The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
This document summarizes a study that investigated the causes and impacts of job stress in the banking sector of Pakistan. The study examined how job demands, work-life conflict, and job stress relate to employee job behaviors like job performance and satisfaction, as well as outcomes like turnover intention and burnout. A questionnaire was administered to evaluate these relationships, and statistical analyses like regression, correlation, and reliability tests were used. The results showed that while job demands, work-life conflict, and job stress positively correlated with each other, job demands did not significantly impact job performance. Job stress was found to negatively impact job satisfaction, which in turn increased turnover intention and burnout. Organizational commitment also positively correlated with job satisfaction. The study
This document summarizes a study on occupational stress among employees in private banks in Salem. It finds that most employees report high levels of stress, primarily due to heavy workloads and a lack of work-life balance. The implications of stress include physical and psychological health issues as well as lower productivity and job satisfaction. The study recommends strategies for managing stress, such as meditation, better communication, training programs, and work redesign to reduce role ambiguity and pressure. Controlling stress can benefit both employee well-being and organizational effectiveness.
This document discusses factors that cause job stress affecting employees in the banking sector in Pakistan. It reviews literature on the topic of job stress and identifies key variables that can cause stress, such as role ambiguity, work overload, work-family conflict, and job rewards. The objective is to investigate the variables that cause stress in banking jobs and explore the relationship between job stress and these stress-inducing factors.
The Influence of Work Culture, Work Stress to the Job Satisfaction and Employ...IOSRJBM
This research was carried out starting from the phenomenon of the performance which was not maximized by the employees of State Treasury Service Office in Jakarta. Based on the literature there was a suspicion that the performance which was not maximized due to a weak work culture, work stress and the decreasing of job satisfaction. The purpose of this research was to quantify and explain the relationship between variables of work culture, work stress, job satisfaction and employees performance in the State Treasury Service Office Jakarta. The research method was using quantitative methods. Research locations were located in six State Treasury Service Offices in Jakarta with samples of 152 employees. Data analysis technique was using Partial Least Square (PLS) with the help of Smart program. The results showed that the work culture has no effect on job satisfaction. Work stress has no effect on job satisfaction. Work culture affected to the employee performance. Work stress had no effect on employee performance. Job satisfaction had no effect on performance. The implication of this research was to establish a strong working culture to decrease work stress and increase job satisfaction which ultimately improved employee performance.
A study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document discusses a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction, while practices like job rotation and recruitment/selection had little impact. The document provides background on HRM practices and definitions of job satisfaction from other studies to support its analysis.
11.a study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document summarizes a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction. The study aimed to evaluate the relationship between HRM practices and job satisfaction in this industry context.
14 the relationship between job burnout, organizational citizenship behavior,...INFOGAIN PUBLICATION
This document discusses a study that examines the relationship between job burnout, organizational citizenship behavior, and staff performance in a state tax organization. It provides background on key concepts like job burnout (including its components of emotional exhaustion, depersonalization, and reduced personal efficacy), organizational citizenship behavior (including its dimensions of civil behavior, conscientiousness, philanthropy, courtesy, and sportsmanship), and staff performance. The study aims to evaluate how job burnout and organizational citizenship behavior impact staff performance. It hypothesizes negative and positive relationships respectively and surveys 311 employees in a state tax organization to analyze the relationships.
This document summarizes a study on stress-related problems among employees. It defines stress as a dynamic condition where an individual perceives an opportunity, constraint, or demand to be uncertain and important. Stress can be constructive (eustress) or destructive (distress) and stems from environmental, organizational, and individual factors. Sources of stress for bank employees include increased workload due to new technologies, staff shortages, and policies aiming for cost reduction. The objectives of the study are to examine causes of stress, factors causing stress among bank employees, the role of technology in banks, policies' impacts, and employees' views to then suggest measures to reduce stress. Primary data will be collected through interviews.
This document summarizes a study that investigated the causes and impacts of job stress in the banking sector of Pakistan. The study examined how job demands, work-life conflict, and job stress relate to employee job behaviors like job performance and satisfaction, as well as outcomes like turnover intention and burnout. A questionnaire was administered to evaluate these relationships, and statistical analyses like regression, correlation, and reliability tests were used. The results showed that while job demands, work-life conflict, and job stress positively correlated with each other, job demands did not significantly impact job performance. Job stress was found to negatively impact job satisfaction, which in turn increased turnover intention and burnout. Organizational commitment also positively correlated with job satisfaction. The study
This document summarizes a study on occupational stress among employees in private banks in Salem. It finds that most employees report high levels of stress, primarily due to heavy workloads and a lack of work-life balance. The implications of stress include physical and psychological health issues as well as lower productivity and job satisfaction. The study recommends strategies for managing stress, such as meditation, better communication, training programs, and work redesign to reduce role ambiguity and pressure. Controlling stress can benefit both employee well-being and organizational effectiveness.
This document discusses factors that cause job stress affecting employees in the banking sector in Pakistan. It reviews literature on the topic of job stress and identifies key variables that can cause stress, such as role ambiguity, work overload, work-family conflict, and job rewards. The objective is to investigate the variables that cause stress in banking jobs and explore the relationship between job stress and these stress-inducing factors.
The Influence of Work Culture, Work Stress to the Job Satisfaction and Employ...IOSRJBM
This research was carried out starting from the phenomenon of the performance which was not maximized by the employees of State Treasury Service Office in Jakarta. Based on the literature there was a suspicion that the performance which was not maximized due to a weak work culture, work stress and the decreasing of job satisfaction. The purpose of this research was to quantify and explain the relationship between variables of work culture, work stress, job satisfaction and employees performance in the State Treasury Service Office Jakarta. The research method was using quantitative methods. Research locations were located in six State Treasury Service Offices in Jakarta with samples of 152 employees. Data analysis technique was using Partial Least Square (PLS) with the help of Smart program. The results showed that the work culture has no effect on job satisfaction. Work stress has no effect on job satisfaction. Work culture affected to the employee performance. Work stress had no effect on employee performance. Job satisfaction had no effect on performance. The implication of this research was to establish a strong working culture to decrease work stress and increase job satisfaction which ultimately improved employee performance.
A study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document discusses a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction, while practices like job rotation and recruitment/selection had little impact. The document provides background on HRM practices and definitions of job satisfaction from other studies to support its analysis.
11.a study on selected small and medium sized iron &steel firms in indiaAlexander Decker
This document summarizes a study on the impact of human resource management (HRM) practices on employee job satisfaction in small and medium sized iron and steel firms in India. The study collected responses from 45 employees across 17 firms. It found that HRM practices like performance appraisal, participation in decision making, training and development, and compensation had a significant positive association with job satisfaction. Performance appraisals and participation in decision making were found to have the highest positive impact on job satisfaction. The study aimed to evaluate the relationship between HRM practices and job satisfaction in this industry context.
14 the relationship between job burnout, organizational citizenship behavior,...INFOGAIN PUBLICATION
This document discusses a study that examines the relationship between job burnout, organizational citizenship behavior, and staff performance in a state tax organization. It provides background on key concepts like job burnout (including its components of emotional exhaustion, depersonalization, and reduced personal efficacy), organizational citizenship behavior (including its dimensions of civil behavior, conscientiousness, philanthropy, courtesy, and sportsmanship), and staff performance. The study aims to evaluate how job burnout and organizational citizenship behavior impact staff performance. It hypothesizes negative and positive relationships respectively and surveys 311 employees in a state tax organization to analyze the relationships.
This document summarizes a study on stress-related problems among employees. It defines stress as a dynamic condition where an individual perceives an opportunity, constraint, or demand to be uncertain and important. Stress can be constructive (eustress) or destructive (distress) and stems from environmental, organizational, and individual factors. Sources of stress for bank employees include increased workload due to new technologies, staff shortages, and policies aiming for cost reduction. The objectives of the study are to examine causes of stress, factors causing stress among bank employees, the role of technology in banks, policies' impacts, and employees' views to then suggest measures to reduce stress. Primary data will be collected through interviews.
This study examined the relationship between role ambiguity, job stress, and job satisfaction among employees in the banking sector of Pakistan. A survey was administered to 350 employees of banks, with a response rate of 87%. The results found that role ambiguity had a negative relationship with job satisfaction, and that job stress played a mediating role between role ambiguity and job satisfaction. Specifically, role ambiguity led to increased job stress, which in turn led to lower job satisfaction. The findings suggest that controlling role stressors can help reduce job stress and increase employee job satisfaction in the banking sector.
Leadership Behavior and Compensation on Employee Satisfaction and Performancetheijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
11.employee empowerment a strategy towards workplace commitmentAlexander Decker
This document discusses employee empowerment and its relationship to workplace commitment. It defines employee empowerment as giving employees power over their work and responsibility for outcomes. Empowerment can increase workplace commitment by giving employees autonomy, sharing responsibility, building self-esteem, and energizing employees. Workplace commitment includes organizational commitment, individual commitment, and leads to benefits like lower turnover, absenteeism, and improved performance. The document examines the factors that affect empowerment and strategies organizations use to empower employees, such as delegating authority, forming committees, and interacting with top executives. It concludes that empowered employees with strong workplace commitment are more competitive, accountable, innovative, and desire to improve performance.
1. The study explored the influence of occupational stress and organizational climate on job satisfaction of managers and engineers at Indian Oil Corporation Limited in India.
2. The results found no significant difference in job satisfaction between managers and engineers, but found that managers perceived a more favorable organizational climate and lower occupational stress than engineers.
3. Higher-income managers reported greater job satisfaction than lower-income managers, but income had no influence on job satisfaction levels among engineers.
Study the effects of antecedents of employee satisfaction in banking sector o...Alexander Decker
The document discusses a study on the factors affecting employee satisfaction in the banking sector of Pakistan. It examines six hypothesized antecedents of employee satisfaction: autonomy, challenge, performance measures, feedback, instrumentality, and stability/security. Data was collected through questionnaires from 180 employees of top banks in Pakistan. The results of the study found that all six factors had a positive and significant correlation with employee satisfaction. Autonomy had the strongest effect, followed by instrumentality, performance measures, challenge, feedback, and stability/security. The study provides evidence that enhancing these workplace factors can increase levels of employee satisfaction in the banking industry.
This document discusses various tools in a manager's toolkit that can be used to analyze an organization and its external environment. It describes the 7s framework, PESTEL analysis, Porter's five forces model, and organizational control. The 7s framework examines an organization's strategy, structure, systems, shared values, style, staff, and skills. PESTEL analysis assesses political, economic, social, technological, legal and environmental factors. Porter's five forces model evaluates competitive rivalry, threat of new entrants, supplier and buyer power, and substitute threats. Organizational control involves how managers distribute control within a hierarchy. These tools provide frameworks to help managers make strategic decisions.
This study examined the mediating effect of role ambiguity on the relationship between job stress and employee commitment among staff at deposit money banks in Southwest Nigeria. A survey was conducted with 308 bank staff responding. Regression and Sobel tests were used to analyze the data. The results showed that both job stress and role ambiguity significantly affected employee commitment. The study concluded that role ambiguity and job stress statistically influence employee commitment at the deposit money banks in Southwest Nigeria.
2.[9 17]factors causing stress and impact on job performanceAlexander Decker
The document summarizes a study on the factors causing stress and their impact on job performance among bank workers in Bahawalpur, Pakistan. The study found that lower salaries, increased workload, market competition, management behavior, lack of peer support, long work hours, lack of acknowledgement, dealing with the public, and high targets were factors causing stress. These stressors were found to negatively impact the job performance of bank workers. The document provides context on work-related stress and reviews several models and prior research on the sources and impacts of occupational stress.
The effect of organizational culture and reward on civil servants performance...inventionjournals
This research aims at investigating the effect of organizational culture and reward on civil servants performance mediate motivation and job satisfaction. The design of this research using by survey method with a questionnaire based cross-sectional study. Simple random sampling is used in the determination of the sample with a total of 170 civil servants. Data analysis methods used in testing the hypothesis is Structural Equation Modeling (SEM). Organizational culture and rewards positive and significant effect on work motivation and job satisfaction, work motivation positive and significant effect on job satisfaction, further more organizational culture, reward and work motivation positive and significant effect on civil servants performance. Work motivation and job satisfaction is not as mediating variable to explain the effect of the organizational culture and rewards on the civil servants performance. The practical implications of this research by providing improved understanding of civil servants in improving the individual performance. The limitations of this study on the sample size using only civil servants, thus limiting the ability to generalize the results of the research findings. Originality of research provides basic configuration against the development of modeling by using Structural Equation Modeling and conceptual models that proved the effect of organizational culture and reward on civil servants performance using motivation and job satisfaction as a mediating variables, which in previous studies carried out partially.
Linking leadership style, work environment, job characteristics to civil serv...inventionjournals
This document summarizes a study that examined the influence of leadership style, work environment, and job characteristics on civil servant job satisfaction and performance in Konawe Regency, Indonesia. The study found that a transformational leadership style and positive work environment with an emphasis on color can enhance civil servant job satisfaction. Job characteristics related to task identity and feedback also improved job satisfaction. In turn, a supportive work environment, positive job characteristics, and higher job satisfaction were found to improve civil servant performance. The results indicate that job satisfaction acts as a partial mediator between leadership style/job characteristics and civil servant performance.
Workplace Environment Characteristics as Antecedents of Affective Well-being ...Waqas Tariq
Workplace environment characteristics may positively or negatively evoke an individual’s affective experiences, and these experiences can influence affective experiences of others. This study investigates the relations between employees’ affective experiences and workplace environment characteristics. A questionnaire-based investigation was conducted with employees in Thai companies. Participants were asked to evaluate various aspects of their own workplace environments and their affective well-being at work. A factor analysis revealed eight workplace environment factors that contribute to the overall affective experiences of employees. These eight factors were confirmed to significantly correlate with overall affective well-being and its five sub-dimensions. With t-test analysis, this study also found gender differences in the perceptions of affective well-being at work and workplace environment characteristics. Finally, regression analyses showed that seven workplace environment factors, job goodness, less conflict, autonomy, camaraderie, authentic leadership, fitness, role clarity, as well as positive and negative personality traits are significant predictors of affective well-being in the workplace.
Measuring work attitudes of individuals among indian academiaiaemedu
The document is a research paper published in the International Journal of Management that examines work attitudes among individuals in Indian academia. It measures the relationships between emotional intelligence, organizational commitment, and organizational role stress. A questionnaire was administered to 34 teaching faculty at a technical institution in Southern India. Reliability analysis was performed and showed acceptable Cronbach's alpha values. Correlation analysis was conducted to understand the relationships between variables. The results provide insight into factors influencing work life balance for employees in higher education in India.
AN ASSESSMENT OF WORKERS’ SATISFACTION IN ESTATE SURVEYING AND VALUATION FIRM...IAEME Publication
This study examined the levels of satisfaction of employees with the major focus on
the staff of estate surveying firms (ESFs) practicing in Lagos State, Nigeria. This was
with a view to identify the factors influencing their levels of job satisfaction and analyze
the relationship among the influencing factors. Structured questionnaire were
administered to 367 ESFs operating in Lagos State out of which 274 representing
74.66% questionnaire were properly filled, returned and analyzed. The study deployed
descriptive statistics such as simple frequency distribution, mean weighted score
(MWS), cross tabulation, correlation and one-sample test (t-test). The findings of the
study showed that few estate surveyors (17.52%) expressed satisfaction in the job,
39.42% of the employees were completely dissatisfied while 43.07% of them were
unsure about their job satisfaction level. The result of cross tabulation showed that,
male estate surveyors expressed higher level of dissatisfaction (53.73%) compared to
their female counterparts (33.65%) in ESFs. From the MWS result, the respondents
rated communication (COM: 4.41), fairness and sufficiency of salary (SAL: 4.23), the
quality of relationship with supervisor (RLS: 4.23), fairness of organizational policies
(ORG: 4.17), reward for good job performance (RWD: 3.85) and quality of relationship
with co-workers (RCW: 3.77) as the dominant influencing factors of job satisfaction.
The study also discovered strong positive correlation coefficient between COM and
COW (.824), SAL and RWD (.775), RLS and COM (.754). At 5% confidence level, the
result of the t-test showed positive contributions of all the influencing factors to
employees job satisfaction in estate firms (p<0.05). The study concluded that providing
enabling work environment in ESFs should be encouraged for optimal unitization of
human and non-human resources. Thus, issues relating to staff welfare should be
treated with optimum priority in organizations that desires to achieve efficiency in their
operations.
This document summarizes a research study that examined the impact of employee layoffs. The study investigated: 1) the effect of layoffs on employees' physical and psychological well-being, 2) the impact on employees' commitment to their former employer, 3) coping strategies used by laid-off employees, and 4) job search strategies. The study found that laid-off individuals experience more health problems the longer they are unemployed and have lower commitment to their previous employer. It also found that maintaining control-oriented coping strategies is more effective for job searching and coping with layoffs, and that coping strategies are positively related to the financial resources available.
Mechanical Characterization of Shape Memory Alloy Based RF MEMS switch using ...theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
Low Peak to Average Power Ratio and High Spectral Efficiency Using Selective ...theijes
This document proposes a low complexity peak-to-average power ratio (PAPR) reduction scheme for orthogonal frequency division multiplexing (OFDM) systems using selective mapping (SLM). It describes how all pass filters can be used to generate alternative OFDM sequences with different phase rotations, reducing computational complexity compared to the conventional SLM method which uses inverse fast Fourier transforms. Simulation results show the proposed method using all pass filters with length U=2 provides over 4dB of PAPR reduction while maintaining similar bit error rate performance as conventional SLM.
Generation of Electricity by mounting Wind mill on moving vehicles for safe F...theijes
In this fast world the demand for energy is ever increasing. With increase in energy production. There is heavy increase in pollution and depletion of fossil fuels they are going to extinct very soon, So the best way to save our nature and increase energy production is by using renewable energy. In this paper I am going to discuss about production of electricity through wind turbine mounted over a moving vehicle. We are implementing a very advanced H-Bridge converter for this conversion of alternate current produced by permanent magnet moving generator to direct current. The main reason for this paper is to explain about utilization of wind energy on a moving vehicle which is being wasted and to extract electricity without any fluctuations.
Multi Channel Multi Clock Frequency Speed Rate Real Time Industrial Standard ...theijes
The Aim is for HDL Design Architecture and Implementation of Multi clock frequency synchronized real time industrial standard parallel Hi-tech PRBS CDMA Transceiver Bus Array ASIC SOC /Card for Ultra high Speed real time Industrial Communication Interface Cards/Products like Data Acquisition and Tracking of wireless Data Communication Protocol Interface Cards/SOC’s like Data Serializer, De-serializer, Data Communication Protocol interface ADD on cards/Products, FPGA Cards of Different Data Transfer Baud rate. This Design Consists of multiple parallel C.D.M.A Transmitters and Receiver ASIC I.P Cores , Data Transmission and Reception done by Different Clock Frequencies operated at Mega/Giga / Tera/ Peta/Exa/Zetta/Yotta/Xona/Weka Clock Frequencies. Data Transmission Speed In terms Mega/Giga/Tera/Peta/Exa/Zetta/Yotta/Xona/Weka Bytes/Frames/Super Frames etc. and also Data transmitter and receiver consists of base band signal and Carrier signal generators, Channel Encoder, Decoder, Modulator and Demodulator generates modulation and Demodulation signal by spreading and dispreading through different communication frequency spread Spectrum techniques DSSS Communication, FH , Chaos for high Bandwidth , the design done through parallel distributed computing technique, data transmission and reception done parallel for various data interface cards of different data transfer speed. In this design transmission and reception done by different PRBS Data Pattern Sequences like 2e7 -1, 2e10 -1, 2e15 -1, 2e23 -1, 2e31 -1, 2e48 -1, 2e52 -1, 2e63 -1 etc. H.D.L FPGA Industrial Software Design Flow Process Implementation Done by either Xilinx/Altera. Programming Done by Verilog /VHDL Software and Simulation, Synthesis, ASIC Floor planning and Placement and routing, Reconfiguration and Debugging Done Xilinx ISE 9.2i/10.1i EDA Software and Xilinx /Altera FPGA Development Board/Kit.
Stochastic Order Level Inventory Model with Inventory Returns and Special Salestheijes
This article deals with a single period inventory model with inventory returns and special sales. The demand is assumed to occur in a uniform pattern during a planning period say, tp. Both non-deteriorating items and deteriorating items are considered for the discussion
This study examined the relationship between role ambiguity, job stress, and job satisfaction among employees in the banking sector of Pakistan. A survey was administered to 350 employees of banks, with a response rate of 87%. The results found that role ambiguity had a negative relationship with job satisfaction, and that job stress played a mediating role between role ambiguity and job satisfaction. Specifically, role ambiguity led to increased job stress, which in turn led to lower job satisfaction. The findings suggest that controlling role stressors can help reduce job stress and increase employee job satisfaction in the banking sector.
Leadership Behavior and Compensation on Employee Satisfaction and Performancetheijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
11.employee empowerment a strategy towards workplace commitmentAlexander Decker
This document discusses employee empowerment and its relationship to workplace commitment. It defines employee empowerment as giving employees power over their work and responsibility for outcomes. Empowerment can increase workplace commitment by giving employees autonomy, sharing responsibility, building self-esteem, and energizing employees. Workplace commitment includes organizational commitment, individual commitment, and leads to benefits like lower turnover, absenteeism, and improved performance. The document examines the factors that affect empowerment and strategies organizations use to empower employees, such as delegating authority, forming committees, and interacting with top executives. It concludes that empowered employees with strong workplace commitment are more competitive, accountable, innovative, and desire to improve performance.
1. The study explored the influence of occupational stress and organizational climate on job satisfaction of managers and engineers at Indian Oil Corporation Limited in India.
2. The results found no significant difference in job satisfaction between managers and engineers, but found that managers perceived a more favorable organizational climate and lower occupational stress than engineers.
3. Higher-income managers reported greater job satisfaction than lower-income managers, but income had no influence on job satisfaction levels among engineers.
Study the effects of antecedents of employee satisfaction in banking sector o...Alexander Decker
The document discusses a study on the factors affecting employee satisfaction in the banking sector of Pakistan. It examines six hypothesized antecedents of employee satisfaction: autonomy, challenge, performance measures, feedback, instrumentality, and stability/security. Data was collected through questionnaires from 180 employees of top banks in Pakistan. The results of the study found that all six factors had a positive and significant correlation with employee satisfaction. Autonomy had the strongest effect, followed by instrumentality, performance measures, challenge, feedback, and stability/security. The study provides evidence that enhancing these workplace factors can increase levels of employee satisfaction in the banking industry.
This document discusses various tools in a manager's toolkit that can be used to analyze an organization and its external environment. It describes the 7s framework, PESTEL analysis, Porter's five forces model, and organizational control. The 7s framework examines an organization's strategy, structure, systems, shared values, style, staff, and skills. PESTEL analysis assesses political, economic, social, technological, legal and environmental factors. Porter's five forces model evaluates competitive rivalry, threat of new entrants, supplier and buyer power, and substitute threats. Organizational control involves how managers distribute control within a hierarchy. These tools provide frameworks to help managers make strategic decisions.
This study examined the mediating effect of role ambiguity on the relationship between job stress and employee commitment among staff at deposit money banks in Southwest Nigeria. A survey was conducted with 308 bank staff responding. Regression and Sobel tests were used to analyze the data. The results showed that both job stress and role ambiguity significantly affected employee commitment. The study concluded that role ambiguity and job stress statistically influence employee commitment at the deposit money banks in Southwest Nigeria.
2.[9 17]factors causing stress and impact on job performanceAlexander Decker
The document summarizes a study on the factors causing stress and their impact on job performance among bank workers in Bahawalpur, Pakistan. The study found that lower salaries, increased workload, market competition, management behavior, lack of peer support, long work hours, lack of acknowledgement, dealing with the public, and high targets were factors causing stress. These stressors were found to negatively impact the job performance of bank workers. The document provides context on work-related stress and reviews several models and prior research on the sources and impacts of occupational stress.
The effect of organizational culture and reward on civil servants performance...inventionjournals
This research aims at investigating the effect of organizational culture and reward on civil servants performance mediate motivation and job satisfaction. The design of this research using by survey method with a questionnaire based cross-sectional study. Simple random sampling is used in the determination of the sample with a total of 170 civil servants. Data analysis methods used in testing the hypothesis is Structural Equation Modeling (SEM). Organizational culture and rewards positive and significant effect on work motivation and job satisfaction, work motivation positive and significant effect on job satisfaction, further more organizational culture, reward and work motivation positive and significant effect on civil servants performance. Work motivation and job satisfaction is not as mediating variable to explain the effect of the organizational culture and rewards on the civil servants performance. The practical implications of this research by providing improved understanding of civil servants in improving the individual performance. The limitations of this study on the sample size using only civil servants, thus limiting the ability to generalize the results of the research findings. Originality of research provides basic configuration against the development of modeling by using Structural Equation Modeling and conceptual models that proved the effect of organizational culture and reward on civil servants performance using motivation and job satisfaction as a mediating variables, which in previous studies carried out partially.
Linking leadership style, work environment, job characteristics to civil serv...inventionjournals
This document summarizes a study that examined the influence of leadership style, work environment, and job characteristics on civil servant job satisfaction and performance in Konawe Regency, Indonesia. The study found that a transformational leadership style and positive work environment with an emphasis on color can enhance civil servant job satisfaction. Job characteristics related to task identity and feedback also improved job satisfaction. In turn, a supportive work environment, positive job characteristics, and higher job satisfaction were found to improve civil servant performance. The results indicate that job satisfaction acts as a partial mediator between leadership style/job characteristics and civil servant performance.
Workplace Environment Characteristics as Antecedents of Affective Well-being ...Waqas Tariq
Workplace environment characteristics may positively or negatively evoke an individual’s affective experiences, and these experiences can influence affective experiences of others. This study investigates the relations between employees’ affective experiences and workplace environment characteristics. A questionnaire-based investigation was conducted with employees in Thai companies. Participants were asked to evaluate various aspects of their own workplace environments and their affective well-being at work. A factor analysis revealed eight workplace environment factors that contribute to the overall affective experiences of employees. These eight factors were confirmed to significantly correlate with overall affective well-being and its five sub-dimensions. With t-test analysis, this study also found gender differences in the perceptions of affective well-being at work and workplace environment characteristics. Finally, regression analyses showed that seven workplace environment factors, job goodness, less conflict, autonomy, camaraderie, authentic leadership, fitness, role clarity, as well as positive and negative personality traits are significant predictors of affective well-being in the workplace.
Measuring work attitudes of individuals among indian academiaiaemedu
The document is a research paper published in the International Journal of Management that examines work attitudes among individuals in Indian academia. It measures the relationships between emotional intelligence, organizational commitment, and organizational role stress. A questionnaire was administered to 34 teaching faculty at a technical institution in Southern India. Reliability analysis was performed and showed acceptable Cronbach's alpha values. Correlation analysis was conducted to understand the relationships between variables. The results provide insight into factors influencing work life balance for employees in higher education in India.
AN ASSESSMENT OF WORKERS’ SATISFACTION IN ESTATE SURVEYING AND VALUATION FIRM...IAEME Publication
This study examined the levels of satisfaction of employees with the major focus on
the staff of estate surveying firms (ESFs) practicing in Lagos State, Nigeria. This was
with a view to identify the factors influencing their levels of job satisfaction and analyze
the relationship among the influencing factors. Structured questionnaire were
administered to 367 ESFs operating in Lagos State out of which 274 representing
74.66% questionnaire were properly filled, returned and analyzed. The study deployed
descriptive statistics such as simple frequency distribution, mean weighted score
(MWS), cross tabulation, correlation and one-sample test (t-test). The findings of the
study showed that few estate surveyors (17.52%) expressed satisfaction in the job,
39.42% of the employees were completely dissatisfied while 43.07% of them were
unsure about their job satisfaction level. The result of cross tabulation showed that,
male estate surveyors expressed higher level of dissatisfaction (53.73%) compared to
their female counterparts (33.65%) in ESFs. From the MWS result, the respondents
rated communication (COM: 4.41), fairness and sufficiency of salary (SAL: 4.23), the
quality of relationship with supervisor (RLS: 4.23), fairness of organizational policies
(ORG: 4.17), reward for good job performance (RWD: 3.85) and quality of relationship
with co-workers (RCW: 3.77) as the dominant influencing factors of job satisfaction.
The study also discovered strong positive correlation coefficient between COM and
COW (.824), SAL and RWD (.775), RLS and COM (.754). At 5% confidence level, the
result of the t-test showed positive contributions of all the influencing factors to
employees job satisfaction in estate firms (p<0.05). The study concluded that providing
enabling work environment in ESFs should be encouraged for optimal unitization of
human and non-human resources. Thus, issues relating to staff welfare should be
treated with optimum priority in organizations that desires to achieve efficiency in their
operations.
This document summarizes a research study that examined the impact of employee layoffs. The study investigated: 1) the effect of layoffs on employees' physical and psychological well-being, 2) the impact on employees' commitment to their former employer, 3) coping strategies used by laid-off employees, and 4) job search strategies. The study found that laid-off individuals experience more health problems the longer they are unemployed and have lower commitment to their previous employer. It also found that maintaining control-oriented coping strategies is more effective for job searching and coping with layoffs, and that coping strategies are positively related to the financial resources available.
Mechanical Characterization of Shape Memory Alloy Based RF MEMS switch using ...theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
Low Peak to Average Power Ratio and High Spectral Efficiency Using Selective ...theijes
This document proposes a low complexity peak-to-average power ratio (PAPR) reduction scheme for orthogonal frequency division multiplexing (OFDM) systems using selective mapping (SLM). It describes how all pass filters can be used to generate alternative OFDM sequences with different phase rotations, reducing computational complexity compared to the conventional SLM method which uses inverse fast Fourier transforms. Simulation results show the proposed method using all pass filters with length U=2 provides over 4dB of PAPR reduction while maintaining similar bit error rate performance as conventional SLM.
Generation of Electricity by mounting Wind mill on moving vehicles for safe F...theijes
In this fast world the demand for energy is ever increasing. With increase in energy production. There is heavy increase in pollution and depletion of fossil fuels they are going to extinct very soon, So the best way to save our nature and increase energy production is by using renewable energy. In this paper I am going to discuss about production of electricity through wind turbine mounted over a moving vehicle. We are implementing a very advanced H-Bridge converter for this conversion of alternate current produced by permanent magnet moving generator to direct current. The main reason for this paper is to explain about utilization of wind energy on a moving vehicle which is being wasted and to extract electricity without any fluctuations.
Multi Channel Multi Clock Frequency Speed Rate Real Time Industrial Standard ...theijes
The Aim is for HDL Design Architecture and Implementation of Multi clock frequency synchronized real time industrial standard parallel Hi-tech PRBS CDMA Transceiver Bus Array ASIC SOC /Card for Ultra high Speed real time Industrial Communication Interface Cards/Products like Data Acquisition and Tracking of wireless Data Communication Protocol Interface Cards/SOC’s like Data Serializer, De-serializer, Data Communication Protocol interface ADD on cards/Products, FPGA Cards of Different Data Transfer Baud rate. This Design Consists of multiple parallel C.D.M.A Transmitters and Receiver ASIC I.P Cores , Data Transmission and Reception done by Different Clock Frequencies operated at Mega/Giga / Tera/ Peta/Exa/Zetta/Yotta/Xona/Weka Clock Frequencies. Data Transmission Speed In terms Mega/Giga/Tera/Peta/Exa/Zetta/Yotta/Xona/Weka Bytes/Frames/Super Frames etc. and also Data transmitter and receiver consists of base band signal and Carrier signal generators, Channel Encoder, Decoder, Modulator and Demodulator generates modulation and Demodulation signal by spreading and dispreading through different communication frequency spread Spectrum techniques DSSS Communication, FH , Chaos for high Bandwidth , the design done through parallel distributed computing technique, data transmission and reception done parallel for various data interface cards of different data transfer speed. In this design transmission and reception done by different PRBS Data Pattern Sequences like 2e7 -1, 2e10 -1, 2e15 -1, 2e23 -1, 2e31 -1, 2e48 -1, 2e52 -1, 2e63 -1 etc. H.D.L FPGA Industrial Software Design Flow Process Implementation Done by either Xilinx/Altera. Programming Done by Verilog /VHDL Software and Simulation, Synthesis, ASIC Floor planning and Placement and routing, Reconfiguration and Debugging Done Xilinx ISE 9.2i/10.1i EDA Software and Xilinx /Altera FPGA Development Board/Kit.
Stochastic Order Level Inventory Model with Inventory Returns and Special Salestheijes
This article deals with a single period inventory model with inventory returns and special sales. The demand is assumed to occur in a uniform pattern during a planning period say, tp. Both non-deteriorating items and deteriorating items are considered for the discussion
Phytochemical screening and antimicrobial studies of uapaca togoensis (pax) s...theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
A Computational Study Of Heat Transfer Due To The Inlet Oscillating Condition...theijes
Heat transferis numerically investigated in aconfined oscillating laminar slot jet. The inlet velocity profile is uniform, and oscillating with an angle φ (in radians) as follows:휑 = 휑푚푎푥 ∗ 푠푖푛(2휋푓푡).φmax is the maximum jet angle, and f is the frequency of oscillation. The height-to-jet-width ratio was set to 5, the fluid’s Prandtl number is 0.74 and Reynolds number was fixed at 250.Strouhal’s numberSt, which is the other dimensionless group characterizing this problem, was varied in the range 0.05<st><0.75.The jet hydraulic diameter (2w), was used in the definition of both Strouhal and Reynolds numbers. φmax was defined, based on a solid finding presented later in this paper. At St=0.4, and 0.5, a modest enhancement of heat transfer was noticed in the stagnation region, when compared to a steady jet
The Challenges of Building Maintenance in Nigeria (A Case Study of Ekiti State)theijes
This study examined the challenges of building maintenance in Nigeria. The study embarked on physical inspection of the facilities of some public and private buildings, identified defects in the buildings, determined the causes of the defect and proffered remedies for them. Data for the study were collected through well-structured questionnaire administered to building industryprofessionals. Data collected were analyzed using frequency distribution tables and relative significance index. The findings revealed that in the level of dilapidation of services in the facilities,kerosene cooking system ranked first (68% significance) followed by flush toilet (66%), while the pail system ranked least with (50%) significance. Considering the severity of defects in facilities, peeling of wall surface ranked first (50.8% significance)while foundation failure and sagging of beamswere ranked least with (42.8%). The causes of defects in the facilities were investigated and the use of untested or inferior materials (56.8%) was the most devastating factor. Availability of qualified and competent construction industry professionals was generally believed to be the most significant factor that would impact on the drive to achieve quality of maintenance operations in Nigeria.
Detection of the Presence of Heavy Metal Pollutants in Eleme Industrial Area ...theijes
The presenceof some heavy metal pollutants which are deposited on soil in the Eleme environment due to the operational activities of some companies in the area have been studied. Some soil samples in areas situated around industrial installations were collected and analyzed using Atomic Absorption Spectrophotometer (AAS). Results obtained show the presence and concentration distributions of nine heavy metals. The metals are Iron (Fe), Manganese (Mn), Zinc (Zn), Lead (Pb), Copper (Cu), Chromium (Cr), Cobalt (Co) and Cadmium (Cd). It was observed that over 90% of each of the metals was located in communities hosting the industrial corporations while the remaining 10% is distributed to areas away from the source or host communities. This reveals that, a link exists between the pollutants and the activities of these industries.
Policy Learning of Mineral Mining Managementtheijes
The purpose of this study was to determine and analyze the policy learning of mineral mining management in PT. Billy Indonesia Southeast Sulawesi, Indonesia. Data gathering techniques used Consultation procedure, public participation, in-depth interviews and focus group discussions. Method of data analysis used qualitative approach. The result of this study showed that through the empowerment of the rural fund management, the actors of the government learned about the authority and how they should carry out their duties and functions. Actors from elements companies and non-governmental learn about rights and obligations in mining management, as well as learn about the development of community-based program and budget in the area of mineral mining, and the development of local institutions to community development and social conflict resolution in a rational and democratic. The company as an investor who is looking for a profit and at the same time be an agent, and actor instrumental policy learning, emphasis on a rational approach in the resolution of the conflict between the company and members of the public. In reconstructing social institutions, PT. Billy Indonesia became the originator of the instrumental learning through the provision of community development which requires the formation of community groups in utilizing the financial assistance provided by the company.
Characterization of Aluminum Doped Nanostructured ZnO/p-Si Heterojunctionstheijes
In this study we investigated electrical and optical properties of heterojunctions made of aluminum doped Zinc oxide (ZnO) nanorods and 4% Boron doped p-type silicon (p-Si). ZnOnanorods were grown by a chemical bath deposition (CBD) techniqueon a seed layer of ZnOsputtered on p-Si. Aluminum doping was achieved by incorporating 0-20% of aluminum nitrate in the chemical bath precursor solution. Room temperature photoluminescence showed a systematic decrease in the defect peak at 560 nm with increasing doping. Band gap was measured using UV-VIS spectroscopy shows that the band gap increased from 3.31 eV to 3.58 eV as the doping is varied from 0-20%. This increase in band gap could be due to the Burstein-Moss effect previously observed in heavily doped semiconductors. In addition, we also performed current-voltage (I-V), capacitancevoltage(C-V) measurements on Aluminum doped ZnO/p-Si nanorods samples under both dark and illumination conditions. I-V characteristics showed a good rectifying behavior under dark and illumination conditions. The saturation current, diode ideality factor, carrier concentrations, built in potential, and barrier height were calculated from I-V and C-V measurements for each sample. We will discuss the implications of the variations in band gap, I-V, and C-V measurements with variation in aluminum doping
Concept Study for Adaptive Gas Turbine Rotor Bladetheijes
Articulating the pitch angle of a turbine blade can improve performance by maintaining optimum design incidence and thus reduce the probability of flow separation and thermal stresses developed due to aerothermal loads for variable speed gas turbine engine applications. Potential benefits to Army Aviation are highly efficient (aerodynamically) turbine blades, possible reduction of the need for active blade cooling and thermal barrier coatings, increased fuel efficiency, power density, and the ability to fly faster and longer. The goal of this effort is to assess the benefit and feasibility of an adaptable variable pitch turbine blade for maintaining attached flow and optimal thermal design for a gas turbine engine. A technology concept study has been conducted to enable a viable adaptable turbine rotor blade that can enhance the performance and efficiency of future aircraft gas turbine engines. A typical aircraft turbine blade is used for this technology concept study. An adaptable turbine rotor blade, if made feasible, can lead to a leap ahead technology innovation in improving part-load efficiency of gas turbine engines.
A Comparitive Analysis Of Steganography Techniquestheijes
With the increase in rate of unauthorized access and attacks security of confidential data is important. Now a day Cryptography and Steganography are the secure communication media for security purposes. This paper focuses on quantitative comparision of steganography technique such as improved LSB technique for RGB images, pattern based steganography technique and raster scan technique. The simulation has been done on MATLAB 2013 using 20 images and output of few has been shown in this paper. It has been concluded that the on the basis of various factors such as quantitative measures of the three techniques, pattern based steganography technique is the best among the other techniques w.r.t to security , irrespective of the fact that this technique has low capacity.
Effect of Seasonal Variation on Quality of Domestic Water Sources in Central ...theijes
The quality of water sources in the Central Gonja District in the Northern Region of Ghana has been questioned due to activities that pollute water in the area. This research analysed the quality of domestic water sources in the Central Gonja District in terms of pH, EC, Turbidity, Total hardness, Nitrate and Faecal coliform. One hundred and eight (108) water samples were collected from boreholes, rivers, rainwater and dam in the wet and dry seasons within six months. The samples were analysed in the laboratory according to the procedures and protocols outlined in the Standard Methods for the Examination of Water and Wastewater for pH, turbidity, total hardness, nitrate and faecal coliform. Analysis of the water sources showed that the parameters of boreholes measured were seasonally affected except for conductivity which was high in the dry season. All the parameters for river and dam water varied with the seasons. In relation to faecal contamination, the borehole, river water and dam were seasonally affected, and unsuitable for drinking without treatment. Based on the WHO guidelines, rainwater in the area can be regarded as potable owing to its higher quality over the other water sources in the study area. Generally, rainwater can be recommended for drinking, cooking, bathing and washing for the people of Central Gonja District.
The Effects of Inhibition on Corrosion of Mild Steel in H2SO4 Using Ethanol E...theijes
In this paper, adsorption and thermodynamic study of the inhibition of corrosion of mild steel in 1M H2SO4 medium using ethanol extract of vernonia amygdalina was carried out using weight loss and IR methods of monitoring corrosion. The results reveal that ethanol extract of vernonia amygdalina inhibited corrosion of mild steel. The inhibition efficiency ranged from 83.91% to 89.11%, 81.09 % to 85.00%, 81.08% to 84.90% and 77.45% to 79.66% at 303, 313, 323 and 333K respectively. The inhibition efficiency of the extract increased as the concentration of the extract increases but decreased as temperature and time of immersion increases. The adsorption of the inhibitor on the surface of mild steel was found to be exothermic, spontaneous and consistent with the mechanism of physical adsorption as the value for heat of adsorption ranged from -35.22 to -42.90J/mol. The adsorption of the inhibitor followed the Langmuir isotherm. IR spectra of the corrosion product (without inhibitor), the extract and the corrosion product (with the inhibitor) confirmed that ethanol extract of vernonia amygdalina is an adsorption inhibitor.
Classical mechanics analysis of the atomic wave and particulate formstheijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The processor caches, main memory and storage system is an integral part of any computer system. As information begins to accumulate, higher density and long term storage solutions are necessary. Due to this, computer architects face some level of challenges in developing reliable, energy-efficient and high performance memories. Also, existing storage devises are degrading in performance, cost, and sizes. Power consumption from the factory has increased, as newer codes are written, and server hardware capabilities are not adequate to handle big data of the future. New emerging memories (NEMs) are presently with its properties likely to open doors to innovative memory designs to solve the problems. This paper looks at the features of the emerging memory technologies, and compares incumbent memories types with the expected future memories.
Natural Convection from Heated Rough Surface at the Bottom of Vented Rectangu...theijes
Natural convection heat transfer from tilted rectangular enclosure heated at the bottom rough surfaces wall and vented by uniform slots opening at top wall experimentally investigated. Rough surfaces of roughness 0.002 m are used to study their effect on the heat transfer characteristics. The experiments are carried out to study the effects of venting ratio, enclosure's tilt angle and Rayleigh number on the cooling of rough surface inside the enclosure. The experiments are carried out at a Rayleigh number ranging from 2 × 108 to 1.52× 109 for enclosure tilt angles ranging from 0º to 90. Top venting arrangement is studied at different venting ratios of 1, 0.75, 0.5 and 0.25. Roughness shows a large effect on heat transfer for the rectangular enclosure where the average Nusselt number increases with the increase of venting ratio and decrease enclosure's tilt angle at the same Rayleigh number. This can be attributed to the roughness may increase the blockage effect on the flow that can cause the buoyancy force to decrease, but on the other hand it increases the turbulence intensity resulting in a higher heat transfer. The results are compared with a smooth rectangular enclosure of the same surface area to study the effect of roughness on heat transfer. The average Nu of rough surface in rectangular enclosure is higher than that of smooth surface by the range from 12 % to 21% depending on Ra. Correlations are developed for the top venting arrangement to predict the average Nusselt number of the enclosure in terms of the Rayleigh number, venting ratio and enclosure tilt angle.
Impact of Job Stress of Employees on Job Satisfaction in Telecom Industryijtsrd
Human resource plays a vital role in development and increasing the productivity of any organization. It is defining that human uses it maximum possible extent for achieving the goal of organization or individual’s career growth. It is the individual performance that define the attainment of goals and employee performance is somehow influenced by the job satisfaction and motivation of employee. Job satisfaction somehow define the involvement towards the work. Job satisfaction is the mental state of employee that define the satisfaction as well involvement of employees towards their work. In organization many employees work for sake of money and profitability but if employee do not satisfy with their work, then it cause job stress, then employee do not work in good way and this show negative impact on goodwill of the company. Pratya Mishra | Dr. Rajesh Singh "Impact of Job Stress of Employees on Job Satisfaction in Telecom Industry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd42395.pdf Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/42395/impact-of-job-stress-of-employees-on-job-satisfaction-in-telecom-industry/pratya-mishra
THE EFFECTS OF OCCUPATIONAL STRESS IN RESPECT OF PSYCHOLOGICAL STRESS ON OVER...IAEME Publication
The greater part of the analysis concentrates on the employee’s reflection over job fulfillment and this depends on many business related elements which is investigated as the factor that has a solid relationship that genuinely influences performance. Absence of satisfaction in work then again, is well on the way to drive workers to the goal to leave their place of employment. It is significant for organizations to have techniques that would hold their employees. It is getting to be basic for any concern or firm to discover approaches to relieve the impacts of occupation stress and low degrees of employment satisfaction. It was additionally referenced that there might be a high affinity for representatives who experience the stress, because of the job attributes, to make an evaluative judgment to leave their organization. It might be increasingly basic, in this manner, this investigation may help the organization in discovering approaches to execute a few intercessions that can improve the pressure factors that the workers appear to have in their activity. Along these lines, performance of the employees might be improved, fulfillment might be expanded, and turnover might be decreased, consequently adding to work dependability for both the employees and the organization. The two factors (mental pressure and physical pressure) have an immediate and positive effect on both occupation stress and aim to leave the activity, and an immediate and negative impact on satisfaction with the job. Then again, the investigation endeavors to distinguish whether occupation stress can straightforwardly influence the productivity of the workers.
The Influence of Leadership Style and Organizational Climate on Work Relation...theijes
The purpose of this study was to determine and analyze the influence of Leadership Style and Organizational Climate on Work Relationship. Collecting data used quetionaire. Sampling method used proportionate cluster random sampling. The sample was partially of Private University in Southeast Sulawesi and the sampled respondents were middle-level managers (Dean and Vice Dean), manager of the lowest level (LPPM, LPMI, Department, Study Program, BAAK, Library and Laboratory), and organizing committee (faculty and staff), as well as students. The numbers of samples in this study were 350 respondents. Method of data analysis used Partial Least Square (PLS). The results showed that of Leadership Style has positive and significant influence on Employment Relationship. Organizational Climate has positive and significant influence on Work Relationship. Leadership Style has positive and significant influence on Organizational Climate.
Impact of stress antecedents on work stress and employees performanceinventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Effect of Work Conflict, Work Stress and Work Satisfaction on the Employe...AJHSSR Journal
ABSTRACT : This study aims to determine the effect of work conflict, work stress and work satisfaction on
employee performance at the Gunung Kerinci Sub-District Office, Kerinci Disrict because of work conflict is
getting higher, work stress is increasing, and work satisfaction is starting to decrease for the employees of the
Gunung Kerinci Sub-District Office, Kerinci District. This type of research uses a quantitative approach with
multiple linear regression methods. Data collection techniques using questionnaires, observation and interviews.
Respondents of this study were 57 employee of the Gunung Kerinci Sub-district Office, Kerinci District. The
sampling method uses is the total sampling method in which the entire population in this study is used as the
research sample. Hypothesis testing is calculated using the IBM Statistical Package for Social Science (SPSS)
program version 24.0. From the results of this study it is found that partially work conflict has a significant
effect on employee performance, work stress has a significant effect on employee performance, work
satisfaction has a significant effect on employee performance, and work conflict, work stress and work
satisfaction have a significant effect on employee performance at Gunung Kerinci Sub-district Office, Kerinci
District.
The Factors Influencing to Job Satisfaction with Work Motivation as Moderatorinventionjournals
In order to get achieve job quality is aimed and optimally. major component to achieve the goal is employees as HRM in institutional that continue level toward any program. This research aims to examine, analyze to investigate, the condition and influence work design, training and development, empowerment to motivation and a partial simultaneous. also the influence of the job design, training and development, employee’s empowerment, and working motivation as partial and simultaneous to job satisfaction in Municipality Government Ternate. While testing and analysis of data was done using Structural Equation Model (SEM. Output of study proved the existence of the influence of job design, training and development, empowerment both in the partial and simultaneously. The contribution of R2 = 0.57, it most significant influence of empowerment and motivation of two other variables. While job design, training and development, empowerment, to get synergic with work motivation proved both partial and simultaneously it has positive effects and significant on the job satisfaction by contribution total influence direct and indirect R2 = 0.79 among the fourth variables that influence the achievement of the having valuedominant are motivation
MODERATING EFFECT OF JOB SATISFACTION ON TURNOVER INTENTION AND STRESS BURNOU...IAEME Publication
Purpose: This study determined the relationship between turnover intention and stress burnout with the moderating effect of job satisfaction. Burnout the stress is the most important factor that leads to turnover intention. Especially in the Information technology sector, the employee faced these challenges nowadays. Methods: The study moves with the quantitative method with a simple random sampling technique. The sample of the study is 392 in Bangalore City. To collect the data, a structured measurement scale was used. Hypotheses were framed based on the conceptual framework of the study. The constructed hypotheses were tested by using statistical tools such as regression analysis to validate the purpose. Findings: The findings of the study explores that there is a positive relationship between turnover intention and stress burnout among the employees in the information technology sector. Conclusion: The turnover intention was initiated to fluctuate depending on working circumstances. There is insufficient research on burnout and turnover intention with moderating effect on job satisfaction
Investigating the Impact of Job Stress and its Effects on Ghanaian Employee’s...ijtsrd
Stress could be an all inclusive and common challenge to organization and employee efficiency, which is the reality of present day working environment. Distinctive researches have been conducted to see the relationship that exists between job stress and job performance. Components of job stressors workload, motivation, physical environment, time pressure and role ambiguity were the factors that were considered to be the independent variable stressors and the dependent variable is Job performance. These stressors contribute to organizational inefficiency and One of the organizational outcomes that affected by occupational stress is job performance hence this investigates to distinguish whether, theres an effect on job related Stressors and its impacts on job performance of employees. Method In carrying out the study, random sampling technique was utilized to choose a sample size of 150 employees in Ghana. The data obtained through questionnaire was analyzed utilizing descriptive statistic, Spearman’s correlation and multiple regression. Results Almost all the research hypothesis accepted the fact that, these job stressors have a positive significant relation on job performance with the exception of Time pressure which was not significant. The results appear to show that, these factors of job stressors have a great positive significant impact on their performance. Conclusion In reality, Stress is ordinary to human presence, be that as it may, these kinds of stressors might be having a positive significance on job performance but too much of it has its own causes and effects with time. The science of stress management in this manner is to keep stress to a stimulatory level thats sound and reasonable. Akwer Eunice | Tetteh Thomas Terrence | Lord Clinton Akwer "Investigating the Impact of Job Stress and its Effects on Ghanaian Employee’s Job Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-7 , December 2022, URL: https://www.ijtsrd.com/papers/ijtsrd52282.pdf Paper URL: https://www.ijtsrd.com/other-scientific-research-area/other/52282/investigating-the-impact-of-job-stress-and-its-effects-on-ghanaian-employee’s-job-performance/akwer-eunice
The success of the company is determined by several factors one of the factors is the performance of
employees. Research purpose to analyze the effect of communication on job satisfaction, analyze Work-family
conflict on job satisfaction, analyze job satisfaction with employee performance, analyze the influence of
communication on employee performance, analyze the effect of Work-family conflict on employee performance,
analyze the effect of Communication
A study on the effect of stress on performance of employees in commercial ban...Alexander Decker
Job related
factors
1
Organizational
related factors
Individual
related factors
Performance
.567**
.000
.567**
1
.000
.543**
.621**
1
.000
-.654**
.000
-.678**
.000
-.643**
1
Correlation
Performance
Sig. (2-tailed)
**. Correlation is significant at the 0.01 level (2-tailed).
.000
.000
.000
1) The study examined the level of stress and its impact on performance among employees at Commercial Bank
International Journal of Business and Management Invention (IJBMI)inventionjournals
The document discusses a study on the significance of general well-being of IT professionals in India. Through a survey of 826 IT professionals, the study identified three key factors that influence general well-being: physical health, depressive symptoms, and work stress. Physical health was positively correlated with both depressive symptoms and work stress. Depressive symptoms were also positively correlated with work stress. The study concludes that understanding these influencing factors is important for developing training and workplace initiatives to promote employee well-being in the IT industry.
This document summarizes a research study that examined the relationship between work-life conflict and employee turnover intention in the Sri Lankan apparel industry, with a focus on the mediating role of job satisfaction. The study hypothesized that: 1) there is a negative relationship between work-life conflict and job satisfaction, 2) there is a negative relationship between job satisfaction and turnover intention, 3) there is a negative relationship between work-life conflict and turnover intention, and 4) job satisfaction mediates the relationship between work-life conflict and turnover intention. A survey was administered to 100 operational employees across 10 apparel companies, measuring work-life conflict, job satisfaction, and turnover intention. The results found support for the hypotheses and
CONCEPTUAL MODEL FIT FOR IMPACT OF OCCUPATIONAL STRESS ON PERFORMANCE AND SAT...IAEME Publication
This document summarizes a research study on the impact of occupational stress on employee performance and satisfaction in private sector banks in Thanjavur District, India. The study aims to develop a conceptual model to understand this relationship. It provides background on occupational stress and its causes such as workload, job insecurity, and role conflicts. It also reviews past literature demonstrating links between stress and lower job commitment, performance and health issues in various occupations. The researchers conducted the study using a survey to collect data from bank employees and analyze the effects of different stress factors on employee performance and satisfaction. The findings could help organizations understand and mitigate occupational stress to improve employee well-being and productivity.
Effect of Job Stress, Benefits and Salary on Employee Job Satisfaction Based ...Dr. Amarjeet Singh
The study aimed to explore the mediating role of work environment with employee job satisfaction, job stress and benefits and salary, to investigate the moderating effects of leadership between work environment and employee job satisfaction. The quantitative and inductive approach was used to collect data for 515 employees. The data was collected through a field survey with a closed-ended questionnaire methodology. The Smart-Partial Least Square (PLS-3.0) was used to analyze structural equation modeling (SEM) for studied variables. Furthermore, findings proved that there is a positive relationship between benefits and salary with employee job satisfaction. The work environment mediates the relationship between Benefits & salary and employee job satisfaction. Here, leadership moderates between work environment and employees' job satisfaction. The job stress has a relationship between employee job satisfaction, whereas, the work environment has a positive effect on job stress. This study assists the executive bodies of the telecommunication sector, how to reduce job stress and raise the level of job satisfaction among employees.
Conflict and Workers’ Morale in Manufacturing Companies in Rivers State, NigeriaAJSSMTJournal
This piece of work theoretically discussed workers’ morale and conflict in manufacturing
companies in Rivers State with specific elaborations on: the meaning of conflict, workers’ morale, causes and
types of conflict, review of extant literature on conflict and workers’ morale, conflict management, impacts
and the relationship betwixt conflict and workers’ morale in manufacturing companies in Rivers State.
Theoretical framework was based on the traditional and contemporary theories of conflict, the basis of
which the study found that, just like death, conflicts are omnipresent and inevitable in life and abounds in
manufacturing companies in Rivers State as virtually every sphere of the organizations gets ravaged by one
form of conflict or the other ranging from: interpersonal/intergroup conflict, intrapersonal/group conflict,
intra-organizational, constructive or functional conflict, dysfunctional or destructive conflicts. It was deduced
that conflicts occur in organizations as a result of: incompatible goals, different values and beliefs, inconsistent
evaluation and reward system, communication problems, struggle for power, authority/control, and
leadership style, scarcity of common resources, organizational demands and self-worth demands. It was also
found that if a conflict is not aptly and promptly managed, it can lead to truncated or reduced workers’ morale
causing decreased productivity, failure to attain set goals, absenteeism, low service delivery, profit reduction,
frustration, anger, fear, distrust or resentment amongst the workers’. Again, the nature of the conflict, though,
determines how best it could be managed and conflict can sometimes yield positive workers’ morale or result
if well managed, meaning that not all conflict situations are negatively inclined. The recommendation is that
efforts should constantly be made to ensure that the causes of conflicts are handled timely as apt detection
and handling of conflicting parties/issues will resolve concerns amicably. Workers should be oriented with the
importance of peaceful coexistence in the workplace as coercion or intimidation will only lead to counter
productivity/low morale. It is suggested that this study be repeated in different organizational setting and in
other states in Nigeria. This findings and recommendations would provide good practical and theoretical
background for conflict management in organizations in future
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
The document summarizes research on the relationship between emotional intelligence and job satisfaction, performance, and engagement. It first reviews literature showing emotional intelligence is linked to these employment factors. It then describes the study's methodology, hypotheses that emotional intelligence positively influences the three job variables, and data collection from 150 Pakistani telecom employees. Finally, descriptive analysis of the data is provided, showing the measures have acceptable reliability and normality. The study aims to understand if emotional intelligence impacts job attitudes in the Pakistani telecom sector.
THE INFLUENCE OF ORGANIZATIONAL SUPPORT AND NONPHYSICAL WORK ENVIRONMENT ON M...AJHSSR Journal
ABSTRACT: Organizational support and a non-physical work environment are essential factors in job
satisfaction, leading to optimal performance. However, the author believes a systematic assessment is necessary
to obtain accountable results. The author chose TKBM Samudera as the research object because it has long been
a cooperative with outstanding performance and a good track record of achievements. The author then used
multiple linear regression as the basis of this study and organizational support and non-physical work
environment as independent variables and work performance as a dependent variable. Later, work satisfaction
becomes a mediation variable. The findings show that organizational support and non-physical work affected
work satisfaction and performance.
Keywords: Job satisfaction, Performance, Non-physical environment, Organizational support, Cooperative
Workplace Stress: Impact and Outcomes - An India Study 2016 Sabita Rebecca
Chronic life-style related health issues are growing rapidly among the 'Young Indian Workforce'. It is predicted that by 2025, India will have more than 57% of its population suffering from diabetes. Cardiovascular diseases, diabetes, obesity and tobacco consumption are seen as high-risk elements in employee health and wellness that impact the workforce.
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Role conflict and stress effect on the performance of employees working in public works department
1. The International Journal Of Engineering And Science (IJES)
|| Volume || 4 || Issue || 6 || Pages || PP.01-10 || June - 2015 ||
ISSN (e): 2319 – 1813 || ISSN (p): 2319 – 1805
www.theijes.com The IJES Page 1
Role conflict and stress effect on the performance of employees
working in public works department
Fajar Saranani
Faculty of Business and Economics, Halu Oleo University Kendari, Southeast Sulawesi, Indonesia
-----------------------------------------------------------ABSTRACT----------------------------------------------------------
This study aims to examine and analyze: (1) Effect of Role Conflict on Employee Performance at the
Department of Public Works Southeast Sulawesi; (2) Effect of Work Stress on Employee Performance in the
Public Works Department of the Southeast Sulawesi Province. The study population was all employees at the
Department of Public Works Southeast Sulawesi Province 150 and Determination slovin samples using as many
as 110, the sampling is done by simple random sampling. The analysis technique used is descriptive statistical
analysis techniques, and inferential statistics, namely Multiple Linear Regression Analysis using SPSS 13
program package. The results showed that (1) Role Conflict and no significant positive effect on employee
performance at the Department of Public Works Southeast Sulawesi province with a correlation coefficient of
0.089. This means that the role of conflict are not able to influence the improvement of employee performance at
the Department of Public Works Southeast Sulawesi. (2) Work Stress significant negative effect on employee
performance at the Department of Public Works Southeast Sulawesi province with a correlation coefficient of -
0.401. This means that the higher the level of Job Stress it will degrade the performance of employees at the
Department of Public Works Southeast Sulawesi
KEYWORDS: Role Conflict, Work Stress, Performance Officer
---------------------------------------------------------------------------------------------------------------------------------------
Date of Submission: 20-May-2015 Date of Accepted: 08-June-2015
---------------------------------------------------------------------------------------------------------------------------------------
I. INTRODUCTION
1. Background
Today, many organizations are changing operational methods in the management of human resources.
Organization treats employees individually but now the employee is treated as part of a group or team working
in an organization, with the aim to optimize the group be established as social aspects, technical as well as the
performance of the individuals themselves in the work environment. Because in a group or work team consists
of various individuals with different backgrounds, education, and the different nature so that conflicts can arise
at any time. If a conflict can not be resolved properly then it can be bad for the group directly or indirectly
organizational performance.
At the Department of Public Works Southeast Sulawesi province has as many as 150 employees, who
are placed in various areas of many that are not in accordance with the discipline of science, whereas the level of
education greatly affects the professionalism in work. In the opinion of Robbins (1996: 218) the level of
employee performance will depend on factors the ability of the employees themselves as level of education,
knowledge, experience where the higher level of capability that will have the higher performance.
Widodo (2004: 51) states that in implementing governance, development and public service, it requires
the ability and high skill (professionalism) with some requirements. Therefore, the administration of the country
can be categorized as a profession, which not everyone can carry out the administration of the state, except those
high educational background, and has the experience, expertise, skills and expertise adequate. Similarly,
Simanjuntak (1985: 43) states that human resources plays a very important in improving productivity.
For organizations that impact the dual role conflict will result in reduced organizational commitment,
motivation, job satisfaction and productivity, and increased absenteeism and even turnover (Abbot et al., 1992).
Moreover, what would happen if an employee has a dual role is not an employee focus on tasks and
responsibilities given so many jobs that are not resolved.
Role conflict and job stress that occurs in the Public Works Department employees Southeast Sulawesi
province greatly affect the performance of employees in particular and the organization in general.
Incompatibility position occupied by the discipline and the lack of experience resulted in employees not fully
understand the task and role in the organization so much work just rely on one or two employees only so spend
2. Role conflict and stress effect on the performance of…
www.theijes.com The IJES Page 2
time protracted to finish the job. Meanwhile, on the other hand prolonged resolution of a problem, the
quantitative implications for the absorption of the target funds have been budgeted to repair roads and bridges.
Meanwhile, according to (Tjutju, 1998) conflict within an organization can not be avoided, but the
conflict between groups at once can be positive and negative forces, so that the management should not have to
eliminate all but only the conflict that impacts upon interruption of business organizations achieve goals .
Previous research indicates that role conflict and significant negative effect on performance (Zaenal, 2008).
Higgins (Umar, 1998 : 259) there is a direct relationship between stress and performance, a large
amount of research has investigated the relationship with the performance of work stress are presented in a
stress-performance models (inverted U relationship) the law Yerkes Podson (Mas'ud, 2002: 20). The inverted U
pattern shows the relationship of stress level (low-high) and performance (low-high). If there is no stress, no
challenge too work and performance tends to decline. In line with the increased stress, performance tends to
rise, because stress helps employees to direct all resources to meet the needs of work, is a healthy stimulus that
encourages employees to respond to the challenges of the job. Eventually the stress reaches a stable point that
roughly correspond to employee performance capabilities. Furthermore, when the stress becomes too great, the
performance will begin to decline because of stress interfere with the implementation of the work. Employees
lose the ability to control it. The most extreme result is performance becomes zero, employees, become strong
again work, desperate, out or refuse work to avoid stress. Research conducted (Ashfaq A, 2013) on the effect of
work stress on employee performance showed that work stress negatively affects the performance of employees
in banking sector in Pakistan. However, the results are not supported by research conducted by (Noviansyah,
2011) which says that that work stress variables (labor conflicts, workload, work time, task characteristics,
group support and leadership influence) partially have a positive and significant influence on performance.
2. Formulation Of The Problem
Based on this background, the formulation of the problem taken are as follows:
1. What role conflict affect the performance of employees Department of Public Works Southeast
Sulawesi Province.
2. Does work stress affect the performance of staff at the Department of Public Works Southeast Sulawesi
Province.
II. LITERATURE REVIEW
2.1. Role Conflict
When humans interact, incompatibility and conflict are often unavoidable. Mismatches and this
conflict has caused human beliefs, opinions, and knowledge are different from each other. Because of these
differences, according to House and Rizzo (1972) that cause conflict. In the event of a conflict due to
differences in the perception of the activity of interest or namely. Winardi (1990) suggested the opposition or
conflict is a conflict between the needs and goals of individuals or groups. Conflicts can occur anywhere and at
any time, and often can not be avoided so that the individual is required is how to manage the conflict in order
not to have a negative impact.
According Tjosvold and Tjosvold (1995) in the basics of conflict can be divided into two types, namely
the internal conflict and external conflict. Internal conflicts related to what is believed, principles or handle
individual life itself. External conflict occurs when dealing with other people and the environment. Rizzo et al.
(1972) argued that the causes of the conflict can be grouped into three broad categories, namely: (a) the
individual characteristics ie values, attitudes and beliefs, needs and personality, as well as the perceptions and
opinions. (B) situational conditions which can encourage the emergence of conflict, namely, the circumstances
are interdependent, the need to interact with each other, the need for consensus, differences in status,
communication, responsibility, and the regulations are ambiguous. (C) the complex factors in the group which
can lead to conflict, namely the existence of specialization and differentiation of work, tasks are interdependent,
the main goal to be achieved, scarce resources, authority and influence diverse, decisions, procedures and
regulations.
According to the Wall (1995) when there is interaction between an individual with other individuals are
often in conflict. Conflicts that often lead to conflict. According to the two experts were things that can lead to
conflict, among others: (a) the individual Karakterisitk; ie a person's personality, values espoused someone,
commitment and purpose. (B) factors that may lead to interpersonal conflict is the perception of others,
communication between individuals or groups of individuals or other groups, differences in status, and previous
interactions prior to the group. (C) The issues that can lead to conflict is dependent on the complexity, the extent
of the growing issue, and vague details of outstanding issues.
3. Role conflict and stress effect on the performance of…
www.theijes.com The IJES Page 3
Greenhaus and Beutell (Ariyanti, 2012: 26), identified three dimensions of role conflict, namely:
1. Behavior-based conflict (conflict based on behavior), this conflict may indicate a mismatch pattern of
behavior desired by both roles. The indicators: responsibilities, expectations, duties and commitments
to family and work.
2. Time-based conflict (conflict based on time), the time required to execute one of the demands (family
or job) can reduce the time to run the other demands. The indicators: time and communication for
family, time for work.
3. Strain-based conflict (conflict based on the tension), this conflict can occur because of the tension
generated in the influential role on the implementation of other roles. Indicator: working pressure or
pressure career, family pressure, determine priorities.
2.2. Work Stress
Kreitner and Kinicki (2005) define stress as an adaptive response characteristic and is connected by an
individual or psychological process, which is a consequence of any external action, situation, or event that puts
the demands of psychological / physical special to someone. According to Spielberger (Handoyo, 2001) stress is
the external demands on a person, such as objects in the environment or a stimulus that is objectively dangerous.
Stress is also commonly interpreted as pressure, tension or unpleasant disturbances originating from outside
oneself. While Gibson suggests that job stress conceptualized from some point of view, ie stress as a stimulus,
stress response and stress as a stimulus-response. Stress as a stimulus is an approach that focuses on the
environment.
According to Fawzi (2001: 394) attention to the problem of stress must be distinguished on that kind of
stress called eustres (positive impact) and distress (negative impact). Stress the positive impact can be fun
because it can provide some sort of stimulation and motivation to solve a problem so as to achieve optimal
results, but this study is the distress that stress as stress resulting adverse impacts to humans such as disruption
of health, life, appearance , behavior, and attitudes.
According to Luthans (2002), the cause of the stress that is an organization, one of which is the
structure within the organization formed through the existing organizational design, for example through the
formalization, the conflict in the relationship between employees, specialization, as well as less supportive
environment. Another point in the design of the organization that also can cause stress among others, the level
of differentiation within the company as well as the centralization that led to the employee does not have the
right to participate in decision making Robbins (2003: 795).
Meanwhile, according to Sutherland and Cooper (Smet; 1994: 119) source of job stress are derived
directly from the employment and social interaction between the work environment, including:
a. Job stress in the work itself. (Eg workload, lack of working facilities, long decision-making process).
b. Role conflict, role in the work that is not clear, responsibility is not clear.
c. Problems in relationships with others. (Example: the relationship with superiors, peers, and the pattern
of superior and subordinate relationships)
d. Career development: under / over - promotion, and safety.
e. Climate and organizational structure
f. The existence of a conflict between the demands of work with family demands.
In the model of work stress developed by Ivansevich and Matteson, "Organizational Stressors and
Heart Disease", (Kreitner and Kinicki, 2005) stressors include: individual level, group level, organizational
level, and the level of organizational extras. Individual level stressors that are directly associated with a person's
job duties (person-job interface).
Employee Performance
Indonesian Dictionary quoted and translated by Nawawi (2006: 63) says that "Performance is (a)
something that is achieved, (b) achievement shown, (c) the ability to work". Another definition of the
performance by Prawirosentono (2008: 2) "or in English Performance is performance", namely: "The work that
can be accomplished by a person or organization group are in accordance with the authority and responsibilities
of each in an effort to achieve legally relevant organizational goals, not against the law and in accordance with
moral and ethical ".
According Hasibuan (2006: 94) performance is a combination of three important factors, namely a
worker's ability and interest, ability and acceptance of explanations delegation of tasks and roles as well as the
level of motivation of workers ". If the performance of each individual or a good employee, it is expected that
the company's performance will be good also.
4. Role conflict and stress effect on the performance of…
www.theijes.com The IJES Page 4
According Nitisemito (2001: 109), there are a variety of employee performance factors, among others:
1. The amount and composition of compensation provided
2. Appropriate work placement
3. Training and promotion
4. Sense of security in the future (with the severance and so on)
5. Relationships with colleagues
6. Relationships with leaders
According Timpe (1999: 247), stating that the work standard is the standard of work that is considered
satisfactory if the statement indicates some key areas of responsibility of employees, includes how a work
activity will be carried out, and directs attention to the mechanisms of how the quantitative performance
outcomes measured. According Wirawan (2009: 67) "Standards of performance are targets, goals, objectives
efforts of employees working within a certain time. In carrying out its work, employees must direct all the
energy, thoughts, skills, knowledge, and its time to accomplish what is determined by the performance standards
Quality is the degree to which the process or result of the completion of an activity close to perfect.
1.Quantity is the resulting production can be shown in units of currency, number of units, or activities that the
number of cycles completed.
2.Timeliness is where the activity can be completed, or a result of production can be achieved, at the beginning
of the set at the same time coordination with the results of other products and maximize the time available for
other activities.
III. FRAMEWORK CONCEPTSTUAL
3.1 Framework Conceptstual
Based on the theoretical study as described previously, the conceptual framework of this study the
following:
Figure 3.1: Conceptual Framework Research
3.2 Hypothesis
Based on the study of theory and previous research, the research hypothesis formulated in this study as follows:
1. Conflict Role take effect significantly to Performance Employee at the Department of Public Works Southeast
Sulawesi.
2. Stress Influential work significantly to Performance Employees at Department of Public Works Southeast
Sulawesi.
IV. RESEARCH METHODS
4.1 Design Research
In this study, using a quantitative approach. This type of approach is a research approach that works in
the figure, the data were analyzed using the tangible numbers and statistics to answer the research question or
hypothesis which is the specification in order to predict that a certain variables affect other variables. According
Solimun (2010: 1),
4.2 Population and Sample
The population is all employees of the Department of Public Works Sulawesi Tenggra numbering as many
as 150 people. In determining the number of samples used slovin formula, as many as 110, and the withdrawal
is done by simple random sampling.
5. Role conflict and stress effect on the performance of…
www.theijes.com The IJES Page 5
4.3 Data Collection Techniques
In an effort to obtain the required data methods used are:
1.The questionnaire is submitted a list of written questions were addressed to the respondent. The questions that
are closed measured using a Likert scale.
2.Book study finding information from books, national and international journals, the internet and other sources
relevant to the issues discussed in this study.
3.interviews is data obtained by conducting interviews with employees.
4.4 Variable Operational Definition
In this study, the variables are defined based on a concept that has been developed by experts and
researchers previously.
1. Role conflict is a psychological symptoms experienced by members of an organization that can cause
discomfort in the work and can potentially degrade the performance (Robbins, 2002). Role Conflict
indicators presented (Robbins, 2002), namely a) The existence of a mismatch action with hope, and b)
A conflict between the values of life with the role that.
2. Work Stress is a response , moderated by individual differences, which is a consequence of any action,
conditions, or event, and that puts special demands on a person. Work Stress indicators are proposed
namely: a) Physical Environment. b) role ambiguity, c) Role Overload, and d) Role Insufficiency.
3. Employee performance is the result of the quality and quantity of work achieved by an employee in
carrying out their duties in accordance with the responsibilities (Mangkunagara, 2000). Employee
Performance Indicators: a) Quality of work. B) Quantity apes. d an c) Timeliness
4.5 Data Analysis Methods
This study used a descriptive analysis to decrypt more deeply about the variables and indicators of
research. As for the hypothesis test is Multiple Linear Regression Analysis with SPSS 13.
V. RESULTS
5.1. Characteristics of Respondents
The data used in this study are primary and secondary data obtained by questionnaire openly give to the
respondent. Data was collected through questionnaire submitted to the respondents in the sample were made
directly by researchers from the aspect of education level, age and sex work can be seen in table 5.1.
Table 5.1: Characteristics of Study of Education, Future Work, and Gender
Educational level Respondent (person) Percentage (%)
Senior High School 75 68.18
Diploma 4 3.64
Bachelor's Degree 25 22.73
Master 6 5.45
The Amount 110 100.00
Work Period (years) Respondent (person) P ersentase (%)
≤ 1 27 24.55
2-3 10 9.09
4-5 25 22.73
≥ 6 48 43.64
The Amount 110 100.00
Gender Respondent (person) Percentage (%)
Man 94 85.45
Female 16 14.55
The amount 110 100
Based on Table 5.1 can be explained that the respondent background characteristics education high
school graduates occupy the highest number and percentage of 75 respondents (68.18%), and the lowest total
Diploma 4 respondents (3.64%). This suggests that education high school graduates still dominate all
respondents as the level of work at the working unit is more directed at the control technical projects in the field.
6. Role conflict and stress effect on the performance of…
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Based on Table 5.1 can be explained that respondents with tenure of more than six years of dominating
the employee at the Department of Public Works Southeast Sulawesi province as many as 48 respondents
(43.64%), while the respondents were slightly with the working period of 2-3 years as many as 10 respondents
( 9.09%). Therefore, the state administration can be categorized as a profession, which not everyone can carry
out the administration of the state, except those who have adequate experience. Characteristics of respondents
by sex can be divided into male and female. Male respondents totaled 94 respondents (8.45%) and female
respondents totaled 16 respondents (14.55%). This suggests that to be a civil employee did not differ between
men and women, therefore, anyone both men and women should be able to running the task as an employee.
5.2. Descriptive Variables Research
Frequency distribution obtained from the basic responden. see answer scores of scores of items in the
variable interpretation of this study is the highest score lowest score divided classification answers (Supranto,
1997). In order to get the range interval of 0.8.
5.2.1. Role Conflict
Role Conflict variables in this study were measured by two indicators: (1) Non-compliance with the act of
hope; (2) Conflict of life values with the role that.
Here is a description of the respondents' answers to each of the indicators:
1. Incompatibility action with Hope (X 1. 1)
Incompatibility indicator measures the hope measured with three items statements. The answer to that
of 110 respondents provided feedback and assessment of indicators Non-compliance with the act of Hope
(X1.1) with an average of 2.76, it indicates that the majority of respondents are in the unfavorable category.
Similarly, from the average score of each item, the perception that employees sometimes loss of morale
(X.1.1.1) average perceived 3:23, the perception that employees like override rules (X1.1.2) perceived average
2.67 and the perception that employees often leaving the responsibility job given so often neglected (X1.1.3)
average perceived 2:38.
2. Conflicts of Values Living with Role Owned (X 1 .2)
Conflicts indicator Living Values Role Held (X1.2) was measured with two items statements. The
respondents' answers to the statement in contradiction indicator Living Values Role Held (X1.2). Of 110
respondents provided feedback and assessment of indicators Opposition Living Values Role Held (X1.2) with
an average of 2.79, it indicates that the majority of respondents are in the unfavorable category. Similarly, from
the average score of each item, the perception that employees are confused by what is done (X.1.2.2) by an
average of 2.85, the perception that employees sometimes do not like to work according to your heart (X.1.2.1)
perceived by employees amounted to 2.72.
5.2.2. Work Stress
Work Stress (X2) in this study was measured by four indicators, namely:
1. Phisical Environment (X 2 .1)
Indicators of Physical Environment / environment physical measure with the two items statements. The
respondents' answers to the statement in the Physical Environment indicators consisting of 110 respondents
provided feedback and assessment of indicators Physical Environment (X2.1) by an average of 3:41.
2. Role ambiguity (X 2 .2)
Role ambiguity indicator is measured with two items statements. The respondents' answers to the
statement in the indicator role ambiguity can be seen that of the 110 respondents to provide feedback and
assessment of role ambiguity indicator showed an average of 3.15. This means that the majority of respondents
are in the unfavorable category.
3. Role Overload (X 2 .3)
Of the 110 respondents who provide feedback and assessment of Role Overload indicator with an
average of 2.77, it indicates that the majority of respondents are in the unfavorable category. From the average
score of each item, the perception that the work given leadership to employees accumulate (X2.3.1) highest the
perception by respondents with an average of 3.01 and a perception that employees are able to complete a good
job (X2.3.2) perceived by respondents at 2:54.
4. Role Insufficiency (X.2 .4)
Role Insufficiency indicators measured by the two items statements. The respondents' answers to the
statement in the Role Insufficiency indicator can be seen that of the 110 respondents provided feedback and
assessment of indicators Role Insufficiency with an average of 2.80, it indicates that the majority of respondents
are in the unfavorable category.
7. Role conflict and stress effect on the performance of…
www.theijes.com The IJES Page 7
5.2.3 Employee Performance
Employee Performance in this study were measured with three indicators:
1. Quality (Y1.1)
Quality indicators measured by two items statements. The respondents' answers to the statement in the
quality indicators
showed that of the 110 respondents provided feedback and assessment of quality indicators with an
average of 3.68, it indicates that the majority of respondents were in either category. Similarly, from the average
score of each item, the perception that an employee doing a job with the full calculation (Y1.1.1) is equal to 3.71
and the perception that employees have the appropriate skills to the work that was done (Y1.1.2) perceived by
3.65.
2. Quantity (Y.1.2)
The quantity indicator is measured with three items statements. The respondents' answers to the
statement in the quantity indicator shows that of 110 respondents provided feedback and assessment of
indicators Quantity (Y1.2) with an average of 3.69, it indicates that the majority of respondents were in either
category. Similarly, from the average score of each item, employee perception that they are doing a job with a
deft (Y1.2.1) average of 3.72 while the perception of employees that the company set a target of working with
the full calculation (Y1.2.2) mean average of 3.67, and the perception that the level of achievement of the
volume of work that has been produced in accordance with the expectations of the organization (Y1.2.3)
perceived by the respondent in the amount of 3.69.
3. Time (Y 1. 3)
Indicators Timeliness (Y.1.3) was measured with two items statements. The respondents indicate that
of the 110 respondents provided feedback and assessment of indicators Timeliness (Y.1.3) with an average of
3.73, it indicates that the majority of respondents were in either category. Similarly, from the average score of
each item, employee perception that they do not like to procrastinate given the leadership is average at 3.76 and
employee perception that they always get the job done in accordance with the given target timely organization is
perceived by 3 , 62 or the lowest.
5.3. Results of Analysis and Testing Hypotheses
Based on research outputs mentioned earlier that there is a negative and significant effect between Job
Stress Performance Officer at the Department of Public Works Southeast Sulawesi. By using the data of the
research activities using the statistical program, the results of multiple regression analysis can be seen in Table
5.2 below.
Table 5.2: Results of Multiple Linear Regression
Variables Koef Regression t-Count Prob Ket.
Role conflict (X1)
Work Stress (X2)
Constanta
0.089
-0.401
4.654
0,800
-3.381
0.426
0,000
Not Significant
Significant
Ajusted R Square = 0,139
R Square = 0.155
Multiple R = 0.394
F Ratio = 9.286 Prob. = .0,000
Source: Primary Data (processed)
Model and effect relationships between the independent variables (Role Conflict and Job
Stress) on the dependent variable (Performance Officer) is presented in Figure 5.1 below:
Figure 5.1: Model Relationship between Variables
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Hypothesis Testing
With the calculation of multiple linear regression analysis using SPSS 13 then thoroughly multiple
regression analysis of this study can be partially explained as follows:
1. Influence of Role Conflict Against Employee Performance
The regression coefficient for the variable value Workload is 0.089. The value of this parameter
indicates that the effect occurs between variables Role Conflict and Employee Performance is a positive
influence but not significant. This means that although the role of conflict affect the employee's performance but
the effect was not significant in improving employee performance at the Department of Public Works Southeast
Sulawesi.
2. Effect of Job Stress on Performance Employees
Regression coefficient values for the variables of Work Stress is -0,401.value this parameter indicates that
the effect occurs between Job Stress variables with Employee Performance is negative influence. This means
that the lower the Job Stress is then significantly increase the child Employee Performance at the Department of
Public Works Southeast Sulawesi. Partial work stress factors affect the employee performance improvement.
This is shown by the results in the probability test at a significance level of 0.000 <0.05. These figures show that
the hypothesis is acceptable.
5.4. Discussion
1. Influence of Role Conflict on Employee Performance
The results of the analysis of the influence of role conflict on employee performance regression
coefficient values obtained were positive but not significant. This suggests that high conflict influential role in
improving employee performance but the effect does not mean anything. The regression coefficient is positive,
meaning there is a unidirectional relationship between role conflict and employee performance but the
relationship is not significant. This shows that with the high role conflict will affect employee performance but
not significant at the Department of Public Southeast Sulawesi Province.
Based on the results of the descriptive analysis, the level of role conflict employee at the Department of
Public Works Southeast Sulawesi Province perceived well by employees. The highest average score is the
perception that the facilities provided to employees inadequate so it does not support and simplify tasks and
responsibilities given by the leadership. In addition, the lack of support for co-workers around the existing
employee work environment cause of work performed by employees is often delayed so that the targets are
given is not reached.
The results of this study in accordance with the conditions faced by employees who handle existing
projects within the Department of Public Works Southeast Sulawesi Province. Inadequate facilities prepared by
employees coupled with unclear duties of each employee makes frequent job stacking. The test results prove
that the dominant indicator contributes to conflict is the role of employees feel confused by what is done, of
course this logical thing because of the work presented by many organizations that do not conform to the
discipline of science coupled with more dominant high school graduates who are employees at the Department
of Public Southeast Sulawesi Province. The results of this study support the statement role conflict influence
employee performance as stated by Tjutju Yuniarsih, et al. (1998: 115) that the conflict can not be avoided in
the organization, but the conflict between groups at once can be positive and negative forces, so that the
management should not have to eliminate all conflicts, but only on the conflict that impacts upon interruption of
business organizations achieve goals.
2. Effect of Job Stress on Employee Performance
The results of the analysis of the direct effect of work stress on employee performance values obtained
negative regression coefficient is not significant. This indicates that high job stress had no effect in improving
employee performance. The regression coefficient is negative also means there are trade-offs between job stress
and employee performance. This shows that with low job stress will increase the performance of employees at
the Department of Public Works Southeast Sulawesi.
Based on the results of the descriptive analysis, stress employee at the Department of Public Works
Southeast Sulawesi Province perceived well by employees. The highest average score is the perception that the
facilities provided to employees inadequate so it does not support and simplify tasks and responsibilities given
by the leadership. In addition, the lack of support for co-workers around the existing employee work
environment cause of work performed by employees is often delayed so that the targets are given is not reached.
The results of this study in accordance with the conditions faced by employees who handle existing
projects within the Department of Public Works Southeast Sulawesi. Inadequate facilities prepared by
employees coupled with unclear duties of each employee makes frequent job stacking. The test results prove
that the dominant indicator contributes to Job Stress is the Physical Environment (physical environment). The
results of this study support the notion of influence between job stress and employee performance has been
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widely studied in the theory of organizational behavior, among others proposed by Higgins ( Umar, 1998: 259)
states that if the stress is too large, the performance will begin to decline because of stress interfere with the
implementation of the work. Employees lose the ability to control it. The most extreme result is performance
becomes zero, employees, become strong again work, desperate, out or refuse work to avoid stress. The results
also confirm the results of research conducted by (Ashfaq A et al, 2013) which resulted in the findings of a
negative relationship between job stress and employee performance in banking sector of Pakistan.
5.4. Limitations of Research
This study aimed to confirm the influence of role conflict and work stress on employee performance, but
in practice can not be separated from the other limitations of this research subject is a unit of work, of course,
can not do the same generalization that research with a wider range of subjects will provide results and similar
findings in other organizations.
VI. CONCLUSIONS AND SUGGESTIONS
6.1. Conclusion
Based on the research results it can be concluded as follows:
1. Role Conflict positive but not significant effect on the performance of employees at the Department of
Public Works Southeast Sulawesi Province. This means that the role of conflict is not able to influence
the improvement of employee performance.
2. Work stress and significant negative effect on the performance of employees in Department of Public
Works Southeast Sulawesi Province. This means that the higher the level of Job Stress of employees it
will degrade the performance of employees in Department of Public Works Southeast Sulawesi
Province.
6.2. Suggestions
1. For leaders need to fix management okay of the side provision facilities means and infrastructure
support easiness employee in the to work.
2. P erlu further clarify the duties and functions of the employees so that they have a sense of
responsibility to the work given to the employee.
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