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1
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.
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Vera Subchanifa, Dian Pujiatama, Surepno S, and Nugraheni Istiqomah. "Stres Kerja, Kompetensi, Kompensasi dan Pengaruhnya Terhadap Kinerja Karyawan dengan Motivasi Sebagai Variabel Intervening." MALIA: Journal of Islamic Banking and Finance 4, no. 2 (December 28, 2020): 136. http://dx.doi.org/10.21043/malia.v4i2.8868.
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<p><em></em><em><em>This study aims to obtain empirical evidence about the effect of work stress, competence, and compensation on employee performance with motivation as an intervening variable at KSPPS Fastabiq Khoiro Ummah Pati. The research method uses quantitative methods with the research sample of employees at KSPPS Fastabiq Khoiro Ummah Pati who have worked. minimum one year, amounting to 76 employees. The results showed that the work stress variable harmed employee performance. While the competency and compensation, variables have a positive and significant effect on employee performance. Job stress and competency variables do not affect employee performance which is mediated by work motivation. While the compensation variable affects employee performance mediated by work motivation.</em></em><em></em></p>
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Paais, Maartje. "Pengaruh Motivasi dan Komitmen Terhadap Prestasi Kerja Karyawan Manise Hotel di Ambon." Akutansi Bisnis & Manajemen ( ABM ) 24, no. 2 (October 31, 2017): 69. http://dx.doi.org/10.35606/jabm.v24i2.145.
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Research was conducted on Manise Hotel in Ambon. This study uses the motivation and commitment of employees as independent variables, and job performance as the dependent variable. The purpose of this study to analyze and determine the effect of motivation and commitment of employees on work performance and determine the dominant influence between the variables of motivation and commitment of employees on work performance. The samples are employees Manise Hotel Ambon with a total sample of 47 respondents. Based on the above results it can be seen that: (1) Motivation and employee commitment significant and positive impact on employee performance, high motivation with employee commitment will lead to improved employee performance Manise Hotel in Ambon; (2) It can be seen that motivation is a free variable that has dominant influence on achievement compared with other independent variables; and (3)Motivation and commitment to jointly contribute / donations by 58.2% to changes in job performance, while the remaining 41.8% is the donation / contribution of other variables that are not observed in this study, for example stress of work, compensation, leadership style, culture work and discipline
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Qarri, Hava, and Jusuf Fejza. "WORKING CONDITIONS AS MOTIVATION FOR EMPLOYEES." Knowledge International Journal 28, no. 1 (December 10, 2018): 341–44. http://dx.doi.org/10.35120/kij2801341q.
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Organizations engage their employees to work in extreme working conditions to try to maximize their profits. The term for working conditions refers not only to work with physical hazards, but it also includes psychological difficulties such as stress, overwork, harassment, and so on.Though many studies have been conducted that relate to these issues, sometimes the results of these studies contradict. For this reason, in order to evaluate the working conditions and the degree of satisfaction of the workers in different countries, research has been undertaken in order to collect additional data on this issue.The theoretical results show overall satisfaction with working conditions, with the exception of stress-related conditions. The relevance of the samples tested has no effect on the result. It can be concluded that, overall, the results of the research are correlated with the results of the researches found in the literature.
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Budzanowska-Drzewiecka, Małgorzata, and Marta Tutko. "The impact of individual motivation on employee voluntary pro-environmental behaviours: the motivation towards the environment of Polish employees." Management of Environmental Quality: An International Journal 32, no. 5 (April 9, 2021): 929–48. http://dx.doi.org/10.1108/meq-11-2020-0268.
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PurposeEnvironmental management researchers stress the need to study the determinants of employee pro-environmental behaviour in different cultural settings. This study focusses on employee voluntary pro-environmental behaviours in Poland. It aims (1) to examine the scope of employee green behaviours in the private and public sphere and (2) to explore the relationship between individual motivation and pro-environmental behaviours.Design/methodology/approachSelf-administered questionnaire was used for collecting data from 325 Polish employees. A structural equation modelling was applied to estimate the effects of individual motivation on pro-environmental behaviours in both private and public sphere. The psychometric properties of the Polish version of the Motivation Toward the Environment Scale based on self-determination theory were checked beforehand.FindingsPolish employees mainly engage in private-sphere pro-environmental behaviours. The engagement of employees in green behaviours is driven by autonomous motivation. Intrinsic motivation is a more important driver in the case of private-sphere pro-environmental behaviours; integrated regulation in the public sphere. The relationship between controlled motivation and employee pro-environmental behaviours in both spheres is unclear.Research limitations/implicationsAs the data were gathered amongst Polish employees, the proposed model may be applied in culture-specific conditions in Poland.Originality/valueThis paper explores the extent to which individual motivation may foster pro-environmental behaviour of employees. Moreover, it offers the validation of the Polish version of the Motivation Toward the Environment Scale.
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Kumar Dey, Sandeep, Khurram Ajaz Khan, Zuzana Tučkova, and Abdul Bashiru Jibril. "Motivation among travel agents in India: The moderating role of employee’s expertise and marital status." Problems and Perspectives in Management 18, no. 2 (July 3, 2020): 453–65. http://dx.doi.org/10.21511/ppm.18(2).2020.37.
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This study contributes to the literature by offering insights over the relationship between job satisfaction and work stress with employees’ motivation among travel agencies in India. The paper aims to determine the impact of job satisfaction and work stress on employees’ motivation level with a specific focus on the moderating impact of employees’ expertise and marital status in the context of travel agencies in Southern India. A survey was conducted over employees of travel agencies in Southern India by adopting scales from the extant studies, and data were analyzed using structural equation modeling through Smart PLS. The outcome of the study reveals that job satisfaction has a strong significant effect on employees’ motivation, unlike work stress and employees’ expertise has a partial significant moderating effect on the relationship between work stress and motivation. The study stressed much about the combined effects of the mediators. The present study has tested the new composite scale to measure the overall motivational level, unlike the previous studies. The survey was conducted between November 2019 and December 2019 and entails 164 respondents, the majority of the subjects are millennials between 18 and 35 years, with 43.3% having master’s degree, all were found to be pre-qualified for the investigation.
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Sugiono, Edi, and Deni Saputro. "Influence of Organizational Culture, Work Stress, and Quality of Human Resources on Motivation and Its Impact on Employee Performance in Insurance Companies in Indonesia." INFLUENCE : International Journal of Science Review 3, no. 3 (October 6, 2021): 54–68. http://dx.doi.org/10.54783/influence.v3i3.159.
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This study aimed to determine the effect of organizational culture, work stress, and the quality of human resources on motivation and their impact on the performance of insurance company employees in Indonesia. This research uses quantitative research. The type of data in this study consists of quantitative data and qualitative data. Sources of data in this study are divided into primary data and secondary data. The collection technique used in-depth interviews, questionnaires, and observation methods. The sample in this study amounted to 250 employees who had worked at Reliance Indonesia Insurance for at least one year in January 2019 and were spread across the Health Division work unit, which were collected using the non-probability sampling method. The data testing method in this study uses the Validity Test, Reliability Test, Measurement Test, and Hypothesis Testing (Regression Weight and Sobel Test). Based on the results of the study, the conclusions of this study are as follows: 1) Variables of Organizational Culture, Work Stress, Quality of Human Resources have a positive effect on Worker Motivation; 2) Organizational Culture and Motivation Variables Have a positive and significant impact on the performance of the Company's employees; 3) HR quality does not affect the performance of the Company's employees; and 4) Variables of Organizational Culture, Motivation, and Quality of Human Resources have a positive and significant effect on employee performance through motivational variables.
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Chauhan, Rahul, Hapzi Ali, and Niknik Ahmad Munawar. "BUILDING PERFORMANCE SERVICE THROUGH TRANSFORMATIONAL LEADERSHIP ANALYSIS, WORK STRESS AND WORK MOTIVATION (EMPIRICAL CASE STUDY IN STATIONERY DISTRIBUTOR COMPANIES)." Dinasti International Journal of Education Management And Social Science 1, no. 1 (November 30, 2019): 87–107. http://dx.doi.org/10.31933/dijemss.v1i1.42.
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This study aims to analyze: 1) Transformational leadership influences work motivation on employees of PT Meritindo Sejahtera Jakarta. 2) Job stress influences work motivation on PT Meritindo Sejahtera Jakarta employees. 3) Transformational leadership influencesperformance service of PT Meritindo Sejahtera Jakarta employees. 4) work stress affects theperformance service of PTemployees Merintido Sejahtera Jakarta. 5) work motivation has an effect onperformance service of PT Meritindo Sejahtera Jakarta employees. The research method is: quantitative research that uses the survey method in question is to explain the causal relationships or correlations commonly referred to as path analysis tools with analytical tools using the Lisrel SEM Program 8.8. Respondents were 199 employees at PT Meritindo Sejahtera Jakarta. The results of the study are: 1) the influence of transformational leadership on work motivation of PT Meritindo Sejahtera Jakarta employees. 2) the insignificant influence of work stress on work motivation on employees of PT Meritindo Sejahtera Jakarta. 3) the influence of transformational leadership onperformance service on PT Meritindo Sejahtera employees 4) the influence of work stress onperformance service employeeon PT Meritindo Sejahtera Jakarta employees. 5) the influence of motivation onperformance service on PT Meritindo Sejahtera employees.
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Abdullah, Salma, and Ampauleng Ampauleng. "DAMPAK STRESS KERJA DAN MOTIVASI KERJA TERHADAP KEPUASAN KARYAWAN PADA PT. SRIWIJAYA AIR DI MAKASSAR." Bongaya Journal for Research in Management (BJRM) 1, no. 2 (October 31, 2018): 39–44. http://dx.doi.org/10.37888/bjrm.v1i2.88.
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This study aimed to analyze the effects of job stress and work motivation on employee satisfaction on Air PT.Sriwijaya Makassar. This research data obtained from questionnaires, literature studies and interviews with relevant parties in accordance penelitian.Teknik destination using multiple regression analysis to test the hypothesis, the F test and t test. Total sample of 53 employees using simple random sampling method.The data analysis method is used in hypothesis testing Multiple Regression Analysis.The results showed that the stress of work and work motivation simultaneously influence and significant impact on job satisfaction of employees at Air PT.Sriwijaya Makassar. Partially, variable work motivation is the most influential variable on job satisfaction.
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Kristanti, Desi, and Ria Lestari Pangastuti. "EFFECT OF WORK STRESS, WORK MOTIVATION, AND WORK ENVIRONMENT TO EMPLOYEE PERFORMANCE PRODUCTION PART." Business and Finance Journal 4, no. 2 (November 19, 2019): 105–14. http://dx.doi.org/10.33086/bfj.v4i2.1359.
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This research was conducted to test work stress, work motivation, work environment on employee performance. The research sample was 50 respondents and used a total sampling method. This study uses a quantitative approach, data for this study were obtained through a research questionnaire that was filled out by predetermined respondents. Variables are measured with a Likert scale. Hypothesis testing using SPSS V20 tools with multiple linear regression analysis methods.The findings about the effect of work stress, work motivation, work environment on the performance of employees of UD. Patama Karya city of Kedirir. First, work stress and work motivation have no significant impact on employee performance. Second, the work environment has a significant effect on employee performance. Third, the work stress silmultually variable work motivation and work environment significantly influence employee performance.
The results of this study are expected to be the basis for developing new strategies in an effort to improve work stress, work motivation, work environment on employee performance.
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Aamir, Alamzeb, Khawaja Jehanzeb, Anwar Rasheed, and Omair Mujahid Malik. "Compensation Methods and Employees’ Motivation (With Reference to Employees of National Commercial Bank Riyadh)." International Journal of Human Resource Studies 2, no. 3 (September 29, 2012): 221. http://dx.doi.org/10.5296/ijhrs.v2i3.2474.
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The main purpose of this research work is to compare the extrinsic and intrinsic rewards which are used as the factors of motivation in the banking sector of Saudi Arabia. With a case study research design, structured interviews were conducted from the eighty (80) employees of NCB seven branched in Riyadh, KSA. The interviews responses were analysed according to Likert technique. After getting scores of ten (10) reward factors, the Pearson correlation technique was calculated to check the relationship between the extrinsic and intrinsic factors and employees motivation. The results show that the employees of NCB were motivated both by the extrinsic and intrinsic rewards, in such way that extrinsic factors were more causing motivation. The analysis result shows that reward management has an intense direct positive relationship with employee motivation level also the intrinsic factors played important role in the motivation process. This research paper stress that banks in public sector shall apply the advance and updated human resource strategy regarding extrinsic and intrinsic rewards. Key Words: Extrinsic Reward, Intrinsic Reward, Employees Satisfaction
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Anjani, Ni Luh Putu Ayu, and I. Wayan Gede Supartha. "LINGKUNGAN KERJA, STRES KERJA, DAN MOTIVASI KERJA BERPENGARUH TERHADAP LOYALITAS KARYAWAN PURI SARON SEMINYAK." E-Jurnal Manajemen Universitas Udayana 9, no. 7 (July 3, 2020): 2496. http://dx.doi.org/10.24843/ejmunud.2020.v09.i07.p02.
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Employee loyalty is reflected in the attitudes and actions devoted to their abilities and expertise, carrying out tasks with responsibility, discipline, and honesty at work, creating good working relationships, maintaining the company's image and the willingness to work for a longer period of time. This study aims to analyze the influence of the work environment, work stress, and work motivation on employee loyalty in Puri Saron Seminyak. Simple Random Sampling is used with 52 respondents. Data collection through interviews and questionnaires and analyzed using multiple linear regression. The results shows, work environment and work motivation had a positive and significant effect on employee loyalty while work stress had a negative and significant effect on employee loyalty. Leaders should pay attention to work stress experienced by their employees. This needs to be considered that the difference between the values ??of the company and employees must be managed by the management.
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Novita, Mega Darmi, Angga Martha Mahendra, and Soesanto Soesanto. "THE INFLUENCE OF SKILLS, WORK STRESS, COMMUNICATION, AND MOTIVATION OF EMPLOYEE PERFORMANCE TO PT. MERAK JAYA BETON IN DISTRICTS MOJOKERTO." Ekspektra : Jurnal Bisnis dan Manajemen 4, no. 2 (November 5, 2020): 147–56. http://dx.doi.org/10.25139/ekt.v4i2.3137.
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This study aims to analyze the effect of skills, work stress, communication, and motivation on the performance of the employees of PT. Merak Jaya Beton Mojokerto. The total sample of the study amounted to 55 people. The variables used are skills, work stress, communication, and motivation as independent variables and employee performance as the dependent variable. Data collection was carried out by questionnaire and then analyzed using multiple linear regression analysis methods. Hypothesis testing used is the simultaneous significance test (F-test) and partial significance test (T-test). The results of the F test of this study indicate that the variable of skills (X1), work stress (X2), communication (X3), and motivation (X4) simultaneously influence employee performance. While the T test shows the variable of skills (X1), work stress (X2), communication (X3) have no partial effect on employee performance, while the motivation variable (X4) has a partial effect on employee performance.
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Mardiana, Novi Susanti,. "PENGARUH STRES KERJA DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN PADA PT. TIRTA MAHAKAM RESOURCES TBK SAMARINDA." Research Journal of Accounting and Business Management 2, no. 2 (December 20, 2018): 184. http://dx.doi.org/10.31293/rjabm.v2i2.3734.
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The study aims to determine the effect of work stress and work motivation on employee performance. Specifically this study aims to find out how the influence of job stress on employee performance and know how well the influence of work motivation on employee performance, and to know the influence of work stress and work motivation on employee performance at PT. Tirta Mahakam Resources Tbk Samarinda. The method used is quantitative analysis that is by multiple linear regression analysis. The population in this study is the number of permanent employees in the production of PT. Tirta Mahakam Resources Tbk Samarinda in 2017 as many as 792 population. The sample in this research using simple random sampling by using slovin formula technique, so sample taken as many as 266 samples of employees remain part production PT. Tirta Mahakam Resources Tbk Samarinda.The results showed that the value of F arithmetic = 143,844, using the significance limit of 0.05, then obtained the significance value is smaller than 0.05 is 0.000, it means that simultaneously the variable work stress and work motivation significantly influence employee performance. The coefficient of determination (R2) is 0,522 or 52,2%, hence coefficient simultaneously in explaining variation or change of dependent variable (Y) found the influence of free variable 52,2%, while the rest is 47,8%. The result of hypothesis testing (H1) through the calculation results obtained t count value of 15,444 with the significance level of 0.000 results is smaller than 0.05, which means that the hypothesis in this study Ho rejected and Ha accepted. This test statistically proves that work stress has positive and dominant effect to employee performance. The result of hypothesis testing (H2) through the calculation results obtained t count value of 3.215 with the significance of the result of 0.001 is smaller than 0.05, which means that the hypothesis in this study Ho rejected and Ha accepted. This test statistically proves that the motivation has a positive effect on the performance of employees of PT. Tirta Mahakam Resources Tbk Samarinda.
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Suherman, Maman, Erry Rimawan, Rahmat Hidayat, and Randi Alfian. "Influence of Work Stress and Leadership on Employee Performance in Special Check Posts in Automotive Industry by Using SEM-PLS." Volume 5 - 2020, Issue 8 - August 5, no. 8 (August 27, 2020): 576–82. http://dx.doi.org/10.38124/ijisrt20aug216.
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This study aims to find out the effect of work stress and leadership on employee performance at PT. Astra Daihatsu Motor, this study uses a quantitative approach. Data collection was carried out by survey method by distributing questionnaires to several employees who were directly related to the test, the questionnaire consisted of several questions related to work stress, leadership and employee performance. Because of the limitation of respondents in the study is only 26 people, the sample used in this study is a saturated sample in which the entire population is used as a sample. Data processing is performed by SEM (structural Equation Modeling) method basen on (PLS) partial least square with 2 stages of testing process that is measurement of inner model and outer model. The results show that work stress and leadership are proven to have an influence on employee performance with a value of 32.4%, with the dominant factor causing work stress is a gap in communication with coworkers, while for leadership factors are leadership motivational factors for employees where the leader is able to provide Good motivation for employees in working makes the most dominant leadership factor.
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Harahap, Santi Liasari. "PENGARUH LINGKUNGAN KERJA, KOMITMEN PROFESI, MOTIVASI DAN STRES KERJA TERHADAP KINERJA PEGAWAI PADA KANTOR PELAYANAN PAJAK PRATAMA PEKANBARU TAMPAN." JMB (Jurnal Manajemen dan Bisnis) 2, no. 1 (March 6, 2020): 70–76. http://dx.doi.org/10.30743/jmb.v2i1.2361.
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The problems in this research are: how the influence of the work environment, professional commitment, motivation and work stress partially and jointly on the performance of employees at the Pratama Pekanbaru Tax Service Office Handsome ?. Research objectives: To find out the effect of the work environment, professional commitment, work motivation and stress partially and jointly on employee performance at the Pratama Pekanbaru Tax Office Handsome. The hypothesis proposed is: Work environment, professional commitment, work motivation and stress partially and simultaneously have a significant effect on employee performance at the Pratama Pekanbaru Tampan Tax Office. The study was conducted at the Pratama Pekanbaru Tax Service Office Handsome Road Ring Road Arengka II / SM Amin Road Simpang Baru Pekanbaru, with a population of 98 people, and a study sample of 96 people. Based on the results of the analysis, there is a significant influence between the work environment on the performance of the Pratama Pekanbaru Tampan Tax Office employees, because according to the results of the analysis t count t-table (2.932 1.67) at n = 96 with a 95% significance level. There is a significant influence between the professional commitment to the performance of the Pratama Pekanbaru Tampan Tax Office employees, the result of the analysis is t count t-table (1.975 1.67) at n = 96 with a significance level of 95%. There is a significant influence between work motivation on the performance of the Pratama Pekanbaru Tampan Tax Office employee, because according to the results of the analysis t count t-table (2.007 1.67) at n = 96 with a significance level of 95%. There is a significant effect between work stress on the performance of the Pratama Pekanbaru Tampan Tax Office employees, because according to the results of the t-count analysis t-table (-1.605 1.67) at n = 96 with a significance level of 95%. Value of F-count F table (14,321 2,46) together (multiple) there is a positive and significant influence of work environment, professional commitment, motivation and work stress on the performance of the Pratama Pekanbaru Tampan Tax Office employees. Thus the hypothesis proposed is accepted by the truth.
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Putra, Dewa Made Bayu Adi, and Ni Wayan Mujiati. "PERAN KEPUASAN KERJA DALAM MEMEDIASI PENGARUH STRES KERJA DAN MOTIVASI KERJA TERHADAP TURNOVER INTENTION." E-Jurnal Manajemen Universitas Udayana 8, no. 7 (March 10, 2019): 4045. http://dx.doi.org/10.24843/ejmunud.2019.v08.i07.p02.
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This study aim was to determine the effect of turnover intention on job stress and work motivation, and the role of job satisfaction in mediating the effect of turnover intention on job stress and work motivation at Nirmala Plaza Supermarket Jimbaran employee. The sample amounted to 34 employees with the saturated sampling method. Questionnaires were used as data collection techniques with survey approaches and then data were analyzed with SEM-PLS. The results show that there is a positive and significant effect of job stress on turnover intention, while there is a negative and significant effect of work motivation and job satisfaction on turnover intention. In addition, the results of the analysis also show that the effect of job stress and work motivation on turnover intention was mediated by job satisfaction partially. The management of Nirmala Plaza Supermarket Jimbaran needs to reduce employee job stress and increase work motivation along with the job satisfaction to reduce the turnover intention.
Keywords: work motivation, job stress, job satisfaction, turnover intention
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Vanessa, Vanessa, and M. Tony Nawawi. "Pengaruh Lingkungan Kerja, Stres Kerja, dan Motivasi terhadap Kepuasan Kerja Karyawan." Jurnal Manajerial Dan Kewirausahaan 4, no. 2 (April 8, 2022): 497. http://dx.doi.org/10.24912/jmk.v4i2.18257.
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Tujuan penelitian ini adalah untuk mengetahui pengaruh lingkungan kerja, stres kerja, dan motivasi terhadap kepuasan kerja karyawan PT Bank Central Asia KCU Pondok Indah. Teknik pengambilan sampel yang digunakan adalah simple random sampling dengan jumlah responden sebanyak 100 responden. Pengolahan data dilakukan dengan menggunakan software SmartPLS versi 3.3.3. Hasil dari penelitian ini adalah lingkungan kerja dan motivasi berpengaruh positif dan signifikan terhadap kepuasan kerja karyawan pada PT Bank Central Asia KCU Pondok Indah, sedangkan stres kerja berpengaruh negatif dan signifikan terhadap kepuasan kerja karyawan pada PT Bank Central Asia KCU Pondok Indah. Kepuasan kerja karyawan dapat tumbuh dari kondisi lingkungan kerja yang nyaman, karyawan yang tidak mengalami stres kerja, serta motivasi karyawan dalam bekerja. Hasil penelitian ini diharapkan dapat memberikan manfaat bagi karyawan PT Bank Central Asia KCU Pondok Indah serta dapat bermanfaat bagi perusahaan dalam menciptakan lingkungan kerja yang nyaman, mengurangi stres kerja, serta meningkatkan motivasi karyawan dalam bekerja dalam meningkatkan kepuasan kerja karyawan PT Bank Central Asia KCU Pondok Indah. The purpose of this study was to determine the effect of work environment, work stress, and motivation on job satisfaction of employees of PT Bank Central Asia KCU Pondok Indah. The sampling technique used is simple random sampling with a total of 100 respondents. Data processing is done using SmartPLS software version 3.3.3. The results of this study are the work environment and motivation have a positive and significant effect on employee job satisfaction at PT Bank Central Asia KCU Pondok Indah, while work stress has a negative and significant effect on employee job satisfaction at PT Bank Central Asia KCU Pondok Indah. Employee job satisfaction can grow from a comfortable working environment, employees who do not experience work stress, and employee motivation at work. The results of this study are expected to provide benefits for employees of PT Bank Central Asia KCU Pondok Indah and can be useful for companies in creating a comfortable work environment, reducing work stress, and increasing employee motivation at work in increasing job satisfaction of employees of PT Bank Central Asia KCU Pondok Indah.
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Li, Yi, Nana Li, Mengru Wu, and Man Zhang. "The Sustainability of Motivation Driven by High Performance Expectations: A Self-Defeating Effect." Sustainability 11, no. 16 (August 14, 2019): 4397. http://dx.doi.org/10.3390/su11164397.
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It is generally believed that having high performance expectations is an effective means of motivating employees to pursue excellence and sustain the motivation driven by it, while ignoring the negative impact that hinders the incentive to sustain such expectations. Drawing on the conservation of resources theory, we constructed a moderated mediation model to examine the relationship between supervisor’s high performance expectations and the employee’s territoriality utilizing data from 291 supervisor–subordinate dyads from two companies in China. The results revealed that task autonomy moderated the indirect and positive effect of high performance expectations on employees’ territoriality through stress, such that this indirect effect was stronger when employees were assigned to higher levels of task autonomy. The theoretical of these findings, as well as future research directions, are discussed.
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Alan Lewis, Robert, and Ewa Maria Mottier. "A “hotel within a hotel” in Bangkok." Emerald Emerging Markets Case Studies 2, no. 8 (October 17, 2012): 1–9. http://dx.doi.org/10.1108/20450621211291860.
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Subject area Human resources management, international human resources management. Study level/applicability The case is suitable for undergraduate or graduate/training programmes specialised in international dimensions of HRM. Case overview The study aims to evaluate the experiences of hotel employees at the Mandarin Oriental Bangkok's new employee centre. This centre, called the “O-Zone”, is an example of the hotel's commitment to the well-being of its staff. On a larger scale, it is an illustration of a method to maintain employee motivation and commitment in the luxury hotel industry. The case is particularly useful to investigate as the hotel has created a unique approach to employee well-being in a large urban setting where employees experience a stressful living environment, including long commutes. This is supported by studies in the literature which reveal that burnout and stress are important factors to consider for hotel employees. Expected learning outcomes The case study allows students to discover the following key learning points: an example of a well-being initiative for employees of a luxury hotel in the Thai context; an investigation of the need for employers in luxury hotels in Thailand to attract and retain talent; and an understanding of the use of incentives at work for employee motivation in the Thai luxury hotel industry. Supplementary materials Teaching notes are available; please consult your librarian for access.
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Tolaj, Sejdë, and Ymer Havolli. "Methodology of Measuring Stress – Effects on Motivation & Performance in Public and Private Organisations in Kosovo." Baltic Journal of Real Estate Economics and Construction Management 8, no. 1 (January 1, 2020): 242–55. http://dx.doi.org/10.2478/bjreecm-2020-0017.
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Abstract Stress has emerged as an increasing problem in organisations and companies over the recent decades. The workplace has become a place of rapidly changing forces, such as increasing competition, quality pressure, innovation and increasing pace of doing business. As a result, employees’ demands have increased dramatically and this has led to the creation of stress at work. Despite the awareness of the importance of occupational stress, the growing number of stress research and stress measurement methodologies at workplace, there are still major empirical gaps in Kosovo, where this topic is not explored enough. Therefore, the present research seeks to provide scientific contribution to the spread of stress among organisations in Kosovo and to identify factors that cause stress among public and private sector employees. To achieve this goal, as part of the Doctoral Thesis, a methodology of measuring stress has been applied in organisations, and the effects of stress on motivation and performance of employees has been studied. The study has shown that there are several stress factors in organisations, and managers need to undertake specific interventions to manage the occupational stress. Findings of this paper suggest that occupational stress is mainly caused by job insecurity, lack of information on developments in the organisation, work overload, inadequate treatment by the employer, destructive relations among colleagues, lack of general working conditions and resources. The findings also show that occupational stress negatively affects the employees, in particular by reducing employee performance, reducing work efficiency and decreasing their motivation. Furthermore, the results indicate that both public and private sector employees consider similar factors as stressful and experience relatively similar levels of stress. Based on findings from primary data collected through surveys and secondary data from international literature, it is recommended to undertake periodic stress tests, engage senior management level in re-designing jobs, increasing decision-making authority of the employees, reducing workload, reducing role conflict, and continuously providing training.
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Fajar, Mochammad. "The Effect Of Intrinsic Motivation And Work Stress On Performance Of Employee Pizza Hut Merr Surabaya." Journal of World Conference (JWC) 1, no. 1 (February 8, 2019): 185–93. http://dx.doi.org/10.29138/prd.v1i1.52.
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The purpose of this study is 1. To analyze work motivation on employee performance 2. To analyze work performance with employees 3. To analyze employee performance at Pizza Hut Merr Surabaya. This research is quantitative research. The population and samples were distributed by 47 respondents. Data collection techniques using a questionnaire. The data analysis used is the Statistical Package for Social Sciences (SPSS). The results of the study showed the effect of the Intrinsic Motivation Variable (X1) on employee performance (Y) showed a significant amount of 0,000. And Job stress variable (X2) on Employee Performance (Y) shows no significant value of 0.083.The results of this study indicate that compared to work stress, intrinsic motivation has a stronger dancer on employee performance at Pizza Hut Merr Surabaya.
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Hussain, Syed Talib, Shen Lei, Zainul Abideen, and Syed Hadi Hussain. "Motivation in the Perspective of Self Determination Theory (SDT) between Work Environment and Job Satisfaction in Banking Sector." International Business Research 8, no. 11 (October 26, 2015): 39. http://dx.doi.org/10.5539/ibr.v8n11p39.
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<p>The expansion of business, fulfillments of demands and profits maximization have created stress and less motivation for job satisfaction. To fulfill the demand of organizations and maximize the satisfaction level of employees; the extrinsic and intrinsic motivation beyond psychological motivation has been used in this study to minimize stress level and maximize the satisfaction level among employees. This study explains work stress, job overload; performance pressure and job satisfaction while in motivation; the extrinsic/intrinsic factors of Self Determination Theory (SDT) have been used. Structured questionnaires were used to collect the data. The total distribution was 120 and response rate was 75 percent. The results found that work stress, job overload and performance pressure has negative impact on job satisfaction and employees do not like stress caused by work overload or job overload, while motivation factor has played an important psychological role in the study.</p>
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Nurdiansyah, Diki, Parwoto, and Ahmad Badawi Saluy. "The Influence of Leadership, Motivation and Work Stress on Turnover Intention of PT. BCA Finance Karawang Branch." European Journal of Business and Management Research 6, no. 4 (August 21, 2021): 322–26. http://dx.doi.org/10.24018/ejbmr.2021.6.4.1008.
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Human resources in a corporate organization is a unity that can not be separated to achieve organizational goals. The achievement of organizational goals can be seen from the performance of employees. Currently, the problem of high turnover intention has become a serious problem for many companies. The negative impact that is felt due to the occurrence of turnover intention in the company is on the quality and ability to replace employees who leave the company, so it takes time and new costs in recruiting new employees. Leadership is expected to be able to direct and motivate employees so that they can carry out their jobs well, and can control or reduce stress levels in employees. And can reduce the turnover rate can maximize employee performance. Therefore, based on the above background, this research takes the title “The Effect Of Leadership, Motivation And Work Stress On Turnover Intention Of Employees Of PT. XYZ Karawang Branch”. This type of research uses a quantitative approach, with a sample of 51 respondents with a sample collection technique that is saturated sampling technique. Evaluation of the Measurement Model (Outer Model) and Evaluation of the Structural Model (Inner Model) to test and prove the research hypothesis. The results of this study indicate that leadership and motivation have no significant effect on turnover intention, while work stress has a significant positive effect on turnover intention. In order to reduce the turnover rate, it is hoped that the leadership will provide an appropriate job description for each employee so that there is no oversize capacity on the ability and working hours of employees.
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Zamani, Nur Fadzilah Muhamad, Madaha Hanafi @. Mohd Ghani, Siti Fatimah Mohamad Radzi, Noor Hanim Rahmat, Nur Syafiqah Abdul Kadar, and Aina Athirah Rozman Azram. "A Study of Work from Home Motivation among Employees." International Journal of Asian Social Science 11, no. 8 (August 23, 2021): 388–98. http://dx.doi.org/10.18488/journal.1.2021.118.388.398.
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Many sectors are implementing work from home policy as it is one of the effective ways to avoid physical contact among workers and to control the spread of COVID-19. Amidst the stressful pandemic, working from home poses a different kind of stress among both the employers and employees. Numerous studies have found positive and negative consequences of working from home. With or without the pandemic, working from home has become a new way to work. Some industries cannot function well with their employees working from home. Many are finding ways to make work from home a success. This study explores work from home motivation among 53 employees of different industries. The instrument used is a survey. The survey has 4 sections. Section A has 4 items on demographic profile. Section B has 10 items about availability via flexibility. Section C has 10 items on safety through work-life balance and section D has 10 items on meaningfulness through work performance. Findings reveal interesting motivational influence for employees who work from home.
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Ostapovych, V. P., and O. V. Davydova. "Domestic and International Experience in Researching Police Officers’ Motivation." Law and Safety 81, no. 2 (July 2, 2021): 116–21. http://dx.doi.org/10.32631/pb.2021.2.15.
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The article is focused on the consideration of the motivation of police officers of the National Police of Ukraine as determinants of professional efficiency. The authors have analyzed the domestic and international experience of studying the professional motivation of police officers and the possibilities of its practical use in the system of psychological provision of the employees of the National Police of Ukraine. The levels and components of motivation, directions of its improvement have been studied. The authors have accomplished review of research on the motives for choosing a service in the police as a profession, as well as the factors of further motivation of the employees. The relationship between individual motivation, learning productivity, work and police officers’ satisfaction with the work has been traced. The role of self-motivation and self-organization in increasing the efficiency of professional activity has been determined.
Motivating factors have been provided – achievement, recognition, responsibility, promotion and growth, etc., means to support motivation, as well as demotivators – stress due to internal factors, poor health and physical well-being, a negative example of employees who lost interest in the service, etc. The importance of organizational justice and personal example of the head, his awareness and attention to the factors of individual motivation and productivity of the employee for the optimization of the police activity has been substantiated.
The perspective of developing diagnostic tools and development of motivation of police personnel in the field of work with psycho-technologies of diagnostic, therapeutic, normative and influential orientation has been outlined.
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Bjaalid, Gunhild, Espen Olsen, Kjersti Melberg, and Aslaug Mikkelsen. "Institutional stress and job performance among hospital employees." International Journal of Organizational Analysis 28, no. 2 (November 21, 2019): 365–82. http://dx.doi.org/10.1108/ijoa-10-2018-1560.
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Purpose The purpose of this study was to investigate if institutional stress is related to job performance among hospital employees, and if institutional stress is fully or partly mediated by motivational resources with regards to the relation with job performance. Design/methodology/approach A self-completion survey was distributed to four public hospitals in Norway, and had a response rate of 40% (N = 9,162). Structural equation modelling was conducted on two groups of hospital employees with (N = 795) and without (N = 8,367) managerial responsibilities. Findings Institutional stress was negatively related to job performance for hospital employees without managerial responsibilities. The motivational resources autonomy, competence development and social support partly mediated the relationship between institutional stress and job performance in the group of employees without managerial responsibilities. In the leader group, the motivational resources fully mediated the relationship between institutional stress and job performance. Social support from leaders had a non-significant influence on job performance in both groups. Research limitations/implications The main limitation with this study is its cross-sectional design. Originality/value The study enables us to extend how work-related stress is related to job performance and the mediating role of the job resources autonomy, competence development and social support. The focus on productivity, and top management’s wish to improve hospital performance, may have unintended consequences, leading to a gap between managerial and clinical worldviews and understanding of goals, policies, values and prioritizing. This can lead to institutional stress. The findings of this study suggest that institutional stress has negative effects on hospital employees’ work motivation and job performance.
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Al-Suraihi, Walid Abdullah, Siti Aida Samikon, Al-Hussain Abdullah Al-Suraihi, and Ishaq Ibrahim. "Employee Turnover: Causes, Importance and Retention Strategies." European Journal of Business and Management Research 6, no. 3 (June 9, 2021): 1–10. http://dx.doi.org/10.24018/ejbmr.2021.6.3.893.
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This research aims to understand the causes of employee turnover and retention strategies in an organization. Key research findings indicate that employees have several reasons to leave their workplaces, such as job stress, job satisfaction, job security, work environment, motivation, wages, and rewards. Furthermore, employee turnover has a huge impact on an organization due to the costs associated with employee turnover and can negatively impact the productivity, sustainability, competitiveness, and profitability of an organization. However, the organization must understand the needs of its employees, which will help organizations, adopt certain strategies to improve employee performance and reduce turnover. Thus, implementing strategies will increase job satisfaction, motivation and the productivity of individuals and organizations, which can reduce employment problems, absenteeism, and employee turnover.
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Muchsinati, Evi Silvana, and Marcerllina Teo. "ANALYSIS OF THE FACTORS THAT INFLUENCE EMPLOYMENT AS ONLINE TRANSPORTATION DRIVERS IN BATAM CITY." Journal of Business Studies and Mangement Review 5, no. 1 (January 27, 2022): 33–39. http://dx.doi.org/10.22437/jbsmr.v5i1.14801.
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The development of transportation always follows by technological developments. The impact given by changes in technological developments on online transportation is to provide opportunities for people to have new jobs. This research aims to analyze the influence of training, motivation, job stress, and job satisfaction on employee performance with employee engagement as a mediation. This study involves 400 employees of Gojek in Batam City. Using SmartPLS analysis, it was found that training is positive not significant on employee performance with employee engagement as mediation. Job stress is negative not significant on employee performance with employee engagement as mediation. Both motivation and job satisfaction has the most important role to enhance employee performance with employee engagement as mediation.
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Rožman, Maja, Polona Tominc, and Borut Milfelner. "A Comparative Study Using Two SEM Techniques on Different Samples Sizes for Determining Factors of Older Employee’s Motivation and Satisfaction." Sustainability 12, no. 6 (March 12, 2020): 2189. http://dx.doi.org/10.3390/su12062189.
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The purpose of this article is to present the relationships among older employee stress, motivation, satisfaction, and relationships in the workplace using two different approaches and different sample sizes. Research was implemented on an initial sample of 1013 older employees. In the next step, six smaller samples were calculated using the random selection of cases, namely samples with 25, 50, 100, 250, 400, and 500 older employees. This way the possible impact of sample size on relationships between latent variables using the covariance-based structural equation modeling (CB-SEM) and the partial least squares structural equation modeling (PLS-SEM) methods was assessed. The results on the larger samples have proved to be quite robust since they were confirmed with both approaches. They indicate that stress has a strong and negative impact on employee relationships and also a negative impact on employee satisfaction. Furthermore, employee relationships have a strong and positive impact on satisfaction and a positive impact on employee motivation. In addition, satisfaction has a strong and positive impact on employee motivation. The present paper helps readers to better understand the difference between the CB-SEM and the PLS-SEM methods. Researchers should be encouraged to use both techniques, even though CB-SEM methods have had a long tradition in management and marketing research since both fields heavily rely on psychometric measurement. From the organizational point of view, conclusions highlight the importance of the impact the variables of older employee stress, motivation, satisfaction and employee relations have on each other in the workplace.
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Sab'atun, Tweyrianti Nuzulita. "PENGARUH DISIPLIN DAN STRES KERJA TERHADAP KINERJA PEGAWAI MELALUI MOTIVASI DAN KEPUASAN KERJA DI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KABUPATEN KARANGANYAR." EXCELLENT 5, no. 1 (July 3, 2018): 54–65. http://dx.doi.org/10.36587/exc.v5i1.281.
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Government agencies are required to realize good governance as the agenda of Bureaucratic Reform. In realizing good governance, it is necessary to improve performance. The purpose of this study is to examine the effect of discipline and job stress on employee performance through motivation and job satisfaction. Sampling method using survey method with respondents as much as 56 employees in Board of Human Resource Development District of Karanganyar. The data used is primary data with data collection method through questionnaire. Methods of data analysis were tested by validity test, reliability test, t test, F test, R square test and path analysis test. The result of the research proves that: discipline have negative and not significant effect to motivation, work stress have positive and significant effect to motivation, discipline have positive and significant effect to job satisfaction, work stress negatively and insignificant to job satisfaction, discipline has negative and insignificant effect to Performance, work stress have positive and insignificant effect to performance, motivation have negative and not significant to performance, job satisfaction have positive and not significant to performance. The direct influence of discipline on performance is less than indirect influence through motivational variables. The direct influence of discipline on performance is less than indirect influence through job satisfaction variables. The direct influence of job stress on performance is greater than indirect influence through motivation variables. The direct influence of job stress on performance is greater than indirect influence through job satisfaction variable. The result of F test shows that together the independent variable of discipline, work stress, work motivation, and job satisfaction have positive and significant influence to performance. The result of R2 test shows that the performance is explained by the discipline variable, job stress, motivation and job satisfaction of 31.2% and the rest 69.8% explained other variables.Keywords : Discipline, Job Stress, Motivation, Job Satisfaction, Performance
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Krstic, Miroslava, Vladimir Obradovic, Zorica Terzic-Supic, Dejana Stanisavljevic, and Jovana Todorovic. "Leadership and motivation among employees in health-care facilities in Serbia." Management:Journal of Sustainable Business and Management Solutions in Emerging Economies 24, no. 1 (October 27, 2018): 33. http://dx.doi.org/10.7595/management.fon.2018.0022.
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Reserarch question: This paper investigates whether motivational factors have influence on the work of employees in health care organizations of Serbia and what factors affect employees. Motivation: Motivation and job satisfaction among different groups of workers in health care facilities in Serbia are an important issue. This study’s purpose is to assist health managers in their efforts to fulfill individual and organizational targets by highlighting the most preferred motivational factors among the employees. With good leadership and with the building of good motivational system the organization can increase its value and competitiveness. It has been shown that employees are more motivated and work under less stress if there is a support from their leader or manager (Jensen, 2010). Idea: The core idea of this paper is to evaluate the relationship between motivational factors and work of employees in health care institutions in Serbia. The central hypothesis of this study is what the managers within health care institutions have to do to improve motivation as well as their abilities for the fulfillment of both individual’s and organization’s needs. Data: The cross-sectional study included 217 physicians, nurses, technicians, health associates and non-medical staff in 21 facilities of primary, secondary and tertiary levels in Pozarevac, Belgrade, Nis, Pirot, Novi Sad, Zrenjanin, Krusevac, Varvarin and Novi Pazar. Tools: The research instrument was a questionnaire with questions regarding socio-demographic characteristics, participants’ characteristics and motivational factors. The data were analyzed using descriptive and analytical statistics. Findings: The most important motivational factors are: salary, good interpersonal relationships and team work, contribution to population’s health and patient’s satisfaction. Around 10% of the participants thought that work could be done well even without motivational factors’ presence. Employees from the areas outside Belgrade rated job security higher in comparison with employees from Belgrade. A study conducted at the University of llorin Teaching Hospital in 2011 showed that salary was the most important motivational factor, followed by job security (Ojokuku& Salami, 2011). Contribution: Salary is an important motivational factor for employees in health care facilities in Serbia. Managers should work on the improvement of motivational factors through acknowledgement of needs of individual employees as well as through involving employees into decision making.
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Syamsul, Syamsul, and Fadel Muhammad. "STUDI FAKTOR PENENTU KINERJA KARYAWAN PT. HASJRAT ABADI PALU." Jurnal REKSA: Rekayasa Keuangan, Syariah dan Audit 7, no. 1 (February 24, 2020): 55. http://dx.doi.org/10.12928/j.reksa.v7i1.2834.
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This study aims to determine the effect of work environment, work culture, work motivation, job satisfaction, work discipline, and work stress on employee performance. This type of research is quantitative research. The research sample was 63 employees of PT. Hasjrat Abadi Palu. The results of regression analysis show that the work environment, work culture, job satisfaction, and job stress partially have a positive and significant effect on employee performance. Meanwhile, work motivation and work discipline do not have a significant effect on employee performance. The results can be used as a source of information in determining company policies to improve employee performance. In addition, these findings can be used as a reference for further research interested in discussing employee performance.
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Kartikasari, Dwi, and Kintan Benvia Cherny. "PENGARUH STRES DAN MOTIVASI TERHADAP PRODUKTIVITAS KERJA KARYAWAN PADA PT EPSON BATAM." JURNAL AKUNTANSI, EKONOMI dan MANAJEMEN BISNIS 5, no. 1 (July 27, 2017): 80. http://dx.doi.org/10.30871/jaemb.v5i1.306.
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The purpose of this study is to determine the effect of stress at work and working motivation on the productivity at the PT Epson Batam. This study had used Explanatory research as main method and Area Sampling as sampling method. Sample were taken as a part from the population that is one hundred employees. Data were taken by using list of question. Data were analyzed by using Regression Method and through SPSS 20. The result of the study have shown that stress at work and working motivation significantly influence the employee’s working productivity.
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Wahyuningsih, Yuli, Budi Eko Soetjipto, Nurika Restuningdiah, and Syihabudhin. "The Influence of Leadership Style, Work Motivation, and Work Stress on Performance." International Journal of Science, Technology & Management 2, no. 3 (May 27, 2021): 1018–31. http://dx.doi.org/10.46729/ijstm.v2i3.225.
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Human resources are the most important asset in a company or organization because of their role as the subject of implementing policies and operational activities of the organization. The purpose of this study is to describe the leadership style, motivation, and work stress on employee performance. The population in this study amounted to 30 respondents to the service employees at the hospital. Data collection techniques used were distributing questionnaires and interviews. The analytical tool in this study with a description of the analysis and multiple linear regression. The results showed that leadership style affected employee performance, work motivation affected employee performance, and job stress affected employee performance. The result of the coefficient of determination is 0.749. Therefore, employee performance is influenced by the variable leadership style, motivation, and work stress by 74.9%. Meanwhile, the remaining 25.1% is influenced by other variables not included in the research model. Multiple correlation coefficient (R) (multiple correlations) describes the strength of the relationship between variables. In this study, this value was 0.866. This means that the relationship between all independent variables and the dependent variable is a very close relationship
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Murillo, Enrique, and Ceridwyn King. "Why do employees respond to hospitality talent management." International Journal of Contemporary Hospitality Management 31, no. 10 (October 14, 2019): 4021–42. http://dx.doi.org/10.1108/ijchm-10-2018-0871.
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Purpose In consideration that the purpose of talent management is to attract and nurture productive employees for the benefit of the hospitality organization, this study aims to examine why employees respond in such favorable ways. Recognizing beneficial employee behavior advances a hospitality organization through their ability to deliver an experience that aligns with the promoted brand promise, inspiration is drawn from both the strategic human resource management as well as the internal brand management literature. The power of this approach is illustrated through a survey of employees of a Latin American restaurant chain with a long-standing policy of values-based recruiting, inclusive talent management and progressive people management practices. Design/methodology/approach Informed by literature, employee perception of their relationship with the organization (i.e., relationship orientation) and alignment with the brand’s values (i.e., brand fit) were considered drivers of favorable employee attitudes and behavior as a result of hospitality talent management practices. These were hypothesized to positively influence employee confidence and motivation as reflected in organization-based self-esteem (OBSE) and brand motivation, which in turn drive employee brand-aligned behavior. A survey measured the variables of interest with the same employees over two time periods, matched using employees’ identification code, resulting in 199 complete surveys. The structural model was estimated using partial least squares (PLS). Findings Relationship orientation and brand fit were significant drivers of OBSE and brand motivation, respectively. In turn, they had a significant effect on employee brand-aligned behavior. Model estimation complied with all PLS quality criteria. Research limitations/implications Traditional talent management practices that tend to focus on the transactional benefits of the job/career can be strengthened by leveraging strong organizational relationships as well as engagement with the hospitality brand. In turn, employees have the confidence and motivation to exhibit brand-aligned behavior, a path to competitive advantage, which may also act as a buffer helping employees manage the stress of hospitality jobs. Originality/value Understanding why employees respond favorably to hospitality talent management practices, beyond simply transactional, monetary reasons, is important to designing relevant and timely initiatives that have the potential to enhance organizational performance.
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Charta, Nofanza Prima, Chablullah Wibisono, and Muamar Khadafi. "Determining Work Stress, Work Motivation, Compensation of Employee Performance with Long Work in Indonesia Export Financing Institutions." I IV, no. I (March 30, 2019): 74–84. http://dx.doi.org/10.31703/ger.2019(iv-i).08.
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From year to year, Indonesian Export Financing Institution recruits’ employees. Each new employee is to be contracted for one year, and if he performs excellently and achieves the specified target within one year, he will be appointed as permanent employee. Researchers used SEM with AMOS 24. The sample of respondents numbered 156. The change in Performance of Employee determined by Stress of Work, Motivation of Work, Competition, and Length of Work is 43% while the rest 68.1% is the contribution of other variables that have not been included in this study. Determination of stress of work, the motivation of work, competition, length of work, employee performance in a variety of significant positive and not significant, but the contribution of each in a square multiple correlation shows this research model is quite good.
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Elsafty, Ashraf, and Mohammad Ragheb. "The Role of Human Resources Management Towards Healthcare Providers Retention during Covid-19 Pandemic in Egypt." International Business Research 14, no. 8 (July 16, 2021): 67. http://dx.doi.org/10.5539/ibr.v14n8p67.
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HRM has a significant role in motivating the employees and ensuring that every employee is satisfied with the HR practices. Healthcare providers have been facing stress and depression especially in Egypt, due to COVID-19. In this country, the healthcare providers are looking for alternatives to achieve satisfaction as COVID-19 has affected their jobs, salaries, incentives, and bonuses. The past studies have focused on assessing the HRM’s role in employee retention and satisfaction during the COVID-19 pandemic in Egypt. The past research discussed the impact of motivation, incentives, and rewards on the employees’ motivation. This study focused on evaluating the role of HRM towards the healthcare providers' retention during COVID-19 in Egypt. This study relied on the quantitative approach for achieving the findings and conclusion. The sample size of the study involved 120 healthcare providers working in different hospitals. The results revealed that intrinsic motivation, rewards, incentives, monetary benefits, and non-monetary benefits have an essential role in maintaining the healthcare providers during COVID-19. It is concluded that HR can play a significant role in retaining key healthcare providers in COVID-19. The elements including intrinsic motivation, incentives, non-monetary, and monetary benefits can play a significant part in retaining healthcare providers. HR departments should focus on releasing salaries on time, providing specific bonuses, and providing incentives to healthcare providers whenever they perform at their best level.
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Damilare, OLUSESI, Lateef, ABDULAZEEZ, Abdulmaleek Olawale, and AJIMOTOKAN, Abidemi Eniola. "Occupational Stress on Employees’ Performance among National Union of Road Transportation Workers in Ilorin Metropolis, Nigeria." International Journal of Human Resource Studies 10, no. 2 (June 2, 2020): 297. http://dx.doi.org/10.5296/ijhrs.v10i2.16939.
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Stress has been denoted has a state of mental or emotional draining or tension consequential from adverse or demanding circumstances. The study has investigated the influence of occupational stress on employees’ performance among national union of road transportation workers in Ilorin Metropolis, Kwara State, Nigeria. The objectives of the study are to examine the influence of occupational stress (time pressure, workload, lack of motivation and role ambiguity) on employees’ performance. The study population consists of random selection of commercial drivers in Ilorin Metropolis. A structured questionnaire was administered to the commercial drivers to solicit their options on the variable concerned. A total number of 200 questionnaire are administered but only 171 questionnaires were fully filled representing 86% response rate. The structured questionnaire includes the demographic information’s and statements to measure the four independent variable examined on employees’ performance. Linear regression analysis was carried out to examine the dependent and independent variables using SPSS. The hypotheses revealed that that time pressure and role ambiguity have significant and negative influence on employees’ performance while the two other variables of workload and lack of motivation do not have any significant influence on employee performance. Therefore, it was concluded that increasing time pressure and role ambiguity would reduce employees’ performance in all aspects. Therefore it is important for managers to ensure role ambiguity is minimized and clear roles are given and communicated to the employees if they wish to enhance employees’ performance. Government should encourage the use of ministry of transportation (MOT) for testing vehicles; this will force and compel the owners to maintain their vehicles as adopted by UK government. Also government should provide good road facilities and good road networks.
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Saputra, Made Pradnya Paramita, and I. Gusti Ayu Dewi Adnyani. "PENGARUH MOTIVASI, KOMUNIKASI DAN STRES KERJA TERHADAP KEPUASAN KERJA KARYAWAN." E-Jurnal Manajemen Universitas Udayana 8, no. 1 (December 3, 2018): 1. http://dx.doi.org/10.24843/ejmunud.2019.v08.i01.p01.
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Organizations are required to create quality human resources and superior, so that good performance in the work will be achieved and then also can achieve high levels of job satisfaction. Job satisfaction is a positive feeling about work that arises based on an assessment of the work situation. Employee job satisfaction is one of many aspects that need to be considered in an effort to improve the human resource capabilities of an organization. The purpose of this study was to determine the effect of motivation, communication, and job stress on job satisfaction. This research was conducted at PT. PPILN Bali Area. The population of this study is 50 employees with saturated sampling method. In this study data collection is done through the distribution of questionnaires using Likert scale measurement method. Techniques of the analyzes used in this study are multiple linear regression. To improve job satisfaction should increase the motivation felt by employees, make effective communication within the organization and employee stress must be managed in order to improve job satisfaction
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Eldridge, Derek, and Tahir M. Nisar. "Employee and Organizational Impacts of Flexitime Work Arrangements." Articles 66, no. 2 (October 7, 2011): 213–34. http://dx.doi.org/10.7202/1006144ar.
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There is evidence of heavy job demands and low control resulting in multiple negative consequences for employees and their families. Understandably, there is then a desire to move away from such practices and adopt more flexible organizational systems. In such environments, employees may be more in control of their workloads, and manage a better balance between life and work. Flexitime provides increased opportunity to fit other commitments and activities in with work, and make better use of their free time. As employees can choose their own start and finish times for the working day, they can take a little extra time off in a week. It is argued that creating such opportunities improve motivation and raises morale. This also allows for lower stress in the work place and greater enjoyment in the home. Consequently, employees experience increased performance in the work place and greater repertoire for marketing to new employers. Using WERS (The British Workplace Employee Relations Survey), the present study examines the nature of such relationships, and specifi cally explores the usage of flexitime and employee and organizational outcomes. WERS provides a useful set of information about work environment, job characteristics, and occupation, permitting researchers to conduct a more detailed analysis of individual employee behaviour. We develop our hypotheses based on the organizational behaviour literature that is concerned with exploring the nature of individual and organizational responses in challenging and stressful environments. Our results show a negative relationship between flexitime and job security. There is also no evidence of establishments with flexitime work arrangements having less stressed employees. Flexitime may however lead to increased employee participation in decision making as measured by employee discretion and team work. Our fi ndings thus stress the need to be cautious about how we build the case for the adoption of flexitime.