Academic literature on the topic 'Employees –motivation – stress'
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Journal articles on the topic "Employees –motivation – stress"
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Prabowo, Lindu, Anwar Sanusi, and Tanto Sumarsono. "Pengaruh Lingkungan Kerja, Motivasi Kerja Dan Stres Kerja Terhadap Kinerja Pegawai." Wiga : Jurnal Penelitian Ilmu Ekonomi 8, no. 1 (March 31, 2018): 24–31. http://dx.doi.org/10.30741/wiga.v8i1.233.
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The purpose of this study is To describe the variables Work Environment, Motivation, Job Stress and Employee Performance. The population in this study amounted to 56 people. To collect the data the researcher used questionnaires. For descriptive and regresion analysis SPSS version 20 were applied. Based on the result of research indicate that 1). Work environment does not significantly affect employee performance, because the work environment culture is well established 2). Motivation of work affect the performance of employees, the better the motivation the better the performance of employees, 3). Job stress affects the performance of employees, the more stress increases the more increases the performance of employees, 4). Motivation is a variable that has a dominant influence on employee performance, so the motivation must be considered well by the leader.
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Christi W, Putu Misiliana, and Nyoman Sri Subawa. "Kepemimpinan, Stres Kerja, Motivasi, Lingkungan Kerja dan Kinerja Kerja Karyawan." Journal Of Administration and Educational Management (ALIGNMENT) 3, no. 2 (December 21, 2020): 109–19. http://dx.doi.org/10.31539/alignment.v3i2.1830.
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The purpose of this study was to analyze the influence of leadership, work stress, motivation, work environment and work performance at Airnav Indonesia Denpasar Branch. This study used simple random sampling technique on 68 respondents by taking respondents from permanent employees. The data used in this study were obtained from the measurement results of 68 employees (39 male employees and 29 female employees). The test was carried out by the PLS (Partial Least Square) method with the smartPLS program. The results of this study indicate that there is a significant influence of leadership on employee work performance. Job stress has a significant effect on employee work performance. Motivation has a significant effect on employee work performance. The work environment has a significant effect on employee work performance. Leadership has a significant effect on motivation. The work environment has a significant effect on the motivation of the employees of Airnav Indonesia Denpasar Branch.
Keywords: Leadership, Job Stress, Motivation, Work Environment and Performance
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UNNIKRISHNAN. "MANAGEMENT OF STRESS AND MOTIVATION OF EMPLOYEES." International Journal of Research -GRANTHAALAYAH 3, no. 2 (February 28, 2015): 77–89. http://dx.doi.org/10.29121/granthaalayah.v3.i2.2015.3042.
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Stress is a physical and emotional reaction when everyone encounters the various challenges of life. It will lead to mental unrest.Stress is the body’s automatic response to any physical or mental demand placed on it. Stress is a negative concept and creates a negative mental attitude in the mind of individuals. The various reasons for stress in organizations are over work load, role ambiguity, role conflict, isolation, lack of family-social support etc. Moderate stress relating to job aspects is essential because it helps to improve the performance of employees. But over stress leads to mental dissatisfaction, conflict, absenteeism, turnover etc.so every organizations must care their employees from having over stress. Division of work, prioritizing & organizing, yoga &meditation, balanced time schedule, improving emotional intelligence etc are some of the ways to minimize stress .The concept of motivation can be effectively used to remove stress from our organization .Different motivational techniques such as financial incentives, appreciation, personal encouragement,training and development programs ,seminar & workshops etc. will helps to throw away stress from organizations , if complete stress had been removed ,and motivation is given , a complete & strategic organizational change will takes place in organization..
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Tentama, Fatwa, Surahma Asti Mulasari, and Netty Merdiaty. "Factors affecting work stress in university." International Journal of Public Health Science (IJPHS) 8, no. 3 (September 1, 2019): 381. http://dx.doi.org/10.11591/ijphs.v8i3.18593.
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<span>Workload and work motivation are factors that can affect work stress. <br /> This study aims to empirically examine the effect of workload and work motivation on work stress on employees at X University. The research participants were non-educational employees at X University, <br /> have permanent employee status, and had worked for at least 1 year. <br /> The sampling technique used was simple random sampling technique. <br /> Data collection was carried out using workload scale, work motivation scale and work stress scale. Data analysis using multiple linear regression techniques. The results showed that workload and work motivation simultaneously affect work stress. Similarly, workload and work motivation independently also has a very significant influence on work stress.</span>
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Malik, Maria, Difang Wan, Muhammad Ishfaq Ahmad, Muhammad Akram Naseem, and Ramiz ur Rehman. "The Role Of LMX In Employees Job Motivation, Satisfaction, Empowerment, Stress And Turnover: Cross Country Analysis." Journal of Applied Business Research (JABR) 31, no. 5 (September 4, 2015): 1897. http://dx.doi.org/10.19030/jabr.v31i5.9413.
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We investigated the effect of Leader Member Exchange (LMX) quality relationship on employee motivation, stress, turnover, satisfaction and Psychological Empowerment with a sample of 1500 employees across four countries. As expected, we found that high quality relationship positively associated with the employee motivation, satisfaction, Psychological Empowerment and lowers the employee stress, turnover. The study also sheds lights on relationship between employee motivation and employee turnover and stress.
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Ratnamiasih, Ina, and Putra Mochamad Lazwar. "Staffing and Job Stress on Motivation of Employees in Al Ihsan General Hospital." TRIKONOMIKA 14, no. 2 (December 25, 2015): 104. http://dx.doi.org/10.23969/trikonomika.v14i2.402.
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Motivation has a very important role for the employees of the hospital in order to provide excellent service to the community. The importance of motivation, one of which is associated with the appropriate placement of human resources. This is done with the hope if the employee works in the right place and at the right position, then job motivation will increase. Based on the hypothesis, motivation of employee influenced job stress and heavy work environment can have an impact on employee stress. This research was conducted at Al Ihsan Hospital with a population of 75 employees. The data were obtained using a questionnaire and interview techniques. Data analysis is using structural equation modeling with the help of PLS analysis tools. The results showed that staffing and job stress have a significant effect on job motivation.
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Andriyani, Putu Diah, and I. Gusti Ayu Manuati Dewi. "PENGARUH IKLIM ORGANISASI, MOTIVASI KERJA, DAN STRES KERJA TERHADAP KEPUASAN KERJA KARYAWAN." E-Jurnal Manajemen Universitas Udayana 9, no. 10 (October 30, 2020): 3463. http://dx.doi.org/10.24843/ejmunud.2020.v09.i10.p03.
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This study aims to analyze the influence of organizational climate, work motivation, and work stress on employee job satisfaction. The population in this study was as many as 150 people, the number of samples was 86 employees of the Jimbaran Beach Keraton Hotel with the sampling method using simple random sampling. The analytical technique used in this research is multiple linear regression analysis accompanied by the first validity and reliability test and the classic assumption test that is normality test, multicollinearity test and heteroscedasticity test. The results of the analysis show that organizational climate, work motivation, and work stress have positive and significant effects on job satisfaction of Keraton Jimbaran Beach Resort Bali employees. The implication of this research is for the management of Jimbaran Beach Resort Bali Keraton Hotel to pay more attention to their employees, because the progress of an organization or company is influenced by employees. To improve employee job satisfaction, companies should encourage their employees' work motivation, for example by providing financial bonuses, giving the best employee titles and giving vouchers on family vacations regularly for outstanding employees so that it will increase the competitive attitude of employees in the company.
Keywords: organizational climate, motivation, work stress and job satisfaction
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Margaretha, Meily. "Motivation and Job Burnout: The Mediating Role of Organizational Citizenship Behavior." INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION 5, no. 4 (2019): 27–33. http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.54.1004.
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The occurrence of a change in work motivation and loss of enthusiasm was experienced by workers associated with excessive stress or disappointment experienced in work situations. Workers with more intrinsic and extrinsic motivations are likely to experience less burnout. This study aimed to examine and analyze whether intrinsic and extrinsic motivations significantly influence job burnout. Additionally, this research investigated the individual factors associated with the effects of intrinsic/extrinsic motivation on burnout; specifically, it explored the mediating role of organizational citizenship behavior (OCB) in the relationship of employees’ job motivation with burnout. Data were collected from 97 employees from several private clinics in Jakarta, Indonesia, through questionnaires. The result of the study found that motivation (intrinsic and extrinsic) has a significant effect on job burnout. Lastly, OCB had a mediating effect on the relationship between intrinsic motivation and job burnout. The results of the study provide valuable insights into the effects of motivation on job burnout. Managerial implications exist, as managers could balance the fulfillment of employee needs that would trigger the emergence of intrinsic and extrinsic motivation; hence, it is expected to prevent the occurrence of the desire of job burnout on employees.
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Hotiana, Nila, and Febriansyah Febriansyah. "PENGARUH MOTIVASI DAN STRES KERJA TERHADAP KINERJA PEGAWAI." Jurnal Riset Manajemen dan Bisnis (JRMB) Fakultas Ekonomi UNIAT 3, no. 1 (February 28, 2018): 27–36. http://dx.doi.org/10.36226/jrmb.v3i1.84.
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This research was aimed for knowing the influence between motivation and work stress against the employees’ performance of staffing and Organization General Bureau, staffing and Organization the Ministry of Tourism. This research used a quantitative approach through survey to 40 employees. All population is used as sample. Hypothesis test (t test) result that shows that the variable compensation affect significantly to these performance proved by t value about 2.693 which is more than t table. But the variable of work stress do not affect significantly with t value about 1.994 which is less than t table. The conclusion of this research is motivation is the most dominant variable over the performance of the employees. This means that increasing performance of the emplooyees can be seen from the way the institutions provide motivation to employees.
Keywords: motivation, work stress, employee’s performance
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Noermijati, Noermijati, and Diana Primasari. "The effect of job stress and job motivation on employees’ performance through job satisfaction (A study at PT. Jasa Marga (Persero) Tbk. Surabaya - Gempol branch)." Journal of Economics, Business & Accountancy Ventura 18, no. 2 (August 28, 2015): 231. http://dx.doi.org/10.14414/jebav.v18i2.450.
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Job stress and motivation has a critical role to enhance female employee performance. The research attempts to analyze the direct effect of job stress and motivation on employee performance, and indirect effect of job stress and motivation on employee performance through job satisfaction. This research involves 108 married female employees, with minimal one year working period, as the population and respondents (census sampling). Using Path analysis, it was found that job stress have significant negative effect on employee performance. Motivation has a significant positive effect on employee performance. Job stress does not have an effect on job satisfaction. Motivation significantly positive influences job satisfaction. Job satisfaction significantly influences employee performance. Job stress does not have indirect effect on employee performance through job satisfaction. Motivation has an indirect effect on employee performance through job satisfaction. Motivation has the most important role to enhance employee performance. As an implication, company must give more attention and enhance employee motivation, especially on fulfilling self actualization need.
Dissertations / Theses on the topic "Employees –motivation – stress"
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Kim, Jong-Ho. "LEISURE, STRESS COPING, AND HEALTH IN UNIVERSITY EMPLOYEES." OpenSIUC, 2015. https://opensiuc.lib.siu.edu/dissertations/1071.
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Stress is the main contributing risk factor in the development of chronic diseases such as cardiovascular diseases and diabetes as well as mental illnesses such as depression, anxiety, and somatic symptoms. In particular, job stress may undermine the productivity, morale, relationships, and well-being of employees. Mounting research demonstrate that leisure can contribute to one’s health and well-being by enhancing a stress coping mechanism. The primary purpose of this study is to investigate stress coping and health-promoting behaviors in conjunction with leisure by comparing three types of leisure (active, passive, and social). In addition, the associations between types of leisure motivation and types of leisure, personal attributes influencing types of leisure, and personal attributes moderating the impact of types of leisure motivation on active leisure, were examined. A cross-sectional study was conducted by distributing electronic surveys containing five instruments (Types of Leisure, Leisure Motivation, Coping Self-Efficacy, Perceived Stress, and Health-Promoting Behaviors) along with a demographic questionnaire to 3739 Southern Illinois University (SIU) full-time employees. Self-Determination Theory (SDT) was used to provide the theoretical framework for this study. Perceived stress, coping self-efficacy, and health-promoting behaviors in conjunction with types of leisure were examined. SDT, which mainly posits human psychological well-being induced by fostering intrinsic motivation as opposed to extrinsic motivation, derived research questions with respect to the relationships between types of leisure, types of leisure motivation, and health-promoting behaviors. In addition, the influences of types of leisure motivation on alleviation of perceived stress were examined by comparing the types of leisure (active, passive, and social). For the demographic variables, the influences of personal attributes such as age and BMI on types of leisure were examined. Lastly, whether perceived health status moderates the effect of the type of leisure motivation on active leisure was investigated. Demographic data showed that out of 605 (N = 605) who participated in the survey, 448 participants completed all the survey questions. Statistical analyses which employ descriptive, Pearson correlation, simple/simultaneous regression, and multivariate analysis of variance (MANOVA) were performed to investigate the research questions. The analyses revealed that all three types of leisure (active, passive, and social) were positively correlated with each other, coping self-efficacy, health-promoting behaviors and negatively correlated with perceived stress. Also, coping self-efficacy significantly predicted health-promoting behaviors as well as perceived stress. With respect to the associations between types of leisure motivation and types of leisure, intrinsic leisure motivation toward stimulation had the strongest significant association with active leisure. Intrinsic leisure motivation toward knowledge had the strongest significant association with passive leisure. Extrinsic leisure motivation identified had the strongest significant association with social leisure. With regard to types of leisure motivation influencing perceived stress, intrinsic leisure motivation toward external regulation was the strongest significant predictor for elevated levels of perceived stress even after taking into account intrinsic leisure motivation toward stimulation and extrinsic leisure motivation identified. In addition, extrinsic leisure motivation identified significantly predicted lowered levels of perceived stress. With regard to the association between types of leisure motivation and health-promoting behaviors, extrinsic leisure motivation identified had the strongest significant association with health-promoting behaviors. For the demographic variables in conjunction with types of leisure, females exhibited a significantly higher score on social leisure than males and education levels influenced active leisure, indicating that employees with a master's degree had a significantly higher score on active leisure than those with bachelor's degree or some college/high school diploma. Perceived health status significantly predicted active leisure, indicating that university employees with higher levels of perceived health status were more likely to participate in active leisure than those with lower levels of perceived health status. Lastly, the interaction between perceived health status and intrinsic leisure motivation toward stimulation was significant, indicating that the impact of intrinsic leisure motivation toward stimulation on active leisure differed depending on perceived health status. In other words, the impact of intrinsic leisure motivation toward stimulation was significantly greater in university employees with low perceived health status as compared to those with high perceived health status. This study seems to be meaningful in suggesting that leisure can be a contributing factor for health possibly through reducing perceived stress and enhancing health behaviors. Also, meaningful engagement in leisure may play a role as an effective stress coping strategy, which may lead to long term health-promoting behaviors by fostering intrinsic motivation. Personal attributes such as age, BMI, education level, and perceived health status may impact participating in active leisure. Furthermore, perceived health status may moderate the impact of intrinsic leisure motivation toward stimulation on active leisure. Further research comparing types of leisure impacting stress and health behaviors with more well-refined types of leisure scale is warranted.
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Chrástová, Veronika. "Flexibilní formy práce ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-399922.
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This diploma thesis deals with flexible and innovative forms of employment and the form of cooperation in a selected company. Flexibility is becoming more and more important, as employees are less willing to spend their entire day of work and prefer more personal life. The thesis is divided into three parts - the theoretical, the analytical and the part dealing with own solutions. The theoretical part is based on a comprehensive overview of flexible forms of employment that make it possible to reconcile work and personal life. The analytical part examines and evaluates the current state of the selected company with best practices of similar companies in the Czech Republic and abroad and in the final part proposes the optimal solution of flexible forms of employment or cooperation in the context of possible changes in the provision of legal services for selected organization.
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Sanna, Loikala. "Motivation och trivsel på arbetet hos vikarier och fast anställda inom vården." Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-6638.
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Många kända teorier inom psykologin beskriver motivation som en drivkraft, vilken är viktig för individens vilja att arbeta. Trivsel och motivation leder tillsammans till välmående på arbetet. Arbetsvillkor och uppskattning är viktiga faktorer för individens trivsel och motivation på arbetet och brister av dessa kan leda till vantrivsel och minskad motivation. I denna studie intervjuades åtta medarbetare om motivation och trivsel inom vårdyrket och syftet var att se om anställningsstatus har betydelse för trivsel och motivation. Skillnader i motivation och trivsel fanns beroende på anställningsstatus. Fastanställda trivdes bättre på arbetet på grund av bättre arbetsvillkor, högre trygghet och samhörighetskänslan, men deras motivation var lägre jämfört med vikarier. Vikariers bättre motivation ansågs bero på högre engagemang och vilja att utveckla sig.
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Jojo, Avela. "Occupational stress and intrinsic motivation as determinants of job engagement in the South African Police Service in Greater Kokstad Municipality." Thesis, University of Fort Hare, 2016. http://hdl.handle.net/10353/1995.
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Occupational stress, intrinsic motivation and job engagement are areas of importance for today’s management. The main objective of this study was to explore the combined effect of occupational stress and intrinsic motivation in determining job engagement in the South African Police Service. Moreover, the study investigated the relationship between occupational stress, intrinsic motivation and job engagement. The study also sought to enquire into the effects rank and gender has on the study variables. A quantitative approach was adopted. A structured self – administered questionnaire comprising of four sections: biographical information, police stress questionnaire, intrinsic motivation inventory and job engagement scale was used to collect data. Statistical Package for the Social Sciences (SPSS) was used to analyse data, and both descriptive and inferential statistics were utilized. The results revealed a negative relationship between occupational stress and job engagement. A positive relationship between intrinsic motivation and job engagement was also found. There was no combined effect of occupational stress and intrinsic motivation on job engagement. Lastly, no significant differences in the way police experience stress were found among rank and gender. The researcher concluded that even when police officers are under great amounts of stress they are still engaged in their jobs. Where levels of intrinsic motivation were high for the police officers, so were the levels of job engagement. Demographic variables did not yield any significant relationships to the study variables. These findings are of significance in creating a police force which is productive and meets the goals and objectives of the South African Police Service.
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Li, Fuli. "A stress and coping perspective on creativity : a reward for creativity policy as a stressor in organizations = Cong ya li he ying dui de jiao du li jie chuang xin : zu zhi chuang xin jiang li zheng ce zuo wei yi zhong ya li yuan / Li Fuli." access full-text access abstract and table of contents, 2009. http://libweb.cityu.edu.hk/cgi-bin/ezdb/thesis.pl?phd-mgt-b30082468f.pdf.
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Thesis (Ph.D.)--City University of Hong Kong, 2009."Submitted to Department of Management in partial fulfillment of the requirements for the degree of Doctor of Philosophy." Includes bibliographical references (leaves 158-173)
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Månsson, Katarina. "Fysisk aktivitet och stress : Erfarenheter från ett kommunalt energi- och vattenbolag." Thesis, Örebro universitet, Hälsoakademin, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-20253.
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En stor del av dagens sjukskrivningar beror på psykisk ohälsa och fysisk inaktivitet och har blivit ett folkhälsoproblem. Stress beror av relationen mellan individ och miljö, där individens självuppfattning och verklighetsupplevelse är av betydelse för upprätthållandet av välbefinnande. Stress uppkommer av flera olika orsaker, stressorer, vilka skiljer sig människor emellan. Fysisk aktivitet har visat sig ha en positiv inverkan både i att förebygga och behandla stress och företagssköterskan kan genom hälsorådgivning ha en betydande roll för yrkesverksammas fysiska aktivitetsutövande. Syftet med studien var att beskriva den fysiska aktivitetens betydelse för den upplevda stressnivån bland anställda inom ett kommunalt energi- och vattenbolag. Kvantitativ metodik med enkätundersökning användes, där 34 av 39 personer valde att medverka. Resultatet analyserades med beskrivande statistik och det visade sig finnas indikationer på att de äldre arbetstagarna var mest stressade. Yrkesverksamma som ägnade en stor del åt mycket ansträngande fysisk aktivitet upplevde mindre stress. Studien visade även att en majoritet av dem som bedömdes vara stressade var stillasittande. Fysisk aktivitet tycktes också medförda positiva upplevelser som en bättre självkänsla och en mer positiv syn på livet. Det finns behov av ytterligare studier för att säkrare slutsatser ska kunna dras.Many of today’s sick leaves are caused by psychological illness and lack of physical activity has become a public health problem. Stress is depending on the relation between the person and the environment, where self-perception and experience of reality are important for maintaining well-being. Causes of stress, stressors, can be many and vary from individual to individual. Physical activity has shown to have a positive effect in both preventing and treating perceived stress and the occupational nurse can, through health counselling, have an important role to play in changing exercising habits among workers. The purpose of the study was to describe the physical activity’s importance for the experienced stress level among the employees of a municipal energy and water company. Quantitative method with questionnaires was used, where 34 of 39 workers chose to participate. The result was analyzed with descriptive statistics and indicated that the older employees were the most stressed. Workers who devoted much time to intense exercising experienced less stress. The study also showed that the vast majority of workers who were stressed were sedentary. Physical activity seemed to give positive experiences like better self-esteem and a more positive way of looking at life. Further studies would be needed for more definitive conclusions.
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Book, Oscar, Isac Falkenberg, and Oscar Gunnarsson. "Orsaker till saldodifferenser inom fordonsindustrin." Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-24023.
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Den här uppsatsens syfte var att analysera saldodifferenser på Haldex. För att besvara detta syfte genomfördes en kvalitativ metod i form av intervjuer, observationer samt en enkät. Detta empiriska material analyserades sedan med hjälp av relevanta teorier som berörde inventory management, RFID teknik och anställdas beteende. Det vi kom fram till var att saldodifferenserna på Haldex beror på både mänskliga och teknologiska fel. De mänskliga felen beror på en bristande utbildning i det nya affärssystemet som implementerades för drygt ett år sedan. De teknologiska felen beror på svaga kriterier vid klassificering av sitt lager. Idag använder sig Haldex av ett det vanligaste kriteriet vid en ABC klassificering, nämligen värdet på produkten. Vi föreslår att det bör kompletteras med ledtiden och betydelsen av produkten för att ge ett mer rättvisande klassificering på lagret. För att minska felen som uppstår i lagret föreslår vi att Haldex bör implementera RFID teknologin på sina A produkter.The purpose of this study was to analyze inventory inaccuracy at Haldex. In order to answer the purpose a qualitative method in the form of interviews, a survey and observations were conducted. The empirical material was then later analyzed with relevant theories regarding inventory inaccuracy. This study found that the inventory inaccuracy at Haldex mainly was a result of human errors combined with technological errors. The human errors came from a lack of knowledge in the company's ERP system AX12. The interviews found that the system had been implemented too fast and without relevant training, which later resulted in employees not knowing how to properly use it. The technological errors came from the company's weak criteria’s when it came to classify the inventory. Today Haldex uses an ABC-classification that is based on the products value, this essay suggests that lead time and importance of the product should be added. In order to minimize inventory errors this essay suggest that RFID technology needs to be added to the company's A-products.
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GONZAGA, Alexandre Lu??s. "A valida????o do Maslach Burnout inventory em l??ngua portuguesa: um estudo explorat??rio." FECAP, 2003. http://tede.fecap.br:8080/jspui/handle/tede/686.
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Burnout, a widely studied phenomenon, has been defined as having a three dimension structure. In this study, the instrument was translated to Portuguese and afterwards the survey was applied in a financial institution. The instrument was submitted to a statistic validation with the use of factorial analysis - Equamax rotation and tests KMO and Barlett - opening the way to the comparison with Barnet works et al. (1999), Gil-Monte (2002), Jimenez (2002) and Maslach & Jackson (1986). It was identified a structure with five factors in the process of validation of Maslach Burnout Inventory opening new perspectives of analysis of this syndrome in the working place. The octagonal rotation did not confirm the factors predicted by Maslach and Jackson. This way the factors were called: 1 - Street in the workplace; 2 - Interpersonal relationship; 3 - Satisfaction in the workplace; 4 - Interest in the customer service; 5 - Apathy in the workplace.
Burnout, um fen??meno amplamente estudado, tem sido definido como tendo uma estrutura fatorial de tr??s dimens??es. Neste estudo efetuou-se a tradu????o do instrumento para a l??ngua portuguesa, e o submetemos a valida????o segundo m??todos quantitativos, abrindo caminho para compara????o com os trabalhos de Barnet et. al. (1999), Gil-Monte (2002), Grajales (2000), Jimenez (2002) Schutte (2000) e Maslach & Jackson (1986). N??s identificamos uma estrutura de cinco fatores no processo de valida????o do instrumento de medida Maslach Burnout Inventory abrindo novas perspectivas de an??lise desta s??ndrome no ambiente de trabalho. A rota????o ortogonal n??o confirmou os fatores previstos por Maslach & Jackson. Assim, os fatores foram denominados: 1- Stress no local de trabalho; 2- Relacionamento interpessoal; 3- Satisfa????o no trabalho; 4- Atendimento ao cliente; 5- Apatia no trabalho.
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Lawrence-Fuller, Marilyn Susie. "The effect of perceived control on the decision to withdraw from an organization in an inequitable situation." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2664.
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This project attempts to explain impulsive behavior which is described here as behavior that cannot be explained by a rational thought process. There will be a concentration on the direct relationship between perceptions of equity and the intention to quit.
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Boyte, Karen-Ann. "Job design and wellness in New Zealand Contact Centres: a paradigm shift or same old management? : a thesis presented in partial fulfillment of the requirements for the postgraduate degree of Master of Business Studies, Human Resource Management at Massey University, Palmerston North, New Zealand." Massey University, 2009. http://hdl.handle.net/10179/1042.
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The impact of the Contact Centre workplace upon employee satisfaction or wellness is attracting the attention of researchers across the globe. Over 10 years of research has resulted in recommendations about how Contact Centres should be managed and how the jobs of Contact Centre agents should be designed. There is growing concern that the current practices result in significant psychosocial risk factors which are ultimately harming the Contact Agents and less obviously the bottom line of their organisations through emotional exhaustion, stress, employee absenteeism and turnover. The aim of this study was to explore whether Contact Centre managers were aware of these recommendations, in particular those relating to the design of motivating, satisfying and “healthy” jobs. Using an expanded Job Characteristic Model, this descriptive study explored the level of awareness of New Zealand Contact Centre managers (n=20) regarding the recommendations about the design of jobs, and what changes, if any, have occurred as a result. Where changes have not been forthcoming, the study explored the constraints which were preventing or limiting change. The results of this study indicated that there is a low level of awareness of the research recommendations, that approaches to improving the management and design of Contact Centre agents roles are ad hoc, and that there is a level of resistance in providing agents with autonomy to manage their day to day roles. Some efforts to increase task and skill variety have been made but these are also ad hoc rather than built into the job. As a result of this study, it appears that Contact Centres in New Zealand are still adopting a mass production model of management. This study has implications for Contact Centre managers and senior organisational managers, these are discussed. Limitations of the research, implications for Contact Centre Managements are highlighted and areas for further research are highlighted
Books on the topic "Employees –motivation – stress"
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London, Manuel. Career management and survival in the workplace: Helping employees make tough career decisions, stay motivated, and reduce career stress. San Francisco: Jossey-Bass, 1987.
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L, Cooper Cary, ed. The fulfilling workplace: The organization's role in achieving individual and organizational health. Burlington, VT: Gower, 2012.
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Wallgren, Lars Göran. Motivation requested: Work motivation and the work environment of IT consultants. Gothenburg: University of Gothenburg, 2011.
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Stress for success: The proven program for transforming stress into positive energy at work. New York: Times Business, 1997.
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Klyuchevskaya, Irina. Personnel management of a hotel company. ru: INFRA-M Academic Publishing LLC., 2021. http://dx.doi.org/10.12737/1077352.
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The textbook examines in detail the essence of the personnel management of a hotel company; the specifics of the personnel policy in the field of hospitality; the strategies of hotel companies in the field of recruitment, training, adaptation, building a business career, motivation and release of staff. Innovative strategies in the field of training of personnel of hotel enterprises are considered, recommendations for reducing the level of conflicts and stress among hotel employees are proposed. At the end of each chapter, there are tasks and questions that allow you to consolidate the theoretical material in practice.
Meets the requirements of the federal state educational standards of higher and secondary vocational education of the latest generation.
For students of educational organizations of higher education, studying in the areas of training 43.03.03 "Hotel business" and 43.03.02 "Tourism" (bachelor's level), and students of professional educational organizations, studying in the specialty 43.02.11 "Hotel service". It can be used for training students of organizations of additional professional education, students of both full-time and distance learning forms. Individual chapters can be useful for college students.
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Potter, Beverly A. Overcoming job burnout: How to renew enthusiasm for work. Berkeley, Calif: Ronin Pub., 1998.
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Potter, Beverly A. Beating job burnout: How to transform work pressure into productivity. Berkeley, CA: Ronin Pub., 1985.
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Gan xie ya li: Ya li shi zui hao de dong li. Beijing Shi: Jin cheng chu ban she, 2008.
Find full textBook chapters on the topic "Employees –motivation – stress"
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Jo, Nam Yong, and Kun Chang Lee. "The Effect of Organizational Trust, Task Complexity and Intrinsic Motivation on Employee Creativity: Emphasis on Moderating Effect of Stress." In Human Centric Technology and Service in Smart Space, 199–206. Dordrecht: Springer Netherlands, 2012. http://dx.doi.org/10.1007/978-94-007-5086-9_26.
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Singh, Rupali, and Anil Sankhi. "An Empirical Study on Factors Leading to Employee Retention for Manufacturing Industry in India." In Occupational Stress, 117–44. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-0954-8.ch007.
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The purpose of this paper is to develop an understanding of employee's retention in manufacturing organizations. The factors identified for the study are work culture, training, compensation, motivation of employee's for their profession, and employee's personality factors which are mediating through job satisfaction of employees. The study established statistically significant relationship between the factors and employee's retention with mediation effect of job satisfaction. Results revealed the importance of job satisfaction as a mediator in predicting employee's retention in manufacturing industry.
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Ross, David B., Julie A. Exposito, and Tom Kennedy. "Stress and Its Relationship to Leadership and a Healthy Workplace Culture." In Occupational Stress, 161–93. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-0954-8.ch009.
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Every organization needs to be driven by effective leaders. In higher education, many leadership courses are designed to transfer knowledge and critical thinking. Other professional development workshops, seminars, and conferences in leadership also offer leadership training and development to assist individuals to understand human capital, and create an organization free from toxicity. A toxic working environment can lead to low morale, disruption in productivity and motivation, high rate of absenteeism, individuals using sick days when they are not sick, cause emotional and physical health issues, and even submitting derailed projects beyond deadlines. When there is an upsurge of stress in the workplace within employees and administrators, the organization will struggle. Negative information dynamics affect health and contribute to stress. Stress management capacity is the ability to manage stress and is vital in the prevention of a negative impact of stress. Stress management can be improved for leaders and organizations.
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Javaid, Muhammad Umair, Ahmad Shahrul Nizam Isha, Matthias Nubling, Muhammad Zeeshan Mirza, and Zulkipli Ghazali. "Human Factors in Context to Occupational Health and Wellbeing." In Occupational Stress, 363–80. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-0954-8.ch017.
Full textAbstract:
A workplace never resides in isolation and hence in the workplace employees experience both psychological and social conditions which often called as psychosocial work environment. The psychosocial work environment has become continuous component in studies of occupational health and stress and encompasses concerns on the risks which generate from the psyche perceptions of the individual's concern in accordance with the risks of the societal environment. The psychosocial environment at work has a deteriorating effect on the general health of workers such as musculoskeletal disorders, mental disorders, cardiovascular diseases, stress, burnout, sickness absence, labor turnover along with the organizational outcomes like the effectiveness of work, motivation, and performance. Psychosocial factors in response to the health repair process have become increasingly important in both developed and developing countries. Such factors have not frequently been studied or addressed in developing countries even though 80 percent of the working population lives in developing countries.
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Chung, Chen H. "An E-HRM Perspective on Motivation." In Encyclopedia of Human Resources Information Systems, 301–6. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-59904-883-3.ch045.
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Motivation deals with the understanding of what makes people work and the approaches to making people work (Donnelly, Gibson, & Ivancevich, 1992). The process of motivation can be described as a three-stage cycle. It starts with an unsatisfied need of an individual. Such an unsatisfied need would cause physical or psychological tension within the individual. In order to reduce the tension, the individual would engage in certain goal-directed behavior so as to satisfy the need. Once the goal is achieved and therefore the need is satisfied, the process of motivation is complete. However, a new (unsatisfied) need would usually arise. The process of motivation would then repeat. Certainly, there will be exceptions to the motivation process. For some employees, the unachieved goal and unsatisfied need would result in anxiety or stress, rather than motivation.
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Ross, David B., Julie A. Exposito, and Tom Kennedy. "Stress and Its Relationship to Leadership and a Healthy Workplace Culture." In Healthcare Community Synergism between Patients, Practitioners, and Researchers, 213–46. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-0640-9.ch010.
Full textAbstract:
Every organization needs to be driven by effective leaders. In higher education, many leadership courses are designed to transfer knowledge and critical thinking. Other professional development workshops, seminars, and conferences in leadership also offer leadership training and development to assist individuals to understand human capital, and create an organization free from toxicity. A toxic working environment can lead to low morale, disruption in productivity and motivation, high rate of absenteeism, individuals using sick days when they are not sick, cause emotional and physical health issues, and even submitting derailed projects beyond deadlines. When there is an upsurge of stress in the workplace within employees and administrators, the organization will struggle. Negative information dynamics affect health and contribute to stress. Stress management capacity is the ability to manage stress and is vital in the prevention of a negative impact of stress. Stress management can be improved for leaders and organizations.
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Leisink, Peter, Lotte B. Andersen, Christian B. Jacobsen, Eva Knies, Gene A. Brewer, and Wouter Vandenabeele. "Conclusion." In Managing for Public Service Performance, 297–316. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780192893420.003.0016.
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The concluding chapter synthesizes the insights and gives a comprehensive answer to the volume’s overall question. It sets directions for future research and discusses implications for public organizations’ practice. There is ample evidence that management contributes to performance, both directly and indirectly, through influencing employees’ (public service) motivation, organizational commitment, and job performance. There is also evidence that management contributes to employee outcomes, both positive, such as their job satisfaction and employability, and negative, such as stress and burnout. The chapter reflects critically on the state of public management research and outlines four key issues for future research: (1) work toward an integrated theoretical framework; (2) develop more comprehensive theoretical models; (3) pay attention to the public sector context; and (4) increase methodological rigor. The chapter contends that public management–performance research remains relevant in the era of inter-organizational networks and co-production, if and when studies pay explicit attention to the public sector context and to the frontline employees involved in service production. The chapter advises public organizations to invest in service provision policies that fit the organizational mission and create the conditions for their implementation by frontline managers who can help public employees create public value.
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Al-Alawi, Adel Ismail, Arpita Anshu Mehrotra, Samah Sabri Ali, and Fatima Ali Al-Ammar. "The Role of Leadership and Related Work Factors Caused by COVID-19." In Global Perspectives on Change Management and Leadership in the Post-COVID-19 Era, 285–99. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-6948-1.ch018.
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This chapter aims to analyze the role of leadership and related work factors caused by COVID-19, the impact on employee effectiveness, and workforce performance in the workplace. Several studies have examined the effect of such crises in different sectors and countries that shed an interesting comparison and distinction. Still, there is limited research published on the workplace's impact due to COVID-19 concerning employee productivity. However, most studies highlight different independent variables on employees and the organization's work effectiveness. A limited number of systemic research studies have led to various studies conducted based on new theoretical frameworks. The literature on change management's effectiveness during such a pandemic is not widely available. Future research should cover various factors such as motivation, remuneration, global environment, employee stress, health and safety, and HRM policies. Moreover, demographic variables should be taken into account as studies have briefly found that some age groups are affected differently than others.
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"A Grounded Theory Approach for the Study of Organizational Burnout." In Advances in Business Strategy and Competitive Advantage, 176–200. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-4252-1.ch008.
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Burnout is a kind of psychological withdrawal as a particular response to stress. As a costly coping mechanism, it can have adverse impacts on the motivation, performance, and personal wellbeing of special service providers. Ineffectiveness of direct and active problem-solving efforts gives rise to the burnout response. The professions dealing with high levels of stress, including healthcare, social work, police work, teaching, and customer services are regarded as the occupations most at risk of burnout. There is limited qualitative research and in particular grounded theory (GT) on a subjective definition of job burnout by employees. The present study is organized to contribute more qualitative studies to concentrate more on the application of GT approach in the field of occupational burnout. Since it examines current studies of occupational burnout that focused on GT, it is of particular value.
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Javaid, Muhammad Umair, Ahmad Shahrul Nizam Isha, Matthias Nubling, Muhammad Zeeshan Mirza, and Zulkipli Ghazali. "Human Factors in Context to Occupational Health and Wellbeing." In Advances in Human Resources Management and Organizational Development, 60–77. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2250-8.ch004.
Full textAbstract:
A workplace never resides in isolation and hence in the workplace employees experience both psychological and social conditions which often called as psychosocial work environment. The psychosocial work environment has become continuous component in studies of occupational health and stress and encompasses concerns on the risks which generate from the psyche perceptions of the individual's concern in accordance with the risks of the societal environment. The psychosocial environment at work has a deteriorating effect on the general health of workers such as musculoskeletal disorders, mental disorders, cardiovascular diseases, stress, burnout, sickness absence, labor turnover along with the organizational outcomes like the effectiveness of work, motivation, and performance. Psychosocial factors in response to the health repair process have become increasingly important in both developed and developing countries. Such factors have not frequently been studied or addressed in developing countries even though 80 percent of the working population lives in developing countries.
Conference papers on the topic "Employees –motivation – stress"
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PONEA (RADU), Ioana Antoaneta, Ion STEGAROIU, Maria Georgiana PONEA, and Bogdan ŞTEFĂNESCU. "MOTIVATION OF HEALTH PERSONNEL IN PUBLIC SECTOR HOSPITALS IN THE CONTEXT OF THE COVID-19 PANDEMIC." In International Management Conference. Editura ASE, 2022. http://dx.doi.org/10.24818/imc/2021/03.11.
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The medical staff represented the first line of intervention in the fight against the new severe acute respiratory syndrome coronavirus from the beginning of the pandemic until now. In addition to the major risks health personnel face, it is necessary to find solutions in managing the psychological impact to which they are subjected. The digital revolution, the globalized economy and the increasing demand upon limited resources are developing a culture of stress within organizations. The employees’ flexibility and commitment are reduced to the parameters of an equation whose result is none other than profit maximization. In this context, the study of burnout makes perfect sense. Therefore, we decided to perform an analysis in a county public sector emergency hospital, to establish strategies for human resources motivation, the key element in providing workers who are committed to their full capacity in achieving the objectives of an entire organization, in particular to those that take care of patients infected with SARS-CoV2. An employee who identifies himself/herself with the organizational objectives is a satisfied employee, with a job that provides fulfillment considered important at the individual level and from the managerial function perspective, such an employee is a well-performing employee. In this article, we aim to analyze the burnout syndrome, which is becoming more present among medical staff, in the context of the current pandemic with Covid-19. This research is based on the responses of 40 employees operating in a public sector hospital and analyzes what is the psychological impact of medical staff dedicated to the care of patients infected with SARS-CoV2. Although the sample is represented by employees in the health system, the results can be useful to all the managers interested in the level of satisfaction or burnout of his / her direct subordinates.
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Faozen, Faozen. "WORK STRESS: ANTESEDENT VARIABLES AND ITS IMPACT ON EMPLOYEE MOTIVATION AND PERFORMANCE (Case Study at the University of Muhammadiyah Jember)." In Call for Paper ICOGISS 2019 - International Conference on Governance Innovation and Social Sciences. Universitas Muhammadiyah Jember, 2019. http://dx.doi.org/10.32528/pi.v0i0.2521.
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Yoon, Dong-Hyeog, Kyung-Soo Yang, and Klaus Bremhorst. "Direct Numerical Simulation of Turbulent Mass Transfer Around a Rotating Stepped Cylinder." In ASME/JSME 2007 5th Joint Fluids Engineering Conference. ASMEDC, 2007. http://dx.doi.org/10.1115/fedsm2007-37501.
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Direct Numerical Simulation was carried out to predict mass transfer in turbulent flow around a rotating stepped cylinder. An immersed boundary method was employed for efficient implementation of the irregular cylinder surface on the cylindrical grid system. This investigation is a follow-up study of Nesic et al. [Corrosion, Vol. 56, No. 10, pp. 1005 – 1014] The original motivation of this work stemmed from the efforts to design a simple device which can generate flows of high turbulence intensity at low cost for corrosion researchers. Two cases were considered; Sc = 1 and 10 both at Re = 335. Here, Sc and Re stand for Schmidt number and Reynolds number, respectively, based on the step height and the surface speed of the cylinder upstream of the step. Characteristics of the averaged concentration field are presented and analyzed. Correlation between the wall-shear stress and the mass-transfer rate is also discussed. The numerical results are qualitatively compared with those of experiments conducted with a similar flow configuration.
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Vorp, David A., Michael S. Sacks, Brian J. Schiro, and Michel S. Makaroun. "Biaxial Mechanical Behavior of Aneurysmal and Nonaneurysmal Human Abdominal Aorta: Preliminary Results." In ASME 2000 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2000. http://dx.doi.org/10.1115/imece2000-2532.
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Abstract Rupture of abdominal aortic aneurysm (AAA) is currently the 13th leading cause of death in the US and represents a mechanical failure of the diseased aortic wall. Therefore, accurate estimation of the wall stress distribution in AAA may be a clinically useful tool to predict their risk of rupture [1]. A necessary precursor to an accurate stress analysis is an appropriate representation of the constitutive behavior of the AAA wall. Many previous biomechanical analyses of AAA have employed a linearly elastic constitutive behavior [2,3]. However, we have shown that the AAA wall is nonlinearly elastic [4] and undergoes large strain in-vivo [5]. With this as motivation, we recently developed an isotropic, nonlinearly elastic, large strain constitutive model for AAA wall based on uniaxial tensile testing data [6]. The assumption of isotropy was not validated, however. Utilization of an isotropic material symmetry in models of anisotropic structures may lead to significant errors in stress distribution [7]. Indeed, experiments suggest that the nonaneurysmal aorta is anisotropic (orthotropic) [8,9], but the material symmetry of AAA is not presently known. Moreover, most of the previous work investigating the material symmetry of aorta has been performed on animal tissue. To evaluate the anisotropy of aortic tissue, biaxial experimentation is necessary. There has been very little published work involving the biaxial experimentation of human aortic tissue, and none for AAA tissue. We present here a preliminary evaluation of the biaxial mechanical behavior of human aneurysmal and nonaneurysmal abdominal aorta.
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Ophoff, Jacques, Thabiso Machaka, and Adrie Stander. "Exploring the Impact of Cyber Incivility in the Workplace." In InSITE 2015: Informing Science + IT Education Conferences: USA. Informing Science Institute, 2015. http://dx.doi.org/10.28945/2248.
Full textAbstract:
The world is an interconnected global village due to the increasing adoption and reliance on technology, but an ugly side of the increased usage of technology has come to light. The issue of harassment and abuse on the internet has led to relatively new issues such as cyber harassment, cyber incivility and cyberbullying. A case study was conducted within two faculties at the University of Cape Town (UCT). The research objectives were: to find out how staff members in a workplace have experienced cyber incivility, to find out what effects cyber incivility has on employees, to find out what the motivations are for staff participation in cyber incivility, and to find out what policies a workplace should have in place in order to deal with cyber incivility. The data collected shows that there have been occurrences of cyber harassment and cyber incivility among staff members at UCT. The following effects were found to be consistent with cyber harassment and cyber incivility: decrease in productivity and a toxic working environment. On an individual basis: anger, negative feelings and feelings of inferiority, feeling demotivated, feelings of fear and intimidation, feeling emotional and upset, irritation, loss of self-esteem, stress and wasted time.
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Herrera, Guillermo A., Geoffrey P. McKnight, Xiujie Gao, Nancy Johnson, and Alan L. Browne. "Use of Intrinsic Electrical Resistance Changes in Shape Memory Alloys as Robust Actuator State and Fault Detection Sensors." In ASME 2011 Conference on Smart Materials, Adaptive Structures and Intelligent Systems. ASMEDC, 2011. http://dx.doi.org/10.1115/smasis2011-5000.
Full textAbstract:
Shape memory alloy (SMA) used as electrically controlled on-demand actuators provide engineers new opportunities to create lighter automated components and devices in vehicles due to their compact size, silent operation, and inherently low mass. Outstanding and critical issues are cost-effective and robust control and protection of the SMA actuator element within the device to achieve long lasting service. SMA responds autonomously to external conditions such as temperature and stress and exhibit many property changes during excitation, but many current devices only use SMA as compact actuators; not making use of their intrinsic sensing capabilities. Inherent SMA property changes during use can provide significant utility for improved optimal control strategies. The motivation for this work is to create a robust control method for electrically controlled SMA actuation to simplify device implementation and improve reliability by using intrinsic material property changes. The current work demonstrates the use of electrical resistance feedback in an integrated controller to allow reduction of parasitic mass, cost, and complexity in 2-position devices. Using signal processing and algorithm logic states, we create virtual sensors that successfully identify start of the actuation, end of actuation, reset, and stress overload events. Using electrical resistance to sense the start of actuation allows successful/repeatable performance over a wide range of environmental conditions. Sensing the end of actuation and reset readiness prevents overheating and allows for shorter actuation cycle times, respectively without additional position and state sensors. While many previous efforts have examined the use of resistance in control schemes, one critical need not addressed in previous controllers is the ability to detect stress overload of the SMA during excitation. To protect against unintentional blocked deployment, many current devices include bulky mechanical overload protection systems that prevent stress spikes and SMA damage accumulation. Using resistance feedback, we demonstrate the detection of stress overloads thus extending device lifetime without the need for external mechanisms. The time derivative of the electrical resistance, logic state of the controller, and detection and use of peak/valley widths and thresholds define control events. These events become software based sensors that can augment or replace dedicated external sensors. Software based sensors were successfully employed to control an SMA wire actuator under various environmental temperatures and stress conditions. The control algorithm is not affected to changes in electrical contact resistance, material degradation and other noise sources yielding a powerful method for simple control of two position SMA devices without the need of external sensors.
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Meng, Yuquan, Dingyu Peng, Qasim Nazir, Gowtham Kuntumalla, Manjunath C. Rajagopal, Ho Chan Chang, Hanyang Zhao, et al. "Ultrasonic Welding of Soft Polymer and Metal: A Preliminary Study." In ASME 2019 14th International Manufacturing Science and Engineering Conference. American Society of Mechanical Engineers, 2019. http://dx.doi.org/10.1115/msec2019-2938.
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Abstract Joining soft polymers and metals is receiving increasing attention in both industry and academia to enable the manufacturing of innovative products. One motivation arises from the production of next-generation heat exchanges, the structure of which is primarily composed of polymers and metals. Waste heat coming from low temperature exhaust gas stream is significant in industries in the U.S. However, traditional heat exchangers that are available to recover heat in the presence of small temperature difference are large and costly, restricting the wide application of such heat exchangers. To address this challenge, a hybrid materials design is proposed to achieve a balance between thermal conductivity and mechanical strength. High quality requirement induced by the changing operating conditions necessitates a strong bonding between polymers and copper. In this research, the possibility of using ultrasonic welding, which is conventionally employed to join dissimilar or similar metal layers, is explored. Preliminary results from welding experiments and tensile shear tests reveal that two bonding modes exist in the welding of PET and copper. Furthermore, analysis of power signals collected during welding shows that one can potentially monitor and optimize welding processes using monitoring signals. It is concluded from this study that ultrasonic welding has excellent potential in joining soft polymers and metals. Future work is also discussed on the process improvement and mechanism investigation.