affect the stress of work, as well as job stress did not significantly affect performance. Therefore, the mediating role of work stress on the relationship between social security program with the performance did not occur. Individual differences and work experience may be a factor that causes no significant relationship between the two variables.

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