scholarly journals Mediasi Kepuasan Kerja dan Stres Kerja pada Hubungan antara Self-efficacy dan Kinerja Penjual Jasa Asuransi

2012 ◽  
Vol 2 (1) ◽  
pp. 69
Author(s):  
Eny Sulistyowati ◽  
Susi Widjajani
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Path Analysis ◽  
Job Stress ◽  
Significant Relationship ◽  
Self Efficacy ◽  
Performance Variables ◽  
And Performance ◽  
The Impact ◽  
The Relationship

<p><span><em>The purpose of this research is to examine the relationship between selfefficacy and job performance; job satisfaction and job stress as a mediating variable. </em><span><em>This research also investigates the impact of job satisfaction on job performance </em><span><em>and job stress on job performance. Variables in this research were measured with a </em><span><em>survey of 109 insurances salespersons in Yogyakarta and Semarang. Path Analysis </em><span><em>were used to examine the effects of self-efficacy and job performance, job satisfaction </em><span><em>on job performance, and job stress on job performance. </em></span></span></span></span></span></span><em>Results showed that the relationship showed that self-efficacy significantly related </em><em>to job satisfaction and performance, but no significant relationship existed with </em><em>job stress. It also showed that job satisfaction partially mediated the relationship </em><em>between self-efficacy and job performance. In addition, this research found that job </em><em>stress not mediated the relationship between self-efficacy and job performance. There </em><em>is no significant relationship existed between job stress and job performance but this </em><em>research showed that job satisfaction significantly related to job performance.</em></p>

scholarly journals The Impact of job stress: An imperative insight into the Banking sector

2013 ◽  
Vol 3 (3) ◽  
pp. 294
Author(s):  
Aliya Ahmad Shaikh ◽  
Memoona Akram ◽  
Muhammad Rizwan ◽  
Shakeela Kousar ◽  
Muneeb Malik
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Job Stress ◽  
Turnover Intention ◽  
Banking Sector ◽  
Work Life ◽  
Job Demand ◽  
The Impact ◽  
The Relationship ◽  
Work Life Conflict

In this era of stiff competition employee performance is the key driving force for organizational success, at the same time pressure become the part & parcel in organizations for keeping employees motivated to win the competitive race. But undue pressure can causes stress which undermines performance .Stress is ubiquitous phenomenon and a straining condition that has a negative impact on an individual’s physical, physiological, personal and family life. Now days, due to the rapid changes and intense competition the banking sector employees are among the victims of stress. This study has been carried out to investigate the causes of job stress (job demand, work life conflict), the impact of job stress on employee job behaviours (job performance, job satisfaction) and outcomes of job stress (turnover intention, burnout) and also the relationship between organizational commitment and job satisfaction is explored. A questionnaire(scales having 38 items) measured against 5 point Likert-type scale is used to evaluate the relationship among variables of interest which analyzed through statistical tests of regression, correlation and reliability of the measures was confirmed. The regression analysis results show that there is no significant relationship among job demands, Job stress and job performance, but variables of job demand, work life conflict, and job stress has a significant positive relationship with each other and same is the case for turnover intention, burnout & job satisfaction which depend upon the stress faced by the banking employees .There is significant positive correlation between job commitment and Job satisfaction. Theoretical implication of this study will be for diverse organizations for understanding the factors that are causing the stress among employees and how to get rid from this evil of stress to increase employee satisfaction, performance and commitment. Recommendations to reduce the stress level are also discussed and focus of future studies is mentioned.

Impact of Workplace Bullying on Job Performance and Job Stress

2018 ◽  
Vol 5 (3) ◽  
pp. 12-15 ◽  
Author(s):  
Faran Robert
Keyword(s):  
Social Sciences ◽  
Job Performance ◽  
Job Stress ◽  
Significant Relationship ◽  
Workplace Bullying ◽  
The People ◽  
The Social ◽  
Private Banks ◽  
The Impact ◽  
The Relationship

Bullying at workplace is a very serious issue and can be found in every other organization. The actions of bullying could be very obvious or discreet and the people who are victimized by workplace bullying can strike them in numerous ways. This research is focused on the impact of workplace bullying on job performance and job stress. A total of 250 employees of 6 private banks of Lahore, Pakistan took part in this study and facts were examined through Statistical Package for the Social Sciences (SPSS) version 25. The results clearly depict the significant relationship between workplace bullying and job stress, while the relationship between the workplace bulling and job performance is subtle. Furthermore, this research paper also provides the findings, conclusion and recommendations for future researchers.

Knowledge management, workplace climate, creativity and performance

2018 ◽  
Vol 30 (8) ◽  
pp. 592-612 ◽  
Author(s):  
Amro Alzghoul ◽  
Hamzah Elrehail ◽  
Okechukwu Lawrence Emeagwali ◽  
Mohammad K. AlShboul
Keyword(s):  
Job Performance ◽  
Knowledge Sharing ◽  
Authentic Leadership ◽  
Equation Modeling ◽  
Workplace Climate ◽  
Content Type ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose This study aims at providing empirical evidence pertaining to the interaction among authentic leadership, workplace harmony, worker's creativity and performance in the context of telecommunication sector. These research streams remain important issues and of interest as the world continues to migrate toward a knowledge-based economy. Design/methodology/approach Applying structural equation modeling, this study diagnosed the impact of Authentic leadership (AL) on employees (n = 345) in two Jordanian telecommunication firms, specifically, how it shapes workplace climate, creativity and job performance. The study also tests the moderating role of knowledge sharing in the model, as well as the mediating role of workplace climate on the relationship between AL and positive organizational outcomes. Findings The empirical result suggests that AL positively influences workplace climate, creativity and job performance; workplace climate positively influences creativity and job performance; workplace climate mediates the relationship between AL and creativity, and job performance; and knowledge sharing behavior moderates the relationship between AL and workplace climate. Originality/value This study highlights the magnificent power of AL and knowledge sharing, not only in shaping the workplace atmosphere but also in delineating how these variables stimulate creativity and performance among employees. The implications for research and practice are discussed.

scholarly journals Sustainable Relationship Development between Hotel Company and Its Employees: Linking Job Embeddedness, Job Satisfaction, Self-Efficacy, Job Performance, Work Engagement, and Turnover

2020 ◽  
Vol 12 (17) ◽  
pp. 7168
Author(s):  
Jongsik Yu ◽  
Antonio Ariza-Montes ◽  
Gabriele Giorgi ◽  
Aejoo Lee ◽  
Heesup Han
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Turnover Intention ◽  
Self Efficacy ◽  
Job Embeddedness ◽  
Job Commitment ◽  
Mediating Role ◽  
The Impact ◽  
The Given ◽  
Practical Implications

This study aimed to investigate the impact of hotel employees’ perceived job embeddedness on job satisfaction, self-efficacy, turnover intention, job performance, and job commitment. The results showed that job embeddedness partially increased job satisfaction, while job satisfaction and self-efficacy reduced turnover intention and increased job performance and job commitment. Furthermore, job satisfaction and self-efficacy were found to play an important mediating role. Therefore, the theoretical framework, based on the results of this study, clearly demonstrated the causal relationship between the given variables, and adequately describes the goals of this study. The theoretical/practical implications are discussed in detail in the conclusion.

The influence of organizational justice on job performance

2017 ◽  
Vol 36 (4) ◽  
pp. 542-559 ◽  
Author(s):  
Abdelaziz Swalhi ◽  
Saloua Zgoulli ◽  
Mahrane Hofaidhllaoui
Keyword(s):  
Job Performance ◽  
Organizational Justice ◽  
Affective Commitment ◽  
Content Type ◽  
Mediating Role ◽  
Overall Justice ◽  
And Performance ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to propose two models: the first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment and the second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment. Design/methodology/approach This study was conducted with a sample group of 343 employees working within French small-and medium-sized enterprises (SMEs). Findings The results support the mediating role of affective commitment between organizational justice and job performance and demonstrate that overall justice has a greater effect on affective commitment than specific dimensions of justice. Originality/value The current study is the first to explore the relationship between JP and OJ, with the latter being measured in more than one focus, in the French SMEs. Therefore, this study contributes to bridge the gap in the understanding of the relationship between OJ and JP in the SMEs. In the French context of SMEs, the authors have stressed the relevance of the perception of organizational justice as a factor affecting the behavior and performance of employees which is then reflected in the success of these firms. In this paper the authors propose two models, with significant implications for researchers, managers, and HR departments. The first examines the impact of different dimension of justice (distributive, procedural and interactional) on job performance taking into consideration the mediating role of affective commitment. The second model utilizes the notion of overall justice to predict job performance considering the mediating role of affective commitment.

Role-Stress Differences between Salesmen and Saleswomen: Effect on Job Satisfaction and Performance

1988 ◽  
Vol 62 (3) ◽  
pp. 815-825 ◽  
Author(s):  
Rosemary Ramsey Lagace
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Mail Survey ◽  
Role Stress ◽  
Role Overload ◽  
Cross Sectional ◽  
Five Dimensions ◽  
And Performance ◽  
The Impact ◽  
Negative Stereotyping

This study investigated differences in amount of role stress for saleswomen and salesmen and tested the impact of five dimensions of role stress on job satisfaction and job performance for both sexes. Analysis for cross-sectional mail survey using 90 saleswomen and 50 salesmen as subjects showed saleswomen were slightly higher on role overload than salesmen. Few differences between salesmen and saleswomen were found when role stress dimensions were used to predict job satisfaction or job performance. These results refute some of the negative impressions of sales positions and negative stereotyping of women in sales.

scholarly journals The Mediating Role of Job Satisfaction in the Relationship between Compensation and Work Environment on Performance

2021 ◽  
Vol 6 (2) ◽  
pp. 110-116
Author(s):  
Ilzar Daud ◽  
Nur Afifah
Keyword(s):  
Job Satisfaction ◽  
Developing Countries ◽  
Work Environment ◽  
Significant Relationship ◽  
Jel Classification ◽  
Mediating Role ◽  
Census Techniques ◽  
And Performance ◽  
The Relationship

Objective - The purpose of this study is to identify the relationship between compensation and work environment on performance through job satisfaction. Methodology/Technique - The population in this study is 150 employees from a State-Owned Bank. The sampling method uses census techniques so that the number of samples used is 150 employees. The research data was collected using a questionnaire, which is then analyzed using a path analysis technique (SPSS software) to examine the relationships among the constructs, which are: compensation, work environment, job satisfaction and performance. Findings –The results of this study indicate that compensation has a significant relationship between job satisfaction, and the work environment has a significant relationship on job satisfaction. The results also prove that compensation has no relationship on performance, work environment has a significant relationship on performance, and job satisfaction has a significant relationship on performance. The results of this study also indicate that as an indirect effect, compensation has a significant relationship on performance through job satisfaction and the work environment has a significant relationship on performance through job satisfaction. Novelty - Previous studies have been carried out in many western countries, raising doubts about generalizations in the same research results in developing countries such as Indonesia. Therefore, the novelty in this study is carried out in the context of developing countries, especially in State-Owned Banks in West Kalimantan, Indonesia. Type of Paper: Empirical. JEL Classification: L22, M12, M19. Keywords: Compensation; Work Environment; Job Satisfaction; Performance Reference to this paper should be made as follows: Daud, I; Afifah, N. (2021). The Mediating Role of Job Satisfaction in the Relationship between Compensation and Work Environment on Performance, Journal of Management and Marketing Review, 6(2) 110 – 116. https://doi.org/10.35609/jmmr.2021.6.2(2)

scholarly journals NEGATIVE FACTORS AND ITS EFFECT TOWARDS JOB SATISFACTION OF NURSES

2019 ◽  
Vol 12 (2) ◽  
pp. 281
Author(s):  
Desti Ranihusna ◽  
Nury Ariani Wulansari ◽  
Dikha Karuma Asiari ◽  
Reza Enindra Syahputra
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Job Stress ◽  
Role Ambiguity ◽  
Role Overload ◽  
Performance Variables ◽  
Negative Effect ◽  
Quantitative Design ◽  
And Performance ◽  
Negative Factors

<p>The primary function of nurses in inpatient services is to provide optimal services for patients with serious illnesses.Therefore, nurses’ job satisfaction should not be taken for granted. The role overload can influence job satisfaction at workplaces. The role overloaand job stress have negative effect. However, the nurses can still have job satisfaction, if the role overload is at low level. The other factor that influences job satisfaction is role ambiguity. The aim of this study is to analyze the factors that determine job satisfaction of nurses, work at the hospital and the job stress impacts on job satisfaction. The samples of this study were 170 respondents. This study applied quantitative design with path analysis. The role overload and job stress have negative and significant influence on job satisfaction. The role overload and role ambiguity have a positive and significant impact on job stress. The role ambiguity does not influence job satisfaction. Job stress mediates the role ambiguity to job satisfaction. The next research can develop variables that can mediate the influence of role ambiguity and role conflict on job satisfaction, for example, burnout and performance variables.</p>

scholarly journals Hotels’ Eco-Friendly Physical Environment as Nature-Based Solutions for Decreasing Burnout and Increasing Job Satisfaction and Performance

2020 ◽  
Vol 17 (17) ◽  
pp. 6357 ◽  
Author(s):  
Jongsik Yu ◽  
Antonio Ariza-Montes ◽  
Felipe Hernández-Perlines ◽  
Alejandro Vega-Muñoz ◽  
Heesup Han
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Empirical Analysis ◽  
Physical Environment ◽  
Discussion Section ◽  
Hotel Employees ◽  
And Performance ◽  
Set Up ◽  
The Relationship ◽  
Practical Implications

This study investigates the effect of the hotel’s nature-friendly environment on burnout, job satisfaction and job performance of hotel employees. A total of 11 hypotheses were set up to achieve the purpose of this study, and an empirical analysis was conducted based on 309 surveys collected from hotel employees. A total of 11 hypotheses were set to achieve the research goals, and an empirical analysis was conducted based on a total of 309 pieces of data collected from 320 hotel employees who are currently working in 11 hotels in South Korea. As a result, eight hypotheses were accepted and three were rejected. Specifically, it was found that the hotel’s nature-friendly environment reduced burnout in employees, and indirectly had a significant effect on job satisfaction and job performance. Therefore, the relationship between the variables presented was clearly demonstrated through the research results, and the purpose of this study was satisfactorily explained. The results are expected to be of great help to hotel employees and researchers in developing strategies to efficiently manage hotel employees through nature-based solutions (NBSs). Based on the results, the proposed theoretical and practical implications are discussed in detail in the discussion section.

Workplace Arrogance and Job Performance

2018 ◽  
pp. 83-116
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Job Performance ◽  
Task Performance ◽  
Self Efficacy ◽  
Theoretical Study ◽  
Contextual Performance ◽  
Two Dimensions ◽  
Theoretical Contribution ◽  
The Relationship

This chapter is an attempt to clarify the relationship between workplace arrogance and job performance. Thus, the authors focus and define a set of four fundamental concepts—task performance, contextual performance, social support, and self-efficacy—in order to examine and explore this relationship. Hence, the main result of this theoretical study is that workplace arrogance is negatively related to job performance. Although this finding could be considered as a theoretical contribution, more studies are requested to investigate the specific relationship between workplace arrogance and job satisfaction with its two dimensions: task and contextual factors.

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