scholarly journals Impact of Job Stress on Job Performance and Turnover Intention Among Employees in Hospitality Industry in Ghana

2021 ◽  
Vol 2 (2) ◽  
pp. 39-63
Author(s):  
Kwame Assare Duffour ◽  
Patrick Kweku Gbolonyo ◽  
Ting Chen
Keyword(s):  
Job Performance ◽  
Job Stress ◽  
Work Stress ◽  
Stress Reduction ◽  
Significant Relationship ◽  
Turnover Intention ◽  
Hospitality Industry ◽  
Negative Relationship ◽  
Workplace Incivility ◽  
Work Place

Work stress and uncivil behaviors have their side effects socially, physically, and mentally on employees and thus hinders the performance and growth of the individual and the organization as a whole. Nevertheless, over the past years, there have been numerous theoretical and practical studies devoted to stress reduction and how it affects job performance and turnover intention. The present study ob-jective is to examine the influence of job stress on employee job per-formance and turnover intention in the Ghanaian hospitality industry. We tested the research hypothesis using a total of 367 working adults and completed the questionnaire on the level of job stress impact on workplace incivility, job performance, and turnover intention. Results indicated that emotional exhaustion (EE) was found to have a positive significant relationship to job performance (JP). Job Stress (JS) was found to have a significant negative relationship to job performance but a positive relationship to turnover intention and workplace incivility. Al-so, the relationship between workplace incivility (WI) and Turnover In-tention (TI) has shown to be positive and significant whiles workplace incivility did not have any significant relationship with job performance. Managers should set informal standards for ideal workplace behaviors and encourage employees to choose ways to cope with work stress to improve job performance. This study provides novel insights for job stress and developing effective employee strategies in curtailing work-place incivility and turnover intention.

scholarly journals Psychological Contracts, Job Stress, and Turnover Intention for Salesperson Retail Company

2020 ◽  
Vol 8 (09) ◽  
pp. 1930-1936
Author(s):  
Retno Dwiyanti ◽  
Hazalizah Hamzah ◽  
Nurul Ain Hidayah Abas
Keyword(s):  
Job Stress ◽  
Work Stress ◽  
Significant Relationship ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Psychological Contracts ◽  
Handling Stress ◽  
Stress Scale ◽  
Retail Company ◽  
The Relationship

Employees are social beings who have their own backgrounds, personalities and ways of thinking. Employees also often have different ways of dealing with problems, including in terms of handling stress so that the company cannot predict the employee's attitude. Poor relations between employees and the company can also be an indication of the behavior of employees who move from one company to another. The purpose of this study was to determine the relationship between psychological contracts and work stress with turnover intention. The sample of this study was 274 employees of the sales department of retail companies in Purwokerto. Data were collected using a psychological contract scale, job stress scale, and turnover intention questionnaire. The results showed that there was a significant relationship between psychological contracts with turnover intention (β = -0.276, t = 3.562, p = 0.000). The relationship between job stress and turnover intention also showed a significant relationship (β = 0.213, t = 3.778, p = 0.000).

Relationship between Job Stress and Job Performance among Nurses Facing Covid-19 Virus in Zahedan Teaching Hospitals In 2021

2021 ◽  
Vol 15 (5) ◽  
pp. 1358-1360
Author(s):  
S. Sheikh ◽  
Z. Poudineh ◽  
ZAHRA Poudineh ◽  
A. Sshahbazi ◽  
Z. Abdi
Keyword(s):  
Job Performance ◽  
Job Stress ◽  
Significant Relationship ◽  
Hospital Staff ◽  
Teaching Hospitals ◽  
Occupational Performance ◽  
Inpatient Ward ◽  
Treatment Staff ◽  
Job Information ◽  
Infection Disease

Introduction: Coronavirus is an infection disease with respiratory symptoms and it is a virus that can be transmitted between humans as a mutated virus. Coronavirus-19 disease can lead to stress and anxiety among hospital staff. At present, one of the most important factors affected the occupational performance of the treatment staff and their ability to perform the overshadowed tasks effectively is Covid-19 disease. Therefore, this study was conducted to investigate the relationship between job stress and job performance of nurses in the covid-19 epidemic from the perspective of nurses in Zahedan teaching hospitals in 2021. Materials and Methods: This descriptive-analytical study was performed by available sampling method. Data were obtained using forms collected during three months in the inpatient ward of covid-19 in Zahedan teaching hospitals. The research samples were 235 nurses working in different wards of the hospital participated in this study and answered the three-part questionnaire containing demographic and job information, stress resulted by covid-19 and job performance. The collected data were statistically analyzed using SPSS software, version 20. There were used the descriptive and analytical statistics including frequency, mean, standard deviation and t test. Results: Most of the participants in this study were women (68%) under the age of 30 (59.4%). There is a significant relationship between the effect of Covid-19 on job stress and job performance. Thus, the effect of Covid-19 on job stress is direct, i.e. with the greater effect of Covid-19, the amount of stress increases by 39% ) p = 0.00, r = 0.39(. The effect of Covid-19 on the job performance was inversely so that with increasing the effect of Covid-19, job performance decreased by -20% (-r= 0.20, p=0.01). The findings showed there is a significant relationship between stress resulted by Covid-19 and the job performance. Discussion: The level of stress in nurses working in Covid-19-related wards in Zahedan teaching hospitals is moderate. It seems that paying attention to nurses' education to deal with critical situations similar to Covid-19 and increasing personal protective equipment can be effective in preventing nurses from developing stress and anxiety, and then their job performance will be improved. Keywords: Nurses, Covid-19, Job stress, Job performance

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 HUBUNGAN ANTARA STRES KERJA DENGAN KINERJA PERAWAT DI RUANG ANAK RSUD BANGLI BALI

2021 ◽  
Vol 5 (1) ◽  
pp. 74
Author(s):  
Ni Nengah Purniti ◽  
Made Rismawan, S.Kep., M.N.S ◽  
I Ketut Adianta
Keyword(s):  
Job Stress ◽  
Work Stress ◽  
Significant Relationship ◽  
Total Sample ◽  
Correlation Study ◽  
Statistical Test ◽  
Pediatric Nurses ◽  
Cross Sectional ◽  
Spearman Rank ◽  
Special Approach

ABSTRAKLatar belakang: Perawat anak harus mampu melakukan pendekatan khusus pada pasien. Kondisi ini akan menimbulkan stres kerja yang berdampak pada kinerja perawat anak.Metode: Penelitian korelasi dengan pendekatan crossectional ini dilaksanakan pada Agustus – September 2020. Populasi dalam penelitian ini adalah perawat di Ruang Anak RSUD Bangli dengan jumlah sampel sebanyak 33 responden yang dipilih secara total sampling. Pengumpulan data menggunakan instrument berupa kuisioner stres kerja dan kinerja perawat dan dianalisa menggunakan uji Spearman Rank Test.Hasil: Uji statistic menunjukkan p < 0,05 yang berarti ada hubungan antara stres kerja dengan kinerja perawat di ruang anak RSUD Bangli (r=0,50). Stress kerja perawat terbesar pada kategori sedang yaitu 19 responden (57,5%) dan kinerja perawat terbesar pada kategoricukup yaitu 23 responden (69,7%).Kesimpulan: Ada hubungan signifikan positif sedang antara stres kerja dengan kinerja perawat di Ruang Anak RSUD Bangli. Perlu dilaksanakan penelitian lanjutan untuk mengidentifikasi faktor penyebab stres perawat di ruang anak sehingga dapat menjaga kinerja perawat khususnya di RSUD Bangli Bali.Kata kunci: Stres Kerja, Kinerja Perawat, Perawat Anak, RSUD Bangli ABSTRACTBackground: Pediatric nurses must be able to make a special approach to patients. This condition will lead to work stress that has an impact on the performance of child nurses.Methods: This correlation study with a cross-sectional approach was conducted in August - September 2020. The population in this study were nurses in the children's ward at Bangli Hospital with a total sample of 33 respondents who were selected by total sampling. Collecting data using  a job stress and nurse performance questionnaires and analyzed using the Spearman Rank Test.Results: The statistical test shows p <0.05, which means that there is a relationship between job stress and the performance of nurses in the children's ward at Bangli Hospital (r = -0.50). The biggest work stress of nurses and nurse’s performance were in the medium category, 19 respondents (57.5%) and 23 respondents (69.7%) respectively.Conclusion: There is a medium positive significant relationship between work stress and the performance of nurses in the Children's Room at Bangli Hospital. It is necessary to carry out further research to identify factors that cause stress for nurses in the children's room so that they can maintain the performance of nurses, especially at Bangli Bali Hospital. Keywords: Job Stress, Nurse Performance, Pediatric Nurses, Bangli Hospital

Evaluating Employee Innovation and Creativity Towards Employee Turnover Intention in the Malaysian Hospitality Industry

2021 ◽  
Vol 11 (4) ◽  
pp. 4378-4404
Author(s):  
Diyana Kamarudin ◽  
Xiaojie Hu ◽  
Yasmin Hussain ◽  
Yee Kai Ling
Keyword(s):  
Work Environment ◽  
Significant Relationship ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Structural Equation ◽  
Hospitality Industry ◽  
Employee Performance ◽  
Main Role ◽  
Employee Turnover Intention ◽  
Leadership Motivation

Hospitality industry plays a main role and has become a major sector in Malaysia’s economy. However, there are some challenges in the hospitality industry such as employee turnover which could have various consequences to organizations. The purpose of this research is to investigate the factors affecting employee turnover intention, either directly or indirectly. Previous studies have suggested that employee turnover intention could be affected by factors such as leadership, motivation, communication, work environment and infrastructure both directly and indirectly. Employee innovation and creativity as a mediating factor could also affect its relationship with turnover intention of employees. The research design for this study was quantitative research method using questionnaires as the data collection method. Purposive sampling was used to sample 152 hotel employees within the West of Malaysia. Structural Equation Modelling was used to analyze the data using SmartPLS software. Results indicated that leadership, motivation, communication, and work environment and infrastructure had significant relationship with employee innovation and creativity. Apart from that, leadership, motivation and communication also have significant relationship with the employee turnover intention. Turnover is a major issue within companies not only for the company’s sustainability, but also for the health and wellbeing of their employees. As an implication, organizations should understand that their leadership characteristic and environment has a tremendous impact to burnout and employee performance.

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.

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    

scholarly journals The Effect of Job Involvement and Work Stress on Turnover Intention with Organizational Commitment as an Intervening Variable PT. Perkebunan Minanga Ogan

2021 ◽  
Vol 8 (9) ◽  
pp. 421
Author(s):  
Meili Bugis ◽  
Dedi Purwana E.S ◽  
Saparuddin Saparuddin
Keyword(s):  
Organizational Commitment ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Involvement ◽  
Simple Random Sampling ◽  
Probability Sampling ◽  
Work Involvement ◽  
Stress Variable

The purpose of this study was to determine the effect of work involvement and work stress on the turnover intention with organizational commitment as an intervening variable at PT. Perkebunan Minanga Ogan. The approach used in this research is quantitative. To determine the sample using probability sampling, then probability sampling used is simple random sampling. The sample in this study were contract employees totaling 200 people at PT. Perkebunan Minanga Ogan. The analytical method used to determine the relationship between these variables is path analysis using the structural equation model (SEM) method and the AMOS program. The results of hypothesis testing are as follows: the work involvement variable has a positive and insignificant effect on organizational commitment. The job stress variable harms organizational commitment. The organizational commitment variable has a positive and significant effect on turnover intention. Job involvement variable harms turnover intention. The job stress variable has a positive and significant effect on turnover intention. Job involvement has a positive and significant effect on the turnover intention with organizational commitment as an intervening variable and work stress has a negative and significant effect on the turnover intention with organizational commitment as an intervening variable.

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