Zeitschriftenartikel: „Job stress“

1

Lusk, Sally L., und Mary K. Salazar. „Job Stress“. AAOHN Journal 41, Nr. 12 (Dezember 1993): 601. http://dx.doi.org/10.1177/216507999304101207.

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2

Saroj B. Patil, Saroj B. Patil, und Dr P. T. Choudhari Dr. P. T. Choudhari. „Job Stress amongst Nurses: An Investigation“. Indian Journal of Applied Research 1, Nr. 2 (01.10.2011): 89–90. http://dx.doi.org/10.15373/2249555x/nov2011/28.

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3

Bostan Ali, Wanamina, Long Kim, Siwarit Pongsakornrungsilp und Sydney Chinchanachokchai. „Factors influencing job stress: Evidence from tellers in Cambodia“. Problems and Perspectives in Management 21, Nr. 4 (20.10.2023): 140–49. http://dx.doi.org/10.21511/ppm.21(4).2023.11.

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Increasing the propensity for job stress can negatively affect individuals’ job satisfaction and work productivity. Therefore, lots of organizations have tried to assess factors that can affect job stress among workers so that they can seek to develop new working policies to promote a better working environment for their staff. This study aims to investigate how job stress is influenced by these key factors (i.e., workload, work-family conflict, role conflict, performance pressure, and supervisor support). To collect the data, 649 tellers who felt pressured and frustrated with their jobs were asked to fill in the self-administered questionnaires. Next, multiple regression was used to analyze the data. The results indicated that role conflict (β = 0.45), workload (β = 0.30), work-family conflict (β = 0.23), and supervisor support (β = –0.19) significantly influenced job stress among bank tellers. At the same time, performance pressure had an insignificant effect on job stress.

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Khalatbari, Javad, Shohreh Ghorbanshiroudi und Mehdi Firouzbakhsh. „Correlation of Job Stress, Job Satisfaction, Job Motivation and Burnout and Feeling Stress“. Procedia - Social and Behavioral Sciences 84 (Juli 2013): 860–63. http://dx.doi.org/10.1016/j.sbspro.2013.06.662.

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5

Kashefi, Max. „Job Satisfaction and/or Job Stress“. Current Sociology 57, Nr. 6 (November 2009): 809–28. http://dx.doi.org/10.1177/0011392109342217.

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6

Murphy, Lawrence R. „Managing job stress“. Personnel Review 24, Nr. 1 (Februar 1995): 41–50. http://dx.doi.org/10.1108/00483489510079075.

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7

Dr. V. LAZAR, Dr V. LAZAR. „Sources of Job Stress Among IT Professionals“. Indian Journal of Applied Research 4, Nr. 2 (01.10.2011): 8–3. http://dx.doi.org/10.15373/2249555x/feb2014/162.

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8

McGee, Gail W., Jane R. Goodson und James F. Cashman. „Job Stress and Job Dissatisfaction: Influence of Contextual Factors“. Psychological Reports 61, Nr. 2 (Oktober 1987): 367–75. http://dx.doi.org/10.2466/pr0.1987.61.2.367.

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To examine contextual factors which play a role in responses to job stress, 135 employees high in stress and high in job satisfaction and 97 employees high in stress and low in job satisfaction were identified. Comparisons of the two groups indicated that highly stressed individuals who remained satisfied perceived their jobs as more challenging and interesting, perceived organizational communication as more timely and useful, perceived fewer supervisory problems, and worked with managers whom they perceived to be high in referent power.

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Schnall, P. L., P. A. Landsbergis, T. G. Pickering und J. E. Schwartz. „Perceived job stress, job strain, and hypertension.“ American Journal of Public Health 84, Nr. 2 (Februar 1994): 320–21. http://dx.doi.org/10.2105/ajph.84.2.320.

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10

Singh, Monica Munjial, Mohammad Amiril und Sherry Sabbarwal. „Role of Job Stress on Job Satisfaction“. International Journal of Management Studies VI, Nr. 4 (31.10.2019): 57. http://dx.doi.org/10.18843/ijms/v6i4/08.

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11

Auerbach, Stephen M., Ben G. Quick und Phillip O. Pegg. „General job stress and job-specific stress in juvenile correctional officers“. Journal of Criminal Justice 31, Nr. 1 (Januar 2003): 25–36. http://dx.doi.org/10.1016/s0047-2352(02)00197-6.

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Cho, Eun Kyo, und Hyun Jung Moon. „School Nurses’ Perception of Job Performance Difficulties, Job Stress, Job Identity and Job Satisfaction“. Research in Community and Public Health Nursing 34 (31.03.2023): 43. http://dx.doi.org/10.12799/rcphn.2023.00010.

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Purpose: To examine school nurses' perception of job performance difficulties, stress, identity, and satisfaction, and to identify the factors that affect job satisfaction. Methods: Data were collected through online survey questionnaires distributed to 189 regular school nurses working in Metropolitan I. The self-report questionnaire consisted of three instruments and demographic questions. The data were collected from June 29 to July 31, 2020, and analyzed using frequency, percentage, mean and standard deviation, t-test, ANOVA, Pearson's correlation coefficient, and multiple regression statistical techniques. Results: Perception of job performance difficulties showed a significant positive correlation with job stress (r=.20. p=.007), job identity (r=-.55, p<.001) and job satisfaction (r=-.39, p<.001), and each showed a negative correlation. Job stress showed a negative correlation with job satisfaction (r=-.65, p<.001), and job satisfaction and job identity showed a positive correlation (r=.53, p<.001). Job stress (β=-.58, p<.001), job identity (β=.43, p<.001), school-level elementary school (β=.19, p<.001), and middle school (β=.13, p=.011) were found to have a significant effect on job satisfaction. Conclusion: As job stress, job identity, and school level are important factors influencing job satisfaction, interventions are needed to lower the job stress of school nurses and strengthen their job identity. In addition, since the job satisfaction of school nurses can have a great impact on the health and happiness of students as well as the quality of life of future generations, it is necessary to improve policies and systems to increase the job satisfaction of school nurses.

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Astid Putera, Trie Islamy Pangestu, und Tri Martiana. „Factors Affecting Job Stress in Construction Workers“. Indonesian Journal of Occupational Safety and Health 11, Nr. 1 (30.03.2022): 143–51. http://dx.doi.org/10.20473/ijosh.v11i1.2022.143-151.

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Introduction: TIn the 3rd SDGs target is “Ensure Healthy and Promote Wellbeing for all ages", it is hoped that the workforce is not only free from illness but also free from psychological disorders, one of which is job stress. Job stress is a negative impact of a job, especially in dealing with situation and demand that exceed the worker’s ability to cope. Job stress arises because knowledge of workers problem solving not fit with job demand at organization or company. Job stress can degrade workers ability to solve problem. The worker's ability to cope with job stress is not same. Job stress may occur in construction workers whose jobs are monotonous. This study aims to analyze the factors that affect job stress in construction workers. Internal factors include exercise habit and social support. External factors include job demand, work period, and non-work activities. Method: This was observational study which approach by cross-sectional in a construction company. The sample of this study was 55 workers. This study used National Institute Occupational Safety and Health (NIOSH) Generic Job Stress Questionnaire instrument. The variables in this study were internal factors: exercise habit and social support. External factors: job demand, work period and non-work activities. The data were analyzed statistically with the Ordinal Regression Test. Results: Internal factor that have a significant effect was exercise habit variable (p=0.014). External factor that have a significant effect was job demand (p=0.045). Conclusion: Exercise habit can affect the ability of workers to deal job stress. The job demand factor can affect the job stress.Keywords: construction workers, job stress, the SDGs 3rd

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Alfian, Mochamad Fickrie. „The Influence of Job Stress and Job Conflict on Job Satisfaction“. Almana : Jurnal Manajemen dan Bisnis 4, Nr. 3 (17.12.2020): 353–61. http://dx.doi.org/10.36555/almana.v4i3.1471.

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Some of the components of human resource management are job stress and job conflict. Job stress is important to pay attention to because it will have an impact on job satisfaction and job conflict to maintain relationships with colleagues. The purpose of this study was to determine the magnitude of the influence partially or simultaneously job stress and job conflict on job satisfaction in grabbike driver-partners in Bandung. The method used is descriptive analysis and verification. The data collection technique used is a literature study and distributing questionnaires with 88 respondents. The analytical method used is path analysis using SPSS 24.0 software. Based on the results of the research, the following findings were obtained: job stress on grabbike partners can be said to be quite good, besides that, job conflicts on grabbike partners are quite good and job satisfaction on grabbike partners is quite good. Partially job stress affects job satisfaction and job conflict affects job satisfaction. Also, simultaneously job stress and job conflict affect job satisfaction. These results suggest drivers not to cancel orders if they get orders, and drivers should improve their performance by not making picky orders so that they will get a greater chance of getting stable orders.

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Khan, Ejaz Ahmed, Muhammad Aqeel und Muhammad Akram Riaz. „Impact of Job Stress on Job Attitudes and Life Satisfaction in College Lecturers“. International Journal of Information and Education Technology 4, Nr. 3 (2014): 270–73. http://dx.doi.org/10.7763/ijiet.2014.v4.411.

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Tekingündüz, Sabahattin, und Aysu Kurtuldu. „The analysis of relationship between intention to leave, job satisfaction, organizational commitment, leadership and job stress: A hospital exampleİşten ayrılma niyeti, iş tatmini, örgütsel bağlılık, liderlik ve iş stresi arasındaki ilişkilerin analizi: Bir hastane örneği“. International Journal of Human Sciences 12, Nr. 1 (16.06.2015): 1501. http://dx.doi.org/10.14687/ijhs.v12i1.3270.

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Technologic improvements, rising competition conditions, importance of ‘knowledge’, diffusion of continuous innovation principles are effected human resources politics of organizations. The aims of this study are to analyze the relationship between intention to leave, transformational leadership, job satisfaction, job stress and organizational commitment; to determine effects of transformational leaderships, job satisfaction and job stress on intention to leave and effects of transformational leadership, job stress and organizational commitment on job satisfaction. In this cross-sectional study, survey method was used for measurement technique. A survey was conducted among 208 permanent hospital staff who worked in public hospital in Kahramanmaraş. In this study, personal information form, intention to leave scale, transformational leadership scale, job satisfaction scale, job stress scale and organizational commitment scale were used. Correlation and regression analyze were calculated. In this study, it was determined that intention to leave was at low level, on the other hand transformational leadership and job satisfaction were at moderate level and job stress and organizational commitment were at partly above average. According to Pearson Corelation Analyze, (a) intention to leave is negatively correlated with job satisfaction and positively correlated with job stress; (b) there was negative relationship between job satisfaction and job stress; positive relationship between transformational leadership and organizational commitment. According to Multiple Linear Regression Analyze, it was determined that transformational leadership, job satisfaction and job stress explained 18% of total variance in intention to leave. Job satisfaction provided negatively and job stress provided positively contribution to model. According to other Multiple Linear Regression Analyze, it was shown that transformational leadership, job stress and organizational commitment explained 23% of total variance in job satisfaction. Organizational commitment provided positively and job stress provided negatively contribution to model. ÖzetTeknolojik ilerlemeler, artan rekabet koşulları, sürekli yenilik prensiplerinin yaygınlaşması, örgütlerde insan kaynağı ile ilgili politikaları etkilemeye başlamıştır. Çalışmanın amacı; işten ayrılma niyeti, dönüşümcü liderlik, iş tatmini, iş stresi ve örgütsel bağlılık değişkenleri arasındaki ilişkileri analiz etmek; dönüşümcü liderlik, iş tatmini ve iş stresinin işten ayrılma niyeti üzerine etkisini; dönüşümcü liderlik, iş stresi ve örgütsel bağlılığın iş tatmini üzerine etkisini incelemektir. Kesitsel bir saha araştırması olan bu çalışmada ölçüm tekniği olarak anket yöntemi kullanılmıştır. Araştırma Kahramanmaraş’ta bulunan bir kamu hastanesinde görev yapan 208 kadrolu hastane çalışanı ile yapılmıştır. Çalışmada katılımcıların kişisel özelliklerini ortaya koyan soruların yanında işten ayrılma niyeti ölçeği, dönüşümcü liderlik ölçeği, iş tatmini ölçeği, iş stresi ölçeği ve örgütsel bağlılık ölçeği kullanılmıştır. Çalışmada korelasyon ve regresyon analizleri yapılmıştır. Çalışmada, işten ayrılma niyetinin düşük düzeyde çıktığı, dönüşümcü liderlik ve iş tatminin orta düzeyde, iş stresi ve örgütsel bağlılığın kısmen de olsa ortalamanın üzerinde çıktığı belirlenmiştir. Yapılan Pearson Korelasyon Analizine göre (a) işten ayrılma niyeti ile iş tatmini negatif, iş stresi pozitif yönde ilişki gösterirken; (b) iş tatmini ile iş stresi arasında negatif, dönüşümcü liderlik ve örgütsel bağlılık arasında pozitif ilişki gözlenmiştir. Yapılan Çoklu Doğrusal Regresyon Analizine göre dönüşümcü liderlik, iş tatmini ve iş stresinin işten ayrılma niyetindeki toplam varyansın %18’ini açıkladığı belirlenmiştir. Modele iş tatmini negatif yönde, iş stresi ise pozitif yönde anlamlı katkı sağlamaktadırlar. Diğer Çoklu Doğrusal Regresyon Analizine göre ise dönüşümcü liderlik, iş stresi ve örgütsel bağlılığın iş tatminindeki toplam varyansın %23’ünü açıkladığı saptanmıştır. Modele örgütsel bağlılık pozitif, iş stresi ise negatif yönde anlamlı katkı sağlamaktadırlar.

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Kawada, Tomoyuki, und Toshiaki Otsuka. „Relationship between job stress, occupational position and job satisfaction using a brief job stress questionnaire (BJSQ)“. Work 40, Nr. 4 (2011): 393–99. http://dx.doi.org/10.3233/wor-2011-1251.

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Shin, Young-Chul. „Job Stress and Depression“. Journal of Korean Neuropsychiatric Association 59, Nr. 2 (2020): 88. http://dx.doi.org/10.4306/jknpa.2020.59.2.88.

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Hsieh und Chen. „Hotel Housekeepers' Job Stress“. Recreation, Parks, and Tourism in Public Health 4 (2020): 15. http://dx.doi.org/10.2979/rptph.4.1.03.

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Sathyanaraynan, S., und K. Maran. „JOB STRESS OF EMPLOYEES“. International Journal on Information Sciences and Computing 3, Nr. 2 (2009): 53–57. http://dx.doi.org/10.18000/ijisac.50054.

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Bai, JHepsi, und Vinitha Ravindran. „Job stress among nurses“. Indian Journal of Continuing Nursing Education 20, Nr. 2 (2019): 92. http://dx.doi.org/10.4103/ijcn.ijcn_11_20.

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KHAN, FARHAT, MUHAMMAD BILAL AZMI, MEHWISH HUSSAIN und Sarah Shamim Azmi. „ASSESSMENT OF JOB STRESS;“. Professional Medical Journal 20, Nr. 01 (03.11.2018): 156–63. http://dx.doi.org/10.29309/tpmj/2013.20.01.582.

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ABSTRACT... Background: Today medical profession is fully equipped with highly competitive roles and responsibilities which serve ashigh source of stress in one’s daily life. Stress has it negative effects on person’s life like unbearable health outcomes are among one ofthe prominent cause of stress linked occupational diseases. Objective: The objective of this study was to determine the job stress amongdifferent doctors working in tertiary care hospitals of Karachi and to compare it with different demographical factors. Subjects andmethods: Non- experimental, cross-sectional survey was conducted at different tertiary care hospitals of Karachi. Total one hundred andthirty five doctors filled the standardized job stress questionnaire through convenient sampling method from December 2011 to April2012. Results: Overall job stress score was 52.56 ± 16.35. The value of Cronbach’s Alpha was 79.65%. Unmarried professionals weresignificantly more stressed than married professionals (p < 0.0001). Similarly, participants with only graduate degree with less year ofexperience were found to have higher stress than postgraduate medical doctors. The change in the marital status, depicted by Gammacoefficient, explained the decrement of job stress observed from single to married. Conclusions: It was concluded from this study that inmedical profession stress is never underestimated. Demographic factors like marital status, experience and professional qualificationserve as the stress reducing factors among professional.

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Klonoff-Cohen, Hillary S., Julie L. Cross und Carl F. Pieper. „Job Stress and Preeclampsia“. Epidemiology 7, Nr. 3 (Mai 1996): 245–49. http://dx.doi.org/10.1097/00001648-199605000-00005.

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Theorell, T. „Job stress and fibrinogen“. European Heart Journal 23, Nr. 23 (01.12.2002): 1799–801. http://dx.doi.org/10.1053/euhj.2002.3293.

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Roberts, Sara J., Lisa L. Scherer und Casey J. Bowyer. „Job Stress and Incivility“. Journal of Leadership & Organizational Studies 18, Nr. 4 (09.05.2011): 449–58. http://dx.doi.org/10.1177/1548051811409044.

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Uncivil behaviors are costly to organizations due to their resulting decrease in health, performance, and attendance among employees. The purpose of the present study is to examine whether job stress increases one’s tendency to display uncivil behaviors and whether psychological capital moderates this relationship. A total of 390 working adults completed a questionnaire assessing the level of stress at their current job, their level of psychological capital, and the extent to which they display uncivil behaviors at work. Results indicated that psychological capital buffers the effect of job stress on incivility.

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Klonoff-Cohen, Hillary S., Julie L. Cross und Carl F. Pieper. „Job Stress and Preeclampsia“. Obstetrical & Gynecological Survey 51, Nr. 11 (November 1996): 644–46. http://dx.doi.org/10.1097/00006254-199611000-00004.

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Ramanathan, Chathapuram S. „Stress and Job Satisfaction:“. Employee Assistance Quarterly 6, Nr. 2 (08.03.1991): 27–39. http://dx.doi.org/10.1300/j022v06n02_03.

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Bowman, Joan. „Dealing With Job Stress“. Professional Case Management 12, Nr. 5 (September 2007): 252–53. http://dx.doi.org/10.1097/01.pcama.0000291422.69234.3e.

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Cooper, Cary L., und Michael O'Driscoll. „Job stress and coping“. Stress Medicine 12, Nr. 2 (April 1996): 69–70. http://dx.doi.org/10.1002/(sici)1099-1700(199604)12:2<69::aid-smi691>3.0.co;2-r.

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Peltzer, Karl, Olive Shisana, Khangelani Zuma, Brian Van Wyk und Nompumelelo Zungu-Dirwayi. „Job stress, job satisfaction and stress-related illnesses among South African educators“. Stress and Health 25, Nr. 3 (August 2009): 247–57. http://dx.doi.org/10.1002/smi.1244.

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Siswanto, Masyhuri, Nur Hidayati, Muhtadi Ridwan und Rifki Hanif. „Impact of work-family conflict on job satisfaction and job stress: Mediation model from Indonesia“. Problems and Perspectives in Management 20, Nr. 2 (19.04.2022): 44–56. http://dx.doi.org/10.21511/ppm.20(2).2022.05.

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This paper analyzes the impact of work-family conflict on employees’ job satisfaction and job stress and determines how organizational commitment and social support reduce job satisfaction and job stress. The study employed a questionnaire to collect the data from 382 Islamic bank employees in Indonesia. After the data were collected, it was calculated using SEM-PLS. The results showed that work-family conflict was a significant predictor of job satisfaction and job stress. Furthermore, social support mediates the influence of work-family conflict on job stress. However, organizational commitment is not able to mediate the two variables. Practically, the results of this study indicate that bank employees have high work stress due to role conflicts that occur in their families. In addition, one of the causes of role conflicts is the government’s policy to work from home during the pandemic. Furthermore, social support can mediate the relationship between work-family conflict and job stress, meaning that social support can help employees reduce job stress due to role conflicts in their families. Therefore, companies must pay attention to the psychological condition of employees before giving assignments.

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Peng, Bangxin, und Wisanupong Potipiroon. „Fear of Losing Jobs during COVID-19: Can Psychological Capital Alleviate Job Insecurity and Job Stress?“ Behavioral Sciences 12, Nr. 6 (30.05.2022): 168. http://dx.doi.org/10.3390/bs12060168.

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Job insecurity is a growing concern among bank employees. In this research, we examined whether psychological capital can alleviate bank workers’ perceptions of job insecurity and job stress during COVID-19. In particular, we aimed to examine this relationship at both the individual and work-unit levels of analysis. Based on the data collected from 520 bank tellers in 53 bank branches in Thailand, our multilevel structural equation modeling (MSEM) analyses revealed that there was significant between-branch variation in the levels of psychological capital (15%), job insecurity (23%) and job stress (24%). In particular, perceptions of job insecurity were found to have a positive effect on job stress at both levels of analysis. We also found that psychological capital significantly reduced perceptions of job insecurity and job stress at the individual level. These findings emphasize that perceptions of job insecurity can emerge at both the individual and work-unit levels. Theoretical and practical implications are discussed.

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Arif, Adhy Lutfi, Harif Amali Rivai und Yulihasri Yulihasri. „Impact of Job Stress on Job Performance of Health Worker with Work Life Balance as Mediating Variable“. Management Analysis Journal 11, Nr. 1 (29.03.2022): 103–9. http://dx.doi.org/10.15294/maj.v11i1.55012.

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The role of health professionals in a country is important to maintain health care society. The needs of health worker significantly increase in-line with the demand of the society towards improving quality of health. Increasing number of patients from day to day demands jobs for health worker also to be increase. That condition will be affecting the job stress level and the work life balance of the health worker which in turn affects their job performance. In this research job stress and work life balance found to significantly affect job performance of health workers, and job stress found to significantly affect work life balance. This research also found the mediation effect of work life balance on the correlation from job stress on job performance.

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Dewi, Putu Sofia Andi, und Anak Agung Ayu Sriathi. „PENGARUH STRES KERJA TERHADAP TURNOVER INTENTION YANG DIMEDIASI OLEH KEPUASAN KERJA“. E-Jurnal Manajemen Universitas Udayana 8, Nr. 6 (10.03.2019): 3646. http://dx.doi.org/10.24843/ejmunud.2019.v08.i06.p13.

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This study aims to determine the effect of work stress and job satisfaction on turnover intention and also to know the role of job satisfaction in mediating the influence between work stress and turnover intention. The number of samples taken was 72 employees, using the proportionate stratified random sampling method. The analysis technique used in this study is path analysis and sobel test. The results of the analysis show that work stress has a positive and significant effect on turnover intention. Job stress has a negative and significant effect on job satisfaction. Job satisfaction has a negative and significant effect on turnover intention. The results of this study also show that job satisfaction mediates work stress on turnover intention. To reduce turnover intention, the hospital must be able to control the stress level of employees by paying attention to the workload given to individual work capacity and also the time given in completing work. The hospital is also advised to give awards to employees who have done their jobs well. Keywords: job stress, job satisfaction, turnover intention

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Lim, KwangMo, und Jinkook Tak. „The effects of job demands on job stress“. Korean Journal of Industrial and Organizational Psychology 29, Nr. 2 (31.05.2016): 61–83. http://dx.doi.org/10.24230/kjiop.v29i2.61-83.

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The purpose of this study was to examine the effect of job demands on job stress and the moderating effects of job control and procedural justice. Specifically, first, the job demands were divided into quantitative demands and qualitative demands, and relative effects of the two demands on job stress were compared. Second, the moderating effects of job control and procedural justice were tested. Data were collected from 454 employees engaged in various domestic companies. The results showed that both quantitative and qualitative demands had positively significant effects on job stress and qualitative demands had a greater effect on job stress than quantitative demands did. The results of moderating effects showed that job control had a moderating effect on the relationship between quantitative demand and job stress whereas there was no moderating effect of job control on the relationship between qualitative demand and job stress. Also there was a moderating effect of procedural justice on the relationship between quantitative demand and job stress, but contrary to the hypothesis, the relationship was stronger when procedural justice was high. Finally, the academic significance and practical implications of the study, the limitations and future research were discussed.

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Amanda, Novi, Rina Anindita und M. Reza Hilmy. „Compensation, Job Stress, and Job Satisfaction on Nurse Turnover Intention at Ananda Bekasi Hospital“. Jurnal Manajemen Kesehatan Indonesia 9, Nr. 1 (30.04.2021): 38–44. http://dx.doi.org/10.14710/jmki.9.1.2021.38-44.

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One of the high turnover rates in the hospital occurs in nurses. More attention is needed because turnover can be detrimental to the organization, in terms of cost, resources, and effectiveness of nursing. The research objective is to obtain empirical evidence whether there is an effect of compensation, job stress and job satisfaction on turnover intention at Ananda Bekasi Hospital in 2020. The research method is to use causality design based on the time dimension of one short study. The sample used was saturated sampling, that is, the entire population was sampled for 100 inpatient nurses. The data analysis method uses Multiple Linear Regression Analysis. The results found no negative and significant effect between compensation for turnover intention. There is a positive and significant effect between work stress on turnover intention. There is a negative and significant effect between job satisfaction on turnover intention, and there is an influence between compensation, job stress and job satisfaction on turnover intention. Research findings, that the variable that most influences turnover intention is work stress variable. Managerial implications are expected Ananda Bekasi Hospital to calculate salaries based on the remuneration system, the appropriate assignment system, conduct workload analysis and nurse career development

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CARAYON, PASCALE. „Job design and job stress in office workers“. Ergonomics 36, Nr. 5 (Mai 1993): 463–77. http://dx.doi.org/10.1080/00140139308967905.

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Muis, Muhammad Ras. „EMPLOYEE PERFORMANCE ROLE: JOB STRESS AND JOB SATISFACTION“. International Journal of Economic, Technology and Social Sciences (Injects) 2, Nr. 1 (30.05.2021): 299–311. http://dx.doi.org/10.53695/injects.v2i1.392.

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This study aims to determine the effect of skills and motivation on work performance at PT. State Savings Bank The purpose of this study is to identify and analyze the impact of work stress on employee performance, identify and analyze the impact of discipline on employee performance, and to know partially or simultaneously the impact of work stress and discipline on employee performance. human resources department of PT. PLN Medan Customer Service. The approach used in this study is a quantitative and associative approach. The population of this study were all employees of the HR department of PT. The customer service unit of PLN (Persero) Medan amounted to 74 people, but the number of samples that met the sampling criteria for observations made were 74 people using the saturated sampling technique. Data collection methods in this study used interviews and questionnaires. The data analysis technique in this study uses classical hypothesis testing, multiple regression, hypothesis testing (T-test and F-test), and the coefficient of determination. The data processing of this research used the Social Science Statistics Package (SPSS) version 22.00. The results of this study partially indicate that work stress has a positive and significant effect on employee performance, and job satisfaction has a positive and significant effect on the performance of employees who are members of the HR department of PT. PLN (Persero) Medan customer service implementing unit. Meanwhile, job stress and job satisfaction are known to have a significant positive effect on employee performance in the human resources department of PT. PLN Medan customer service implementation unit hypothesis testing (T-test and F-test), and the coefficient of determination. The data processing of this research used the Social Science Statistics Package (SPSS) version 22.00. The results of this study partially indicate that work stress has a positive and significant effect on employee performance, and job satisfaction has a positive and significant effect on the performance of employees who are members of the HR department of PT. PLN (Persero) Medan customer service implementing unit. Meanwhile, job stress and job satisfaction are known to have a significant positive effect on employee performance in the human resources department of PT. PLN Medan customer service implementation unit hypothesis testing (T-test and F-test), and the coefficient of determination. The data processing of this research used the Social Science Statistics Package (SPSS) version 22.00. The results of this study partially indicate that work stress has a positive and significant effect on employee performance, and job satisfaction has a positive and significant effect on the performance of employees who are members of the HR department of PT. PLN (Persero) Medan customer service implementing unit. Meanwhile, job stress and job satisfaction are known to have a significant positive effect on employee performance in the human resources department of PT. PLN Medan customer service implementation unit The results of this study partially indicate that work stress has a positive and significant effect on employee performance, and job satisfaction has a positive and significant effect on the performance of employees who are members of the HR department of PT. PLN (Persero) Medan customer service implementing unit. Meanwhile, job stress and job satisfaction are known to have a significant positive effect on employee performance in the human resources department of PT. PLN Medan customer service implementation unit The results of this study partially indicate that work stress has a positive and significant effect on employee performance, and job satisfaction has a positive and significant effect on the performance of employees who are members of the HR department of PT. PLN (Persero) Medan customer service implementing unit. Meanwhile, job stress and job satisfaction are known to have a significant positive effect on employee performance in the human resources department of PT. PLN Medan customer service implementation unit Job stress and job satisfaction are known to have a significant positive effect on employee performance in the human resources department of PT. PLN Medan customer service implementation unit Job stress and job satisfaction are known to have a significant positive effect on employee performance in the human resources department of PT. PLN Medan customer service implementation unit.

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Ahn, Ji-Young, und Wang Chaoyu. „Job stress and turnover intention revisited: evidence from Korean firms“. Problems and Perspectives in Management 17, Nr. 4 (13.11.2019): 52–61. http://dx.doi.org/10.21511/ppm.17(4).2019.05.

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This study revisits the relationship between job stress and turnover intention for employees using a sample of employees in public companies of Korea. The authors investigate both the effect of job stress on turnover and the process by which job stress affects employee turnover. In particular, they prove that job satisfaction mediates the relationship between stress and turnover intention of the employees. Furthermore, the authors explore the job stress-turnover relationship by extending a review of the organizational justice perspective and posit whether an employee perceived organizational justice could mitigate the presumed adverse effects of job stress on turnover intention. They suggest empirical evidence that there is a significant positive relationship between job stress and turnover intention, and that job satisfaction partially mediates this relationship. However, the authors found no strong evidence of moderating roles of perceived organizational justice. Based on the job demands-resources (JDR) model, the relationship between job stress and turnover intention is evidenced. Besides, the study implies that the incidence of perceived organizational justice fails to mitigate the effect of these value-decreasing job stressors on employee turnover.

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Dharma Raj. S, Dharma Raj S., und DR L. KANAGALAKSHMI DR.L. KANAGALAKSHMI. „Job Stress among College Teachers in Tuticorin District“. Indian Journal of Applied Research 4, Nr. 4 (01.10.2011): 330–31. http://dx.doi.org/10.15373/2249555x/apr2014/101.

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Natasha, Gracielle, und Endang Ruswanti. „Pengaruh Stres Kerja, Kepuasan Kerja, Dan Komitmen Organsiasi Terhadap Niat Pindah Pekerjaan“. SINOMIKA Journal: Publikasi Ilmiah Bidang Ekonomi dan Akuntansi 1, Nr. 3 (31.08.2022): 533–60. http://dx.doi.org/10.54443/sinomika.v1i3.302.

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Research conducted by Prasetio et al. (2018) found that there was no significant relationship between job stress and job satisfaction. This study aims to examine the relationship between job satisfaction, job stress, organizational commitment and turnover intention. This research was conducted at one of the securities companies in Jakarta named PT. Sucor Sekuritas, which experienced an increase in the number of employees leaving from 2020-2021. The population of this research is the employees of PT. Sucor Sekuritas with a purposive sampling research sample. The source of this research data is secondary data obtained from companies and primary data obtained from a questionnaire survey using google form. The analysis of this research uses Variance based Structural Equation Model using Partial Least Square (Smart-pls) program with an alternative model of covariance based Structural Equation Model with outer model and inner model, as well as descriptive analysis with Three Box Methode. The results obtained in this study are job stress affects the intention to change jobs, job satisfaction and organizational commitment. Then there was no effect of job satisfaction on the intention to change jobs, there was no effect of organizational commitment on the intention to change jobs, and there was no effect of job satisfaction and organizational commitment as intervening variables between job stress and turnover intention.

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Immonen, Stina, und Eila Järvenpää. „Job Design and Job Stress among Female and Male Experts: Comparisons of Journalists and Judges“. Proceedings of the Human Factors and Ergonomics Society Annual Meeting 39, Nr. 12 (Oktober 1995): 824–27. http://dx.doi.org/10.1177/154193129503901216.

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This paper deals job design factors and stress outcomes in two expert jobs. The study concerned 14 journalists and 28 judges in Finland. Data was collected by interviews and questionnaires. Connections between job design factors and stress outcomes were studied. Possible differences between male and female experts in their perceptions of job design factors and stress outcomes were of special interest. The results showed that both the judges and the journalists reported high levels of skill variety, task identity, autonomy and dealing with others and workload. However, both groups reported a rather low level of anxiety. Slight differences between men and women were found in stress outcomes, which indicate that in the same job women might experience job stress differently from men. These findings indicate that gender might be important in job design, and that the effects of gender should be further studied.

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Baker, Omar Ghazi, und Bandar Dhafer Alshehri. „The Relationship between Job Stress and Job Satisfaction among Saudi Nurses: A Cross-Sectional Study“. Nurse Media Journal of Nursing 10, Nr. 3 (19.12.2020): 292–305. http://dx.doi.org/10.14710/nmjn.v10i3.32767.

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Background: The productivity of nurses and patient healthcare is highly influenced by nurses’ stress-related factors and job satisfaction. Nursing is the least preferred career opportunities for Saudi residents as compared to other options. Nurses’ perceptions of intention to quit contributes to their shortage in Saudi health care institutions.Purpose: The study aimed to examine the relationship between work-related stress and job satisfaction among Saudi nurses working at a public hospital.Methods: The research used a cross-sectional design that collected data from samples of 297 nurses working at a specified public hospital and aged over than 20 years old. Convenient sampling was employed to recruit the samples. Data were collected using the Expanded Nursing Stress Scale (ENSS) and Job Satisfaction Scale (JSS). The Statistical Package for Social Sciences (SPSS) version 20.0 was applied, and Pearson’s correlation test was to identify the relationship between variables.Results: The results indicated that the nurses at the hospital where the study took place experienced low levels of stress with a mean value of 2.1995. Besides, the nature of work indicated maximum job satisfaction with a mean value of 15.666, whereas minimum job satisfaction levels (11.569), were related to benefits provided to nurses. A positive correlation was found between the level of stress and satisfaction with a p-value of 0.041.Conclusion: The stress factors were highly correlated with job satisfaction. The identification of stress factors is important as it may create a negative impact on patients’ care and their well-being. It is suggested that changes in managerial affairs and policies are essential for implementing beneficial strategies that may assist in resolving the issue.

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Ni Made Dwi Puspitawati, I Komang Oka Permadi und Adhi Krisna Yuliawan. „How does job stress affect job satisfaction and Turnover Intention in Public Hospital, Gianyar, Bali?“ World Journal of Advanced Research and Reviews 21, Nr. 3 (30.03.2024): 1105–14. http://dx.doi.org/10.30574/wjarr.2024.21.3.0844.

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The desire to change jobs among hospital nurses is a critical issue related to service quality. Nurses have the desire to move if they feel work stress and the level of job satisfaction tends to decrease. Nurses' high stress levels will cause them to feel less satisfied with their work which will ultimately lead to their intention to leave the hospital. This research aims to (1) analyze the influence of job stress on turnover intention, (2) analyze the influence of job stress on job satisfaction, and (3) analyze the influence of job satisfaction on turnover intention. The sample in this study used a proportional sampling technique which was only aimed at nurses in four divisions, totaling 100 people. The data analysis technique uses SEM-PLS. The research results show that (1) work stress has a positive and significant effect on turnover intention, (2) work stress has a negative and significant effect on job satisfaction, and (3) job satisfaction has a negative and significant effect on turnover intention. This research implies that a low level of stress at work will increase job satisfaction and reduce their intention to leave the hospital, especially as nurses know the consequences of their work.

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Ha, Jaehyeok, Dong Il Kim, Byung Sung Seo, Won Sool Kim, Seungho Ryu und Soo Geun Kim. „Job Stress and Psychosocial Stress among Firefighters“. Korean Journal of Occupational and Environmental Medicine 20, Nr. 2 (2008): 104. http://dx.doi.org/10.35371/kjoem.2008.20.2.104.

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Hapsari, Ika Nurfaustina. „Meta Analisis Hubungan Antara Stres Kerja (Job Stress) dan Kepuasan Kerja (Job Satisfaction)“. Psikostudia : Jurnal Psikologi 9, Nr. 2 (22.07.2020): 114. http://dx.doi.org/10.30872/psikostudia.v9i2.3906.

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Penelitian ini bertujuan untuk mengetahui hubungan antara stres kerja (job stress) dan kepuasan kerja (job satisfaction) pada karyawan. Penelitian ini termasuk penelitian meta analisis menggunakan 14 jurnal terakreditasi dalam kurun waktu 10 tahun terakhir, yaitu antara tahun 2007 hingga 2017. Subjek penelitian ini adalah karyawan serta suster yang berjumlah 5987 orang. Pengolahan data menggunakan software StatDirect versi 3.0 untuk mengetahui korelasi antara variabel stres kerja (job stress) dan kepuasan kerja (job satisfaction). Hasil yang diperoleh adalah terdapat hubungan yang tergolong kecil antara stres kerja (job stress) dan kepuasan kerja (job satisfaction) dengan nilai pooled correlation= -0.069 (95% CI = -0.279 to -0.147). Arah korelasi antar variabel adalah negatif, yang berarti semakin tinggi stres kerja yang dimiliki seseorang maka semakin rendah kepuasan kerjanya. Sebaliknya, semakin rendah stres kerja yang dimiliki seseorang, maka semakin tinggi kepuasan kerjanya.

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Khadka, Srijana, und Ajaya Kumar Khadka. „Impact of Job Stress on Management Education Teacher’s Job Performance“. Nepal Journal of Multidisciplinary Research 6, Nr. 3 (03.11.2023): 24–36. http://dx.doi.org/10.3126/njmr.v6i3.59475.

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This study aimed to examine the influence of job stress on the job performance of management instructors. Exploring the relationships between these workplace stress factors and job performance was also a specific objective. Convenience sampling was utilized for collecting the required information from 220 management education instructors for the study. According to descriptive statistics, management education teachers reported moderate levels of work stress, higher levels of job security stress, and moderate levels of shift work stress. Analysis of correlation revealed that job security and shift work stress were significantly positively correlated with job performance, whereas work stress was weakly and insignificantly negatively correlated. Regression analysis further supported these findings, highlighting the positive influence of job security and shift work stress on job performance. These findings emphasize the significance of addressing job stress factors, particularly job security stress and shift work stress, to improve the job performance of management instructors. Future research could investigate additional factors and interventions to comprehend better and manage occupational stress in this population. The uniqueness of this study stems from its specific focus on management education, investigation of occupational stress factors, and ability to inform tailored interventions that benefit both educational institutions and management educators.

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Sari, Juwita, Nur Laily und Fastha Aulia Pradhani. „Impact of psychosocial stress COVID-19 on job satisfaction: Job stress and job insecurity as mediation variables“. Jurnal Ekonomi dan Bisnis 26, Nr. 1 (11.05.2023): 165–94. http://dx.doi.org/10.24914/jeb.v26i1.7274.

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During a pandemic, the environment around employees is considered a virus carrier, which can endanger their lives. Employees also fear that they will carry the virus and infect their surroundings. This condition is called psychosocial stress. This study aims to prove empirically how psychosocial stress from the impact of COVID-19 can affect employee job satisfaction. Add the variables of job stress and job insecurity as the variables tested indirectly. This study uses a quantitative method with data from the snowball sampling technique on direct sales employees in Surabaya. Two hundred thirty seven samples are obtained. The findings show no direct effect between the psychosocial stress impact of COVID-19 on employee job satisfaction. However, adding indirect test variables, namely job insecurity and job stress, shows significant results. That is, explains that the characteristics of employees in Surabaya agree that they feel the effects of psychosocial stress due to COVID-19. However, these conditions do not affect whether they are satisfied or not at work. Nevertheless, when they feel insecure about their job, and there is stress from work, they feel unsatisfied. The findings of this research provide a theoretical contribution to managing employee stress management in the current turbulent times.

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Du, Mei, Mee-Lee Leung, Frank H. Fu und Lynda Ransdell. „Managerial Stress and Job Satisfaction in the Sport and Recreation Industry in Hong Kong“. Women in Sport and Physical Activity Journal 21, Nr. 1 (April 2012): 15–23. http://dx.doi.org/10.1123/wspaj.21.1.15.

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While job stress in various occupations has gained the attention of experts in both academic research and occupational health care, there is a dearth of information about stress levels among managers in the sport and recreation industry, especially in women and in the Asian culture. Because managers are an important force in delivering sport and recreation services to citizens, the purposes of this study were to examine the job stress and job satisfaction of sport and recreation managers in Hong Kong, and to discern the relationship between stress and job satisfaction. Sport and recreation managers experienced moderate stress (M = 3.63, SD = 0.67) and were satisfied with their jobs (M = 3.79, SD = 0.64). Work relationships (Beta = −.44, p <.001), organizational climate (Beta = −.36, p <.001), home/work balance (Beta = .26, p <.01), and personal responsibility (Beta = .23, p <.01) were important determinants of their job satisfaction. A comprehensive understanding of job stress and job satisfaction is important for minimizing the impact of potential stressors on today’s workforce.

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LIOU, KUOTSAI TOM. „Role Stress and Job Stress among Detention Care Workers“. Criminal Justice and Behavior 22, Nr. 4 (Dezember 1995): 425–36. http://dx.doi.org/10.1177/0093854895022004006.

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This study examined predictors of role and job stress among detention care workers. Using a sample of detention care workers in two metropolitan detention centers in a southeastern state, the study found that role stress was correlated significantly with supervisor trust, job security, and a punitive orientation, whereas job stress was correlated significantly with supervisor trust and a treatment orientation. Personal variables, such as age, gender, race, and education, did not contribute significantly to either role stress or job stress. Implications of these results for the management of stress in detention settings are discussed.

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