Um die anderen Arten von Veröffentlichungen zu diesem Thema anzuzeigen, folgen Sie diesem Link: Job stress.
Dissertationen zum Thema „Job stress“
Geben Sie eine Quelle nach APA, MLA, Chicago, Harvard und anderen Zitierweisen an
Machen Sie sich mit Top-50 Dissertationen für die Forschung zum Thema "Job stress" bekannt.
Neben jedem Werk im Literaturverzeichnis ist die Option "Zur Bibliographie hinzufügen" verfügbar. Nutzen Sie sie, wird Ihre bibliographische Angabe des gewählten Werkes nach der nötigen Zitierweise (APA, MLA, Harvard, Chicago, Vancouver usw.) automatisch gestaltet.
Sie können auch den vollen Text der wissenschaftlichen Publikation im PDF-Format herunterladen und eine Online-Annotation der Arbeit lesen, wenn die relevanten Parameter in den Metadaten verfügbar sind.
Sehen Sie die Dissertationen für verschiedene Spezialgebieten durch und erstellen Sie Ihre Bibliographie auf korrekte Weise.
1
Pemberton, Wanda Harris. "Federal Women, Incivility, Job Satisfaction, and Job Stress." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7324.
Der volle Inhalt der QuelleAnnotation:
Incidents of incivility in the workplace have continued to increase in frequency. Workplace incivility impacts the health and well-being of those who experience or witness the behavior and impacts morale, levels of engagement, attendance, retention, and overall organizational health. Researchers have explored the damage caused by workplace incivility, but few have focused on the impact of incivility among federally employed women. The purpose of this quantitative, correlational study was to examine the relationship between incivility, job satisfaction, and job stress among women working in the federal sector. The affective events theory framed this study. Online surveys were used to capture perceptions of workplace incivility while controlling for demographics (i.e., age, race, ethnicity, general schedule level, position, and tenure). Survey responses from 94 federally employed women were analyzed using a regression model. Findings revealed a negative correlation between job satisfaction and job stress, and a positive correlation between incivility and job stress. The findings can be used to create a positive social change within organizations. Organizational development professionals can use the analyses to interrupt and reverse patterns of negative workplace interactions and worker mistreatment.
2
Crowe-Joong, Elizabeth. "Stress and clinical instruction." Thesis, McGill University, 1988. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=61950.
Der volle Inhalt der Quelle
3
Bonner, Tanya. "Stress, coping, and corporate stress management : a review." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/50108.
Der volle Inhalt der QuelleAnnotation:
Thesis (MA)--University of Stellenbosch, 2004.<br>Hierdie artikel bied 'n teoretiese oorsig van stres en streshantering in die korporatiewe omgewing.
Die artikel begin met 'n kort oorsig van die historiese ontwikkeling van die streskonsep, gevolg
deur 'n kort bespreking van die konsep streshantering. Vervolgens word verskeie faktore wat tot
stres in die werkplek bydra, in oënskou geneem. Dit word opgevolg deur 'n bespreking van stres
wat kenmerkend is van bestuursposisies en 'n kort oorsig van onlangse navorsing oor
streshanteringsprogramme. Sommige van die probleme wat met navorsing oor
streshanteringsprogramme ondervind word, word kortliks oorweeg. Die artikel word afgesluit met
'n poging om, op grond van gepubliseerde bevindings, te illustreer watter stresverminderende
intervensies doeltreffend is en watter nie.<br>AFRIKAANSE OPSOMMING: Hierdie artikel bied 'n teoretiese oorsig van stres en streshantering in die korporatiewe omgewing.
Die artikel begin met 'n kort oorsig van die historiese ontwikkeling van die streskonsep, gevolg
deur 'n kort bespreking van die konsep streshantering. Vervolgens word verskeie faktore wat tot
stres in die werkplek bydra, in oënskou geneem. Dit word opgevolg deur 'n bespreking van stres
wat kenmerkend is van bestuursposisies en 'n kort oorsig van onlangse navorsing oor
streshanteringsprogramme. Sommige van die probleme wat met navorsing oor
streshanteringsprogramme ondervind word, word kortliks oorweeg. Die artikel word afgesluit met
'n poging om, op grond van gepubliseerde bevindings, te illustreer watter stresverminderende
intervensies doeltreffend is en watter nie.
4
Balnionytė, Rūta. "Verslo organizacijų darbuotojų patiriamo streso ir pasitenkinimo darbu ryšys." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2008. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2008~D_20080625_104515-69655.
Der volle Inhalt der QuelleAnnotation:
Siekiant geriau suprasti verslo organizacijų darbuotojų patiriamą darbinį stresą ir pasitenkinimą darbu, jų ryšio nustatymas pasirinktas šio tyrimo tikslu. Kad jį atskleistume, naudojome tris metodikas: Veiksnių, Sukeliančių Stresą Darbe, Įvertinimo Klausimyną (Gulbinaitė, 2007), Pasitenkinimo Darbu Skalę (Spector, 1985) ir Streso Įveikos Klausimyną (Grakauskas, Valickas, 2006), kuriomis ištirta 118 tiriamųjų. Gauti rezultatai parodė, jog vyrai, labiau nei moterys, patiria didesnį darbinį stresą, susijusį su darbo reikalavimais bei darbo santykiais. Tuo tarpu moterys, skirtingai nuo vyrų, patiria didesnį pasitenkinimą darbu, susijusį su darbo organizavimu. Skirtumų tarp jaunesnių (18-25m.) ir vyresnių (26-40m.) tiriamųjų darbinio streso ir pasitenkinimo darbu nenustatyta. Tačiau rasta, jog vyrų ir moterų grupėse darbiniam stresui didėjant, pasitenkinimas darbu mažėja. Taip pat gauta, jog ne visos streso įveikos strategijos susijusios tarpusavyje, su darbiniu stresu ir pasitenkinimu darbu. Nustatyta, jog trijose tiriamųjų, patirianči���� skirtingą darbinį stresą ir pasitenkinimą darbu, grupėse naudojamos streso įveikos strategijos skiriasi tik iš dalies.<br>In order to understand better the job stress and job satisfaction experienced by workers in business organizations, its link is chosen as the aim of this study. For this reason, there were used three methods: The Evaluations Questionnaire of Variables, That Cause Job Stress (Gulbinaite, 2007), Job Satisfaction Scale (Spector, 1985) and Coping with Stress Questionnaire (Grakauskas, Valickas, 2006). 118 participants took part in this study. The results indicated that men comparing with women experience a bigger job stress, connected with job requirements and job relations. Whereas women, differently than men, experience a bigger job satisfaction, connected with job planning. It was also found that there are no differences of job stress and job satisfaction in groups of younger (18-25 years) and older (26-40 years) participants. Moreover, the results indicated, that when job stress is going up, the job satisfaction is going down in men and women groups. Besides, just some stress coping strategies are interdependent, have connection with job stress and job satisfaction. Finally, stress coping strategies differ just in part in three participants groups, who experience different job stress and job satisfaction.
5
Jachens, Liza J. "Job stress among humanitarian aid workers." Thesis, University of Nottingham, 2018. http://eprints.nottingham.ac.uk/52237/.
Der volle Inhalt der QuelleAnnotation:
Objective: This thesis examined the prevalence of burnout, alcohol consumption, and psychological distress and their association with stress-related working conditions – defined either in terms of the Effort-Reward Imbalance (ERI) model, or the ERI model combined with the Job Demand-Control-Support (job strain) model (DCS) – in two large-scale international samples of humanitarian aid workers. The studies herein were the first in the extant literature to examine organisational stressors using job stress models in this occupational group. Furthermore, given the paucity of previous research on the subjective stress-related experiences of humanitarian aid workers, this thesis also contains an interview-based study that explored how humanitarian aid workers perceived the transactional stress process. One key characteristic of this thesis was that both quantitative and qualitative approaches were utilised to provide a deep and ecologically valid understanding of the stressor-strain relationship. Identifying the links between stressful aspects of work and both psychological and behavioural health outcomes may help inform the design of sector-specific health interventions. Methods: A mixed-methods approach was adopted to allow for a thorough examination of the prevalence of health and health-related behavioural outcomes, their relationship to stress-related working conditions (psychosocial stressors), and the concept of work-related stress in the population under study. Survey designs were used for Study 1 and 2 and involved the administration of a structured questionnaire. For the first study (Parts 1-2, Organisation A), logistic regression analyses were run based on a cross-sectional survey (N = 1,980) conducted separately for men and women to investigate the relations between ERI and both burnout (Part 1) and heavy alcohol consumption (Part 2) while controlling for demographic and occupational characteristics. In Study 2 (Organisation B), logistic regression analyses were based on a cross-sectional survey (N = 283) conducted separately for men and women to investigate the independent and combined relations between the ERI and DCS models and psychological distress while controlling for demographic and occupational characteristics. The final study was interview-based (Study 3, Organisation B) and it explored how humanitarian aid workers (N = 58) employed by a United Nations-aligned organisation perceived the transactional stress process. Results: The prevalence rates for the burnout components were as follows: high emotional exhaustion—36% for women and 27% for men; high depersonalisation—9% and 10%; and low personal achievement—47% and 31% for women and men, respectively. Intermediate and high ERI scores were associated with a significantly increased risk of high emotional exhaustion, with mixed findings for depersonalisation and personal achievement. The prevalence of heavy alcohol consumption among women (18%) was higher than the corresponding rate for men (10%), lending support for the effort-reward perspective only among women. Intermediate and high ERI scores in women was associated with a three-fold risk of heavy alcohol consumption. The results broadly suggest that occupational stressors from the ERI and DCS models, both individually and in combination, are significantly associated with psychological distress. A thematic analysis undertaken within the qualitative study revealed several main themes. An emergency culture was found where most employees felt compelled to offer an immediate response to humanitarian needs. The rewards of humanitarian work were perceived as motivating and meaningful, and employees experienced a strong identification with humanitarian goals and reported high engagement. Constant change and urgent demands were reported by the participants to result in work overload. Finally, managing work-life boundaries, and receiving positive support from colleagues and managers, helped buffer perceived stress, work overload, and negative health outcomes. Conclusions: The results of the present thesis convincingly demonstrate the usefulness of the ERI model as a framework for investigating burnout and heavy alcohol consumption among humanitarian aid workers. Furthermore, the findings demonstrate the independent and combined predictive effects of components of two alternative job stress models (ERI and DCS) on psychological distress. Taken together, the findings underscore the deleterious associations between work-related psychosocial hazards and mental and behavioural health outcomes. Specifically, unique insights were obtained about the work-related stress process in relation to humanitarian aid workers – for example, the emergency culture shaping organisational norms. The results suggest that interventions based on these two influential theories, and supplemented by knowledge on role-specific stressors evident in the sector, hold promise for reducing health outcomes. The practical implications of the results are discussed and suggestions are made in the light of the present research and stress theory.
6
Kim, Gawon. "How does Jay-customer Affect Employee Job Stress and Job Satisfaction?" Master's thesis, University of Central Florida, 2012. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5379.
Der volle Inhalt der QuelleAnnotation:
Guest-contact employees interact with various types of customers, and they are often exposed to stressful conditions caused by the deviant, or jay-customers. The purpose of this study is to examine how jay-customer behaviors (customer incivility and customer aggression) affect employees' job stress, and consequently, job satisfaction. Surveys of 210 participants, currently working as guest-contact employees in the hospitality industry, were analyzed for the study. The results of hierarchical multiple regression analyses show a positive relationship between the experience of customer incivility and employees' job stress. Additionally, the results indicate a full mediation effect of employees' job stress on the relationship between customer incivility and employees' job satisfaction. Unfortunately, the study was not able to analyze customer aggression, because the majority of the participants did not report customer aggression. The findings of this study make a contribution to the hospitality service management literature by providing empirical evidence of customer incivility and its negative impact on guest-contact employees. Hospitality managers should acknowledge the existence of jay-customer behaviors and recognize their significant impact on employees' job stress and job satisfaction.<br>M.S.<br>Masters<br>Hospitality Services<br>Hospitality Management<br>Hospitality and Tourism Management
7
Chikwem, Chidiebere. "The Relationship of Job Stress to Job Performance in Police Officers." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4608.
Der volle Inhalt der QuelleAnnotation:
For the past 3 decades, police officers have been diagnosed with various stress-induced health problems. Police officers are at a greater risk of various environmental health problems due to the stressful nature of their profession. While there is abundant research that explores the relationship between high stress occupations and environmental health, researchers have yet to sufficiently explore the relationships between police officers' job stress and job performance. The purpose of this correlational study was to use Cohen & McKay's conceptualization of the stress-buffering hypothesis to explore whether police officers' physical exercise moderated the negative impact of job stress on their job performance. Data were collected through an online survey administered to police officers from 2 metropolitan police departments in the United States, and data were analyzed using a hierarchical regression procedure. Findings indicted that approximately 80% of the variance in police officers' job performance is explained by job stress, indicating a negative relationship between police officers' job stress and job performance. The findings also indicated that police officers' physical exercise was positively related to their job performance. Positive social change implications stemming from study may include recommendations to police department leadership to emphasize the importance of moderating occupational stress through exercise as a method to improve their job performance. These efforts may contribute to improved public safety outcomes in communities in the United States.
8
Metz, Pamela. "Job satisfaction, job stress and burnout within the practice of clinical psychology in the Western Cape." Master's thesis, University of Cape Town, 1987. http://hdl.handle.net/11427/15867.
Der volle Inhalt der QuelleAnnotation:
Bibliography: leaves 48-53.<br>The aim of this dissertation was to investigate the practice of clinical psychology in the Western Cape. This exploratory study described biographical information, characteristics, activities, and the nature of satisfaction and stress experienced. In addition, it established the degree of burnout experienced within this community, and investigated the interrelationships between job satisfaction, job stress and burnout. The sample consisted of 90 practicing clinical psychologists registered with the Professional Board for Psychology of the South African Medical and Dental Council. A questionnaire which was designed to elicit the above-mentioned information and consisted mainly of multiple-choice-type questions was mailed to the participants. Results were quantitative in nature and were treated predominantly descriptively. The study suggested that burnout occurs in low to moderate degrees and was significantly related to age, marital status and type of clinical practice. Furthermore, it was found that therapeutic expertise seemed to be an important factor when considering the interrelationships between job satisfaction, job stress and burnout.
9
Tsukamoto, Mikio Boonyong Keiwkarnka. "Job strain among physicians in Bangkok, Thailand /." Abstract, 2005. http://mulinet3.li.mahidol.ac.th/thesis/2548/cd375/4737950.pdf.
Der volle Inhalt der Quelle
10
Gee, Diane. "Stress, appraisal and coping in job search /." free to MU campus, to others for purchase, 2004. http://wwwlib.umi.com/cr/mo/fullcit?p1426059.
Der volle Inhalt der Quelle
11
McKinniss, Tamera L. "Stress in the workplace : a comparison of stress, coping, and strain levels among manufacturing personnel." Virtual Press, 1996. http://liblink.bsu.edu/uhtbin/catkey/1020190.
Der volle Inhalt der QuelleAnnotation:
Osipow and Spokane (1984) developed a model which divides occupational stress into the three main areas of stress, coping, and strain. In the past, this model has been empirically tested by the Occupational Stress Inventory (081). However, the Occupational Stress Inventory - Revised (OSI-R) has recently been developed in order to include some of the more recent developments in occupational stress literature. In addition to the original scales of the OSI, the OSI-R also contains five new experimental scales. The present study used the OSI-R to investigate differences in scale scores among management, trade/skilled, and direct labor personnel in two manufacturing plants. Although significant differences were found on the Role Insufficiency, Responsibility and Family Instrumental Support scales, the findings of this study should be questioned due to the unacceptable reliability levels on many of the OSI-R scales.<br>Department of Psychological Science
12
Turner, Lana Gay. "Stress in female secondary classroom teachers." Virtual Press, 1985. http://liblink.bsu.edu/uhtbin/catkey/436367.
Der volle Inhalt der QuelleAnnotation:
The purpose of the study was to determine if a relationship existed among perceived stressful situations in the classroom and the amount of perceived stress among female secondary classroom teachers in Indiana.The population of the study consisted of 268 female secondary classroom teachers randomly selected by computer at the Indiana Department of Education.Three instruments were used in the study. The first instrument, General Information, was used to gather demographic data pertaining to Age Group, Years of Experience, Type of School System, Population of School System, Enrollment of Secondary School, Subject Area taught, and Grade Level(s) taught. The second instrument, Perceived Stress Questionnaire, was used to indicate the amount of perceived stress experienced by respondents. The third instrument, Perceived Needs in Stress Counseling, was used to indicate the type of counseling respondents perceived needed in order to help teachers deal with stress. The Perceived Stress Questionnaire and Perceived Needs in Stress Counseling Questionnaire employed a Likert-type scale with five degrees provided from which to choose: About 10% or less of the time, About 25% of the time, About 50% of the time, About 75% of the time, and About 90% or more of the time.The data were analyzed by frequency response percentages and cross tabulation for the General Information items, Perceived Stress Questionnaire items, and for Perceived Needs in Stress Counseling items.The following findings and conclusions were based on a review of the literature as presented in the study and the results of the data collected:1. Student threats and physical attacks are major sources of stress among discipline problems for teachers.2. Administrators not supportive of teachers in conflict situations in the presence of students are a predominant stress factor.3. Students not cooperative in class are a major source of stress for responding teachers.4. Student Apathy and lack of volunteerism in class are not major sources of stress among respondents.5. Parents defending their child's misbehavior are a major source of stress among Lack of Parental Support items.6. The majority of teachers responding did not desire stress counseling to assist them in dealing with classroom stress.
13
Kilfedder, Catherine J. "An interactional model of occupational stress in health service employees." Thesis, University of Stirling, 2003. http://hdl.handle.net/1893/21835.
Der volle Inhalt der QuelleAnnotation:
This large scale study (869 participants from a mental health Trust) employed a questionnaire based on an interactional model of occupational stress to investigate (i) burnout in psychiatric nurses, (ii) occupational stress in medics and the professions allied to medicine, (iii) job satisfaction in health service management and support staff, and (iv) the moderating effect of social support in health service personnel. A range of analytic procedures were used including hierarchical regression analysis. Levels of burnout in nurses were low overall, although a significant proportion reported higher levels of emotional exhaustion. Among nurses, negative affectivity and predictability acted as common factors across the three constructs of the burnout syndrome. Medics and professions allied to medicine (P.AM. 's) reported similar levels of stressors to each other. Role ambiguity, role conflict and predictability, in combination with negative affectivity, accounted for most of the reported work related stressors of medics and P.AM. 's. Levels of job satisfaction in management and support staff was on a par with their peers elsewhere. Role ambiguity, role conflict, job future ambiguity, control and non-occupational concerns had an influence on job satisfaction among management and support staff. A significant proportion of nurses, medics and P.AM.'s reported low levels of work support. Those most at risk in this regard appeared to be highly educated, community based, non-shift workers. Higher levels of support were associated with increased job satisfaction and lower levels of both emotional exhaustion and psychological distress. The model adopted in the present study, although not necessarily applicable to all occupational groups, had utility in understanding the complex relationships between variables in this population from a mental health Trust. Despite common themes emerging across occupational groups, clear differences were also apparent, reinforcing the need for tailor-made interventions in occupational stress. The results also highlighted the necessity of including individual characteristics and nonoccupational stressors in any consideration of occupational stress. Further recommendations for each occupational group and the NHS in general are discussed.
14
Lang, Jessica. "Towards comprehensive job stress models of reservists." [S.l. : s.n.], 2006. http://nbn-resolving.de/urn:nbn:de:bsz:180-madoc-13840.
Der volle Inhalt der Quelle
15
Kwong, Wing-yin Regina. "Stress-related growth among police officers." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B29740563.
Der volle Inhalt der Quelle
16
Rhoton, Carolyn. "The relationship between stress perceived by oncology nurses and the mastery of stress." Virtual Press, 1995. http://liblink.bsu.edu/uhtbin/catkey/941377.
Der volle Inhalt der QuelleAnnotation:
The healthcare industry is undergoing rapid changes. Nursing is in the midst of this dynamic process and is experiencing increased stress as a result. This is especially true of the oncology nurse speciality. The responsibilities of the oncology nurses are becoming more complex. Methods to intervene or master the stress are needed. If mastery of the stress is not achieved, oncology nurses may abandon their speciality and enter another field of nursing or leave the nursing profession. The purpose of this study was to examine the relationship of the stress perceived by oncology nurses and the mastery of this stress.The conceptual framework used in this study was the theory of mastery developed by Younger. The Mastery of Stress Instrument (MSI) developed by Younger was used to measure the stress component and the mastery component. A descriptive correlational study design was used. The population for this study was a convenience sample of the responding members of a midwestern chapter of the oncology nursing society (n= 39). Participation in the study was voluntary, with the MSI and the demographic data being returned by self-addressed postage-paid envelope. The MSI was identified by number only. No names were assigned to the numbers to insure anonymity of the subjects. The data was discussed as group data. No risks to the participants were identified in this study. The benefit of this study was to contribute to the data base for the MSI and to increase the awareness of stress and mastery.The research question was analyzed using the Pearson Moment Correlation Coefficient. A small but significant correlation coefficient was found between the acceptance and the growth subscales of the Mastery of Stress Instrument (r=.33, p <.05). No other significant correlation were found.Rapid changes are occurring in the healthcare environment of today. Nurses are in the center of this change and must master the increased stress experienced. The author concluded that the oncology nurses in this sample have mastered the stress they experienced possibly due to the length of time in the oncology nursing speciality. Also, the high level of education in this sample of oncology nurses indicates that the oncology nurses are more efficient at the mastery of the stress they experience.<br>School of Nursing
17
Filkins, Carol R. "A study of the relationship between occupational stress and person-environment fit." Virtual Press, 1990. http://liblink.bsu.edu/uhtbin/catkey/722448.
Der volle Inhalt der QuelleAnnotation:
The purpose of this study was to examine the relationship between personenvironment fit (P-E fit) and occupational stress. All 31 employees of the University Police Department of Ball State University were invited to participate in the study on a voluntary basis, and were assured anonymity. Participants completed a demographic information sheet and three questionnaires: the Work Environment Scale, Ideal (WES-I) and Real (WES-R) versions, and the Occupational Stress Inventory (OSI). Twenty-two participants turned in completed test packets. Raw scores were calculated and graphed for individuals (OSI) and the entire group (WES). A correlation matrix with Pearson r as the correlation coefficient among the 14 OSI subscales and the 10 WES subscales was used to examine the relationship between P-E fit and occupational stress. Different patterns of occupational stress and work environment were found. The three job subgroups (police officers, radio dispatchers, and "other") exhibited different levels of occupational stress, with the most difference in the Physical Environment subscale. The group perceptions of the ideal and real work environments were different on every WES subscore, indicating employees wanted improvement in each area tested. Radio dispatchers were found to have the widest gap between their ideal and real work environments. There appeared to be no significant relation between occupational stress and P-E fit for this small sample. The results suggested an inverse relationship between a University police department employee's occupational stress and how well that employee fits the work environment for four variables: Role Insufficiency, Role Boundary, Vocational Strain, and Psychological Strain. Those who fit the work environment least scored highest on the Rational/Cognitive Coping variable, the only statistically significant correlation. It is possible the work environment may have such a powerful effect on personal life that it is unaffected by personal efforts to change it. Recognition of the different work environments and occupational stress levels could be useful in departmental planning. Further study is suggested.<br>Institute for Wellness
18
Tregaskis, William Fidel. "Job satisfaction and health." Virtual Press, 1987. http://liblink.bsu.edu/uhtbin/catkey/487503.
Der volle Inhalt der QuelleAnnotation:
Applying The Theory of Work Adjustment, the purpose of this study was to test the following hypotheses: (1) Higher levels of correspondence between vocational needs and work environment reinforcers will be associated with decreased severity of illness. In addition, personality flexibility will moderate these relationships such that higher levels of flexibility will attenuate the relationship between discorrespondence and illness. (2) Those individuals with greater tenure in an occupation where there is discorrespondence between work reinforcers will display more flexibility than those with similar degrees of discorrespondence and less tenure.Medical records were reviewed from 122 subjects from the Counseling Psychology section of the Minneapolis Veterans Administration Medical Center. Severity of illness was determined form these records. Occupational fit was measured through comparison of the individual's Minnesota Importance Questionnaire (Rounds, Henly, Dawis, Lofquist, & Weiss, 1981) profile and the reinforcers present in his/her primary occupation. Flexibility was measured by selected subscales from the Jackson Personality Inventory (Jackson, 1976) and a criterion variable and occupational fit, tenure, job satisfaction, and personality flexibility as predictor variables. Also, a hierarchial multiple regression technique was applied to test possible interaction effects between Flexibility and Fit.A brief self-report measure of flexibility was administered to a subsample and, although correlating in the expected direction, it was not significantly associated with Flexibility as measured by the JPI. Neither was it correlated with any of the other variables of interest in this study.The first hypothesis was not supported. Correspondence between vocational needs and work environment reinforcers was not associated with decreased severity of illness. There was no significant correlation between job satisfaction and occupational fit although there was a trend in the expected direction. It was found, however, that Flexibility, as measured by selected subscales from the JPI, was associated (p < .01) with a lesser severity of illness rating.There was not support for the second hypothesis. Tenure was not significantly associated with any of the variables of interest in this study. There was a trend, however, in the expected direction among tenure, job satisfaction and occupational fit. They all correlated positively.
19
Cheng, Chia-Chi, and 鄭佳琪. "The Relationships among Job Stress Source, Job Stress, Job Burnout and Leisure Coping for Personnel Officers." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/40047139905308361501.
Der volle Inhalt der QuelleAnnotation:
碩士<br>國立彰化師範大學<br>企業管理學系 國際企業經營管理(IMBA)<br>104<br>This study explored the relationships among job stress source, job stress, job burnout and leisure coping for personnel officers. The research subjects were the 2010-2016 year new personnel officers, the study took convenience sampling approach to survey and gather relevant information and collected 150 valid questionnaires which were performed data processing and statistical analysis by using SPSS statistical software package according to research purposes and hypotheses testing. By analyzing, it revealed that the main sources of stress for the personnel staff were work load and work supports, and the job stress had significant influence on the job burnout, and leisure coping had significant negative influence on job stress and job burnout. The results of this study can be provided as reference resources to the competent authorities of personnel staff and heads of the departments on the practical affairs.
The study found that the newcomers who can't adapt to their jobs properly would have job stress which would result in job stress, and both would cause negtive influence on physiology and psychology worsening their mood and lowering their will to the jobs. The recommended solutions are that in addition to putting the right people in the right place, the rationality of workload and job should be re-evaluated and the newcomers should get support on their jobs to adapt themselves to the new environment; moreover, promotion of free time activities can be performed to help newcomers deal with job stress and job burnout because leisure coping can help newcomers reduce them.
20
Trang, Le Thi Thu, and 黎氏秋妝. "The Relationship Between Job Stress and Job Satisfaction." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/7xker2.
Der volle Inhalt der QuelleAnnotation:
碩士<br>美和科技大學<br>企業管理系經營管理碩士班<br>103<br>In today intensive competition, to survive and develop, businesses have to find out ways to reduce employees’ job stress and increase their satisfaction. This study aims to find out the elements of job stress on Phuc Loc’s employees, as well as the motivation of employees working in Phuc Loc.
The research has solved the proposed hypotheses. The model of job satisfaction at Phuc Loc includes 04 independent factors (17 observed variables), and job satisfaction (20 observed variables). The data collected from 300 responses usable for analysis, first is to conduct descriptive analysis of observed variables. The results show that most employees at Phuc Loc underestimated job stress and are satisfied with the work they are doing. The next step is to examine the reliability Cronbach's Alpha of 04 factors are greater than 0.7. Factor Analysis EFA, the results are satisfied: KMO and eigenvalue are satisfied and the total variance explained is good. This is satisfied to build the linear regression analysis for the variables.
In the step 3, the study analyzed the linear regression model with the dependent variable job stress and 04 independent variables. The four variables explained 61.5% of the change in the independent variable. All p-values are less than 0.05 and the sign of all the values of the 4 independent variables are satisfied.
21
Hsu, Yi-Hui, and 徐宜輝. "Relationship between Job Attribution,Organization Climate,Job Stress and Job Satisfaction." Thesis, 1997. http://ndltd.ncl.edu.tw/handle/20305077730263275021.
Der volle Inhalt der QuelleAnnotation:
碩士<br>淡江大學<br>管理科學研究所<br>85<br>The main purpose of this research is to discuss the relationship
between job attribution, organization climate, job stress and
satisfaction in career military officers.Hopefully, based on the
results of the research, we will have basic understanding of job
satisfaction for career military officers so that it can become
an important reference on strategy and planning for military
human resources.This research is based on study of 129 valid
copies of survey of career military personnel by utilizing
collection information and processing analysis. After a series
of statistical calculation on T inspection and variance
analysis, the research results are as followings:1. It shows
that job stress and job satisfaction are opposite relation,
organization climate and job satisfaction are positive relation.
According to this relationship, it is the same between private
industries and career military officers.2. There is an variance
for career military officers facing organization climate, job
stress and job satisfaction because of each individual''s job
attribution. For examples: a. Salary satisfaction: The college
level personnel has lower satisfaction than the non-college
level personnel. b. In a pleasant, motivated, stable, and
competitive organization climate, employees have higher
satisfaction in promotion, direct supervision and salaries.
c. Job stress: The management has lower job stress than the
non-management. d. Military rank: There is an obvious variance
in job satisfaction between Lieutenant and non-Lieutenant.
e. Years of services: There is and significant difference in
job stress and satisfaction between the person with 6-10
years of service and the person without 6-10 years of
service.3. On the whole, career military officers have very
high stability in nature, and there is not much variance in job
stress and job satisfaction in them. Only in military rank (
Lieutenant and non-Lieutenant) and years of services (6-10 years
of service) there are obvious variances in job stress and job
satisfaction. This is because of the very important connection
of the job attribution and the shorter career life. Compared to
private industry personnel, it is obviously different. Based on
above findings, hopefully, it is not only a helpful reference
for military human resources department to utilize man power,
but also it is a further study direction in future for military
human resources.
22
Lin, Jang Yi, and 林璋逸. "The relationship among job stress , job satisfaction and burnout." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/57744110329154699007.
Der volle Inhalt der QuelleAnnotation:
碩士<br>清雲科技大學<br>經營管理研究所<br>98<br>This study aimed to explore the Taoyuan area university and college teachers work stress, job satisfaction and burnout relationship. Study of a university and college teachers for the Taoyuan area, and burnout, including "personal fatigue", "work fatigue", "client-related fatigue" and "over-investment work," with the job satisfaction, including the external and internal satisfaction satisfaction, job stress, including "teaching" and "studies" and "service" and other three factors. In this study, 200 questionnaires were issued, the effective recovery of 100, the effective rate was 50%. Study found that: (1) job stress and job fatigue, fatigue clients, working over a significant positive relationship between inputs, that is, when the university teachers feel the higher the level of work stress, the fatigue of work, clients fatigue, over into the higher level of work fatigue. (2) job satisfaction on job stress and job burnout were no significant moderating effect; for job stress and fatigue among individuals with or without significant interference effects; on job stress and fatigue among clients a significant moderating effect on job stress and overwork into fatigue There were significant interference effect.
23
chang, chun-yao, and 張鈞堯. "Explore the impact of job stress and job satisfaction on Job performance." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/23085194516374592549.
Der volle Inhalt der QuelleAnnotation:
碩士<br>國立勤益科技大學<br>工業工程與管理系<br>100<br>In today's competitive society, entrepreneurs who want to enhance their competitive advantage, of which the most important aspect is the use of human resources, how to effectively manage employees, so that they can play a maximum performance, but also to control the job stress, and allow employees in the work of both satisfaction and high performance, and employees in the work of both satisfaction and high performance, this is an important issue of Human Resource Management.
In this study, job satisfaction, job stress, job performance related literature, Then through a questionnaire survey to collect relevant data to discuss, using SPSS software systems analysis, to explore job satisfaction, job stress, job performance and demographic variables to the relationship between the items to each other, and then use the relationship matrix, employees of different industries in the face of the association between job stress and job satisfaction job performance.
By the assessment model proposed in this study, can make business decision makers to effectively monitor and assess demographic variables, job satisfaction, job stress and job performance of the mutual relations, then can be corrected to develop a set of optimization of the personnel system as, of enhance optimize the job performance of employees.
24
HUANG, YI-XUAN, and 黃壹暄. "The Relationships among Job Stress, Job Characteristic, Emotional Labor, and Job Satisfaction." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/923fam.
Der volle Inhalt der Quelle
25
Chen, Yi-Chih, and 陳儀芝. "A Study on Special Education Teachers’ Job Stress, Job Commitment, Job Satisfaction, and Job Performance." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/8tt3b2.
Der volle Inhalt der QuelleAnnotation:
碩士<br>朝陽科技大學<br>休閒事業管理系<br>105<br>This study focus on the relationship among Job Stress, Job Commitment, Job Satisfaction and Job Performance for special education teacher in middle of Taiwan. Object of study was the special education teacher in middle of Taiwan. Sampling method was used conception of sampling, a total of 250 questionnaires were distributed, excluding 10 copies of respondents fill in missing and too regularity invalid questionnaires, the effective rate of 96%. Statistical method includes independent samples t-test, one-way analysis of variance and structure equation model. The results and conclusions are as follows: (1) teaching grade, teaching seniority, education level, duties and type of school were shown to be significantly different in job stress. (2) gender, teaching seniority were shown significantly different in job commitment. (3) gender, teaching grade and duties were shown significantly different in job satisfaction. (4) teaching seniority and duties were shown significantly different in job performance. (5) Job Commitment positive effect and significantly relationship on Job Satisfaction. (6) Job Commitment positive effect and significantly relationship on Job Performance. (7) Job Satisfaction positive effect and significantly relationship on Job Performance.
26
YUNG, YANG HSUEH, and 楊學勇. "A Study of Job Stress, Job Involvement, Job Satisfaction and Job Performance For Military Comptroller." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/67407498465673990820.
Der volle Inhalt der QuelleAnnotation:
碩士<br>樹德科技大學<br>經營管理研究所<br>96<br>Ministry of National Defence for because of manage, pursue high-efficiency policy and decreasing national defence goal of funds year by year in conformity with government modernization, implement the precise real case and progressing greatly case, carry on the organizational change, reduce country's soldier's strength by a wide margin, organize operation way change suddenly, organize personnel in bring puzzlement paid to adapt to to country army. Country army reduce manpower policy, cause personnel working pressure too big, morale gradually low lacking to work acceptance, input in work not so good as in the past personnel, the improvement of job satisfication and working performance to financial personnel, has already produced and assaulted greatly. However, after manpower is simplified, can not adjust the procedure of the homework effectively, cause customer satisfaction to be unable to improve, there are great harms to country's army's image.
This research adopts the investigation method of the questionnaire, regard financial personnel of army of country as the research object, send out 350 questionnaires altogether. 336 questionnaires of recovery, the rate of recovery is 96%, the effective questionnaire is 330 after deducting 6 invalid questionnaires, the rate of recovery of effective questionnaire is about 94.2%. And carry on narrating one degree of analysis of statistical analysis, letter, difference to analyses and analyses to the sample of studying, assumption that is originally studied in order to assay the relation and verification between every parameter. The quantity of this research form is more than 0.9 letter degrees, expect to be able via the result of studying, understand financial personnel, army of country, drop into, work satisfied and working dependence of performance in working pressure, work, the research results obtained, in academy, probe into the factor of influencing the working performance, set up a merger research structure, analyse with the real example that verifies supposing, do it for the follow-up researcher's reference; In practice, can offer relevant units to carry out ' organize and simplify ' the reference which continue the whereabouts case, is it reduce rebounding obstruction of personnel to use, is it improve to go on policy to implement, can promote unit work performance and task goal reach effectively.
27
Lai, Chien-Liang, and 賴建良. "A Study of Job Involvement, Job Stress, Job Satisfaction and Job Performance for Military Recruiters." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/12553809423578296920.
Der volle Inhalt der QuelleAnnotation:
碩士<br>中國文化大學<br>企業實務管理數位學習碩士在職專班<br>101<br>According to “2011 R.O.C. National Defense Report”, Taiwan will transform the whole military service system from selected service system into recruitment system by the end of 2014. In the one hand, the staffs of military recruiting have to face the pressure of the decreasing members of the selected system. In the other hand, the demand for the members of recruitment system has become more and more by each year. After the search of references, this research assumes that there are four dimensions affecting the staffs of military recruiting: job involvement, stress of work, job satisfaction and job performance.
Questionnaire survey is utilized in this study, and the subjects are the staffs of R.O.C. Military Recruitment Department. By 300 questionnaire survey, the valid sam-ples are 286. By the result, it shows: 1. The different personal variables make significant different influences by stress of work, job involvement, job satisfaction and job performance. 2. There are significant relationship between stress of work, job involvement, job satisfaction and job performance. 3. Job satisfaction and stress of work are the mediating affect toward this study. The result of this research was through descriptive statistical analysis, reliability analysis, correlation analysis and regression analysis.
Thus it can be the references for the academic study. By practical aspect, it pro-vides human resource department of R.O.C. military the suggestions of the adjustment toward job involvement, stress of work and job satisfaction. Therefore the goal of transforming the military service system from selected service system into recruitment system will be more achievable.
28
HUA, WENG JUNG, and 翁榮華. "The study of the job relationship between the job characteristics and job stress." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/65622744029856211224.
Der volle Inhalt der QuelleAnnotation:
碩士<br>國立高雄師範大學<br>成人教育研究所在職專班<br>94<br>ABSTRACT
The main purpose of this study was to investigate the relationship between job characteristic and job stress for the police.The purp-ose was to understand the current situations of job characteristic and job stress,the differences of job for police analysis with vario-us background,job characteristic and job stress,and also to the stre-ss a policeman might face and prediction between job characterris-tics and job stress. Therefore,conclusions based on this research p-rovided the police administration to make policy decisions.
The questionnaire survey was used as the primary research meth-od.Samples were distributed to police officers below the rank of p-olice precinct chief in ten precincts,public safety Corps , Criminal Investgation corps,Women and Children Protection Brigade,Juvenile Delinquency Prevention Brigade and Foreign Affairs Service Cent-er.A total of 650 questionnaires were sent out.There were 618 res-ponders,for a return rate of 95%.The data was analyzed by SPSS10.0,and the analysis methods including item analysis,factor analysis,reliability analysis,frequency distribution,percentage, mean,SD,produ-ct-moment correlation,one-way ANOVA,multiple stepwise T-test p-earson regression
The conclusions could be made as followeded：
1.The police perceived the characteristics of job at the middle level.Their perception towards the aspect of”diversity”was at the highest level.And “feedbacks” was the lowest.
2.The senior male patrol police(Sergeants、detective Sergeants）with over 26 work years and the ages of 41- 50 perceived highest in“job characteristics” of police work.
3.Traffic police perceived “job characteristics” the highest ,but “job stress” was perceived highest by police Station,Criminal Investigation Brigade and Special Assignment Brigade .
4.The police perceived“job stress” at the medium level.espcially“outer organization” the highest.Their perception towards the aspect of organization demand was the lowest.
5.The senior male patrol police with 26 work years and over the age of 51 have the highest level of feeling towards the general aspect of job stress.
6.The higher the awareness of the specific job characteristics ,the lower the job stress .
7.The number of fatalities among police has a significant impact on the amount of stress and job stress.
8.There were significant prediction strenghth of background variables , job characteristics to “job stress”,especially“danger”
According to the above conclusions,this study could provide as a reference for police administrators ,chief, and future researchers.
KEYWORDS: job characteristics, job stress, police officers.
29
Hsu, Chia-Chun, and 徐嘉均. "The Study of the Relationships among Job Characteristics, Job Stress and Job Involvement." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/51054040650798519664.
Der volle Inhalt der QuelleAnnotation:
碩士<br>大葉大學<br>人力資源暨公共關係學系碩士在職專班<br>97<br>The participants chosen for the current study were forensic policemen from the metropolitan areas of Taipei County and Taoyuan County. In comparison with other types of employees, the stress level of these forensic policemen appears far higher. Therefore, they need to adjust certain job characteristics accordingly in order to enhance their job devotion. The study aims to explore the dimensions of job characteristics, job stress level, and job characteristics using questionnaires and fundamental statistical tools. The types of data analyzed include gender, age, education, marital status, number of children, average daily working hours, job shifts, office function, and income. The results of the study are summarized as follows:
1. Appositive correlation was detected among the dimensions of job characteristics (e.g. variety, identity, significance, autonomy, and feed back), job stress level, and job in-volvement.
2. Based on the results of the statistical analysis, no significant difference exists be-tween the variables of gender, age, education, and marital staus. However, significant or highly significant differences were found between the variables of number of children, average daily working hours, job shifts, office function, and income.
3. Based on the results of a regression analysis, it was discovered that between the ele-ments of job stress level and job involvement, the regression was significant with the value of R (the deterministic coefficients), 0.2174. In this model, there exists a posi-tive correlation between the elements of job stress level and job involvement. This means that the higher the job stress level, the higher the job involvement.
30
Lee, Wang-Hsi, and 李旺錫. "The Effects of Firefighters’ Job Characteristics, Job Stress, Work Values on Job Satisfaction." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/59732248753625063422.
Der volle Inhalt der QuelleAnnotation:
碩士<br>大葉大學<br>工業工程與管理學系碩士在職專班<br>103<br>With the rapid changes of climate in recent years, comes more and more disasters. And there are different kinds of disasters that can be seen no matter domestically or internationally, which also cause massive injuries and casualties. Rescue operations of firefighters have become much more complex and diverse, in which it explains that fire and rescue operations make some big changes as the times go by. As the increasing workload and changes of job characteristics in firefighters, all of which cause them an increasing amount of pressure, thus effecting firefighters’ work values and job satisfaction. In this case, we can conclude there are very close correlations among job characteristics, work pressure, and job values. If the authorities concerned could enhance firefighters’ job satisfaction at work, it may also help improve the efficiency of disaster prevention and rescue.
This research uses questionnaire survey, in which respondents are firefighters of Yunlin Fire Bureau, to look into their job satisfaction affected respectively by job characteristics, job stress and work values. The result indicates firefighters from varying backgrounds have part of prominent diversities in the perspective on job characteristics, job stress and work values. Besides, job characteristics and work values have positive effects upon job satisfaction whereas job stress shows negative. This can be explained as follows: First of all, there are subsidiary factors, such as “the importance of work”, “the feedback from work”, and “the appropriateness of workload”, that have prominent impact on job characteristics, in which the factor“ feedback from work” affects most. Secondly, among subsidiary factors of job stress there’s “workload” that has positive correlation. That is to say, the heavier the workload is, the lower the job satisfaction would be. Thirdly, among subsidiary factors of work values there are “internal work values” and “external work values” that have positive effect, in which the “internal work values” affects most.
31
LIN, SHAO-QIANG, and 林少強. "The Relationship among Job Stress、Job Passion and Job Satisfaction for Basketball Referees." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/74vv63.
Der volle Inhalt der QuelleAnnotation:
碩士<br>國立臺南大學<br>體育學系碩士班<br>107<br>The purpose of this study was to explore the relationship among job strees, job passion and job satisfaction for basketball referees. Method: All participants enrolled three questionnaire, the scale of job stress, job passion and job satisfaction for basketball referees. The object of this study were Taiwan’s basketball referees from different levels, including 13 national A, 19 ntional B and 110 national C, totally 142 (mean age 28.07 years old, SD=8.28)include 122 males and 20 females. The results revealed : 1. There were nonsignificant on job stress, job passion and job satisfaction on basketball referees between different gender ; referee’s seniority under 5 years had higher obsessive passion than 6-10 years and above 21 years(F=3.828, p<.05) ; in certification, natioal C had higher stress than national A in aggressive reactions (F=4.172, p<.05) and presence of important others (F=4.765, p<.05). 2. Correlation revealed that presence of important others of job stress had negative correlation with harmonious passion(r=-.191, p<.050), but positive correlation with obsessive passion(r=.242, p<.05). Job satifaction had positive correlation with both harmonious passion and obsessive passion, but had no correlation with job stress. 3. Two-way ANOVA shows that job stress and job passion had no interaction effect on job satisfaction. Conclusions : Job stress, job passion and job satisfaction were nonsignificant between different gender, but had significant on different seniority and certification level ; There were correlation among Job stress, job passion and job satisfaction ; Job stress and job passion had no interaction effect on job satisfaction. Suggestions :It could added more training about stress management for lower seniority and national C of basketball referees, helping them to reduce their strees and raise their passion and satisfaction. Different aspect of basketball referee’s mentality and different kind of sports referee could be a research direction for the study in the future.
32
Chern, Jong-Yi, and 陳忠義. "The Relationships among Job Stress, Job Attitude and Job Burnout of Elementary School." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/ccd536.
Der volle Inhalt der Quelle
33
Lu, Pei-Ling, and 呂佩玲. "Female Public Health Personnel's Job Stress, Resilience and Job Satisfaction." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/97652704639264153481.
Der volle Inhalt der QuelleAnnotation:
碩士<br>國立臺北教育大學<br>生命教育與健康促進研究所<br>98<br>The purpose of this research was four-fold. Firstly, to investigate the current situation of job stress, resilience and job satisfaction among female nurses of a local public health establishment. Secondly, to investigate demographic factors in predicting job stress, resilience and job satisfaction. Thirdly, to investigate the relationship between job stress, resilience and job satisfaction and finally, to elicit the significant variables in predicting job satisfaction.
The participants of this research were female nurses recruited from a local public health establishment. A total of 269 questionnaires were distributed and 224 were returned.
The following results were found:
1. The highest score for job stress was found to be the workload managed by participants. In terms of resilience, positive thinking was found to be the most significant factor accounting for the highest percentage of all.
Regarding job satisfaction, the work itself was found to be the most rewarding part giving a higher score than the scores given to the individual’s satisfaction with the organization.
2. Age was found to be statistically significant in workplace justice,positive thinking, seeking resources to build resilience, and the job itself.
3. Nurses with more than 11 years experience at work demonstrated a statistically significant high score for resilience and positive thinking compared with nurses who had only been working for 0-2 years.
4. Job position was found to be statistically significant in seeking resources to build resilience.
5. Partial support was also obtained for the hypothesis: Coping with job stress is positively correlated with resilience.
6. Job control and workplace justice; the subscales of job stress, were Found to be positively correlated with job satisfaction.
7. A statistically significant positive correlation was also found between resilience and job satisfaction.
8. Finally, according to multiple regression analysis, the significant predicting variables of job satisfaction are workplace justice and resilience.
34
Pan, Shu-Jen, and 潘淑珍. "A Study on Kindergarten Teachers’ Job Stress and Job Burnout." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/c9p4hu.
Der volle Inhalt der QuelleAnnotation:
碩士<br>靜宜大學<br>青少年兒童福利研究所<br>97<br>The purpose of this study is aimed at investigating the current status of and the relation between job stress and job burnout perceived by the kindergarten teachers. Based on the literature reviewed, the researcher designed a scale for measuring the levels of job stress and job burnout perceived by the kindergarten teachers. Among the teachers in the public and private kindergartens and daycare centers in Hsin-chu County, 440 teachers were ramdonly sampled while 385 valid questionnaires were returned. The data was analyzed by using descriptive statistics, t-test, one-way ANOVA, and regression. The findings of this study are as follows:
1. In general, the levels of job stress perceived by the subjects are medium to slightly below medium. Among all the dimensions, the dimension of policy environment has the highest level of perceived job stress and is in turn followed by work load and remuneration and psychological needs .The dimension of interpersonal relationship has the lowest level of perceived job stress among all the dimensions.
2. In general, the levels of job burnout perceived by the subjects are medium to slightly below medium. Among all the dimensions, the dimension of perceived job burnout has the highest level of mental and physical burnout and is in turn followed by intention to quit and lack of sense of achievement. The dimension of work alienation has the lowest level of perceived job burnout among all the dimensions.
3. The job stress of the kindergarten teachers has higher sensitivity including, 21 to 25 years old, more than five years experiences, 15,001-25,000 New Taiwan Dollars in salary.
4. The job burnout of the kindergarten teachers has higher sensitivity including, 21 to 25 years old, 1 to 2 years of service in the following years members of the security as an assistant, 15,001-25,000 New Taiwan Dollars in salary private kindergartners and private nurseries.
5. There is a positive correlation between job burnout and each dimension of job stress or all the dimensions of job stress as a whole, which means that the higher perceived job stress in kindergarten teachers is the higher perceived job burnout is.
6. Work pressure on job burnout is more than the forecast of moderate.
Keywords：kindergarten teacher, job stress, job burnout
35
Wang, Chung-Kuei, and 王寵魁. "The impact of police officers’ job stress on job performance." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/04815463894516170339.
Der volle Inhalt der QuelleAnnotation:
碩士<br>國立勤益科技大學<br>工業工程與管理系<br>102<br>This study aimed to explore the impact of workplace stress on the performance of police officers. Our subjects are officers from the Bureau of Police in Miaoli County, Taichung City, Nantou County and Changhua County. Through purposive sampling, we collected 500 observed data. After removing the invalid questionnaires, 387 valid samples remain. We then used SPSS and AMOS software for data analysis. In this study, the latent variable composition of the dimensions of reliability (CR) and the Cronbach α values are above 0.7, reaching a level of significance. The upper and lower limits of the bootstrap discriminant validity confidence interval did not include 1. Therefore, this study has good reliability and validity. In terms of overall fitness, = 1.736, RMSEA = 0.045, GFI = 0.922, AGFI = 0.903, NFI = 0.944, IFI = 0.976, CFI = 0.975, so that the model has good fitness. The Institute concluded the following:
1. The path analysis of job stress and job performance shows that the median value of job satisfaction is significant. The overall results show positive significance. Therefore, in order to effectively improve police officers’ job performance, the police department must take notice of officers’ job satisfaction, in addition to job stress.
2. In the path analysis of personal traits and job performance behavior, the mediation effect of job satisfaction has reached a significant level. The overall direct effect shows positive significant level. So, the police department should pay more attention to not only the personal traits, but also the job satisfaction of the officers. Consequently, they can effectively enhance police officers’ job performance.
3. In this study, our evaluation of multi-group analysis didn't attain a significant level, so we know job performance will not be affected by gender, age, educational attainment, marital status, job seniority, position title or nature of work.
4. The potential variables in this model include job stress, personal traits, job satisfaction and job performance. Our study has effectively and comprehensively analyzed the impact of police officers’ job stress on job performance, and is a contribution to the academia.
36
Zeng, Yu-Ci, and 曾鈺琪. "Job stress, job satisfaction, and turnover intention for traditional industry." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/fne3fr.
Der volle Inhalt der QuelleAnnotation:
碩士<br>國立彰化師範大學<br>企業管理學系<br>107<br>Job stress, job satisfaction, and turnover intention for traditional industry
Student：Yu-Ci Zeng Advisor：Dr. Ming- Hsiang Hang
Master Program in Marketing and Logistics Management, Department of Business Administration,
National Changhua University of Education
ABSTRACT
Taiwan's industrial structure is dominated by traditional industries, traditional industries are facing many problems, the most important human resources problems persist. The past research related to work pressure, job satisfaction on the intention of separation focused on high-tech industries and other high-pressure industries, little has three found focus on traditional industries.
Therefore, this study aims at the traditional industry staff as the main research object, to find out the impact of job stress and job satisfaction on the turnover. A random questionnaire was used to collect 196 questionnaires for traditional industry personnel in the middle of Taiwan, and data analysis is using SPSS and AMOS Software. The research results show that the job stress has the negative influence to the job satisfaction, the job satisfaction has the negative influence to the turnover, then the job stress will affect the turnover through the job satisfaction.
Key words: Traditional industry, Job stress, Job satisfaction, Turnover.
37
McCalister, Katherine Saunders. "Hardiness and support at work as predictors of work stress and job satisfaction." Thesis, 2003. http://wwwlib.umi.com/cr/utexas/fullcit?p3110718.
Der volle Inhalt der Quelle
38
Ciou, Tai-cian, and 邱太謙. "The Effect of Nursing Staffs'' Job Demand, Role Stress and Job Burnout on Turnover Intention--The Moderating Effect of Job Stress." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/fj2wyy.
Der volle Inhalt der QuelleAnnotation:
碩士<br>南華大學<br>企業管理系管理科學碩博士班<br>101<br>Healthcare Industry is closely related with our daily life. Due to rising national income, the healthcare quality is paid more attention gradually by people. The problem of nursing shortage is valued generally by the directorships of hospitals. The nurses shift work leads to nursing staffs’ health situation decline. The shortage of manpower also brings about the problems of working pressure. Nursing staffs are forced to leave their posts. In the case of that the workload do not decrease, the nursing staffs at work should assume the outgoing nursing staffs’ workload. This vicious circle will cause the secret worry of healthcare quality. Thereby, the aims of this study are to understand the current situation and to explore the effect of nursing staffs’ job demand, role stress, job stress, job burnout on turnover intention. Adopting questionnaire method, the study takes the working nurses in Local Community Hospitals, Metropolitan Hospitals and Academic Medical Centers located in the central section of Taiwan. 405 questionnaires were sended and the numbers of validity questionnaires were 362. The return rate of validity questionnaires was 89%. The result of this study shows：(1) Job demand positively affect job burnout. (2) Job burnout positively affect turnover intention. (3) Job demand positively affect turnover intention. (4) Job demand positively affect role stress. (5) Role stress positively affect job burnout. (6) Role stress positively affect turnover intention. (7) Job stress positively affect turnover intention. (8) Role stress had a meditating effect between job demand and turnover intention. (9) Role stress had a meditating effect between Job demand and job burnout. (10) Job burnout had a meditating effect between Job demand and turnover intention. (11) Job stress had a moderating effect between job demand and job burnout.
39
Oosthuizen, Rudolf M. "Job and family stress amongst firefighters." Thesis, 2004. http://hdl.handle.net/10500/1954.
Der volle Inhalt der QuelleAnnotation:
Firefighters providing emergency services to the public are involved with some of the most tragic aspects of the boundary between life and death, often in a context over which they have little or no control. The outcome of this may be that stress at work and at home are without doubt the reason that highly qualified and loyal firefighters give themselves over to alcohol or drug abuse, extramarital relationships and suicidal thoughts. The general aim of the research is to evaluate job and family stress amongst firefighters in the South African context, and to use the results in developing a developmental/counselling programme for firefighters and their families.
The research is quantitative and qualitative, consisting of a survey design and a phenomenological design. Three measuring instruments were used, namely the Biographical questionnaire, the Experience of Work and Life Circumstances questionnaire, and the Stress questionnaire. Task characteristics, organisational functioning, physical working conditions and job equipment, career and social matters, remuneration, fringe benefits and personnel policy were identified as causes of job stress originating within the work situation.
Interviews were conducted to determine how these firefighters experience job and family stress. Marital dysfunction and divorce, limited time with the family, problems with children, alcohol and drug abuse, lack of exercise, suicide, anger aimed at family members, physical and emotional exhaustion, lonely marital partners, unavailability to help the family when needed and depression were identified as causes of family stress arising outside the work situation.
The main recommendation is to implement a developmental/counselling job and family stress programme. The programme can be instituted to enhance the wellness and psychological health of firefighters and their families, or for counselling of firefighters and their families who are experiencing job and/or family stress. The multi-dimensionality and flexibility make this programme unique and one of its kind in the South African context.<br>Indust & Org Psychology<br>DLITT ET PHIL (IND & ORG PS)
40
Wu, Yi-Sham, and 吳依珊. "Relationships among personality, perception of emotional blackmail, job involvement, job stress and job satisfaction." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/85594244878468459720.
Der volle Inhalt der QuelleAnnotation:
碩士<br>國立臺北大學<br>企業管理學系<br>96<br>Mounting evidences indicate that personality plays a pivotal role in social perception. This study uses Machiavellianism to determine the relationship with job attitudes in terms of financial salespersons and to find out the moderating effect of emotional blackmail. We use purposive sampling to collect data including bank service and insurance service industries in Taiwan. A total of 412 questionnaires are valid. In data analysis, we adopt hierarchy regression method to analyze data. The results show that Machiavellianism, job involvement and job stress are significantly correlated with job satisfaction. Furthermore, job involvement and job stress play mediating roles between Machiavellianism and job satisfaction. There is also moderating effect of perception of emotional blackmail on Machiavellianism and job attitudes. According to the results, this study provides some suggestions for academic and practice.
41
LIANG, HSIU-JU, and 梁綉汝. "The Effects of Personality Traits, Job Characteristics, Job Stress on Job Burnout of Agencies." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/72916912806894674226.
Der volle Inhalt der QuelleAnnotation:
碩士<br>大葉大學<br>休閒事業管理學系碩士班<br>104<br>The purpose of this research is to understand the influence of job characteristics, job stress and personality traits on agencies’ job burnout. This study used multi research structures. Its predictable variables included job characteristics, job stress and personality traits and the objective variable was job burnout.
The subjects in this study mainly included agencies’ in Taiwan. The data were collected through questionnaires. Total 400 questionnaires were sent, and 342 copies were retrieved. In this questionnaire, subjects were requested to answer following questions: personal information, job characteristics, job stress, personality traits and job burnout scale. The data were analyzed by t-test, one-way ANOVA, Pearson correlation analysis and Regression with SPSS.
The results of this study indicated that there was a distinguished correlation between job characteristics and job burnout. Job stress and job burnout was correlation. The results also revealed that personality traits and job burnout has a correlation. Furthermore, the correlation happened between job involvement and personality traits on job stress
42
HSU, MIN-KEN, and 徐敏耕. "A Study of Job Involvement, Job Stress and Job Satisfaction among Medical Information Staff." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/08957189749895903013.
Der volle Inhalt der QuelleAnnotation:
碩士<br>亞洲大學<br>資訊多媒體應用學系<br>102<br>Objectives: In recent years, the event of overload of job stress due to overtime and overbalance works of the staff in sweat hospitals have much paid to the attention in the public community. The study of these issues related to medical institutions is limited to the medical and nursing staff, but the same study of medical information staff is still scarce. The purposes of the study were to investigate working conditions and interrelationships among job involvement, job stress and job satisfaction for medical information staff, and to explore the predictors of job stress and job satisfaction as they were related to staff concern about their own career development and hospital human resources management and planning.
Methods: For this cross-sectional study, we selected medical information staff from 15 regional hospitals in central Taiwan by purposive sampling for a structured questionnaire survey which included demographic characteristics, job involvement, job stress and job satisfaction scales. A total of 310 questionnaires were distributed and 291 valid ones were returned. The questionnaires were analyzed with SPSS software to explore the conditions of and interrelationships among job involvement, job stress and job satisfaction, the influence of personal demographic characteristics on job involvement, job stress and job satisfaction, and multiple independent variables were included to explore their ability to predict the dependent variables.
Results: The job involvement of the medical information staff showed an average score of 3.117, the job stress had an average score of 2.896, and the job satisfaction displayed an average score of 3.422. There was a significant positive correlation between job involvement and job satisfaction, but a significant negative correlation between job stress and job satisfaction. A high-level position, a monthly income <= $ 30,000, perceived physical health status, job involvement and job stress all had a significant impact on job satisfaction. Having spouse (including cohabitation), perceived physical health status, job involvement and job satisfaction all had a significant influence on job stress.
Conclusions: Increased job satisfaction and reduced turnover intention on the part of the medical information staff could be improved by understanding working conditions, reducing job stress, enhancing job involvement, promoting physical and mental health, smoothing the channels for promotion, and addressing salary compensation. This would also improve the quality of medical services and sustain development.
Key words: medical information staff, job involvement, job stress, job satisfaction
43
Wu, Yi-Shan. "Relationships among personality, perception of emotional blackmail, job involvement, job stress and job satisfaction." 2008. http://www.cetd.com.tw/ec/thesisdetail.aspx?etdun=U0023-2906200821380800.
Der volle Inhalt der Quelle
44
HSIU-TING, HUANG, and 黃綉婷. "A STUDY ON JOB STRESS,COPING STRATEGY AND JOB STRESS RESULT IN LOGISTICS OFFICER OF AIR FORCE." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/91601679039326026840.
Der volle Inhalt der QuelleAnnotation:
碩士<br>國立屏東科技大學<br>農企業管理系<br>93<br>The purpose of the study is mainly to understand and compare and the different personal attribute in Logistics Officer of Air Force the present situations about job stress resource, coping strategy and job stress result . Also discussion the relation among in job stress resource, coping strategy and job stress result in Logistics officer of Air Force. With the findings and conclusion, the study offers the suggestions for the reference of personal and relevant department.
Questionnaires were administered to a convenience sample of 176 from Technological Institute of Aviation of Air Force. Among the 176 questionnaires issued, the total response rate was 100% based on 176 valid responses. Raw data were analyzed in SPSS 10.0 with statistic method including independent-sample t-test, one-way ANOVA ,Scheffé's method and Pearson's product-moment correlation.
The conclusions of major were as follows :
1. Logistics officer of Air Force experienced job stress in a medium level.
2. Logistics officer of Air Force consult and help to coach the demand high in
specialty.
3. Female has higher consciousness of the job stress than male.
4. The married one has higher consciousness of the job stress resource than the married.
5. The consciousness of the reserve duty to job stress resource is greater than the battle
always on the alert.
6. Constructing on the surface in the job stress result, the response is the most obvious
on the working performance, the physical and psychological state takes second place,
and leave office and incline to be lowest.
7. Each construct surface between physical and psychological state and incline to leave
office have positive correlation of showing in job stress source, but negative
correlation appears with working performance.
8. Positive coping strategy in both physical and psychological state and can't leave office
trend appears to positive correlated. Negative coping strategy and working performance
appears to negatively correlated .
Keywords: Job Stress、Coping Strategy、Job Stress Result
45
Wickens, Christine M. "Occupational stress, trait stress susceptibility, traffic congestion, and state driver stress /." 2003. http://wwwlib.umi.com/cr/yorku/fullcit?pMQ99404.
Der volle Inhalt der QuelleAnnotation:
Thesis (M.A.)--York University, 2003. Graduate Programme in Psychology.<br>Typescript. Includes bibliographical references (leaves 65-82). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL: http://wwwlib.umi.com/cr/yorku/fullcit?pMQ99404
46
Peterson, Jessica Zara. "Job Stress, Job Satisfaction and Intention to Leave Among New Nurses." Thesis, 2009. http://hdl.handle.net/1807/17817.
Der volle Inhalt der QuelleAnnotation:
The difficulties new nurses experience when first entering acute care work environments have been recognized since Kramer’s seminal work in the 1970s. Despite the implementation of interventions designed to help ease the transition, the literature continues to report that new graduates undergo stress when beginning their careers as nurses. The purpose of this study was to examine the effects of perceived demands, control, social support and self-efficacy on the job stress, job satisfaction and intention to leave of new nurses.
The conceptual framework used in the study was Karasek’s (1979) Job Demands-Control-Support (JDC-S) model. This model posits that job demands increase employee stress, but that increasing control can alleviate the negative effects of high demands. Social support and self-efficacy were included in this study as potential moderators of the relationships between demands and control and the outcome variables. This was an exploratory study that utilized a cross-sectional survey was used to gather data. Surveys were mailed to the homes of new nurses working in acute care hospitals across Ontario, Canada.
Data were received from 232 new nurses, a response rate of 23.8%. Nurses in the sample had an average of 18.2 months of experience. Data were analyzed using separate hierarchical regression models for each dependent variable. The results showed that the main effects of job demands, social support and self-efficacy provided partial support for the JDC-S model when examining job stress, job satisfaction and intention to leave the job. Only self-efficacy was significantly related to intention to leave the profession. There was no evidence of moderating effects of social support or self-efficacy. An understanding of factors in the work environment that influence new nurses may assist in supporting them during the transition. By exploring the effects of demands, control, social support and self-efficacy on new graduates’ job stress, job satisfaction and intention to leave, this study may provide direction to nursing leaders who are working new nurses in acute care.
47
Lin, Ying-Yen, and 林英顏. "The Relationship among Emplyee Job Involvement, Job Stress and Leisure Needs." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/70507173947850000022.
Der volle Inhalt der QuelleAnnotation:
博士<br>中國文化大學<br>國際企業管理研究所<br>92<br>The employee’s job involvement, job stress and leisure needs are all important fac-tors of an organization. In theory, there have been controversy and inconsistencies in the published literature concerning the relationship among employee’s job involvement, job stress and leisure needs. In practical management, the interaction effect of job involve-ment and job stress influences leisure needs is important issues about an organization’s benefit policy. Therefore, the purpose of this study was to verify the relationship among those three variables. The main hypothesis were that job involvement and job stress in-fluences leisure needs. It was also hypothesized that the relationship among job in-volvement, job stress and leisure needs were moderated by difference between Taiwan and Mainland China. Results from 598 valid samples indicated that job involvement and job stress are both positive influences leisure needs; the interaction effect of job in-volvement and job stress is significantly related to leisure needs. The study also found that the relationship among job involvement, job stress and leisure needs were moder-ated by difference between Taiwan and Mainland China. Also, Taiwanese employee’s job involvement is negative influences relaxation and escape form routine dimensions of leisure needs. However, Mainland China employee’s job involvement positively in-fluences those dimensions of leisure needs. Taiwanese employee’s the interaction effect of higher job involvement and lower job stress negatively influences stimulation dimen-sion of leisure needs, however, Mainland China employee’s the interaction effect of higher job involvement and lower job stress is not significantly relate to that dimension of leisure needs. Empirical findings partial support the hypothesis of this study. There-fore, managerial implications are subsequently discussed.
48
Chang, Chen-Hua, and 張展華. "The Relationships among Job Stress, Job Satisfaction, Self-Efficacy, and Creativity." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/r2a69h.
Der volle Inhalt der QuelleAnnotation:
碩士<br>靜宜大學<br>國際企業學系研究所<br>97<br>Facing the globalization high competition environment, each of enterprise employees met higher uncertainty. Thus, the stress seems to is very closely follow you. According to previously research, The work stress will cause major influence on the organization and the employee. Recently, many manager and employees care about the issue of understanding the work stress. It is all above a new topic and challenge, how to face various stress in the work, find work satisfication and self efficacy, to elevate the opportunity of employee''s creativity and then promote the whole performance. Therefore, The purpose of the study is to empirically investigate the relationships among job stress, job satisfaction, self-efficacy and creativity.
In a survey of 202 employee of information communication, traditional manufacturing, technical services , financial insurance, and real estate in Taiwan’s firms. The data has been compiled in a database using the SPSS for Windows software program. The statistical methods include descriptive analysis, factoring analysis, Pearson product moment correlation, and level regression analysis. The results indicate that job stress has a direct positive effect on creativity, and negative effect on both job satisfaction and self-efficacy. In addition, the results also presented that both job satisfaction and self-efficacy have a direct positive effect on creativity. Further, this study also examines mediation effect of job satisfaction and self-efficacy for the relationship between job stress and creativity. The results indicate that both job satisfaction and self-efficacy have no mediation effect. however, both job satisfaction and self-efficacy have only the partial mediation effect on the relationship between role ambiguity and creativity.
49
Weng, Hsiaoching, and 翁曉菁. "Stress and Job Performance–the Moderating of Personality and Job Experience." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/83497057152100257068.
Der volle Inhalt der QuelleAnnotation:
碩士<br>大葉大學<br>人力資源暨公共關係學系碩士在職專班<br>99<br>Restructuring of organizations has placed increasing pressure on front-line
employees to contribute in measurable ways to their employers. The banks are
transforming themselves from stodgy, service-oriented bureaucracies into retail oriented
financial stores, converting employees“from teller to seller＂(Regini, Kitay, ＆
Baethge, 1999). This study is aimed to examine the relationship among stress and job
performance, personality traits, job experience. We discuss whether personal traits and
job experience, respectively, have a moderating effect between stress and job
performance.
A survey research was conducted using a sample from 500 employees collected
from 26 branches of China Post in Chang Hwa County with 386 effective data.
Hierarchical regression analysis were used to test the hypotheses. The results of the
study are as follows: (1)Stress is positively related to job performance; (2)Openness to
Experience had moderation effect on stress and job performance; (3)Agreeableness had
moderation effect on stress and job performance; (4)Job Experience had moderation
effect on stress and job performance.
50
Liu, Han-Chung, and 劉漢中. "The Effects of Job Characteristics and Emotional Labor on Job Stress." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/28245355061859844280.
Der volle Inhalt der QuelleAnnotation:
碩士<br>明道大學<br>管理研究所<br>95<br>In the age of knowledge and Economy, instead of lands and capital, human resources became the most important asset in enterprises. At the same time, enterprises focus more on the quality of services, rather than that of the products. Therefore, workers' emotional problems during their service became a new issue for every enterprise. And thus, studies related to emotional labor had begun to arouse.
As the service industry grows, the primary service personnels is the key role of delivering the quality of their service. During the trading with customers, they must express certain emotions, deal with the so-called "emotional labor", and create the value of the emotions. Emotional labor has become a part of the organizational service. The quality of service labor plays a considerably important role in promoting the competence of the enterprise.
This study intends to discuss the relationships between job characteristics, emotional labor and job stressors. In this study, job characteristics and emotional labor are independent variables, job stressors is dependent variables. To test the hypotheses, were collected data from securities salesmen through questionnaires. Grant 350 questionnaire altogether, retrieve 250 effectively, the result is as follows:
1. The hypothesis that job characteristics was negative correlation with job stressors was partially valid.
2. The hypothesis that emotional labor was positive correlation with job stressors was partially valid.
3. The hypothesis that interaction of job characteristics and emotional labor was negative correlation with job stressors was partially valid.