The document summarizes a research study that examined stress indicators among 120 government employees in Zambales, Philippines. It found that employees agreed they faced stress from supervisors' high expectations of excellent performance and clients' demands to finish transactions quickly. However, employees disagreed they faced stress from pressure from colleagues or an imbalance of work and personal life. There was a positive high relationship found between stress indicators and employee engagement and commitment. The study aims to help organizations identify stressors and improve working conditions to benefit employees and operations.
This document summarizes Philippine labor laws regarding wages, working hours, and collective bargaining. It discusses individual worker rights, Presidential Decree 442 (Labor Code), and provisions around normal working hours, overtime pay, minimum wages, and payment of wages. It also defines collective bargaining as negotiations between a labor organization and employer over employment terms and conditions. Key aspects of collective bargaining covered include mandatory subjects of bargaining, the duty to bargain in good faith, exclusive representation, and prohibitions against unilateral changes by the employer.
Organizational behaviour lession 1 development of obKnight1040
This document provides an overview of organizational behavior, including:
1. Definitions of organizational behavior from various sources that refer to human behavior in organizations.
2. A brief history of foundations of organizational behavior including scientific management, bureaucracy, and the human relations movement.
3. Reasons to study organizational behavior including gaining competencies to be an effective employee or manager and understanding what is happening in one's job.
4. Issues in organizational behavior related to diversity, technology, ethics, and globalization.
Employees who are highly engaged are the best asset for an organization. Engaged employees are fully committed to their work, interested, and able to focus their attention and inspiration on doing their best. In today's competitive global business environment, companies must compete internationally and focus on creativity and innovation to be leaders in their industries. Both human and non-human assets are crucial for companies to continue operating successfully in the long run, but human capital is becoming more important because employees generate ideas and drive companies forward through their work. There are different types of employee engagement, including attitudinal, behavioral, and trait-based engagement, and engagement is determined by both individual employee characteristics and the organizational environment.
Ch09 - Organisation theory design and change gareth jonesAnkit Kesri
The document discusses different types of technology and how they relate to organizational structure and effectiveness. It covers three main points:
1) It identifies three levels of technology - individual, functional, and organizational - and differentiates between technologies like mass production and craftsmanship.
2) It discusses several theories that examine how the type of technology impacts organizational design, including the level of technical complexity, routine vs complex tasks, and task interdependence.
3) It describes the shift from traditional mass production to more advanced manufacturing technologies that increase flexibility, like computer-aided design, just-in-time inventory systems, and computer-integrated manufacturing.
This document provides an overview of various theories of organization and management. It begins with definitions of key terms like organization and organizational management. It then discusses the history and development of organizational theories from classical theories like scientific management and bureaucracy to modern theories like systems theory, contingency theory, and chaos theory. The document provides details on prominent theorists and their contributions to different theories. It aims to explain how theories have sought to conceptualize how organizations are designed, function, and are administered.
This document summarizes theories in public administration from 1800 to 1980. It covers the classical era from 1800-1950s which was based on scientific management, bureaucracy, and administrative management. Theories included Frederick Taylor's scientific management, Max Weber's bureaucracy, and Henri Fayol's 14 principles of management. The neoclassical era from the 1920s-1930s incorporated the human element and included theories from Mary Parker Follett, Chester Barnard, and Elton Mayo. Abraham Maslow introduced the hierarchy of needs and Frederick Herzberg the motivation-hygiene theory. Douglas McGregor proposed theory X and theory Y. The modern era integrated the classical and human relations approaches and included decision making theory from Herbert Simon and industrial human
This document summarizes Philippine labor laws regarding wages, working hours, and collective bargaining. It discusses individual worker rights, Presidential Decree 442 (Labor Code), and provisions around normal working hours, overtime pay, minimum wages, and payment of wages. It also defines collective bargaining as negotiations between a labor organization and employer over employment terms and conditions. Key aspects of collective bargaining covered include mandatory subjects of bargaining, the duty to bargain in good faith, exclusive representation, and prohibitions against unilateral changes by the employer.
Organizational behaviour lession 1 development of obKnight1040
This document provides an overview of organizational behavior, including:
1. Definitions of organizational behavior from various sources that refer to human behavior in organizations.
2. A brief history of foundations of organizational behavior including scientific management, bureaucracy, and the human relations movement.
3. Reasons to study organizational behavior including gaining competencies to be an effective employee or manager and understanding what is happening in one's job.
4. Issues in organizational behavior related to diversity, technology, ethics, and globalization.
Employees who are highly engaged are the best asset for an organization. Engaged employees are fully committed to their work, interested, and able to focus their attention and inspiration on doing their best. In today's competitive global business environment, companies must compete internationally and focus on creativity and innovation to be leaders in their industries. Both human and non-human assets are crucial for companies to continue operating successfully in the long run, but human capital is becoming more important because employees generate ideas and drive companies forward through their work. There are different types of employee engagement, including attitudinal, behavioral, and trait-based engagement, and engagement is determined by both individual employee characteristics and the organizational environment.
Ch09 - Organisation theory design and change gareth jonesAnkit Kesri
The document discusses different types of technology and how they relate to organizational structure and effectiveness. It covers three main points:
1) It identifies three levels of technology - individual, functional, and organizational - and differentiates between technologies like mass production and craftsmanship.
2) It discusses several theories that examine how the type of technology impacts organizational design, including the level of technical complexity, routine vs complex tasks, and task interdependence.
3) It describes the shift from traditional mass production to more advanced manufacturing technologies that increase flexibility, like computer-aided design, just-in-time inventory systems, and computer-integrated manufacturing.
This document provides an overview of various theories of organization and management. It begins with definitions of key terms like organization and organizational management. It then discusses the history and development of organizational theories from classical theories like scientific management and bureaucracy to modern theories like systems theory, contingency theory, and chaos theory. The document provides details on prominent theorists and their contributions to different theories. It aims to explain how theories have sought to conceptualize how organizations are designed, function, and are administered.
This document summarizes theories in public administration from 1800 to 1980. It covers the classical era from 1800-1950s which was based on scientific management, bureaucracy, and administrative management. Theories included Frederick Taylor's scientific management, Max Weber's bureaucracy, and Henri Fayol's 14 principles of management. The neoclassical era from the 1920s-1930s incorporated the human element and included theories from Mary Parker Follett, Chester Barnard, and Elton Mayo. Abraham Maslow introduced the hierarchy of needs and Frederick Herzberg the motivation-hygiene theory. Douglas McGregor proposed theory X and theory Y. The modern era integrated the classical and human relations approaches and included decision making theory from Herbert Simon and industrial human
Ecology of Public Administration-MGA 208.pptxKhenNetAn1
The document discusses the ecology of public administration. It introduces ecology and how John M. Gaus and others applied ecological concepts to public administration. Gaus identified seven environmental factors that influence public administration, such as people, location, and technology. Robert Dahl and Fred Riggs also identified five environmental factors like economic, social, and political systems. Understanding an organization's ecology is important because environmental factors significantly impact its decisions and can be used to analyze and improve public administration.
This document provides an introduction to the course on Organizational Behaviour (OB) at Chandigarh Group of Colleges. It outlines the course objectives, which are to explain the basics of OB and examine individual and group behavior in organizations. The document also lists the course outcomes and units that will be covered, including individual behavior, group dynamics, leadership, conflict management and organizational culture. It concludes by providing references for further suggested readings on OB.
This document outlines the syllabus for an Advanced Human Resource Management course. The syllabus covers key topics in HRM including introduction to HRM, human resource planning, emerging trends in HRM, job analysis and recruitment/selection, training and development, compensation, and performance appraisal. The course aims to provide an in-depth understanding of advanced concepts and processes in HRM. Suggested readings are also included to supplement the course material.
This document discusses the meaning and scope of public administration and how it has evolved over time. It begins by noting there is no consensus on a definition and different writers have defined it in different ways, either broadly to include policymaking or narrowly as just the executive branch. It discusses how early thinkers like Woodrow Wilson viewed public administration and principles that were established. Over time, factors like industrialization, technology development, and scientific management movement influenced the growth of public administration as an academic discipline in the late 19th/early 20th century. The core components of administration are also outlined.
No doubt management is very important thing in any organization. Organization can never achieve its Objectives without proper management. Management is art of getting thing done with the help of other People. There is jungle of management theories which are categorized as classical, behavioral and Situational management theories. Three well known classical management theories (scientific, Administrative and bureaucratic) were reviewed in this article.
Human Resource Management deals with managing personnel or employees in an organization. It includes activities like hiring, firing, training, and developing employees. The goal of HRM is to have a productive workforce by ensuring employees are performing to their highest potential and their skills and careers are progressing. It aims to upgrade employee skills and quality, develop a stable workforce, and meet future manpower needs through activities like training, performance appraisal, career development, and welfare programs. HRM is important for organizations to adapt to changes, utilize resources effectively, and survive in competitive environments.
The document discusses several key concepts and theories in public administration, including:
- Bureaucracy theory, which analyzes public administration by distinguishing between political and administrative acts.
- Traditional management theory, which was initially informed by scientific management theory and focuses on directing ongoing organizational activities.
- Control of bureaucracy theory, which examines issues of compliance and responsiveness in public administration.
- Theories of client responsiveness, which assume public agencies are established to serve clients and that bureaucrats prioritize responding to client needs over political directives.
- Agency theory, which posits a dynamic interaction between political principals and bureaucratic agents, with agencies having informational and expertise advantages.
The document discusses the classical perspective of management theory, which includes scientific management, bureaucratic organizations, and administrative principles developed by thinkers like Taylor, Weber, and Fayol. It examines how their work laid the foundation for modern concepts of management by focusing on efficiency, standardized processes, and hierarchical structure. While classical management has limitations, its emphasis on measurement and specialized roles remains influential in organizations today.
This document provides an overview of organizational behavior concepts. It discusses key topics like the nature of people and organizations, forces that influence organizational behavior like structure and environment, and historical developments in the field like the Hawthorne Studies. The document also outlines components of organizational behavior like individual, group, and organizational processes and benefits of studying OB like developing workplace skills.
Human resource management involves acquiring, developing, maintaining, and utilizing employees. Key components include recruiting and hiring to acquire talent, ongoing training and development of skills, retaining top performers through compensation and benefits, and optimizing employee performance and productivity in their roles.
- Mary Parker Follett was an American social worker and pioneer in organizational theory who advocated for resolving conflicts through "integration" and "power sharing" rather than domination. She recognized the importance of informal processes and authority based on expertise.
- Chester Barnard looked at organizations as systems of human cooperation. He defined efficiency as an organization's ability to satisfy individual motives and effectiveness as doing the right things. Barnard emphasized the importance of communication and persuasion over economic incentives in motivating employees.
- George Elton Mayo conducted experiments at Western Electric's Hawthorne plant that demonstrated job satisfaction increased through employee participation rather than short-term incentives. The experiments challenged Frederick Taylor's scientific management approach and established the value of
Chapter 4 Social System and Organization CultureNaj Umpa
1. A social system is a complex set of human relationships within an organization where the behavior of one member can impact others directly or indirectly.
2. Roles define expected behaviors and responsibilities within a social system. Role conflict occurs when different expectations exist, while role ambiguity results from unclear or unknown roles.
3. Mentors provide guidance to more junior employees on navigating roles and behaviors to facilitate their career progress. Understanding roles helps people act appropriately in different situations.
Development administration emerged in the 1950s-1960s as a response to the needs of developing countries undergoing rapid social and economic changes. It aimed to implement development programs and increase administrative capabilities to manage change. Key figures like Riggs emphasized adapting administration to facilitate development and improving areas like planning, participation, and technological adoption. The field evolved from a technical assistance approach criticized as ineffective to emphasize empirical studies of administrative strategies and requirements for development. It remains an important framework for public sector management in developing nation contexts like the Philippines.
Institutional Theory views institutions as comprising of regulatory, normative, and cultural-cognitive elements that provide stability and meaning to social life. It understands that institutions must interact with surrounding social systems. There are two dimensions of institutional change - isomorphism, where an institution changes to resemble others facing similar conditions; and decoupling, where formal practices separate from actual operations. Isomorphism can occur through coercive, mimetic, or normative pressures on institutions to conform to social expectations.
The document provides an overview of human resource management (HRM) compared to personnel management. It defines HRM and outlines its key processes and goals. HRM views all personnel functions as interrelated and emphasizes a dynamic, participatory approach to achieve both individual and organizational goals. In contrast, personnel management has a narrower functional focus only concerned with administrative tasks, and does not view these tasks as interconnected. The document also summarizes the historical development of management theories from structural, information, and human perspectives over time.
Evolution of Human Resource Management (HRM)Asim Qureshi
This presentation will take you through the journey of evolution of Human Resource Management (HRM). Proper chronological order of events has been followed which will give you a clear idea of the developments and the reason why these developments took place. American Labor History and effect of World War has been discussed in detail as these events had a considerable share in the evolution of HRM.
Henri Fayol's Function Approach and General Administrative TheoryKhalid Raza Khan
Henri Fayol's 5 Functions of Managers and 14 set of principles known as General Administrative and Management Theory. Henri Fayol is a 20th century management researcher who developed the above study to understand what management is and what do managers do.
Created by Muhammad Khalid, Razeen Jinnah, Abdul Basit Gaba, Samra Ayub and Zonish Munir, Students of BBA at Bahria University, Karachi Campus as part of assignment.
Classical, Human Relations & Human Resources ApproachesWanda J. Barreto
-->Classical, Human Relations & Human Resources Approaches | Machine Metaphor
.Theory of Classical Management – Henri Fayol
Theory of Bureaucracy – Max Weber
Theory of Scientific Management – Frederick Taylor
.Maslow’s Needs Hierarchy Theory
Theoretical Perspectives of Public AdministrationPadmini Naik
This document outlines several classical theories of public administration, including Scientific Management by Taylor, Administrative Management by Fayol, Gulick, and Urwick, and Max Weber's Bureaucracy theory. It describes key aspects of each theory such as their view of the prevailing state of management/administration at the time, main principles and techniques proposed, and their focus on improving efficiency. Administrative Management theorists in particular emphasized functions of management, principles of organization, and departmentalization. The document provides details on the background and major contributions of theorists like Taylor, Fayol, Gulick, and Urwick to establish foundational concepts in public administration.
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
Ecology of Public Administration-MGA 208.pptxKhenNetAn1
The document discusses the ecology of public administration. It introduces ecology and how John M. Gaus and others applied ecological concepts to public administration. Gaus identified seven environmental factors that influence public administration, such as people, location, and technology. Robert Dahl and Fred Riggs also identified five environmental factors like economic, social, and political systems. Understanding an organization's ecology is important because environmental factors significantly impact its decisions and can be used to analyze and improve public administration.
This document provides an introduction to the course on Organizational Behaviour (OB) at Chandigarh Group of Colleges. It outlines the course objectives, which are to explain the basics of OB and examine individual and group behavior in organizations. The document also lists the course outcomes and units that will be covered, including individual behavior, group dynamics, leadership, conflict management and organizational culture. It concludes by providing references for further suggested readings on OB.
This document outlines the syllabus for an Advanced Human Resource Management course. The syllabus covers key topics in HRM including introduction to HRM, human resource planning, emerging trends in HRM, job analysis and recruitment/selection, training and development, compensation, and performance appraisal. The course aims to provide an in-depth understanding of advanced concepts and processes in HRM. Suggested readings are also included to supplement the course material.
This document discusses the meaning and scope of public administration and how it has evolved over time. It begins by noting there is no consensus on a definition and different writers have defined it in different ways, either broadly to include policymaking or narrowly as just the executive branch. It discusses how early thinkers like Woodrow Wilson viewed public administration and principles that were established. Over time, factors like industrialization, technology development, and scientific management movement influenced the growth of public administration as an academic discipline in the late 19th/early 20th century. The core components of administration are also outlined.
No doubt management is very important thing in any organization. Organization can never achieve its Objectives without proper management. Management is art of getting thing done with the help of other People. There is jungle of management theories which are categorized as classical, behavioral and Situational management theories. Three well known classical management theories (scientific, Administrative and bureaucratic) were reviewed in this article.
Human Resource Management deals with managing personnel or employees in an organization. It includes activities like hiring, firing, training, and developing employees. The goal of HRM is to have a productive workforce by ensuring employees are performing to their highest potential and their skills and careers are progressing. It aims to upgrade employee skills and quality, develop a stable workforce, and meet future manpower needs through activities like training, performance appraisal, career development, and welfare programs. HRM is important for organizations to adapt to changes, utilize resources effectively, and survive in competitive environments.
The document discusses several key concepts and theories in public administration, including:
- Bureaucracy theory, which analyzes public administration by distinguishing between political and administrative acts.
- Traditional management theory, which was initially informed by scientific management theory and focuses on directing ongoing organizational activities.
- Control of bureaucracy theory, which examines issues of compliance and responsiveness in public administration.
- Theories of client responsiveness, which assume public agencies are established to serve clients and that bureaucrats prioritize responding to client needs over political directives.
- Agency theory, which posits a dynamic interaction between political principals and bureaucratic agents, with agencies having informational and expertise advantages.
The document discusses the classical perspective of management theory, which includes scientific management, bureaucratic organizations, and administrative principles developed by thinkers like Taylor, Weber, and Fayol. It examines how their work laid the foundation for modern concepts of management by focusing on efficiency, standardized processes, and hierarchical structure. While classical management has limitations, its emphasis on measurement and specialized roles remains influential in organizations today.
This document provides an overview of organizational behavior concepts. It discusses key topics like the nature of people and organizations, forces that influence organizational behavior like structure and environment, and historical developments in the field like the Hawthorne Studies. The document also outlines components of organizational behavior like individual, group, and organizational processes and benefits of studying OB like developing workplace skills.
Human resource management involves acquiring, developing, maintaining, and utilizing employees. Key components include recruiting and hiring to acquire talent, ongoing training and development of skills, retaining top performers through compensation and benefits, and optimizing employee performance and productivity in their roles.
- Mary Parker Follett was an American social worker and pioneer in organizational theory who advocated for resolving conflicts through "integration" and "power sharing" rather than domination. She recognized the importance of informal processes and authority based on expertise.
- Chester Barnard looked at organizations as systems of human cooperation. He defined efficiency as an organization's ability to satisfy individual motives and effectiveness as doing the right things. Barnard emphasized the importance of communication and persuasion over economic incentives in motivating employees.
- George Elton Mayo conducted experiments at Western Electric's Hawthorne plant that demonstrated job satisfaction increased through employee participation rather than short-term incentives. The experiments challenged Frederick Taylor's scientific management approach and established the value of
Chapter 4 Social System and Organization CultureNaj Umpa
1. A social system is a complex set of human relationships within an organization where the behavior of one member can impact others directly or indirectly.
2. Roles define expected behaviors and responsibilities within a social system. Role conflict occurs when different expectations exist, while role ambiguity results from unclear or unknown roles.
3. Mentors provide guidance to more junior employees on navigating roles and behaviors to facilitate their career progress. Understanding roles helps people act appropriately in different situations.
Development administration emerged in the 1950s-1960s as a response to the needs of developing countries undergoing rapid social and economic changes. It aimed to implement development programs and increase administrative capabilities to manage change. Key figures like Riggs emphasized adapting administration to facilitate development and improving areas like planning, participation, and technological adoption. The field evolved from a technical assistance approach criticized as ineffective to emphasize empirical studies of administrative strategies and requirements for development. It remains an important framework for public sector management in developing nation contexts like the Philippines.
Institutional Theory views institutions as comprising of regulatory, normative, and cultural-cognitive elements that provide stability and meaning to social life. It understands that institutions must interact with surrounding social systems. There are two dimensions of institutional change - isomorphism, where an institution changes to resemble others facing similar conditions; and decoupling, where formal practices separate from actual operations. Isomorphism can occur through coercive, mimetic, or normative pressures on institutions to conform to social expectations.
The document provides an overview of human resource management (HRM) compared to personnel management. It defines HRM and outlines its key processes and goals. HRM views all personnel functions as interrelated and emphasizes a dynamic, participatory approach to achieve both individual and organizational goals. In contrast, personnel management has a narrower functional focus only concerned with administrative tasks, and does not view these tasks as interconnected. The document also summarizes the historical development of management theories from structural, information, and human perspectives over time.
Evolution of Human Resource Management (HRM)Asim Qureshi
This presentation will take you through the journey of evolution of Human Resource Management (HRM). Proper chronological order of events has been followed which will give you a clear idea of the developments and the reason why these developments took place. American Labor History and effect of World War has been discussed in detail as these events had a considerable share in the evolution of HRM.
Henri Fayol's Function Approach and General Administrative TheoryKhalid Raza Khan
Henri Fayol's 5 Functions of Managers and 14 set of principles known as General Administrative and Management Theory. Henri Fayol is a 20th century management researcher who developed the above study to understand what management is and what do managers do.
Created by Muhammad Khalid, Razeen Jinnah, Abdul Basit Gaba, Samra Ayub and Zonish Munir, Students of BBA at Bahria University, Karachi Campus as part of assignment.
Classical, Human Relations & Human Resources ApproachesWanda J. Barreto
-->Classical, Human Relations & Human Resources Approaches | Machine Metaphor
.Theory of Classical Management – Henri Fayol
Theory of Bureaucracy – Max Weber
Theory of Scientific Management – Frederick Taylor
.Maslow’s Needs Hierarchy Theory
Theoretical Perspectives of Public AdministrationPadmini Naik
This document outlines several classical theories of public administration, including Scientific Management by Taylor, Administrative Management by Fayol, Gulick, and Urwick, and Max Weber's Bureaucracy theory. It describes key aspects of each theory such as their view of the prevailing state of management/administration at the time, main principles and techniques proposed, and their focus on improving efficiency. Administrative Management theorists in particular emphasized functions of management, principles of organization, and departmentalization. The document provides details on the background and major contributions of theorists like Taylor, Fayol, Gulick, and Urwick to establish foundational concepts in public administration.
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
A STUDY ON JOB STRESS AND ITS IMPACT ON EMPLOYEES PERFORMANCEIAEME Publication
The employees in the organization are under a great deal of stress and due to many antecedents of stress such as overload, role ambiguity, role conflict, responsibility for people, participation, lack of feedback, keeping up with rapid technological change. Outcomes of this among the employees are stress on job performance. The physical and psychology demands of workers in the organization make them more vulnerable to high level of stress. This study investigated and evaluated the job stress and its effect on job performance among the employees in the organization.
The Effect of Job Satisfaction on Organizational Commitment of Healthcare Per...IOSRJBM
The purpose of this study is to assess the effect of the job satisfaction of health care personnel on organizational commitment’s components. The data of the research were collected by way of a survey that was conducted on 501 health care workers who work in a public university hospital in Turkey. Structural equation modeling (path analysis) was conducted to test the hypotheses. From the results of the analyses, there was no statistically significant influence of intrinsic satisfaction on organizational commitment was found. Only extrintic satisfaction was determined significantly negative effect on continuance commitment and positive effect on normative commitment. In other words, an increase in the level of extrinsic satisfaction causes a decrease in continuance commitment and an increase in normative commitment.
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.
2Healthcare Leaders in COVID-19 and Relationships with Trust- Teamwork.docxchristina345678
2
Healthcare Leaders in COVID-19 and Relationships with Trust, Teamwork, and adaptability
Research Critique – RES 7011
May 3, 2022
Healthcare Leaders in COVID-19 and Relationships (Trust, Teamwork, and adaptability) -Introduction
The COVID-19 pandemic hit the world at the most unexpected moment, and it directly or indirectly impacted the livelihood of all people across the globe. Many programs were abruptly disrupted, and people were forced to adjust to different styles of living (Howe et al., 2021). Likewise, the organizations were not spared. The virus forced many organizations to change their initial strategies and come up with new measures to guarantee their survival in the business world. The virus increased pressure in all industries which created the need for stakeholders to join forces and synergize towards combating the pandemic and recovering. The leaders in different organizations had to create stronger relations with their employees to handle the impacts of the crisis and enhance productivity in the midst of the pandemic. Several other aspects such as trust, teamwork, and adaptability had to be put into consideration to guarantee sustainability and survival for the different stakeholders. The healthcare industry has been extremely affected by the pandemic despite its preparation (Lukasik & Porebska, 2022). By scrutinizing the impacts of COVID 19 on healthcare and other industries, the paper argues how the incorporation of trust, teamwork, and adaptability on employer-employee relationships enhanced the overall performance and sustainability of different stakeholders and organizations during the global pandemic.
The three aspects are key to enhancing employer-employee relations. Trust in the workplace implies a situation whereby employees experience a culture of honesty, mutual respect, and psychological safety (Goh et a., 2013). Teamwork is the combined effort of a group to achieve a common objective in the workplace. On the other hand, adaptability entails the ability to be flexible and able to change to achieve maximum success (Pulakos et al., 2017). COVID 19 impacted negatively various industries such as manufacturing, technology, sports, travel, and tourism among others. The long term sustainability of any organization is dependent on many factors and chief of those will be the quality and ability of the leader of such organization. Since leader who are authentic have the unique ability to engage and positively affect organization’s outcomes by influencing followers. This positive influence led to a dependency and relationship that is essential for organization’s trust and teamwork that helps organization to navigate and adapt during high pressured period like COVID-19 (Chen & Sriphon 2021). In the context of this paper who do we consider to be a good leader? These are leaders who can positively impact organization productively and positively towards achieving their goals by influencing employee to engage impact the set .
This document summarizes a study that investigated the influence of employee empowerment on the commitment and turnover intentions of employees who survived downsizing. The study found that dimensions of employee empowerment like competence had a positive relationship with commitment, while all dimensions of empowerment negatively influenced turnover intentions, with competence having the strongest effect. It is recommended that downsizing strategies focus on enhancing survivor empowerment and commitment to reduce turnover.
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
Job satisfaction of employees of public and private organizations in BangladeshPremier Publishers
This study examined the level of job satisfaction among the employees ofprivate and public organizations in Bangladesh. Data have been collected randomly from 40employees of Gaibandha District in Bangladesh through a structured questionnairein January to February, 2010. Among the respondents 50% is government employee while 50% is non-government employee. Brayfield and Rothe (1951) method was used to determine the job satisfaction of the employees. Likert scale was used for measuring the attitude of the employees on their job. This research revealed that there was no significant difference between the job satisfaction of government and non-government employees. The study suggests that an effective policy on recruitment, job security, service rules, promotional opportunities, regular payments, retirements’ benefits should be made by the government to improve the job satisfaction and attitude of employees in both government and non-government employees.
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
Human resource is the key element of healthcare services in a globalizing world and business is the
most important resource in order to provide effective and efficient healthcare services. In the provision of health
services, employees in the healthcare enterprise serve patients with physical and mental capacity
A Study Of Organizational Role Stress Among Teachers A Critical Literature R...Jim Jimenez
This document summarizes a study on the impact of organizational role stress on university teachers in Haryana, India. It reviews literature on role stress both internationally and within India. The literature shows that role stress negatively impacts job satisfaction, productivity, and health. Studies find higher stress levels among healthcare and female professionals. Comparisons between public and private sector employees show inconsistent differences in stress levels. The review establishes role ambiguity, overload, and lack of resources as key stressors for teachers and other professionals.
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
This document summarizes a research article about linking work-life balance to employee performance through job engagement, job satisfaction, and organizational commitment among nurses from Generation X. The document begins with definitions of employee performance, work-life balance, job engagement, job satisfaction, and organizational commitment. It then proposes relationships and hypotheses between work-life balance and these other variables, which are expected to positively impact employee performance. Specifically, it hypothesizes that work-life balance will positively impact job engagement, organizational commitment, job satisfaction, and ultimately employee performance. The goal of the research is to contribute to understanding how to improve performance among Generation X nurses through enhancing work-life balance.
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.
Stress in Women Employee; A study on influence of Age (With reference to Insu...IOSR Journals
Occupational stresses and causes work load and job nature that produced stresses among the insurance employees seek to identify in the present scenario of the insurance industry. The present study is about measuring the satisfaction level of females in an insurance sector and to evaluate the relationships between occupational stress, health and job satisfaction. The main aim of this study to measure the influence of age factors on occupational stress among insurance employees. And to evaluate the impact of occupational stress level on job satisfaction among the insurance employees. For this purpose a structured questionnaire was designed to collect information and statistical tool was applied on the data. The purpose of this study is occupational stressors among females in an insurance company.
There has been lot of debate on the reasons of stress experienced in organizations; consequently it has been realized that stress at workplace brings damages in terms of health of employees, work accidents, poor productivity and staff turnover. Now a days workrelated stress is an area of major concern and research in the behavioral sciences. Work- relates can be linked to physical and psychological health problems among people. The present study is an attempt to find out the difference in work-stressors among the workforces of BPO sector and Educational Institutes. The data was gathered from Delhi, Noida, Gurgaon and Ghaziabad. A sample of 400 respondents was considered for study. Only 375 respondents returned the filled form. Random convenient sampling technique was used to collect the data. Work-stressors scale identified by Cooper (1986) was used to measure work-related stressors and the results revealed that there is no significant difference among the workforces of both sector on the basis of work related stressors.
Impact of work-life_balance_happiness_at_work_on_e1611SitiAlifah
This document summarizes a research article that investigated the relationship between work-life balance, happiness at work, and employee performance. The study was conducted through a survey of 289 employees at pharmaceutical companies in Jordan. The results indicated that work-life balance and happiness at work, as measured by job satisfaction, employee engagement, and organizational commitment, positively impacted employee performance. However, job satisfaction alone did not influence performance. The findings suggest that supporting work-life balance and cultivating happiness in the workplace can improve employee performance in the pharmaceutical industry in Jordan.
Similar to “STRESS INDICATORS AMONG GOVERNMENT EMPLOYEES IN ZAMBALES, PHILIPPINES” (20)
The Influence of Green Tax Implementation and Social Responsibility Programs ...AJHSSR Journal
ABSTRACT : The issue of climate change related to carbon emissions has become an alarming global
phenomenon. The manufacturing sector contributes significantly to global greenhouse gas emissions. Therefore,
efforts to mitigate climate change through the implementation of green taxes and Social Responsibility
Programsare important for manufacturing industry. This research aims to analyze the effect of implementing
green tax and Social Responsibility Programs on environmentally sustainable development in manufacturing
industry. A quantitative approach is used with the research object of manufacturing industry listed on the
Indonesia Stock Exchange in 2020-2022. Analyzed using Partial Least Square (PLS) method. The research
results show that the implementation of green tax has a significant effect on environmentally sustainable
development, while Social Responsibility Programsdo not have a significant effect. These findings indicate that
green tax policies are effective in encouraging companies to switch to more environmentally friendly business
practices, but Social Responsibility Programshave not been fully integrated with environmental sustainability
efforts. This research contributes to the literature related to fiscal policy instruments and corporate social
responsibility practices in supporting environmentally sound sustainable development in the manufacturing
sector.
KEYWORDS: Green tax; Social responsibility; Environmentally sustainable development; Manufacturing
industry
Creating Immersive Language Learning Environments for Young LearnersAJHSSR Journal
ABSTRACT: Creating immersive language learning environments for young learners in English as a Foreign
Language (EFL) contexts has been a topic of considerable interest and debate among educators. Despite
numerous constraints such as time, curriculum, and stakeholder expectations, it is feasible to develop effective
immersive environments. This paper explores the concept of immersion language learning, tracing its historical
development and highlighting its benefits, particularly for young learners. It discusses the distinctions between
total, partial, and dual-immersion programs, emphasizing the critical role of using the target language as the
medium of instruction. Furthermore, it examines the cognitive and academic advantages documented in seminal
immersion programs like Saint-Lambert and Coral Way. By synthesizing research and offering practical
strategies for EFL settings, this paper underscores the importance of teacher commitment, the selection of
appropriate materials, and the adoption of Content and Language Integrated Learning (CLIL) principles.
Ultimately, the findings affirm that immersive environments significantly enhance language proficiency,
cognitive flexibility, and academic achievement, advocating for their broader implementation in EFL
classrooms.
KEYWORDS : CLIL, EFL, immersion, young learners
Study of Road Patterns and Space Formation in Settlement Areas on the Edge of...AJHSSR Journal
ABSTRACT: This research aims to find developments in road patterns from 2008 to 2024 and explain the
influence of road patterns on the formation of settlements on the edge of Lake Laut Tawar. This research uses a
quantitative descriptive approach and diachronic reading analysis techniques. This research uses overlapping
maps (superimpose), surveys, and interviews. The results of this research are to find factors that influence the
formation of settlements on the edge of Lake Laut Tawar, including the flat topographic conditions. Demographics
continue to increase in the population of the study location. The social culture at the study location is that the
residents who live on the edges of Lake Laut Tawar are residents who have family relationships. Distribution of
space designations that change function from agricultural land to residential land. Land values vary on the edges
of Lake Laut Tawar according to their zones.
KEYWORDS : Road Pattern, Lake Edge, Laut Tawar Lake
HAPIS AT KATANUNGAN, PANGUNGULILA NG MGA NAIWAN: SIPAT-SURI SA MAIKLING KUWEN...AJHSSR Journal
ABSTRAK: Ang pagpapatiwakal o sariling pagtapos ng buhay ay isang malubhang dilema na madalas na
kinahaharap ng isang taong nakararanas ng malalim na hirap at kalungkutan. Ang isa sa mga dahilan ng
pagpapatiwakal ay ang pagtingin dito bilang isang paraan ng pagtakas mula sa mga suliranin at hamon ng buhay.
Ang pagsusuri sa maikling kuwentong "Bahay sa Dilim" ni Alfredo Enriquez ay isang uri ng kwalitatibong
pananaliksik na gumamit ng pagsusuring pangnilalaman upang maabot ang layunin nito na tukuyin at
maipaliwanag ang mga isyu ng dilema at desisyon sa pagpapatiwakal, pagmamahal sa pamilya, at pangungulila
at pagsisisi. Sa paggamit ng mga teoryang pampanitikan tulad ng eksistensyalismo at romantisismo bilang mga
gabay, ninais ng mga mananaliksik na magbigay-liwanag at solusyon sa mga isyu ng pagpapatiwakal. Ito ay
magiging patnubay sa pagpapalawak ng kaalaman tungkol sa mga suliranin at karanasan ng mga pamilyang
Pilipino, pati na rin sa mga laban na hinaharap ng isang tao na nakararanas ng isang dilema. Sa dulo, hinahamon
ng pag-aaral na ito na gamitin pa ang iba't ibang uri ng panitikan na mas naglalarawan ng tunay na karanasan at
realidad ng buhay.
KEYWORDS : pagpapatiwakal, dilema, kalungkutan, buhay, pangungulila
Risk Tolerance as A Moderation of Financial Literacy and Lifestyle on Old Age...AJHSSR Journal
ABSTRACT:Old age financial planning must consider various factors, such as retirement age, estimated
monthly expenses in retirement, life expectancy, current and projected income until retirement which determines
the ability to save, assets and investments already owned, and the impact of inflation on future purchasing
power. Future, as well as the level of investment return. This research is causal associative research, this
research uses a quantitative approach. The population used in this research were employees within the Rectorate
of the University of Mataram, 67 Civil Servants. The saturated sampling method or total sampling is a sampling
technique in which all members of the population are used as samples. In this questionnaire, respondents'
answers were measured using a 6-point Likert scale: with ratings of 1 (strongly disagree), 2 (disagree), 3
(somewhat disagree), 4 (somewhat agree), 5 (agree), 6 (strongly agree). The Partial Least Square-Structural
Equation Model (PLS-SEM) with smart PLS 3.0 software was used to analyze the research data. The study's
findings indicate that financial literacy is found to have a positive and significant impact on old-age financial
planning among Rectorate employees at the University of Mataram. This indicates that as financial literacy
levels increase, so do activities relate to planning for retirement. Conversely, lifestyle does not exhibit a
significant influence on old-age financial planning for these employees. Furthermore, the interaction between
financial literacy and risk tolerance weakens the effect of financial literacy on retirement financial planning,
implying that higher risk tolerance diminishes the impact of financial literacy on planning for retirement.
However, risk tolerance does not moderate the influence of lifestyle on old-age financial planning, indicating
that the interaction between lifestyle and risk tolerance does not significantly affect retirement financial
planning for Rectorate employees at Mataram University.
KEYWORDS :Risk Tolerance, Financial Literacy, Lifestyle, Old Age Financial Planning
THE INFLUENCE OF APPLICATION FEATURES AND SECURITY THROUGH TRUST ON BRImo CUS...AJHSSR Journal
ABSTRACT : This research objective is to determine the influence of application features and security
through trust on BRImo customer loyalty in Banyuwangi. This research used the Explanatory Research type.
The population used in this research is all customers who use the BRImo application as of the end of December
2022 at the BRI Banyuwangi office, totaling 89,333 customers. The sampling technique in this research used a
multistage random sampling technique (multi stage sampling). In this study, the criteria used were customers
who happened to use the BRImo application and were financially registered, totaling 100 respondents. The data
analysis method used Structural Equation Modeling (SEM) with the SmaprtPLS application. The research
results showed that Application Features influence BRIMo Trust in Banyuwangi Regency. Security influenced
BRIMo's trust in Banyuwangi Regency. Application features influenced BRIMo customer loyalty in
Banyuwangi Regency. Security influenced BRIMo Customer Loyalty in Banyuwangi Regency. Trust influenced
BRIMo Customer Loyalty in Banyuwangi Regency. Trust mediated the influence of Application Features on
BRIMo Customer Loyalty in Banyuwangi Regency. Trust mediated the influence of Security on BRIMo
Customer Loyalty in Banyuwangi Regency.
KEYWORDS : Application feature, security, trust, loyalty
On Storytelling & Magic Realism in Rushdie’s Midnight’s Children, Shame, and ...AJHSSR Journal
ABSTRACT: Salman Rushdie’s novels are humorous books about serious times. His cosmopolitanism and
hybrid identity allowed him access to multiple cultures, religions, languages, dialects, and various modes of
writing. His style is often classified as magic realism, blending the imaginary with the real. He draws
inspiration from both English literature and Indian classical sources. Throughout his works, there is a lineage of
‘bastards of history’, a carnival of shameful characters scrolling all along his works. Rushdie intertwines fiction
with reality, incorporating intertextual references to Western literature in his texts, and frequently employing
mythology to explore history. This paper focuses on Rushdie’s three novels: Midnight’s Children, Shame, and
Haroun and the Sea of Stories, analyzing his postmodern storytelling techniques that aim to explore human
vices and follies while offering socio-political criticism.
KEYWORDS : Magic Realism, Rushdie, Satire, Storytelling, Transfictional Identities
CYBER SECURITY ENHANCEMENT IN NIGERIA. A CASE STUDY OF SIX STATES IN THE NORT...AJHSSR Journal
ABSTRACT: Security plays an important role in human life and endeavors. Securing information and
disseminating are critical challenges in the present day. This study aimed at identifying innovative technologies
that aid cybercrimes and can constitute threats to cybersecurity in North Central (Middle Belt) Nigeria covering
its six States and the FCT Abuja. A survey research design was adopted. The researchers employed the use of
Google form in administering the structured questionnaire. The instruments were faced validated by one expert
each from ICT and security. Cronbach Alpha reliability Coefficient was employed and achieved 0.83 level of
coefficient. The population of the study was 200, comprising 100 undergraduate students from computer science
and Computer/Robotics Education, 80 ICT instructors, technologists and lecturers in the University and
Technical Colleges in the Middle Belt Nigeria using innovative technologies for their daily jobs and 20 officers
of the crime agency such as: Independent Corrupt Practices Commission (ICPC) andEconomic and Financial
Crimes Commission (EFCC). Three research purposes and questions as well as the hypothesis guided the study
on Five (5) point Likert scale. Data collected were analyzed using mean and standard deviation for the three
research questions while three hypotheses were tested using t-test at 0.05 level of significance. Major findings
revealed that serious steps are needed to better secure the cybers against cybercrimes. Motivation, types, threats
and strategies for the prevention of cybercrimes were identified. The study recommends that government,
organizations and individuals should place emphasis on moral development, regular training of its employees,
regular update of software, use strong password, back up data and information, produce strong cybersecurity
policy, install antivirus soft and security surveillance (CCTV) in offices in order to safeguard its employees and
properties from being hacked and vandalized.
KEYWORDS: Cybersecurity, cybercrime, cyberattack, cybercriminal, computer virus, Virtual Private Networks
(VPN).
TACKLING ILLEGAL LOGGING: PROBLEMS AND CHALLENGESAJHSSR Journal
ABSTRACT: Illegal logging poses significant environmental, economic, and social challenges worldwide. This
research explores the problems associated with illegal logging in the present and future, shedding light on the
multifaceted nature of this issue and the accompanying challenges faced by governments, organizations, and
communities. The study employs a comprehensive literature review to analyze the current state of illegal
logging, its causes, and its consequences. It examines the environmental impact of deforestation, including
biodiversity loss, habitat degradation, and climate change. The researchers identify the challenges faced in
combating illegal logging in the present and anticipate future obstacles. It considers illegal logging networks'
complex and elusive nature, the limited enforcement capacity, and the need for international cooperation and
coordination. The study also examines the adoption and effectiveness of policies, regulations, and technological
advancements in curbing illegal logging practices in Davao City.
Keywords -Problems and Challenges, Cultural Disruptions, Anticipate future problems.
Towards Developing Students’ Soft Skills: The Case of ENSAM StudentsAJHSSR Journal
ABSTRACT: Building students’ soft skills has started to gain ground within the realm of higher education in
Morocco. However, the development of these skills requires a real-life context which simplifies their learning.
In this regard, the present study is mainly conducted to investigate the effect of the out-group collaborative
learning method on the development of students’ soft skills. Data for the study comes from 20 semester two
students at “Ecole Nationale Superieure d'Arts et Metiers” (ENSAM), Moulay Ismail University, Meknes, by
implementing a one-group pretest-posttest research design. The qualitative and quantitative findings confirm
that there is a statistically significant difference between the pretest and posttest results. Therefore, the adopted
treatment, the out-group collaborative learning method, has improved students’ communication, adaptability and
presentation delivery skills. The findings of this study can be useful for future studies and give language
teachers insights into the importance of using the out-group collaborative learning method in their teaching of
the soft skills.
KEYWORDS : collaborative learning, soft-skills, out-group collaborative learning method
STUDY ON THE DEVELOPMENT STRATEGY OF HUZHOU TOURISMAJHSSR Journal
ABSTRACT: Huzhou has rich tourism resources, as early as a considerable development since the reform and
opening up, especially in recent years, Huzhou tourism has ushered in a new period of development
opportunities. At present, Huzhou tourism has become one of the most characteristic tourist cities on the East
China tourism line. With the development of Huzhou City, the tourism industry has been further improved, and
the tourism degree of the whole city has further increased the transformation and upgrading of the tourism
industry. However, the development of tourism in Huzhou City still lags far behind the tourism development of
major cities in East China. This round of research mainly analyzes the current development of tourism in
Huzhou City, on the basis of analyzing the specific situation, pointed out that the current development of
Huzhou tourism problems, and then analyzes these problems one by one, and put forward some specific
solutions, so as to promote the further rapid development of tourism in Huzhou City.
KEYWORDS:Huzhou; Travel; Development
Enhancing Losari Beach Exploration: Augmented Reality for Immersive Visualiza...AJHSSR Journal
ABSTRACT: South Sulawesi, commonly known as Makassar, boasts rich cultural heritage and customs,
making it a prominent destination for tourism. Among its attractions, Losari beach stands out as a focal point for
visitors seeking to explore the city's natural beauty and cultural offerings. In this context, leveraging modern
technology such as augmented reality presents an innovative approach to showcasing Losari beach to potential
tourists. This research endeavors to introduce tourism assets in a more visually captivating manner through the
use of augmented reality. Utilizing software tools like Unity and Adobe Illustrator, the study focuses on creating
an immersive experience where tourists can interact with virtual representations of Losari beach. By simply
pointing their mobile phone cameras at designated markers or using barcode scanners, tourists can access
augmented reality features embedded within the application. The findings of this research aim to provide
valuable information, particularly for foreign tourists, about Losari beach, positioning it as a compelling
destination within South Sulawesi's diverse array of tourist attractions. Through this technological innovation,
the study seeks to enhance the visibility and appeal of Makassar city's tourism offerings on a global scale.
KEYWORDS: Visualizing, Losari Beach, Augmented Reality
DEVELOPMENT STATUS AND COUNTERMEASURES OF TMALL DURING THE COVID-19 EPIDEMICAJHSSR Journal
ABSTRACT:China's e-commerce enterprises have developed rapidly, among which Tmall has become one of
the largest retail shopping websites in China.But in the past year, the Covid-19 epidemic has brought a huge
impact to Chinese e-commerce enterprises, and Tmall is no exception.Therefore, the development status of
Tmall in the new crown epidemic situation was analyzed, and the viewpoint was put forward :Tmall1 stabilized
the situation in the face of the epidemic situation and made a very correct countermeasures.The influence of this
epidemic on Tmall was deeply analyzed, and the conclusion was made: the new crown epidemic is both a
challenge and an opportunity forTmall.
KEYWORDS:Tmall; COVID - 19 outbreak ; The electronic commerce
Factors affecting undergraduate students’ motivation at a university in Tra VinhAJHSSR Journal
ABSTRACT: Motivation plays an important role in foreign language learning process. This study aimed to
investigate student’s motivation patterns towards English language learning at a University in Tra Vinh, and factors
affecting their motivation change toward English language learning of non-English-major students in the semester.
The researcher used semi-structured interview at the first phase of choosing the participants and writing reflection
through the instrument called “My English Learning Motivation History” adapted from Sawyer (2007) to collect
qualitative data within 15 weeks. The participants consisted of nine first year non-English-major students who learning
General English at pre-intermediate level. They were chosen and divided into three groups of three members each
(high motivation group; average motivation group; and low motivation group). The results of the present study
identified six visual motivation patterns of three groups of students with different motivation fluctuation, through the
use of cluster analysis. The study also indicated a diversity of factors affecting students’ motivation involving internal
factors as influencing factors (cognitive, psychology, and emotion) and external factors as social factors (instructor,
peers, family, and learning environment) during English language learning in a period of 15 weeks. The findings of
the study helped teacher understand relationship of motivation change and its influential factors. Furthermore, the
findings also inspired next research about motivation development in learning English process.
KEY WORDS: language learning motivation, motivation change, motivation patterns, influential factors, students’
motivation.
The Impact of Work Stress and Digital Literacy on Employee Performance at PT ...AJHSSR Journal
ABSTRACT :This research aims to analyze the correlation between employee work stress and digital literacy
with employee performance at PT Telkom Akses Area Cirebon, both concurrently and partially. Employing a
quantitative approach, the study's objectives are descriptive and causal, adopting a positivist paradigm with a
deductive approach to theory development and a survey research strategy. Findings reveal that work stress
negatively and significantly impacts employee performance, while digital literacy positively and significantly
affects it. Simultaneously, work stress and digital literacy have a positive and significant influence on employee
performance. It is anticipated that company management will devise workload management strategies to
alleviate work stress and assess the implementation of more efficient digital technology to enhance employee
performance.
KEYWORDS -digital literacy, employee performance,job stress, multiple regression analysis, workload
management
The Settlement of Construction Disputes Through Dispute Councils From the Per...AJHSSR Journal
ABSTRACT:This research differs from the practice of business activity in the construction services industry,
which may lead to construction disputes. The settlement of construction disputes is a consensus based on the
basic principle of debate. If the discussions between the parties do not reach an agreement, the parties may take
measures to resolve the dispute through the dispute council. Because the standard governing the disputes
committee was not fully regulated, they did not comply with the principle of legal certainty. Therefore, further
research was needed to establish a theoretical basis for regulating the disputes committee in settling construction
disputes. This research is a standard legal research using a legal regulatory, conceptual, and comparative
approach. The research results show that the ideal concept of resolving construction disputes through a dispute
council based on the value of legal certainty is to establish that the position of the dispute council is a special
court that has the authority to resolve construction disputes under construction services agreements. To realize
the position of the Court of Disputation as a special court, it must be based on the creation of philosophical
values, the creationof legislative regulations, and the creation of the institutional structure of the Court of
Disputation.
KEYWORDS-Construction Disputes, Dispute Council, Special Court
VALUES OF ORAL LITERATURE IN THE SOCIETY: A STUDY OF FOLKTALES OFOGBA IN RIVE...AJHSSR Journal
ABSTRACT : Oral literature is a creative work of art that portends high merit and has the creative use of
imagination in preliterate societies. It adopts the genres of literature: drama, prose and poetry in the oral milieu,
using performance as its hallmark. It thrives on the use of oral data because of its orality. This paper focuses on
the moral values or oral literature in the society using Ogba as a spring board. The study was carried out in
communities ofOgba. The population of the study consists of ten towns and village, in Ogba. The theoretical
framework used is Dell Hyme’s ethno-poetics because the works of oral literature relate to the society. This
paper concludes that oral literature serves to against all odds; communicate ideas, emotions, beliefs and
appreciation of life. The folktales in Ogba for instance, serve similar purpose through their
rendition/performance. Through the stories, the younger generation in Ogba society is familiarised with the
customs, traditions, and rituals prevalent in the society. This paper therefore recommends the use of oral
literature in all its genres to inculcate moral values and lessons to the teenagers and youths. Against this
background, Ogba (African) themselves must cease to regard oral literature as primitive and fetish.
KEYWORDS: Values, Oral Literature, Society, Ogba, Folktales
Pormalistikong Pagdalumat sa mga Tula ni Ron CanimoAJHSSR Journal
ABSTRACT: Nilayon ng pag-aaral na ito na masuri ang dalawampung (20) tula ni Ron Canimo gamit ang
pormalistikong dulog batay sa mga sumusunod na elemento: (a) Sukat at Tugma, (b) Talinghaga at
Simbolismo, (c) Imahen, (d) Tema, at (e) Diksiyon. Layunin din nitong mataya ang antas ng pagtanggap ng
ginawang pagsusuri gamit ang nabuong instrumento sa pagtataya nito. Sinunod dito ang Input-Process-Output
na balangkas ng pag-aaral at ginamitan ng kwantitatib-deskriptib-ebalwatib na pamamaraan. Sa pamamagitan
ng talatanungang ibinatay sa ginamit ni Morales (2014) na naimodipika ayon sa kahingian ng kasalukuyang
pag-aaral, tatlong (3) gurong eksperto ang nagsilbing tagataya dito na siyang tumiyak sa kahusayan ng nabuong
pagsusuri ng mananaliksik. Gamit ang Content Analysis, natuklasan na makabagong pamamaraan ang istilo na
ginamit ni Ron Canimo sa pagsulat ng mga tula. Lahat ng kanyang mga tula ay walang sinusunod na sukat at
tugma, may iba‟t ibang tayutay at simbolismong ginamit, magkaibang pandama ang pinagana dahil sa mga
imahe at paglalarawang ginawa, iba‟t ibang uri ng pag-ibig ang tinalakay at gumamit ng pormal, impormal o
kumbersasyonal na wika at makabagong istilo sa pagsulat ng tula. Gamit ang mean at standard deviation,
lumabas na “Mataas” ang antas ng pagtanggap sa kabuuan ng mga gurong eksperto na tumaya sa nabuong
pagsusuri. Lumabas din na “Mataas” ang antas ng kanilang pagtanggap sa nabuong pagsusuri batay sa mga
sumusunod na elemento: (a) Sukat at Tugma, (b) Talinghaga at Simbolismo, (c) Imahen, (d) Tema, at (e)
Diksiyon. Mula sa natayang pagsusuri at kinalabasan ng antas ng pagtanggap dito, naitala ang mga paksa sa
Junior High School Filipino na maaaring lapatan at gamitan ng nabuong pagsusuri.
KEYWORDS: Kumbensyunal, Pagdalumat, Pormalistiko, Ron Canimo, Tula
SCHOOL CULTURE ADAPTATION AMONG INDIGENOUS PEOPLES COLLEGE STUDENTS AT A PRIV...AJHSSR Journal
ABSTRACT: This qualitative study investigates the adaption experiences of indigenous college students at the
University of Mindanao, Matina-main campus. Eight major themes emerged, including difficulties with language
proficiency, online learning, classroom interaction, examination systems, grading procedures, school regulations,
resource accessibility, coping mechanisms, and future goals. Implications include the requirement for targeted
language proficiency and technology use support, an understanding of adaption processes, interventions to
improve resource accessibility, and equitable public administration policies. The study underlines the importance
of adaptation in various educational contexts, as well as the role of educators and legislators in creating inclusive
learning environments.
KEYWORDS: indigenous college students, adaptation, educational challenges, coping strategies
The effect of Institutional Ownership, Sales Growth and Profitability on Tax ...AJHSSR Journal
ABSTRACT: This research aims to test, analyze and obtain empirical evidence about the influence of
institutional ownership, sales growth and profitability on tax avoidance. The object of this research is
manufacturing companies in the consumer goods industry sector listed on the Indonesia Stock Exchange (BEI)
in 2018-2022. This research used quantitative research methods and causal research design. The sampling
technique in this research used non-probability sampling with purposive sampling as the basis for determining
the sample so that a sample of 55 samples was obtained. The data used is secondary data obtained from the
official website of the Indonesia Stock Exchange (BEI) during the 2018-2022 period. The data analysis method
used was multiple linear regression analysis with several tests such as descriptive statistical tests, classical
assumption tests, and hypothesis testing using SPSS version 26 statistical software. The results showed that the
institutional ownership variable has no effect on tax avoidance, while the sales growth and profitability has a
negative and significant effect on tax avoidance.
KEYWORDS: Institutional Ownership, Sales Growth, Profitability, Tax Avoidance
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“STRESS INDICATORS AMONG GOVERNMENT EMPLOYEES IN ZAMBALES, PHILIPPINES”
1. American Journal of Humanities and Social Sciences Research (AJHSSR) 2023
A J H S S R J o u r n a l P a g e | 154
American Journal of Humanities and Social Sciences Research (AJHSSR)
e-ISSN : 2378-703X
Volume-07, Issue-09, pp-154-162
www.ajhssr.com
Research Paper Open Access
“STRESS INDICATORS AMONG GOVERNMENT
EMPLOYEES IN ZAMBALES, PHILIPPINES”
Helen Grace E.Olipane,MBA; James Ferdinand D. Avecilla, MBA;
Fritz Niño J. Tubes, MBA
President Ramon Magsaysay State University
ABSTRACT:Government employees are the backbone of public service, taking on crucial responsibilities
such as policymaking and addressing citizen needs. However, workplace challenges, including heavy workloads
and bureaucratic procedures, often give rise to a pervasive issue: stress. Stress is a prevailing concern affecting
employees across different organizations, including public agencies. Understanding employee stress is critical in
promoting employee well-being and cultivating an efficient public service. The study examines the stress
indicators among government employees and its relationship to employee engagement and commitment. The
study used a descriptive-correlational research design with questionnaire as the main tool in collecting data from
one hundred twenty (120) government employee-respondents who were randomly selected from government
agencies in Zambales, Philippines. The researchers used Pearson Correlation Coefficient toascertain the
significant relationship between the variables under investigation.Data indicatesthatthe respondents
expressedagreement concerningsupervisor demand, client demand, organizational culture and behavior, and on
salary and compensation. Conversely, there isdisagreement concerning pressure from colleagues, and work-
lifebalance. The respondents also exhibitdisagreement on their perception ofemployee engagement and
commitment. There is a positive high relationship between stress indicators of government employee and
employee engagement and commitment.
KEYWORDS: stress indicators, employee engagement and commitment, supervisor demand, client demand,
organizational culture and behavior, pressure from colleagues, salary and compensation, work-life balance.
I. INTRODUCTION
Stress is the body's natural response to external demands, often referred to as stressors, that disrupt its
normal equilibrium(American Psychological Association, 2020). Demanding duties, tight deadlines, and
complicated responsibilities are common in today's modern workplace and causes stress. Government
employees who are entrusted with a variety of critical responsibilities, are not immune to this. Government
agencies needs to recognize these challenges and identify the indicators of stress among government employees
because it will aid in the creation of a positive work environment that benefits both employees and the efficient
operation of governmentagencies. A positive work environment improves employee commitment and
achievement-striving ability, which in turn enhances employee performance (Zhenjing, G., Chupradit, S., Ku,
K., Nassani, A., & Haffar, M., 2022).
Employee engagement and commitment are integral components of organizational success because
they influence employee‟s performance and overall well-being(Saks, 2018). Employees that are engaged are
deeply involved in their work and are dedicated and enthusiastic in contributing to the organization‟s goals.
(Bakker & Albrecht, 2018). This engagement leads to high level of commitment and ultimately increases the
level of job satisfaction (Rahman, U., Rehman, C., Imran, M., & Aslam, U. (2017). Committed employees are
deeply devoted, exhibiting a strong sense of loyalty and attachment to their roles in the organization. This
dedication often translates into longer tenures, as committed employees are more likely to remain in their jobs
over an extended period of time (Ahmed, N. 2017).
To foster employee engagement and commitment, organizations need to determine and assess stressors
experienced by government employees. By identifying and assessing these, organizations can lessen its effect
andcan develop targeted strategies that creates a more supportive and conducive working environment. The
purpose of this study is to look into specific stressors in the workplace. Specifically, the study aims to address
the following inquiries:
2. American Journal of Humanities and Social Sciences Research (AJHSSR) 2023
A J H S S R J o u r n a l P a g e | 155
1. How are stress indicators among government employees be described in terms of:
1.1 Supervisor Demand;
1.2 Client Demand;
1.3 Organizational Culture and Behavior;
1.4 Pressure from Colleagues;
1.5 Salary and Compensation; and
1.6 Work Life Balance?
2. How do respondents perceiveemployee engagement and commitment?
3. Is there a significant relationship between stress indicators among government employees and
employee engagement and commitment?
II. LITERATURE REVIEW AND HYPOTHESIS DEVELOPMENT
Global workers are significantly affected by stress, with Gallup's State of the Global Workplace
2021 Report revealing that 57% experience high job-related stress, and about 70% contend with overall life
challenges or distress. The impact of stress was a concern even before, but the COVID-19 pandemic has further
intensified the situation, as indicated by 45% of individuals who report being greatly affected by the pandemic's
repercussions (Gallup, 2021).
Research conducted by Simon, Nishanthini and Amarakoon, Upamali Asanka, (2015) states that
excessive levels of occupational stress causes fatigue, anxiety, depression and social withdrawal and disengages
employees from work. Employee engagement is the individual‟s involvement and satisfaction with as well as
enthusiasm for work. Engagement occurs when individuals are emotionally connected to others and cognitively
vigilant. An engaged employee is found to be committed to her/his organization‟s goals and values, motivated to
contribute to its success and are able to enhance their own sense of well-being (Simon, N., Amarakoon, U.,
2015)
Stress has significant psychological, physiological and performance effects on human resources of
an organization. Based on the study of Prasad, Vaidya, & Kumar (2015), occupational stress is having moderate
impact on the employees‟ performance of the institute, the job-related stress in general and the stress factor job
security in particular. The employees‟ reaction to the stress – physiological factors also have moderate effect on
the performance of an employee.
Participants of a study reported adverse working conditions and management practices as common
causes of work stress. Stress-inducing management practices included unrealistic demands, lack of support,
unfair treatment, low decision latitude, lack of appreciation, effort–reward imbalance, conflicting roles, lack of
transparency and poor communication. (Bhui et. al. 2016)
Samuel, O., & Dean, F. (2015) in their study found that there is a significant relationship between
workplace stress, and employee commitment, and suggests that changes are needed to improve employee
commitment by reducing stress levels and changing the culture orientation. Taborsky, et al. (2021) found that
environmental predictability and physiological constraints are key factors shaping stress response evolution
while Beer, et al. (2021) had observed that cognitive appraisals played a role not only how practitioners
experience stress, but also the behavioral responses that follow. The results of the study of Majid A. (2015)
indicate a positive correlation within all factors that have been evaluated including interpersonal, relationship,
workload and physical factors toward job stress among government employees.
In a local study during the pandemic, the level of stress among government employees is high.
Addressing workplace stress and anxiety will necessitate creative methods to mental/emotional health assistance
and a completely different standard of care than present anxiety and depression prescription alternatives.
(Lantajo, 2022)
In the local government unit of Batac City, Ilocos Norte, government employees have a favorable
feeling of satisfaction with their quality of working life, the policies and practices of the organization, and their
personal lives. However, there are still potential stressors along with job, organizational and individual factors
such as heavy workload, interpersonal relationships with co-workers, and health concerns. The stressor on job
factors is a heavy workload, stressors on organizational factors are employees‟ perception of working with
persons of their liking, and stressors on individual factors are health concerns like headache, migraine, and
fatigue. (Yapo, 2023)
In the local government agencies in the province of Bulacan, the common stressors of the
respondents are peer group relations, under-participation, powerlessness, and intrinsic impoverishment. The
study recommends having a comprehensive and integrative Employee Wellness Management institutionalized in
the selected local government and national government agencies in the Province of Bulacan to address the
stressors faced by their employees. (Pagtalunan E., Valcos E., 2022)
3. American Journal of Humanities and Social Sciences Research (AJHSSR) 2023
A J H S S R J o u r n a l P a g e | 156
Ho1. There is no significant relationship between stress indicators among government employees and
employee engagement and commitment.
According to Bhatti et. al. (2016) employees face great stress due to many stress antecedents like lack of support
from supervisors, great pressure of work, problematic co-workers relationship and family and work life
conflicts. All these stressors lead to low organizational commitment and absenteeism. Results of their research
shows that stress is a major cause that decreases the employee‟s commitment towards the organization. Jiang et
al. (2020), on the other hand, points out that challenge stressors positively influence work engagement, which
has a significant positive effect on affective commitment. Similarly, Sidhu et al.(2020) revealed that five
parameters, namely workload, working environment, concentration, positivity and future perspective are the
factors that are responsible to create stress in employees.
According to Simon et. al. (2015) the relationship between occupational stress and employee engagement is not
a negative linear, but an inverted „U‟ relationship. This clearly indicates the impact of job stress on health of
employees that leads to lower engagement and commitment. Accordingly, it suggests that maintaining an
optimal level of occupational stress can result in a higher level of employee engagement. On the other hand,
based on the study of Breaugh (2021), stress and engagement are negatively related, whereas Basic needs
satisfaction and engagement are positively related. Moderation analyses revealed that the detrimental
relationship between stress and engagement is lessened for individuals who have strong interpersonal relations
at work. This suggests that social relationships play an important role in managing stressful work environments.
Similarly, The result of Rahmi et. al. (2020) shows a direct negative association between perceived stress and
work engagement. Henceforward, the structural equation model reveals that meaningful work partially mediated
a negative association between perceived stress and work engagement. The study has proved that the empirical
evidence of how perceived stress can contribute to work engagement.
On the effects of stress on organizational commitment, Saadeh et. al. (2019), found a significant negative effect
of job stress on organizational commitment. The results also indicated full negative mediating effect of
perceived organizational support on the relationship between job stress and organizational commitment. This is
similar to the result of Cicei (2012) where a negative significant correlation have been identified between
occupational stress and affective and continuance commitment, enhancing the need for designing tailored
interventions in view of reducing stress and enhancing commitment. The results is also true to the study of Odor
(2020) that reveals that work stress is negatively related to all the three types of commitment, namely, affective,
normative and continuance. On the other hand, The findings of Ahmad (2016) gave an implication that worker
with low job stress will have a high organizational commitment. Therefore, employers and organizations should
strive to take appropriate steps in reducing job stress and providing adequate and good facilities at work place,
thus ensuring that worker has a high level of organizational commitment. High organizational commitment will
contribute to worker's high productivity that will not only benefit the worker himself but also the employer and
organization.
III. METHODOLOGY
The study employed a descriptive-correlational research design to investigatethe stress indicators
among government employees and its relationship to employee engagement and commitment. The respondents
consisted of one hundred twenty (120) government employees from Zambales, Philippines who were selected
using quota sampling. A questionnaire was used as a primary tool in gathering data, utilizing a 4-point Likert
scale ranging from "strongly agree" to "strongly disagree."
The study used various statistical tools and quantitative methods to analyze the data effectively. To
ensure meaningful interpretation, the following statistical techniques were utilized: Frequency and Percentage,
Weighted Mean, Cronbach Alpha Coefficient, Pearson Correlation Coefficient.
IV. RESULTS AND DISCUSSION
The following tables and discussions present the gathered, analyzed and interpreted data.
1. Perception of the respondents towards stress indicators of government employee
1.1. Supervisor Demand
Table 1 shows the perception of the respondents towards stress indicator of government employee as to
Supervisor Demand.
TABLE1 : Perception of the respondents towards stress indicator of government employee as to
Supervisor Demand
N=120
SUPERVISOR DEMAND Weighted
Mean
Qualitative
Interpretation
Rank
1 My supervisor is too uptight with policies and 2.80 Agree 2
4. American Journal of Humanities and Social Sciences Research (AJHSSR) 2023
A J H S S R J o u r n a l P a g e | 157
regulations.
2 My supervisor always gives too much
workload. 2.43 Disagree 4
3 My supervisor requires a lot of things to do in
limited time. 2.40 Disagree 5
4 My supervisor demands that work should be
done the way they prefer. 2.62 Agree 3
5 My supervisor always expects an excellent
performance. 2.93 Agree 1
Overall Weighted Mean 2.63 Agree
The government employee respondents were agreed on the supervisor always expects an excellent
performance manifested on the high mean value of 2.93 and ranked 1st
while the supervisor requires a lot of
things to do in limited time with mean of 2.40 interpreted as disagree and ranked 5th
. The computed overall
weighted mean on the responses towards stress indicator of government employee as to Supervisor Demand
was 2.63 with qualitative interpretation of “Agreed”.
The data simply demonstrate on the high expectation from the respondents to perform in their
respective duties with excellence.
1.2. Client Demand
Table 2 shows the perception of the respondents towards stress indicator of government employee as to
Client Demand.
TABLE 2 : Perception of the respondents towards stress indicator of government employee as to Client
Demand
N=120
CLIENT DEMAND Weighted
Mean
Qualitative
Interpretation
Rank
1 Clients have plenty of complaints about their
transactions.
2.47 Disagree 4
2 Clients are impatient and want to be
entertained first.
2.58 Agree 2
3 Clients are always in a hurry in making their
transactions.
2.54 Agree 3
4 Clients always demand for a special treatment. 2.43 Disagree 5
5 Clients want to finish the transaction faster. 2.70 Agree 1
Overall Weighted Mean 2.54 Agree
The government employee respondents were agreed on the “clients want to finish their transaction
faster” manifested on the high mean value of 2.70 and ranked 1st
while the “clients always demand for a special
treatment” with mean of 2.43 interpreted as disagree and ranked 5th
. The computed overall weighted mean on
the responses towards stress indicator of government employee as to Client Demand was 2.54 with qualitative
interpretation of “Agreed”.
1.3. Organizational Culture and Behavior
Table 3 shows the perception of the respondents towards stress indicator of government employee as to
Organizational Culture and Behavior.
TABLE 3 : Perception of the respondents towards stress indicator of government employee as to
Organizational Culture and Behavior
N=120
ORGANIZATIONAL CULTURE
AND BEHAVIOR
Weighted
Mean
Qualitative
Interpretation
Rank
1 My organization/institution has strict guidelines
that ought to be followed.
3.01 Agree 4
2 My organization/institution has a high expectation
on performance
3.10 Agree 1.5
3 My organization/institution pushes employees to
do their best.
3.10 Agree 1.5
4 My organization/institution let me perform duties
that are not stipulated in my job description.
2.83 Agree 5
5 My organization/institution is output oriented. 3.03 Agree 3
5. American Journal of Humanities and Social Sciences Research (AJHSSR) 2023
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Overall Weighted Mean 3.01 Agree
The government employee respondents were agreed that their organization / institution has a high
expectation on performance and the organization/institution pushes employees to do their bestmanifested on
equal high mean values of 3.10 and ranked 1.5th
respectively while the organization/institution let them perform
duties that are not stipulated in their job description with mean of 2.83 and ranked 5th
. The computed overall
weighted mean on the responses towards stress indicator of government employee as to Organizational
Culture and Behavior was 3.01 with qualitative interpretation of “Agreed”.
1.4. Pressure from Colleagues
Table 4 shows the perception of the respondents towards stress indicator of government employee as to
Pressure from Colleagues.
TABLE 4
Perception of the respondents towards stress indicator of government employee as to Pressure from
Colleagues
N=120
PRESSURE FROM COLLEAGUES Weighted
Mean
Qualitative
Interpretation
Rank
1 Most of the time, my colleagues are very bossy. 2.35 Disagree 4
2 Most of my colleagues take credit on jobs they
didn‟t actually do. 2.40 Disagree 1
3 My colleagues usually criticize my manner of
accomplishing things. 2.34 Disagree 5
4 Most of my colleagues are hyper competitive. 2.38 Disagree 2.5
5 My colleagues often ask me to do their job for
them. 2.38 Disagree 2.5
Overall Weighted Mean 2.37 Disagree
The government employee respondents were disagreed that most of their colleagues take credit on jobs
they didn‟t actually do manifested on high mean value of 2.40 and ranked 1st
while the respondents colleagues
usually criticize their manner of accomplishing things with mean of 2.34 and ranked 5th
. The computed overall
weighted mean on the responses towards stress indicator of government employee as to Pressure from
Colleagues was 2.37 with qualitative interpretation of “Disagreed”.
1.5. Salary and Compensation
Table 5 shows the perception of the respondents towards stress indicator of government employee as to
Salary and Compensation.
TABLE 5 : Perception of the respondents towards stress indicator of government employee as to Salary
and Compensation
N=120
SALARY AND COMPENSATION Weighted
Mean
Qualitative
Interpretation
Rank
1 Incentives from my institution/agency is not
enough.
2.58 Agree 4
2 Salary increase is not equal for employees with
higher position and employees with lower position.
2.68 Agree 3
3 Medical and Dental insurance benefits is limited in
coverage.
2.73 Agree 2
4 Retirement benefits are not promising. 2.48 Agree 5
5 Allowances such as travel, meal, housing,
communication are not available to some
employees.
2.90 Agree 1
Overall Weighted Mean 2.67 Agree
The government employee respondents were agreed that allowances such as travel, meal, housing,
communication are not available to some employees manifested on high mean value of 2.90 and ranked 1st
while retirement benefits are not promising with mean of 2.48 and ranked 5th
. The computed overall weighted
mean on the responses towards stress indicator of government employee as to Salary and Compensation was
2.67 with qualitative interpretation of “Agreed”.
6. American Journal of Humanities and Social Sciences Research (AJHSSR) 2023
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1.6. Life Work Balance
Table 6 shows the perception of the respondents towards stress indicator of government employee as to
Life Work Balance.
TABLE 6 : Perception of the respondents towards stress indicator of government employee as to Life
Work Balance
N=120
WORK LIFE BALANCE Weighted
Mean
Qualitative
Interpretation
Rank
1 My agency/institution‟s working hours is not
flexible.
2.48 Disagree 3
2 I don‟t have enough time for family because of too
much workloads.
2.36 Disagree 5
3 Overtime work is expected even on holidays and
weekends.
2.40 Disagree 4
4 The organization lacks insurance and social programs
for family members.
2.49 Disagree 2
5 The organization lacks child care facilities for
working mothers and single parents.
2.53 Agree 1
Overall Weighted Mean 2.45 Disagree
The government employee respondents were agreed that the organization lacks child care facilities for
working mothers and single parents manifested on high mean value of 2.53 and ranked 1st
while on the
statement in which they don‟t have enough time for family because of too much workloads with mean of 2.36
interpreted as disagreed and ranked 5th
. The computed overall weighted mean on the responses towards stress
indicator of government employee as to Life Work Balance was 2.45 with qualitative interpretation of
“Disagreed”.
2. Perception of the respondents towards Employee Engagement and Commitment
TABLE 7 : Perception of the respondents towards Employee Engagement and Commitment
N=120
EMPLOYEE ENGAGEMENT & COMMITMENT
Weighted
Mean
Qualitative
Interpretation
Rank
1 I get easily burnt out during my overtime due to
unreasonable tasks given by our supervisor.
2.33 Disagree
2
2 My supervisor's lack of accountability for their conduct
leads me to be exhausted at work.
2.33 Disagree
2
3 I get discouraged from working due to the abundance of
unjustified consumer complaints over their transactions.
2.28 Disagree
5.5
4 Clients' negative attitudes reduced my motivation to
serve others throughout the day.
2.33 Disagree
2
5 I am embarrassed to admit that I am a member of this
organization since they require us to undertake
responsibilities that are not in our job description.
2.23 Disagree
11.5
6 I lost interest in working because I was fed up with
dealing culture of never-ending rumors and drama.
2.23 Disagree
11.5
7 My organization's poor communication at all level of
employees demotivates me to do my duties.
2.30 Disagree
4
8 My employment is not intellectually challenging due to
the lack of professional growth and development among
coworkers.
2.27 Disagree
8
9 As a result of the unpromising nature of the company's
benefits, I am hesitant to continue with the organization
until retirement.
2.24 Disagree
10
10 I am unfulfilled in working for the company because I
don‟t receive enough compensation and benefits
2.27 Disagree
8
11 Weekend work sometimes causes me to lose productivity
at work and in my personal life.
2.28 Disagree
5.5
12 The lack of implementation of routine team-building
activities which foster positive mental and emotional
2.27 Disagree
8
7. American Journal of Humanities and Social Sciences Research (AJHSSR) 2023
A J H S S R J o u r n a l P a g e | 160
health lowers the level of my commitment.
Overall Weighted Mean 2.28 Disagree
Table 7 shows the perception of the respondents towards Employee Engagement and Commitment
The government employee respondents were disagreed that they get easily burnt out during my
overtime due to unreasonable tasks given by our supervisor; that their supervisor's lack of accountability for
their conduct leads them to be exhausted at work; and the clients' negative attitudes reduced my motivation to
serve others throughout the day manifested on high equal mean values of 2.33 and ranked 2nd
respectively while
on the statement in which they are embarrassed to admit that they are member of this organization since they
require us to undertake responsibilities that are not in our job description; and they lost interest in working
because they are fed up with dealing culture of never-ending rumors and dramawith equal mean of 2.23
interpreted as disagreed and ranked 11.5th
respectively. The computed overall weighted mean on the responses
towards Employee Commitment and Commitment was 2.28 with qualitative interpretation of “Disagreed”.
3. Test of Relationship between stress indicators of government employee and employee engagement and
commitment
Table 8 shows the Pearson Product Moment Coefficient of Correlation to test relationship between
stress indicators of government employee and employee engagement and commitment.
TABLE 8 : Pearson Product Moment Coefficient of Correlation to test relationship between stress
indicators of government employee and employee engagement and commitment
Sources of Correlations
Employee
Engagement &
Commitment
Stress
Indicators
Decision
Employee
Engagement and
Commitment
Pearson Correlation 1 0.764** Positive High
Relationship
Sig. (2-tailed) 0.000 Reject Ho
Significant
N 120 120
Stress
Indicators
Pearson Correlation 0.764**
1
Sig. (2-tailed) 0.000
N 120 120
**. Correlation is significant at the 0.01 level (2-tailed).
There is positive high relationship between stress indicators of government employee and employee
engagement and commitment manifested on the computed Pearson Product Moment Coefficient of Correlation
value of 0.764**. The computed Sig. (2-tailed test) value of 0.000 which is lower than 0.05 alpha level of
significance, therefore the null hypothesis is rejected, hence there is significant relationship.
V. CONCLUSIONS
From the summarized findings of the conducted investigations, the researchers reached the subsequent
conclusion:
1. The respondents expressed “Agreed” on Supervisor Demand, Client Demand, Organizational Culture
and Behavior, and on Salary and Compensation while “Disagreed” on Pressure from Colleagues, and
Life Work Balance.
2. The respondents were “Disagreed” on their perception towards Employee Engagement and
Commitment.
3. There is a positive high relationship between stress indicators among government employee and
employee engagement and commitment.
VI. RECOMMENDATIONS
1. Given the consistent expectation for exceptional performance from supervisors, it is encouraged that
government employees‟ well-being be prioritized through a comprehensive program like workshops and
training sessions designed to improve stress management, time management, and coping abilities.
2. With clients seeking faster transactions, government agencies may integrate digital solutions and processes
like mobile applications, automated forms and self-service kiosk that will allow clients to initiate and
complete transactions at their convenience.
8. American Journal of Humanities and Social Sciences Research (AJHSSR) 2023
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3. Consider introducing a continuous learning initiatives and mentorship programs to further nurture
individual and organizational growth. Government employees can be motivated to engage and commit
through an open communication and giving them clear paths for professional growth that will then
contribute to agencies‟ long-term success.
4. Since the salary in the government is fixed and concern as national issue, employees are encouraged to
engage in livelihood activities or business as intervention and additional source of income to augment the
financial needs of the family.
5. Government agenciesare encouraged to provide child care facilities for working mothers and single parents.
6. Extend the medical and dental privileges to all employee regardless of employment status as well as
allowances such as travel, meal, housing, and communication.
7. To conduct a replication of the study with in-depth and wider scope so as to validate the salient findings
obtained in the study.
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