Employees who have low work engagement can harm the company, it can be shown by the decreasing of work performance and unproductive. Job stress can impact in decreased attachment of work. Job stress is also a major problem in the individual well-being that can affect the physical, psychological condition of the individual and the organization and also will affect the work engagement. The purpose of this study is to prove the variable of workplace wellbeing as a mediator of job stress variables with work engagement. The collecting data on the research is by spreading the online questionnaire which is gform and anonymously to the private employees in Jakarta, the ages 25-49 years, with working experience of at least 2 years, and minimum education level is bachelor. The number of respondents who data was processed are 200 people with the number of female respondents are 120 people and men are 80 people. This research uses quantitative research design using mediation analysis from Hayes in PROCESS in SPSS version 23. The scales that researcher used are Job Stress Scale for job stress (IV) with cronbach's alpha = .830, WWBI (Workplace Well-Being Index) for workplace well-being (MV) with cronbach's alpha = .863 and UWES (Utrecht Work Engagement Scale) for work engagement (DV) with cronbach's alpha = .922. The results showed that workplace well-being as a mediation variable with the value (p0.005, SE =?, CI [-0.2454, -0.0687]
Stress is something that cannot be avoided, especially stress related to one's work. Employees who experience job stress have been found to be less motivated and healthy, and, thus, less productive at work. The teachers and operational staff at the HIJ School confirmed that they felt job stress due to the unpredictable job demands of the school. The purpose of this study is to examine the relationship between job demands and job stress, and determine the appropriate interventions. Participants in this research included 56 teachers and staff who filled out an online questionnaire and who fit the following criteria: Indonesian citizens, minimum education level of a bachelor's degree, and a minimum of two years' work experience. The design of this research was quantitative and used Pearson correlation analysis using SPSS. The measuring tools used were the Job Stress Scale to measure job stress (DV) with Cronbach's alpha = .86, and the Challengeand-Hindrance-Related Self-Reported Stress Measures to measure job demands (IV) with Cronbach's alpha = .90. The respondents that took part in the intervention were six operational staff participating in a job crafting programme. The results of the research indicate that job demands significantly affect job stress (p < .05), and that job crafting interventions can decrease the perception of job demands with a pre-test/post-test difference of 38.33 and 31.00 respectively.
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