scholarly journals Understanding Job Stress and Organizational Effectiveness of Airline Employees Due to Changes in the Employment Environment under COVID-19—Focusing on the Difference in the GAD-7 of Employees

2021 ◽  
Vol 13 (24) ◽  
pp. 13722
Author(s):  
Dong-Jin Shin ◽  
Yeon-Sun Kim ◽  
Bo-Kyeong Kim
Keyword(s):  
Job Stress ◽  
Turnover Intention ◽  
Structural Equation ◽  
Intention To Leave ◽  
Equation Model ◽  
Job Burnout ◽  
Psychological State ◽  
Human Resource Managers ◽  
Human Management ◽  
The Relationship

The purpose of this study was to examine the relationship between the job stress of employees due to changes in the employment environment of airlines under COVID-19 and job burnout and turnover intention. GAD-7 was applied to verify the influence relationship linking job stress, job burnout and turnover intention, using a structural equation model according to anxiety, namely, COVID blues. The results of this study can provide a theoretical basis for the relationship linking job stress, job burnout and turnover intention of employees due to changes in the employment environment resulting from the business crisis of airlines under the COVID-19 pandemic, which has been ongoing since 2020. In addition, it was possible to understand the degree of impact on stress, job burnout and turnover intention by measuring the anxiety disorder of employees, i.e., COVID-19 blues, due to the prolonged pandemic. This study provides basic data on human management measures in the aviation field. Furthermore, according to the results of this study, changes in the employment environment led to job stress in employees, which in turn increased employee job burnout and turnover intention. These results can provide practical implications and help human resource managers to better manage employees, as it was revealed that both changes in the organization of employees and changes in the employment environment of temporary employees increase job stress. Lastly, in the situation where COVID-19 and its associated blues continue, the GAD-7 scale, typically used for patients in hospitals, was applied to airline employees to determine their anxiety levels and psychological state, representing an effective method of lowering intention to leave, job stress and job burnout.

scholarly journals ANALYSIS OF THE IMPACT OF LEADERSHIP STYLE AND JOB SATISFACTION ON TURNOVER INTENTION THROUGH JOB STRESS AT CUSTOMER SERVICE (FRONTLINE) PT TIKI JALUR NUGRAHA EKAKURIR (JNE)

2019 ◽  
Vol 17 (1) ◽  
pp. 33
Author(s):  
Sri Mulyani ◽  
Hendra Gunawan
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Customer Service ◽  
Leadership Style ◽  
Turnover Intention ◽  
Structural Equation ◽  
Equation Model ◽  
Primary Data ◽  
Negative Effect ◽  
The Impact

<p>The problem of this research was Turnover intention is a factor of discomfort experienced agent in a company. Turnover intention needs to get serious attention to the organization especially to leadership or manager so can applying force leadership proper and improve job satisfaction to reduce job stress in the company.<br />The purpose of this research was the effect of leadership style and job satisfaction toward Turnover intention throught job stress at customer service (frontline) PT Tiki Jalur Nugraha Ekakurir (JNE), Tomang Jakarta.<br />The methodology of this research was testing hypothesis. The data used were primary data collected from questionaire. The samples consisted of 164customer service (frontline)PT Tiki Jalur Nugraha Ekakurir (JNE), which were determined through purposive sampling method. The data were analyzed through Structural Equation Model (SEM) of AMOS version 23.0for Windows.<br />The results of the study showed that there have been negative effect and significant between leadership style and job satisfaction toward Turnover intention throught job stress. The role of job stress very dominant as a mediator the influence of leadership style and job satisfaction toward Turnover intention.<br />Implication of this research is expected to managers can increase the determinants job stress itself for example by raising job satisfaction (salary, reward, job promotion) and applying force leadership proper and able to adjust with all the work situation.</p>

scholarly journals APAKAH TUNTUTAN PEKERJAAN DAN STRES KERJA PENENTU TURNOVER INTENTION AUDITOR PADA BEBERAPA KAP DI JAKARTA

2019 ◽  
Vol 16 (1) ◽  
pp. 20-41
Author(s):  
Danira Reggie Pattinasarany
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Job Demands ◽  
Intention To Leave ◽  
Single Step ◽  
Accounting Firms ◽  
High Level ◽  
The Relationship

This study aims to analyze the effect of job demands, job satisfaction, and job stress on intention to leave work (turnover intention). This study also intends to study the role of job satisfaction and job stress variables in mediating the relationship between job demands and turnover intention. Respondents of this study consist of 50 senior- and junior auditors who are working at the Public Accounting Firms (KAP) and have a maximum of 5-year working experience. The data was solicited through a research questionnaire written in Google forms, where link to the questionnaire was distributed to the respondents by email and WhatsApp. Path analysis is used in analyzing the data following the single-step multiple-mediator model which was introduced by Preacher & Hayes, while data processing is performed using SPSS 21. The results found a significant positive effect of job demands on turnover intention mediated by work stress. Nevertheless, as job demands did not directly affect turnover intention, the relationship between the two occurred only through work stress. These findings indicate that the high job demands faced by auditors working at the KAP will increase work stress. Furthermore, the high level of work stress will increase their desire to leave work (or to increase turnover intention).

The influence of organizational justice and decision latitude on expatriate organizational commitment and job performance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hanan AlMazrouei ◽  
Robert Zacca
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Organizational Justice ◽  
Structural Equation ◽  
Equation Model ◽  
Human Resource Managers ◽  
Decision Latitude ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

PurposeThe purpose of this paper is to study the influence of organizational justice and decision latitude on expatriate organization commitment and job performance.Design/methodology/approachData were collected from 175 nonmanagerial-level expatriate employees in Dubai, UAE using a purposive sampling approach. A structural equation model with partial least squared analysis was utilized to test the hypotheses.FindingsThe results show that decision latitude partially mediates the relationship between organization justice and organizational commitment and fully mediates the relationship between organization justice and job performance.Research limitations/implicationsData were collected from a cross sectional sample in UAE, and hence, the generalizability of the results to other contexts may be limited.Practical implicationsThe research study suggests ways in which human resource managers and practitioners can develop a stronger awareness of the importance of decision latitude in employee decision-making and the role it plays in promoting employees' commitment and job performance given perceived organizational justice.Originality/valueThe present research is among the first of its kind to examine the study variables within the nonmanagerial expatriate context.

Does Psychological Capital Mediate Occupational Stress and Coping Among Nurses in ICU

2021 ◽  
pp. 019394592110144
Author(s):  
Xiuyu Yao ◽  
Yujie Lin ◽  
Chang Zhang ◽  
Xiaoran Wang ◽  
Fangjia Zhao
Keyword(s):  
Occupational Stress ◽  
Job Stress ◽  
Coping Style ◽  
Structural Equation ◽  
Psychological Capital ◽  
Equation Model ◽  
Stress And Coping ◽  
Psychological State ◽  
Cross Sectional ◽  
And Coping

As an exploitable positive psychological state that individual performs during growth and development processes, psychological capital (PsyCap) was deemed as an essential factor in occupational health. This study aims to explore mediating effects of PsyCap on the relationship between job stress and coping style among ICU nurses. A cross-sectional sample of 288 nurses was recruited. A high-level of occupational stress (2.32 ± 0.69) and PsyCap (4.62 ± 0.93) were found among participants who mainly used a positive coping style (2.04 ± 0.59). PsyCap was significantly negatively correlated with job stress ( β = −0.250; p < .01) and positively with coping style ( β = 0.416; p < .01). Structural equation model analysis revealed that job stress negatively influenced PsyCap, while PsyCap positively influenced coping style. Results verified the mediating role of PsyCap and suggested that an increase in PsyCap contributes to better control of job stress and the improvement of one’s coping style.

The importance of psychological capital on the linkages between religious orientation and job stress

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Niluh Putu Dian Rosalina Handayani Narsa ◽  
Dwi Marlina Wijayanti
Keyword(s):  
Job Stress ◽  
Structural Equation ◽  
Religious Orientation ◽  
Psychological Capital ◽  
Equation Model ◽  
Internal Factors ◽  
Content Type ◽  
Business Practitioners ◽  
The Relationship ◽  
Practical Implications

Purpose Even though many studies have been conducted in exploring the determinants of job stress, limited research has been conducted in exploring how the internal factors of religious orientation and the relatively new variable in the field of psychology, psychological capital (PsyCap), may relate to job stress. This study aims to examine the influence of PsyCap as a mediating variable on the relationship between religious orientation and job stress. Design/methodology/approach This study used self-administered surveys. Data was collected through the completion of online questionnaires. The participants include 208 accountants and business practitioners in Indonesia. Data were analysed using structural equation model-partial least squares. Findings The results show that intrinsic (extrinsic) religious orientation is negatively (positively) related to job stress and positively (negatively) related to PsyCap. Additionally, PsyCap mediates the relationship between religious orientation (intrinsic and extrinsic) and job stress. Other results indicate a positive relationship between PsyCap and job stress. Research limitations/implications Firstly, the sample used comes from various professions in companies or agencies that function differently. Secondly, this study asks individuals to assess their own job stress, which increases the chance of bias. Practical implications The findings of this study will provide a recommendation to the company, particularly the human resources division, to consider candidates’ religious orientation and PsyCap levels during the recruitment process. Thus, the company may observe the employees or individuals who can effectively manage job stress. Originality/value This study provides new empirical evidence regarding the relationship between religious orientation, PsyCap and job stress. It shows that the individual’s religious orientation (intrinsic and extrinsic) affects their level of PsyCap (higher and lower), which is a determinant factor in the experience of job stress.

scholarly journals Perilaku Tuna Fungsi Auditor: Pengujian atas Karakteristik Personal dan Penilai Kinerja Auditor

2016 ◽  
Vol 19 (3) ◽  
pp. 441
Author(s):  
Aprina Nugrahesthy Sulistya Hapsari
Keyword(s):  
Locus Of Control ◽  
Turnover Intention ◽  
Structural Equation ◽  
Personal Characteristics ◽  
Personal Characteristic ◽  
Equation Model ◽  
Dysfunctional Behavior ◽  
Convenience Sampling ◽  
Personal Performance ◽  
The Relationship

<p><em>Auditor dysfunctional behavior has been increasingly perceived to be prevalent in the audit environment. It is therefore interesting to study the association between auditors’ personal characteristics, non-personal characteristics and dysfunctional behavior. This research investigates the relationship between locus of control as a specific personal characteristic, employees’ personal performance, organizational commitment, turnover intention, auditors’ performance assessors as a factor outside personal characteristics and acceptance of dysfunctional audit behavior. We collected data by sending questionnaire to auditors in Semarang and Surakarta cities based on the convenience sampling method because we had no precise information on the number of existing auditors beforehand. Using Structural Equation Model (SEM) to analyze our data, we find that there is no association between personal characteristic and the acceptance of dysfunctional audit behavior. Meanwhile, there is a significant relationship between auditors’ performance assessor on the acceptance of dysfunctional audit behavior.</em></p><p><em><br /></em></p><p align="center"><strong>Abstrak</strong></p><p align="center"><em><strong> </strong></em></p><p>Fenomena perilaku tuna fungsi yang dilakukan oleh auditor makin dianggap lazim di lingkup audit. Hubungan antara karakteristik personal, karakteristik non personal dan perilaku tuna fungsi menjadi sesuatu hal yang menarik untuk diteliti. Penelitian ini menguji hubungan antara karakteristik personal berupa locus of control, tingkat kinerja pribadi karyawan, komitmen organisasi dan turnover intention dan penilai kinerja auditor sebagai faktor diluar karakteristik personal terhadap penerimaan perilaku tuna fungsi dalam lingkup audit. Pengumpulan data dilakukan melalui kuisioner dari responden yaitu auditor di KAP Kota Semarang dan Surakarta dengan metode convenience sampling karena populasi auditor yang bekerja tidak diketahui dengan pasti. Analisis data dengan menggunakan Model Persamaan Struktural. Hasil dari pengujian hipotesis mengindikasikan bahwa tidak ada hubungan antara karakteristik personal dengan penerimaan perilaku tuna fungsi dalam ruang lingkup audit. Sementara itu di lain sisi terdapat hubungan antara penilai kinerja auditor dengan penerimaan perilaku tuna fungsi dalam ruang lingkup audit.<em><br /></em></p>

A model of workplace incivility, job burnout, turnover intentions, and job performance

2016 ◽  
Vol 35 (10) ◽  
pp. 1255-1265 ◽  
Author(s):  
Afzalur Rahim ◽  
Dana M. Cosby
Keyword(s):  
Job Performance ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Workplace Incivility ◽  
Job Burnout ◽  
Equation Modeling ◽  
Survey Method ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to determine the relationships among workplace incivility, job burnout, turnover intentions, and job performance. Design/methodology/approach The authors used a dyad survey method to collect data. Structural equation modeling was employed to analyze the data. Findings Results showed that job burnout mediated the relationship between workplace incivility and turnover intention and that workplace incivility was negatively associated with job performance. In other words, participants experiencing higher levels of incivility reported greater levels of job burnout and subsequent increased turnover intention and lower levels of job performance. Originality/value The authors can find no other research that examines the relationship between workplace incivility and job performance.

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