Examination of the Relationship between Organizational Stress and Employee Performance: A Research on Staff Working on Provincial Directorate of Youth and Sports

Göksel, Ali Gürel; Caz, Çağdaş; Yazici, Ömer Faruk; Ikizler, Huseyin Can

doi:10.5539/jel.v6n1p322

Cited by 8 publications

(4 citation statements)

References 18 publications

(13 reference statements)

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“…As stated in several studies, the effect of psychological pressure on human resource performance finds inconsistent results such as Duraku and Hoxha (2018) and Spivey, Havrda, Stallworth, Renfro and Chisholm-burns (2020), they report that psychological pressure has significant effect on performance. While in other studies, psychological stress is reported to have no significant effect on performance (Dendle et al, 2018;Goksel, Caz, Yazici & Ikizler, 2017). Substantially, psychological distress causes organizational members to lose focus, so they could not make optimal contributions, thus declining their performance (Ismail, Saudin, Ismail, Samah, Bakar & Aminudin, 2015;Khuong & Yen, 2016).…”

Section: Introductionmentioning

confidence: 96%

Consequence of psychological distress on performance achievement: A social exchange theory perspective

Anwar

Muafi²,

Widodo³

et al. 2023

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Purpose: This study aimed to examine and analyze the consequences of psychological distress on performance achievement of managers and employees in Islamic micro-finance institutions in Indonesia.Design/methodology/approach: A survey was conducted in this study, involving 194 managers and employees in Islamic microfinance institutions in Indonesia.Findings: This study confirmed that the aspects of formal justice and social justice had a significant effect on psychological distress and performance achievement. Another finding showed that psychological distress had a significant effect on performance achievement and served as a mediating variable for the effect of social justice on performance achievement.Research limitations/implications: This study only focused on the effect of psychological distress on the performance achievement of human resources in the context of Islamic microfinance institutions. Besides, in explaining the model, this study only focused on one point of view of the grand theory, i.e., social exchange theory.Originality/value: This study provided information on alternative strategies in managing and minimizing the risks of psychological distress to improve performance achievement in Islamic microfinance institutions.

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Section: Introductionmentioning

confidence: 96%

Consequence of psychological distress on performance achievement: A social exchange theory perspective

Anwar

Muafi²,

Widodo³

et al. 2023

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“…[9] Underline the significance of advancing a supportive workplace and sufficient supervision bolster, as these elements influence employees' work related performances and discernments. [10,11] 2 Theory: interpersonal emotional management theory and job satisfaction This work is inspired from social exchange theory. At the same time, study is important in terms of job satisfaction has which remained an intriguing point in the managerial consciousness research and supervision.…”

Section: Introductionmentioning

confidence: 99%

Interpersonal skills and emotion management: Impact of leadership on job satisfaction of workers

Phiri

Bano²,

Raouf³

2019

Adv Dev Educ Psychol

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Psychological cognition is an important aspect in human psychology and management. This article is aimed to look at interpersonal emotional management interpersonal emotion management as a theoretical important indicator of job satisfaction. The main discussion is on how to predict employees' job satisfaction through the implementation of interpersonal emotion management strategies and the main source of research is review of existing literature. This review addresses the gap in the literature by reviewing the role of interpersonal emotional management on followers' job performance. This review finds the relationship between interpersonal emotional management which consists of four dimensions: circumstance adjustment, attentional placement, cognitive change, modulation of emotional response and job satisfaction. Overall, this literature review contributes to the interpersonal emotion management and job satisfaction literatures by providing meaningful management implications to the organizations.Citation: Phiri A, Bano N, Raouf A. Interpersonal skills and emotion management: Impact of social leadership on job satisfaction of workers. Adv Dev Educ Psychol, 2019, 1(1): 1−6.

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“…People spend most time for working during the day, so the work life is very important for employees (Bozyiğit and Durmuş, 2018). During the develop and change employees feel some stress (Göksel et al, 2017). And the stress sometimes causes negative behaviors.…”

Section: Introductionmentioning

confidence: 99%

Counterproductive behaviors: A case study of a private sports business

Güllü

2018

International Journal of Social Sciences and Education Research

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Counterproductive behavior (CB) is defined as intentional behavior against an organization or the partners in an organization. In the literature, it is commonly referred to as organizational deviation, which is a relatively new concept in Turkey. There is yet no study on sports businesses in the literature, which makes the current study very unique. The aim of this study is to examine the relationships between demographics and counterproductive behaviors in sports businesses. The study's sample includes 150 employees working at a private sports business in the Anatolian Side of İstanbul. The study was designed with a screening model. In the first part of the study, the participants provided demographic information. Next they completed the Counterproductive Behaviors Scale, which was developed by Bennett and Robinson (2010), and adapted into Turkish by Öztürk (2015). This instrument consisted of 2 sub dimensions. The reliability studies of the instrument were conducted for the current study. Percentage and frequency tests were used so as to determine the range of the participants' personal information. Kolmogorov-Smirnov's normality test was applied to examine whether the data had a normal distribution. Afterwards, the test results revealed that non-parametric tests were suitable for analysis (p<0.05). The Mann Whitney U Test was conducted to determine the significant differences for two-factor variables, and Kruskal Wallis was applied for three or more factor variables. A data analysis revealed no statistically significant differences between gender, marital status, employment type (payroll employment, contract labor, part-time employment), seniority, educational status, and counterproductive behaviors and the sub dimensions of counterproductive behaviors (p>0.05). However, a statistically significant difference was found between counterproductive behavior dimensions and age (X 2 (2) =10.135; p<0.05). This indicates that participants between the ages of 26-30, especially participants in the younger part of that range, scored higher in the counterproductive behaviors dimension. In addition, a similar statistically significant difference was observed between employment positions and counterproductive behaviors (X 2 (4)=3.579; p<0.05), so the general services staff was found to score higher than others.

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Examination of the Relationship between Organizational Stress and Employee Performance: A Research on Staff Working on Provincial Directorate of Youth and Sports

Cited by 8 publications

References 18 publications

Consequence of psychological distress on performance achievement: A social exchange theory perspective

Consequence of psychological distress on performance achievement: A social exchange theory perspective

Interpersonal skills and emotion management: Impact of leadership on job satisfaction of workers

Counterproductive behaviors: A case study of a private sports business

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