Financial Stress and Job Performance

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Psychosocial Stressors and Job Performance among Bank Employees: An Integrated Model

Psychosocial Stressors and Job Performance among Bank Employees: An Integrated Model

ambulance workers, teachers, social service, customer service departments, prison officers and police) are among the most stressful jobs due to the nature of their work. According to NIOSH, bank employees such as managers, administrators, supervisors, and tellers are within the list of most stressful jobs [1]. Employees of financial institutions including banks are experiencing high job stress due to high sensitivity of work which is also due to dealings with public funds, limitation of motion, dealing with different people from different social classes having different ideas and expectations, leadership styles and lack useful and professional communication.
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Stress level and its influencing factors among employees in a plastic manufacturing and the implication towards work performance

Stress level and its influencing factors among employees in a plastic manufacturing and the implication towards work performance

Judith, 2008 with her research workplace bullying: Aggressive Behaviour and its effect on job satisfaction and productivity. The research showed how the bullying behaviour affects a individuals ability to perform their jobs, which can impact the morale of employees and the financial performances of an organization. The central findings of this study to show the frequency of workplace bullying, to examine the specific types of mistreatment and negative acts experienced by targets, to determine physical and mental stress associated with bullying, and to reveal a relationship between workplace bullying and its effect on job satisfaction and productivity. The data in this study found that 75% of participants reported witnessing mistreatment of co-workers throughout their careers, 47% have been bullied during their career, and 27% admitted to being a target of a bully in the last 12 months. This study also examined the most frequent negative acts by workplace bullies as reported by the participants.
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OCCUPATIONAL STRESS AND JOB PERFORMANCE IN SMALL AND MEDIUM SCALE ENTERPRISES

OCCUPATIONAL STRESS AND JOB PERFORMANCE IN SMALL AND MEDIUM SCALE ENTERPRISES

Occupational stress has been found to be related to job performance (Motowidlo, Packard, Manning, 1986; Donaldson-Feilder2011). Yozgat, Yurtkora, Bilginoglu (2013), in a research of job stress and job performance among employees in public sector found a negative relationship between job stress and job performance. In a similar research in China, Siu (2003) revealed that there is a negative relationship between sources of stress and self-related job performance. Motowidlo, Packard, Manning, (1986), in a study found that, events identified as a cause of stress lead to depression, which in turn, cause decrements in interpersonal and cognitive/motivation aspect of job performance. Mahan et al (2010) found that ongoing and episodic stressors were significantly and positively associated with anxiety and depression. Mahan et al (2010), argued that, as ongoing stressors increases in teachers working environment so as anxiety which affect their performance. Job stressors affect the general physical health of employees, their job satisfaction and performance as well as their commitment negatively (Shikieri & Musa 2011). Wu (2011), in a similar study, found that job stress and job performance were negatively correlated. Naqvi et al (2013), found lack of financial rewards, inflexibility in work hours, personal issues, low control over the work environment and bureaucratic management system to be negatively correlated with employees‟ productivity. In a similar study, Dhamodharan & Arumugasamy (2011) found that, occupational stressors influence positively the coercive and authoritative leadership and influence negatively the affiliative, democratic, pace-setting and coaching. A research work by Jeyaraj (2013) on occupational stress among teachers, found that teachers who reported greater stress were less satisfied with teaching, report greater frequency of absence and a greater number of total days absent, were more likely to leave teaching (career intensions) and less likely to take up a teaching career again (career commitment).
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Stress Management and Job Performance in the Industries Sector of Mali

Stress Management and Job Performance in the Industries Sector of Mali

Work has severaldefinitions. However it is defined as an activity that is to perform a specifictask in a given environment social, organizational and production in a given time and for compensation. The first component of work is the physical environment in which it takes place. In this set are distinguished on one hand the atmosphere and the other hand factors of production. To qualita- tively assess work, it’s determined by its performance. The stress is positive because of the fi- nished product, marketing, margins and earnings. This means that the leaders of the industry manage well the micro and macroeconomics; shareholders ensure financial and strategic activity that bankers give the best loans and credits (heritage, Finance, strategy), that references to grant the delivery inputs of guarantee (economics, Finance, strategy) conditions take account of socia- bility, liquidity, sector risk, strength of the business, its future and the competence of its leaders. The stress is negative in an industry if it has increased internal and international competition; the emergence of substitute products; the loss of an important client or his bankruptcy; the bankruptcy of a bank with which the industry had preferred financial relations; the emergence of new regula- tions concerning safety and the protection of the environment in which the industry did not; the de- cline continues to the listing on the stock exchange; the rotation of stocks and different clients of the industry standard; the financing of investments by operation of repeated losses of operating re- sources; the impossibility of renewal of credit stress is a reaction to physical or psychological con- straints. It can highlight different sources of occupational stress investments sources at work (working conditions, urgency of the time etc.). Ambiguities and overload conflicts of roles of respon- sibilities (several suicide in French companies); career too or no promotion, lack of job security, ambition thwarted, difficult professional relationship with supervisor, colleagues, subordinates, dif- ficulties of delegation of authority, organizational climate: no or limited participation in the process of decisions, restrictions on the power of decisions (budget), family and personal life can also be a source of stress.
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IMPACT OF STRESS ON JOB PERFORMANCE OF FACULTY MEMBERS IN PRIVATE UNIVERSITIES OF PUNJAB

IMPACT OF STRESS ON JOB PERFORMANCE OF FACULTY MEMBERS IN PRIVATE UNIVERSITIES OF PUNJAB

NOV-DEC, 2015, VOL-3/21 www.srjis.com Page 1238 study he investigated prevalence and causes of self-reported WRS in head teachers in West Sussex, UK. It was concluded that the prevalence of self-reported WRS in head teachers was significantly increased as compared to recent studies on workers in the UK. Cutler & Niven, (2006), in their study, they obtained data from previous studies on university academic personnel and revealed that the mean scores on the Occupational Stress Indicator (OSI) for job satisfaction and stress-related measures of mental health and physical health did not differ significantly. Problem Formulation
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Mediating role of perceived organizational support in relations between organizational politics with job stress, job satisfaction and job performance

Mediating role of perceived organizational support in relations between organizational politics with job stress, job satisfaction and job performance

Some researchers such as Hachwarter et al. [7] and Hadavineghad et al. [10] have examined different mediating variables in studying politics perceptions and its consequences separately. But, this is the first study that examines the mediating role of perceived support in the relationship between organizational politics perception and its consequences. It was found that staff perception from organizational politics has a positive correlation with job stress implying the staff with higher perception from organizational politics show higher stresss in their jobs. This finding agrees with previous studies of Ferris and Kacmar [3] and Poon [11]. Politics perception leads to undesirable results, since the trust of the organization towards staff cooperation disappears in an environment full of politics. Moreover, Politics perception has the potential of developing hesitation and negative reactions in the staff towards organizational motivations for the support of mental safety and welfare [7]. because of complexing facts, organizational politics play an important role in forming attitudes and next behaviors [28] with negative effects on mental states of the staff [26]. In one classification, political factors such as undefinite personal cooperation in determining one’ s destiny, not feeling secure about the life, properties, and beliefs, pressure about liberty and independence have been introduced as stressors [16]. Thus, as a strong stressor, organizational structure gives more decision-
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The Impact of Employee’s Job Stress on Staff’s Job Performance at Administrative Office in Bahagian Samarahan, Sarawak

The Impact of Employee’s Job Stress on Staff’s Job Performance at Administrative Office in Bahagian Samarahan, Sarawak

Lastly, a research done by Sia and Duari (2018) found that decision making had a positive effect on the employees since they were given a freedom to give ideas and this provides them with a sense of control in the final decision. Heponiemi et al. (2014) also found that decision authority was something positive in an organization, and employees can make their own decision to resign when they feel like their certain jobs are too stressful. This may increase their job performance in another organization and allow the previous one to replace them with new employees. Also, a study performed by Willimse, Jonge, Smit, Depla, and Pot (2012) examined the effects the decision authority has on job performance in nursing homes. The study revealed that staffs who make their own decisions could control their high job demands and activate healthcare staff. In a nutshell, employees who have a high number of tasks to perform can make their own decisions that are suitable in the situation that they have experienced.
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Impact of Psychological Capital and Social Capital on the Job Stress and Deviant Behaviors in Clinical Staff

Impact of Psychological Capital and Social Capital on the Job Stress and Deviant Behaviors in Clinical Staff

Our results confirmed that higher PC and SC are as- sociated with lower job stress and deviant behaviors in clinical staff. In addition, it was found that this negative correlation between PC and job stress is stronger in the employees with higher SC. Our study hence suggests the promotion of PC and SC in clinicians as an effec- tive approach to empower them in coping with stressful situations. Increased PC may also alleviate the rate de- viant behaviors in clinicians, resulting in higher perfor- mance of hospital human resources.

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Impact of Job Stress on Consumer Satisfaction with Role of Mediating Variables (Employee Satisfaction and Employee Performance): A Study of Punjab Emergency Service (Rescue 1122) Sahiwal, Pakistan

Impact of Job Stress on Consumer Satisfaction with Role of Mediating Variables (Employee Satisfaction and Employee Performance): A Study of Punjab Emergency Service (Rescue 1122) Sahiwal, Pakistan

Fake calls are big causes of wastage of time and creating stress among employees. Hard work of the rescue staff and heavy traffic of communication has revealed the stress and dissatisfaction of job and disturbing the standard average response time of six minute (Rescue 1122 asks people not to bother it with prank calls, 2014). Fake calls data revealed that out of 9.8 million calls, 9.2 million calls were fake since 2004 to 2008 and disturbing the employees and decreasing the performance and quality of service, after analysis, 1.7% were actual and 4.3% were for seeking information and 94% were irrelevant calls which include 35.1% from girls, 25.2% from boys, 1.7 from children, 0.3% musical, 1.4% abuses, 1% wrong and other 29.3% were dropped calls (Rescue 1122 receives 9.2 million fake calls , 2008). If ambulances and fire fighters receive fake calls and in respond it might delay a real emergency at any other place. The governor has approved an ordinance to pave way to formulate regulations about fake request of rescue services. These prank
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Moderating effect of social support on personal financial constraints and job stress relationship

Moderating effect of social support on personal financial constraints and job stress relationship

The aim of this paper is to examine the moderating effect of social support (which may be supervisory, friends, family and relatives) on the relationship of personal financial constraints and job stress relationship. Sample consists of 294 respondents from randomly selected 28 branches of 22 banks located across all major cities of Pakistan. Moderated regression analysis has been used to test the hypothesized relationships. Personal financial constraints enhance job stress and social support moderates this relationship. Job stress increases when an employee faces financial constraints but decreases in the presence of social support. Practical and theoretical implications are drawn. This research is conducted in banking industry, so its results can‟t be generaliz ed to other industries. This paper is the first which examines the impact of a non-work related variable, personal financial constraint on job stress along with buffering role of social support. Its findings have great implications for employers for increasing productivity of employees.
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INFLUENCE OF JOB-STRESS ON JOB PERFORMANCE AMONG ACADEMIC STAFF OF UNIVERSITY OF IBADAN, NIGERIA

INFLUENCE OF JOB-STRESS ON JOB PERFORMANCE AMONG ACADEMIC STAFF OF UNIVERSITY OF IBADAN, NIGERIA

This study examined the influence of job-stress on job performance among academic staff of Nigeria Universities with particular reference to University of Ibadan. Structured questionnaire was used to collect data from 60 respondents through purposive method from deferent faculties. Ordinary Least Square Analytical Technique was used to analyze the data. The study revealed that lack of infrastructure, work load, overseeing the conduct of examination, time pressure, compilation of results and students indiscipline are major causes of job stress. Moreover, result of the study indicated that lack of infrastructure and work load are major causes of job-stress. The result revealed that job-stress dimensions independently and jointly influenced job performance adversely. The study suggested that management should implement higher standard of conduct for all students and lecturers and redefine the entire approach to discipline, teaching and learning and also, effort should also be made to provide the necessary infrastructure in order to have enabling learning and friendly environment, which may lead to job performance among academic staff.
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THE INFLUENCE OF JOB STRESS, COMMITMENT, JOB EXPERIENCE AND EMPLOYEES PERFORMANCE IN SELECTED BANKS IN ENUGU

THE INFLUENCE OF JOB STRESS, COMMITMENT, JOB EXPERIENCE AND EMPLOYEES PERFORMANCE IN SELECTED BANKS IN ENUGU

Any role that focuses on sales causes stress. Couple this with the fact that the job security and the ceiling on salary aren‟t what they used to be, and institutional sales can be a grind. Their survey attributes to situation in which technology automates much of the function, hence less need for a human interface. The pressure on sales people has the potential to increase as banks shift to „low touch‟ business models. Here, all but the most important clients are encouraged to trade using electronic systems that eliminate the need for human beings. However, there will still be a need for talented salespeople to interact with the most demanding and important clients.
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The Effects of Occupational Stress on the Management of an Organization

The Effects of Occupational Stress on the Management of an Organization

Other factors affecting job satisfaction include: the communication within the workplace, the environment, the assignment given, the salary and benefits received not to the satisfaction of employees (Silva, 2006). The employee will be dissatisfied if the assignments received were too many while they are required to meet an unrealistic deadline (Silva, 2006). Additionally, little supervision and less support from the manager in completing assignments contribute to the high level of stress and dissatisfaction among employees. This then increases the number of employees who have the intention to leave and in turn that might seriously hamper the organization’s productivity (Bragg, 1982). Some employees might think that their job is only temporary and these employees have the tendency to look for and find a better job. If this is high, it shows very low commitment within the employees in that organization (Hemingway and Smith, 1999). These employees will contribute to low performance as well low productivity. In addition, some employees seem to take their job for granted and as a result, the task given will not be accomplished properly and cannot meet deadlines. This will affect the organization’s image especially if it deals with the public (Gilmore, 2001).
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Performance, Job Stress And Human Capital Motivation: A Study On Employee Perspective

Performance, Job Stress And Human Capital Motivation: A Study On Employee Perspective

PT KMI is one of the carbonated beverage production enterprises, with products Zoda and Root Beer. PT KMI was founded on October 23, 2008, is located on Jl. Kingdom Sukabumi, Bogor, West Java. PT KMI produced products with the machines fully automated, hygienic, certified GMP (Good Manufacturing Practices) as halal and has received permission industrial enterprises with 379 / T / Industrial / 2009. The flagship product of PT KMI is the product of root beer, which is produced in the packaging One Way Bottle (OWB) and cans. The majority of employees of PT KMI is the male sex (93%), aged 20-30 amounted to (54%) who are of productive age, the production employees (45%), level of educatio senior high school (66%), and years of services > 2 years (63%). Job stress employee PT KMI is as follows:
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IMPACT OF JOB SATIFACTION ON EMPLOYEE’S PERFORMANCE

IMPACT OF JOB SATIFACTION ON EMPLOYEE’S PERFORMANCE

Rai (2004) is of the opinion that among other things, motivation is crucial for good performance and hence it is important to study what motivates employees for better performance. Christen, Cryler and Soberman (2005) viewed a significant positive effect of job performance on job satisfaction They noted that a positive effect of job performance on job satisfaction also has important implications for a firm that wants to motivate and retain talented employees .It means that actions to increase job performance can also increase the job satisfaction of employees. As a result, benefits such as reduced turnover and less absenteeism (the result of higher job satisfaction) may be useful in justifying the cost of a policy even when this policy is primarily directed to improving performance of employees.
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Strength of factors responsible for job stress and its’ impact on workers’ performance

Strength of factors responsible for job stress and its’ impact on workers’ performance

pressure on employee in organization might be level of skill required, creativity, decision making style in organizations and behavior with co workers (Lindstrom 2005) v . Meanwhile there are different other sources task uncertainty, working condition, workplace spirituality, job security, work burden, salary incentives and job autonomy revealed by many researchers over different years (Cartwright & Cooper 2002; Coetzer & Rothmann 2007; De Bruin & Taylor 2006; Labuschange et al. 2005; Martin 2005; Rollinson 2005 vi ). Some external factors also responsible for job stress like socio and technology changes, globalization, family and economic conditions (Fred Luthans 10 th Edition vii ). It is also revealed that races complex might be another big source of stress (Hope Pelled and Katthleen M. 1999 viii ). Managerial authorities must think positively about job related stress, because stressed environment in organization can lead health problems with employees, poor efficiency, high absenteeism, and high turnover (Lawrence 1995). ix It is very important to reveal that how does job stress effect different institutions or employees in all possible dimensions as in negative and positive context. Job stress and its’ results on performance is more considerable in developing countries due to structural and economic development (Jamal, 1999; Xie, 1996) x . In Pakistan research on job stress cover some specific industrial sectors as banking and textile which is not enough to generalize. There must be significant study in Pakistan on job stress and workers’ performance which cover organizations from different areas and different aspects of job. This has been observed workers those are permanent, contract basis and daily wages respond differently with job stress due to differ in job policies (Anakwe et al. 2000 xi ).
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How does workplace stress affect job performance? An employee’s perspective

How does workplace stress affect job performance? An employee’s perspective

The term ‘stress’ is derived from the Latin word stringere which means to draw tight. Cooper, Dewe and O’Driscoll (2001) define stressors as forces which push a physical or psychological factor far beyond the normal range of stability of an individual, causing a strain. Strains result from a combination of several different stressors such as a high work load and workplace bullying, creating a negative emotional state as a response. The Yerkes-Dodson law (1908) explains the relationship between performance and stress through a bell-shaped curve on a graph of performance versus stress, where an optimal level of stress is indicated – too little or too much stress leads to low productivity. However, a moderate stress level plays a positive role in job performance, by enhancing attention and maintaining interest on a task. Therefore, stress is not always a negative element as it is generally portrayed, if it is managed effectively by the individual.
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Impact of Job Stress on Employee Job Satisfaction

Impact of Job Stress on Employee Job Satisfaction

In the established or emerging countries job stress is one of the most significant workplace fitness threat for the employees. There are many factors that create problems in the place of work e.g. the overload of work, role conflicts, disturbance in their physical environment, low salary etc. And the employees of an organization are worry about those problems. Ahari, Mehrabi, & Karimi (2013) says in his study that in the previous year the organization thinks that the employee satisfaction is not necessary but the latest study proves this theory totally wrong. Job satisfaction is the level of gladness for a person feels about his or her work. Job satisfaction falls into two levels: affective job satisfaction and cognitive job satisfaction. Affective job satisfaction is a person's emotional feeling about the whole life of a job. Cognitive job satisfaction is how satisfied employees feel regarding some features of their job, such as salary, periods, or profits.
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An investigation of the factors affecting the readiness to implement the EFQM excellence model
an interpretive case study of the Syrian banking sector

An investigation of the factors affecting the readiness to implement the EFQM excellence model an interpretive case study of the Syrian banking sector

Positivism is a very old paradigm highlighted originally by the French philosopher Auguste Cmote (1853). According to Collis and Hussey (2009:56) positivism is ―a paradigm that originated in the natural sciences. It rests on the assumption that social reality is singular and objective, and is not affected by the act of investigating it. The research involves a deductive process with a view to providing explanatory theories to understand social phenomena‖. Schensul (2012) also mentions that positivist researchers should observe independently and reduce their interactions with and effects on the subject matter when gathering their data. They almost always prefer to test pre-existing theories rather than to derive theory inductively from the study situation. Saunders et al. (2012) stress that research results can generalise easily in the physical and natural sciences. And Creswell (2009) states that the problems being researched via this paradigm are usually linked to the causes which influence the outcomes, and the ideas are reduced to small, discrete ideas (variables) which can then be tested. Numeric measures should be developed to assess the observation and the behaviour of individuals.
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JOB RESOURCES, EMPLOYEES’ CREATIVITY AND FIRM PERFORMANCE OF COMMERCIAL BANKS IN UGANDA

JOB RESOURCES, EMPLOYEES’ CREATIVITY AND FIRM PERFORMANCE OF COMMERCIAL BANKS IN UGANDA

A cross sectional and quantitative research designs were used in this study. The study population comprised of 23 registered commercial banks operating in Uganda (Bank of Uganda Report, 2010). Simple random sampling was used to select managers and banking assistants while purposive sampling technique targeted more CEO’s from the study population. Primary data was obtained by the use of self-administered questionnaires which were validated and pre tested (Churchill, 1979) while secondary data was obtained from commercial banks’ financial reports. A 5 point Likert scale ranging from strongly disagree “1” to strongly agree “5” was used to measure the variables. The self-administered questionnaires were used as a tool for data collection simply because it was quicker in getting data from the respondents (Bakkabulindi, 2004). Validity of instruments was obtained using the Content Validity Index (CVI). The questionnaires were assessed to ensure that the scale items are meaningful; the statements were generally understandable and capture the issues under study. Reliability of the instruments was ascertained using the Cronbach’s coefficient alpha to assess the internal consistence of the scales used to measure the study variables and alpha coefficients of above 0.7 for individual test variables were accepted meaning the instrument was reliable (Nunnally, 1979).
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