Occupational Stress and Employee Performance

Resource management is one of the most important parts of management. Human factors influence employee and management performance. Managing human resources is more often known as performance management. In performance management, there are various kinds of literature that examine performance principles, leadership, work environment, work motivation, and organizational culture. For this reason, this research aims to analyze leadership style on employee performance, analyze the work environment on employee performance, analyze motivation on employee performance, and analyze the influence of leadership style, work environment, and motivation on employee performance in Organizational Culture Mediation at the Provincial BNN Working Unit. This type of research is quantitative descriptive, the research sample is 100 people, and the data is analyzed using the SEM (structural equation modeling) method. Overall, from the results and discussion of the research, it is concluded that there is a positive and significant influence between leadership style on employee performance, as well as the work environment on employee performance which has a positive and significant influence, then motivation variable has a positive and significant influence on employee performance in the BNN Working Unit. North Sumatra Province. However, this is not the case with organizational culture which does not mediate at all on the variables of leadership style, work environment, and motivation on employee performance in the Provincial BNN Working Unit.

Purpose: In the highly competitive pharmaceutical industry, understanding and optimizing motivational factors is essential for enhancing employee performance and driving organizational success. This study aims to explore the impact of motivationalfactors on employee performance at Panas Pharmaceuticals Pvt. Ltd., shedding light on the key drivers of productivity within the organization. Design/methodology/approach: This study employs a positivist research philosophy, utilizing quantitative methods to objectively assess the relationship between the study variables. motivational factors and employee performance at Panas Pharmaceutical Pvt. Ltd. A structured survey design was implemented and data was collected from a purposive sample of 100 employees. SPSS 23.0 was used for analyzing the data. Findings: The findings revealed that all motivational factors including monetary rewards, promotion and fairness, recognition, and job security significantly impact employee performance, with notable differences observed in performance levels amongemployees based on their motivation levels. Conclusion:The study emphasizes the importance of personalized motivational strategies, such as promotion, fairness, recognition, and job security, in boosting employee performance and enhancing productivity and retention. Implications: This study enriches the understanding of motivation and employee performance by highlighting the critical role of factors such as monetary rewards, promotion and fairness, recognition, and job security in driving productivity, offeringvaluable insights for management at pharmaceutical companies to implement targeted strategies that enhance employee engagement and performance. JEL Classification: M12, M54, J24, J28

BackgroundUnderstanding the influence of empowering leadership and a supportive work environment on job stress and employee performance can help organizations adopt effective management strategies. This, in turn, can lead to higher productivity, better quality of work, and increased organizational success.ObjectiveThis study aims to investigate relationship between empowering leadership, work environment, and employee performance by emphasizing the mediating role of job stress.MethodsThe sample population comprised 100 employees working in the culinary industry in Central Java, Indonesia, who were selected using the purposive sampling method. The data obtained were analyzed using SmartPLS 3.2.9 version to understand relationship between these variables.ResultsThe results showed that empowering leadership had no direct impact on employee performance and job stress. However, work environment was positively associated with employee performance and negatively related to job stress. The results also showed that job stress had a negative effect, and it partially mediated relationship between work environment and employee performance.ConclusionThis study significantly advanced the understanding of organizational behavior by emphasizing the essential role of work environment in shaping employee performance. In addition, the results showed that a positive work environment was strongly associated with higher employee performance and reduced job stress.

Purpose: The purpose of this study is to identify visiting nurses' occupational satisfaction and their stress who are working at district health centers in Chungnam province. Methods: The subjects of the study were 109 visiting nurses of 16 district health centers in Chungnam province. The data were collected by self report questionnaires from March 1 to 31, 2010. The data were analyzed by Cronbach's <TEX>${\alpha}$</TEX>, t-test, ANOVA (Sheffe's test), and correlation coefficient using the SPSS program. Results: The results of this study were as follows. The occupational stress level of the subjects was 46.7 and the level of subjects' occupational satisfaction was 2.46. There was a significant negative correlation between occupational satisfaction and occupational stress (r=-.627). Conclusion: The occupational stress level of the subjects, and stress levels of 'work environment', 'job insecurity' and 'organizational structure' were higher than those of the Korean women workers' standard. The level of subjects' occupational satisfaction was lower than that of the nurse practitioners. There was a significant correlation among occupational stress and 'burden of workload' and 'visiting nurse career'. The study showed that occupational stress was correlated with occupational satisfaction. The results suggest that further follow-up study on visiting nurse is necessary to relieve their occupational stress and increase occupational satisfaction.

Purpose: AThe purpose of this study is to explore how different factors, specifically reward, work environment, and motivation, impact employee performance within the EKP Department of FEB Universitas Negeri Malang. Organizations rely heavily on human resources to achieve their goals, and effective management of these resources is crucial for sustained success. Understanding the relationship between these factors and employee performance can help managers create an environment that supports high performance and satisfaction. Employee performance is influenced by both internal and external factors. Rewards, which can be both intrinsic and extrinsic, serve as a form of recognition for employees’ efforts and achievements. Meanwhile, the work environment encompasses the physical, psychological, and social conditions in which employees work. Motivation drives employees to put forth their best efforts, and it can be fostered through various means, including recognition, support, and personal growth opportunities. By examining how reward, work environment, and motivation contribute to employee performance, this study aims to provide insights that can guide organizational strategies. Identifying the most influential factor among these three can help managers and decision-makers prioritize interventions and resources to improve employee productivity and overall organizational effectiveness.Design/Methodology/Approach: This research uses a quantitative approach with a saturated sampling technique, involving all 47 employees of the department. Data was collected using questionnaires that applied a five-point Likert scale to measure the perceptions of respondents on each factor. Before performing multiple regression analysis, classical assumption tests were conducted to ensure data validity, addressing issues such as normality, multicollinearity, and heteroscedasticity. The use of multiple regression was justified despite the small sample size because it allowed for analyzing the simultaneous and individual influence of the independent variables on employee performance.Findings: The findings indicate that reward, work environment, and motivation all significantly influence employee performance, both individually (partially) and together (simultaneously). Of these three factors, the work environment was found to have the strongest impact on employee performance. This suggests that creating a supportive, well-organized, and comfortable work environment is crucial for enhancing employee productivity. The study highlights the practical importance of focusing on both tangible and intangible aspects of the work environment, as well as implementing fair reward systems and motivational strategies, to support high employee performance.

This research investigates the impact of motivational factors on employee performance within the Nepalese banking industry, a sector critical for the nation's financial stability and economic growth. Recent growth in Nepal's banking sector, driven by factors such as increased financial inclusion and technological advancements, underscores the need for a highly motivated and productive workforce. Employee performance, defined as the measurable contribution of an individual to organizational goals, is crucial for maintaining a competitive edge. This study explores the relationship between motivation and performance, drawing on need-based theories, goal-setting theory, and social cognitive theory, while considering Nepal's unique socio-cultural context. This study investigates the impact of intrinsic and extrinsic motivational factors on employee performance within the banking sector in Nepal. Data were collected from 350 respondents across various banks through online surveys, with a pilot test conducted to ensure clarity and reliability. The survey assessed both types of motivational factors and their influence on employee performance. Demographic analysis provided key insights into the participant pool, enhancing the understanding of the sample's characteristics. The findings underscore the importance of both intrinsic factors, such as job satisfaction and professional development, and extrinsic factors, including competitive salaries and job security, as key motivators for employee performance. Additionally, the study highlights the influence of cultural values, such as collectivism and respect for hierarchy, in shaping employee motivation in Nepal. By employing a descriptive research design and rigorous methodological steps, including statistical analysis using SPSS, this study provides a comprehensive understanding of the motivational landscape in Nepal's banking sector. The insights gained can guide banks in developing effective strategies to enhance employee motivation and performance, contributing to the overall success and growth of the industry.

This study aims to analyze the effect of work motivation and work environment on employee performance with job satisfaction as a mediating variable among Adelle Jewellery employees in North Jakarta. This research employs a quantitative approach using a survey method, involving 100 employees as the sample. Data collection was conducted through questionnaires measured using a Likert scale. The collected data was then analyzed using the Partial Least Square-Structural Equation Modeling (PLS-SEM) method. The results show that work motivation and work environment have a significant impact on employee performance. Additionally, job satisfaction was found to partially mediate the effect of work motivation and work environment on employee performance. This means that enhancing work motivation and creating a conducive work environment can increase job satisfaction, which in turn, improves employee performance. This research provides important insights for Adelle Jewellery's management in understanding the factors that influence employee performance. The practical implications of these findings highlight the importance of management focusing on improving work motivation and creating a supportive work environment to enhance employee satisfaction and performance. The study also suggests the need for further research to explore other factors that may influence employee performance and to test similar models in different industries and contexts.

This study aims to examine the effect of compensation and work environment on employee productivity at Gravity Digital Printing. In the face of increasingly fierce competition, it is important for companies to understand the factors that can increase employee productivity. This research uses a qualitative approach with an interview method with seven employees at Gravity Digital Printing. The results showed that fair and competitive compensation can improve employee motivation and performance. In addition, a conducive, comfortable, and supportive work environment also plays an important role in increasing employee productivity. Although some aspects of the work environment need improvement, such as facilities and room comfort, overall, a positive work environment is able to support employee performance. These findings confirm the importance of Gravity Digital Printing to continuously evaluate compensation policies and improve work environment conditions to ensure sustainable employee well-being and productivity. The results of this study are expected to serve as a foundation for companies in formulating effective strategies and policies to improve employee performance and achieve organizational goals.

Employee performance remains a challenge for companies because of the increasingly competitive level of competition. Organizations are increasingly required to focus on Human Resource Management (HRM) to improve organizational sustainability. Achieving organizational sustainability becomes unrealistic without employee participation and commitment. This study aims to analyze the effect of work-life balance, job demands, job insecurity on employee performance with employee well-being as a mediating variable. The research method used is explanatory quantitative with SEM-PLS. The sample in this study were 100 employees of PT Jaya Lautan Global. The sampling technique used in this research is saturated sampling (census). The results showed that Work-Life Balance and Job Demands had a positive and significant effect on Employee Well-Being. Job Insecurity has a negative and significant effect on Employee Well-Being. Work-life balance has a positive and significant effect on employee performance. Job Demands have a negative and significant effect on employee performance, while Job Insecurity has a negative and insignificant effect on employee performance. Employee well-being has a positive and significant effect on employee performance. The results of the mediation show that employee well-being can partially mediate the effect of work-life balance and job insecurity on employee performance, while employee well-being can fully mediate the effect of job demands on employee performance.

This study examined the psychological, physiological, and performance-related impacts of occupational stress on human resources across various sectors, with a particular focus on employees in institutions at Islamabad. Prior research has highlighted stress as a significant issue driven by changing social dynamics and lifestyle adjustments, contributing to an understanding of its adverse effects. However, stress does not universally yield negative outcomes; eustress, or "positive stress," has been shown to encourage individuals to confront challenges and reach optimal performance. While much of the existing research has concentrated on the Information Technology and Banking sectors, occupational stress affects employees across all fields. This study aimed to shed light on stress as a widespread and often underappreciated issue and to recommend relevant coping strategies. A survey involving 200 employees was conducted to evaluate job-related, organizational, individual, and physiological reactions to stress and their influence on performance. To analyze the data, descriptive statistics, correlation analysis, and regression analysis were applied, providing a comprehensive understanding of occupational stress effects on employee performance. Cronbach’s alpha was utilized to confirm the survey scale's reliability. The findings suggested that occupational stress moderately impacted employee performance, with job-related stressors, particularly job security, playing a significant role. Physiological reactions to stress, including chronic neck and back pain, fatigue, headaches, and migraines, were also observed to moderately impact performance. These health issues, likely due to prolonged sedentary work hours and negative stress effects, underscored the importance of implementing effective stress management strategies in organizational settings.

This study examined the effect of remote working adoption strategies on employee performance at MTN (U) Ltd during the COVID-19 pandemic. Specifically, the study analyses the effect of flexible work schedules, technology accessibility and remote worker motivation on employee performance in remote working at MTN Uganda. The study adopted a descriptive research design, employing quantitative and qualitative research approaches. Quantitative data was collected from a sample of 89 respondents using questionnaires, and qualitative data was collected from 5 key informants using interviews. Data was analysed using Pearson's correlation and regression analysis with the help of Statistical Packages for Social Scientists (SPSS version 25). The study finds a significant positive relationship between flexible working schedules and employee performance (r = 0.594, p = 0.000); technology accessibility and employee performance (r =0.616, p = 0.000); and remote worker motivation and employee performance (r=0.273, p=0.010). The explanatory variables jointly explain 57.3% of the variations in employee performance in remote working at MTN (U) (R-squared = 0.573; p&lt;0.000). It is recommended that MTN (U) Ltd and other telecom companies improve the flexibility of their work as one way to enable employees to adopt remote working during periods of crisis such as pandemics and epidemics. This is to enable continuous workflow. There is a need to invest in technology and make it accessible to all employees, and create motivation packages such as fringe benefits that seek to motivate employees working remotely to enable them to embrace remote working and improve their performance

This study reviews the implementation of the commitment of PT Bank X (Persero) Tbk in maintaining the performance of banking with the acquisition of the company's profit increased value and support the process of crediting customers in terms of reducing the risk of non-performing loans or nonperforming loans (NPL), look for a solution of the phenomenon of the problem with declining performance due to reduced employee work discipline, work environment and work motivation. The research goal is to determine and analyze the influence of work discipline, work environment, work motivation simultaneously and partially on the performance of employees in the Division of Consumer Risk PT Bank X (Persero) Tbk. The research method used survey method with explanasi level of associative research. The analysis technique used is multiple regression analysis with the number of data samples as much as 72 respondents. Research by using this correlation and regression analysis model double test the hypothesis: koefisiensi with some determination , test a nova ( fisher test ) , and the t ( student-test ) .Mixed with aid program data spss ( statistic and product services solution .Variables in use in research is bound and dependent variables: performance , while free and independent variables: discipline , the environment and motivation . According to the results of correlation coefficient analysis showed that the relationship variables simultaneously work discipline, work environment and work motivation on employee performance is strong note with correlation coefficient R = 0.753. This means that the interpretation of these figures correlation coefficient in the interval from 0.699 to 0.799 were significantly stronger, thus the degree of correlation between the variables of work discipline, work environment and work motivation on employee performance is strong. Furthermore, to the effect of variable work discipline, work environment and work motivation on employee performance is (Adjusted R Square = 0.547) mean the simultaneous effect of variable work discipline, work environment and work motivation on employee performance is 54.7 percent and the remaining 45.3 percent influenced by other factors not examined. Partial variable relationships work discipline against the employee's performance is significantly with sig value 0,000 strong enough correlation r 0.546 namely, relations in partial work environment on employee performance is significant with 0,000 sig strong enough correlation r value 0.605 and relationships that partially work motivation on employee performance is significant with 0,000 sig with a fairly strong correlation r value which is 0.510. Thus partially relations work discipline, work environment and work motivation on employee performance explained that the First, the relationship of labor discipline (X1) with employee performance (Y) partially was positively and significantly with the beta value terstandarkan = 0,316. This means that the higher the discipline of work will further improve the performance of employees. Second, the relationship work environment (X2) with employee performance (Y) partially was positively and significantly with the beta value terstandarkan = 0.381. This means that the higher the working environment will further improve the performance of employees. Third, the relationship work motivation (X3) with employee performance (Y) partially was positively and significantly with the beta value terstandarkan = 0.320. This means that the higher work motivation will further improve the performance of employees. F-test (ANOVA) showed that the discipline of work, working environment and work motivation on employee performance has a probability value sig = 0.000 or less than the probability of 0.05 (0.000 <0.05). This means simultaneously work discipline, work environment and work motivation have a significant effect on the performance of employees T test results showed that the variables of work discipline has a probability value sig = 0.001, variable work environment has a probability value sig = 0.000 and motivation have a probability value sig = 0,000. These three variables has a probability value of less than 0.05 probability it can be concluded that in partial work discipline, work environment and work motivation have a significant effect on employee performance. Keywords : Discipline, Environment, Motivation, on the Performance.

The work environment and facilities are two important factors that influence employee motivation and performance in an organization. Employees who work in a conducive environment and are equipped with adequate facilities tend to be more motivated and productive. The aim of this research is to measure the extent to which the work environment and facilities provided by the company can influence employee motivation and performance, as well as to provide strategic recommendations for improving the quality of the work environment and existing facilities. This research uses a quantitative approach with survey methods. Data was collected through questionnaires distributed to employees. The data analysis technique used is multiple linear regression to test the relationship between work environment variables, facilities, motivation and employee performance. The research results show that a conducive work environment and adequate facilities significantly influence employee motivation, which in turn has a positive impact on their performance. The work environment has a greater influence than facilities on employee motivation. In addition, motivation is proven to be a significant mediator between work environment and employee performance.

This study examines the impact of leadership, work environment, and work motivation on employee performance at PT X Jakarta, a company in the Fast-Moving Consumer Goods (FMCG) sector. The research employs a descriptive and causal method with quantitative analysis using Structural Equation Modeling (SEM) to investigate the relationships between these variables. The findings reveal that leadership significantly influences employee performance, while work motivation has the most substantial impact. A supportive work environment also plays a crucial role in enhancing employee productivity. The study shows that work motivation, leadership, and work environment together explain 34% of the variation in employee performance. Based on these results, the study suggests that PT X Jakarta should focus on maintaining a transformative leadership style, creating a positive work environment, and developing effective motivation systems to improve employee performance. This research provides valuable insights for improving human resource management and organizational strategies in the FMCG sector.

PurposeThe construction industry activities play a key role in achieving socio-economic development and sustaining economic growth in many countries. Increased awareness about the role of human resource management in employee performance has led construction firms to evaluate and focus on high-performance work practices (HPWPs) components, which intend to cultivate employee and organizational performance. This study aims to explain HPWPs affect employee performances through the mediating influence of trust in management in Aqaba, Jordan.Design/methodology/approachA questionnaire survey was administered to collect data among the contractors Grade1 across Aqaba, Jordan. This research was designed as a quantitative study and data were collected at one point of time. In total, 311 questionnaires were returned and only 279 completed questionnaires to test the relationship between HPWPs and employee performances according to the ability, motivation and opportunity conceptualized framework. The partial least squares technique was adopted to test the proposed relationships.FindingsThe results present that extensive training, rewards based on performance and job security have a significant relationship with trust in management. Trust in management exerts partial mediation effects between HPWPs (extensive training, rewards based on performance and job security) and employee performance (creativity and innovation).Originality/valueThe findings of the study provide useful and original information to improve the overall performance of construction firms.