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

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.

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Understand the Turnover Intention among Kindergarten Teachers in Chinese Mainland

Journal Of Research, Policy & Practice of Teachers & Teacher Education ◽

10.37134/jrpptte.vol10.1.7.2020 ◽

2020 ◽

Vol 10 (1) ◽

pp. 96-110

Author(s):

Shi Hu

Keyword(s):

Job Performance ◽

Job Stress ◽

Turnover Intention ◽

Negative Influence ◽

Chinese Mainland ◽

Work Life ◽

Ministry Of Education ◽

High Workload ◽

The Relationship ◽

Work Life Conflict

In recent years, teachers in kindergarten from Chinese mainland face many new challenges after ECE promoting policy in 2010 by Chinses Ministry of Education. Therefore high-quality KG teachers with excellent job performance and long retention are necessary. However, due to the high workload and low salary the turnover intention among KG teachers in China is high. Once turnover happens, both direct cost and indirect cost would occur, which would bring negative influence on ECE quality. Due to the professional nature of KG teachers the replacement is hard therefore it is important to understand how to achieve retention of KG teachers. Therefore, workload and work-life conflict are identified as independent variables to predict the turnover intention among KG teachers in Chinese mainland mediated by job stress and moderated by family-supportive supervisor. At last, through data analysis by SmartPLS workload and work-life conflict are positively related to turnover intention among KG teachers in Chinese mainland mediated by job stress. However, family-supportive supervisor does not have a moderating effect on the relationship between workload, work-life conflict and job stress. This study gives new insights for understanding the factors that are related to turnover intention among KG teachers in Chinese mainland.

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Examining the Impact of Role Overload on Job Stress, Job Satisfaction and Job Performance-A study among Married Working Women in Banking Sector

International Journal of Management Studies ◽

10.18843/ijms/v5i2(7)/01 ◽

2018 ◽

Vol V (2(7)) ◽

pp. 01 ◽

Cited By ~ 1

Author(s):

Monika Mittal ◽

S. S. Bhakar

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Job Stress ◽

Banking Sector ◽

Working Women ◽

Role Overload ◽

Women In Banking ◽

The Impact

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PENGARUH TIME DEMANDS OF WORK TERHADAP KEPUASAN KERJA, STRESS KERJA, DAN TURNOVER INTENTION KARYAWAN (Studi Pada Karyawan PT. Bank Tabungan Negara (Persero) Tbk. Cabang Harapan Indah, Bekasi)

JURNAL STUDI MANAJEMEN ORGANISASI ◽

10.14710/jsmo.v13i2.13401 ◽

2016 ◽

Vol 13 (2) ◽

pp. 110

Author(s):

Anisah Uswatun Hasanah

Keyword(s):

Job Satisfaction ◽

Job Stress ◽

Turnover Intention ◽

Employee Turnover ◽

Positive Influence ◽

Employee Turnover Intention ◽

The Impact ◽

The Relationship ◽

Positive Effect ◽

Time Demands

The aim of this research is to analyze the impact time demands of work, on job satisfaction,job stress, and employee turnover intention PT. Bank Tabungan Negara (Persero) Tbk.Cabang Harapan Indah, BekasiThis study is using path analysis with SmartPLS 2.0.M3. The population that used in thestudy is all the employees of PT. Bank Tabungan Negara (Persero) Tbk. Cabang HarapanIndah, Bekasi, which are 108 respondents. The amount of the sample is determined by thecensus method of the entire employee. However the sample that has been applied into 85respondents significantly decreased into 85people.The results have shown that the time demands of work do not significantly influenceturnover intention. Furthermore the time demands of work have no significant effect on jobsatisfaction. Employee satisfaction negatively affect on turnover intention. Job satisfactionis not successfully mediating the relationship between the time demands of work andturnover intention. Time demands of work have positive influence on job stress. Job stresshas positive effect on turnover intention. Job stress has been successfully mediating therelationship between the time demands of work and turnover intention. Job stressnegatively affect with job satisfaction. Job satisfaction also has been successfullymediating the relationship between job stress and turnover intention.

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Impact of Transformational Leadership on Job Satisfaction & Turnover Intention, Moderating Role of Organizational Culture: A Study of Banking Sector in Pakistan.

Jinnah Business Review ◽

10.53369/xsmi3430 ◽

2015 ◽

Vol 03 (01) ◽

pp. 01-07

Author(s):

Nazia Parveen ◽

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Organizational Culture ◽

Leadership Style ◽

Organizational Citizenship Behavior ◽

Turnover Intention ◽

Banking Sector ◽

Citizenship Behavior ◽

The Impact ◽

The Relationship

The aim of this study was to find out the impact of Transformational Leadership Style on job satisfaction and turn over intention moderated by organizational culture in the banking sector of Pakistan. Data was collected from 135 working employees of two foreign and seven local banks of Pakistan. Results indicated that transformational leadership had a positive and significant impact on job satisfaction, while turnover intention was not directly affected by transformational leadership. Results also indicated that organizational culture did not moderate the relationship between transformational leadership and job satisfaction, but the combined effect of transformational leadership and existing organizational culture reduce the turnover intention of employees in the banking sector of Pakistan.and organizational citizenship behavior, and doesn’t moderate the relationship between PCB-Affective Commitment and PCB- Job Satisfaction.

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PENGARUH WORK LIFE POLICIES, WORK LIFE CONFLICT, JOB STRESS, DAN LONELINESS TERHADAP TURNOVER INTENTIONS PADA SEBUAH UNIVERSITAS SWASTA DI KOTA BATAM

Jurnal Manajemen dan Pemasaran Jasa ◽

10.25105/jmpj.v9i2.2233 ◽

2018 ◽

Vol 9 (2) ◽

pp. 299

Author(s):

Hielvita Ludiya

Keyword(s):

Organizational Performance ◽

Job Stress ◽

Turnover Intention ◽

Turnover Intentions ◽

Work Life ◽

Full Time ◽

New Employees ◽

Managerial Implications ◽

The Impact ◽

Work Life Conflict

Turnover intention has been an important issue in any organization; management has long recognized that low turnover intention of employees is helpful for consequently obtaining high organizational performance and avoiding the potential costs related to recruiting and training new employees. This study aims to examine the impact of work life policies, work life conflict, job stress dan loneliness on turnover intentions at a private university in Batam. A total of 101 completed responses were collected in the survey. The sampling method in this research is done with the approach of non-probability sampling with the convinience sampling. The data analysis technique used was the technique of multiple regression analyisis. The findings of this research showed that work life policies and job stress have negative and significant impact on turnover intentions. Work life conflict and loneliness have positive and significant impact on turnover intentions. The managerial implications of this research have several limitations such as taking only one university and some faculties of full time lecturer which become the object of research. Moreover, researcher was not able to spend a lot of time at the organisation for collecting the data from the respondents. This research suggest that further investigation needs to be expanded by taking some of the objects that are similar research at the education industry or other industries, and by increasing the sample size to improve the results of consistency.

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Job Autonomy Buffers the Impact of Work–Life Conflict on Organizational Outcomes

Swiss Journal of Psychology ◽

10.1024/1421-0185/a000126 ◽

2014 ◽

Vol 73 (2) ◽

pp. 77-86 ◽

Cited By ~ 6

Author(s):

Rebecca Brauchli ◽

Georg F. Bauer ◽

Oliver Hämmig

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

Job Demands ◽

Organizational Outcomes ◽

Total Sample ◽

Work Life ◽

Job Autonomy ◽

The Impact ◽

Work Life Conflict

This study first examines domain-specific antecedents of work–life conflict (i.e., job demands and home demands); second, it investigates turnover intention, job satisfaction, and organizational commitment as outcomes of work–life conflict relevant to organizations; and, finally, it studies the role of job autonomy as a buffer between work–life conflict and these organizational outcomes. Data were collected from four large organizations with a total sample of 6,091 employees. High time-related job demands were found to be a major antecedent of work-to-life conflict (WLC), while home demands predicted life-to-work conflict (LWC). Moreover, our analyses showed that WLC, but not LWC, predicts turnover intention, job satisfaction, and organizational commitment. In addition, the results suggest that job autonomy is a buffer associated with WLC and organizational outcomes, since all two-way interactions were significant, but not with LWC, since the respective interactions were not significant.

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The Relationship among Perceived Organizational Support, Trust, Job Satisfaction and Turnover Intention: A Study of Banking Sector in Pakistan

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v8i4.13686 ◽

2018 ◽

Vol 8 (4) ◽

pp. 227

Author(s):

Ali Hasan ◽

Shala Noreen ◽

Mohsin Hafeez

Keyword(s):

Job Satisfaction ◽

Organizational Support ◽

Turnover Intention ◽

Banking Sector ◽

Health Sector ◽

Mediating Effect ◽

Education And Health ◽

Convenience Sampling ◽

The Impact ◽

The Relationship

This research inspects the impact of POS on trust, job satisfaction and turnover intention and observe the mediating effect of job satisfaction between POS, trust and turnover intention. A sample of 281 is taken from the banking sector. Convenience Sampling is used. The scales are taken from earlier research and confirmed for validity & reliability. Eight hypotheses are explored. Data is analyzed through descriptive statistics and multiple regression. Results indicated that POS positively affected trust and job satisfaction, so did trust on job satisfaction. POS, trust and job satisfaction negatively affected turnover intention and the results are consistent with previous researches. Job satisfaction performed as partial mediator between POS and turnover intention; trust and turnover intention. The study is useful but also suffers from some limitations. This study was done on banking sector so it can only apply to banking sector. Other sector like education and health sector were missing. Time was limited, sample size was not too big. The findings of this study shows the importance of POS, trust and job satisfaction in affecting turnover intention in banking sector. For minimizing turnover intention mangers in this sector must consider these indicators. The research for the relation among said variables has been abundant in past, but in this area the research is still lacking so the gap is still there.

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

Jurnal Maksipreneur Manajemen Koperasi dan Entrepreneurship ◽

10.30588/jmp.v2i1.81 ◽

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

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

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