Feeling the Heat: Effects of Stress, Commitment, and Job Experience on Job Performance

Hunter, Larry W.; Thatcher, Sherry M. B.

doi:10.5465/amj.2007.26279227

Cited by 201 publications

(128 citation statements)

References 36 publications

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“…It is reflection of individual's psychological state, which refers to the employes's organization and defines a relationship between the employee and the organization (Boštjančič, 2010). Individuals, who are more psychologically attached to the organization, will be more productive and satisfied (Hunter & Thatcher, 2007). Allen and Meyer (1990a) firstly formed two basic types of organizational commitment, but later they added the third one and formed the three-component model, which includes affective organizational commitment, normative organizational com-mitment and continuance organizational commitment (Allen & Meyer, 1990b).…”

Section: Organizational Commitmentmentioning

confidence: 99%

Psychological Empowerment, Job Satisfaction and Organizational Commitment Among Lecturers in Higher Education: Comparison of Six CEE Countries

et al. 2017

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Background and Purpose: Organizations should implement new findings from the field of human resource management. If an organization wants to have successful and effective employees, they should be satisfied with all aspects of work and at the same time they should be feel commitment towards an organization. To have a full insight in employees, organizations have to take care of psychological side of employees, which manifests in psychological empowerment. Design/Methodology/Approach: The survey was conducted among 409 university lecturers in Austria, Croatia, Czech Republic, Germany, Serbia, and Slovenia. The investigated constructs of psychological empowerment, job satisfaction and organisational commitment were compared. Spreitzer's PEQ was used for the assessment of the psychological empowerment, Spector's JSS for job satisfaction, and Allen's and Meyer's OCQ for the assessment of organisational commitment. Results: The research showed that the highest level of psychological empowerment can be found among university lecturers from Serbia and the lowest from Germany. Job satisfaction level is the highest in Austria and the lowest in Slovenia. Affective organisational commitment is the highest in Slovenia and the lowest in Germany. Continuance organisational commitment scored the highest in Croatia and the lowest in Czech Republic. Additionally, the outcomes show the highest level of normative organisational commitment in Czech Republic and the lowest in Austria. Only affective organisational commitment was not found as statistically significant. Conclusion: Knowledge of psychological empowerment, job satisfaction and organizational commitment can be helpful for leaders, because with this knowledge they can manage, develop and motivate employees properly.

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Section: Organizational Commitmentmentioning

confidence: 99%

Psychological Empowerment, Job Satisfaction and Organizational Commitment Among Lecturers in Higher Education: Comparison of Six CEE Countries

et al. 2017

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“…Stress and its related consequences have been in organizations and society for decades. A worker perceives stress when the job on him/ her is over burden (Hunter & Thatcher, 2007). If the causative factor of this strain is very enormous, it will results in a severe consequence such as: psychological, physiological, physical, and mental disorder to the individual under stress (Health & Safety, 2001).…”

Section: Literature Reviewmentioning

confidence: 99%

The Influence of Stress on the Health of Workers in Manufacturing Industry

Aidoo¹

2017

ISJSS

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The frequent occurrence of stress and job-related-stress in recent times on workers at workplaces has become a trend of worry to: employers, management, employees, organizations, and society as a whole. Stress has a tremendous effect on job satisfaction, production, and workers' motivation. In this regard, the study methodology of this literature review focused on secondary sources of data. In-depth secondary sources of data was gathered to review trends of both past and current literatures and to elicit conclusion and recommendations for future studies. The sources of secondary data include; books, publications on internet, peer-reviewed journal articles, and etc. Furthermore, this research work shows that the presence of this phenomenon among workers has enormous influence on their job efficiency and effectiveness in the workplace. This study concludes that the frequent incident of intense stress on individuals conveys a sequence of disturbing and negative physiological and health consequences. Underlying effect is a reduction in the job performance due to illness, injury, absenteeism, quality control cost, turnover cost, and violence.

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“…During the early stage of job tenure, while one is learning his/her job, experience enhances performance. However, as tenure lengthens, the influence of the learning that comes with experience weakens (Hunter & Thatcher, 2007;Schmidt & Hunter, 2004). In fact, Sturman (2003) performed a meta-analysis of the literature on the relationship between temporal factors and performance and suggested an inverted U-shape relationship.…”

Section: Job Tenurementioning

confidence: 99%

Social Network Position and Its Relationship to Performance of IT Professionals

Burton¹,

Prybutok

2010

InformingSciJ

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An important informing channel for information technology professionals and other knowledge workers is their social networks. Taking the perspective of the transdisciplinary social capital theory, this study explores the relationship between information technology professionals' social network positions and job performance. We operationalized their network positions as their network constraint, i.e., inability to bridge structural holes in social networks. Social network analysis on data collected from information technology professionals at a large defense company revealed a network woven by 371 people. Logistic regression results showed a significant, inverse relationship between performance and constraint. Therefore, network constraint appears to be an informer/client characteristic that influences his/her ability to take advantage of social networks as an informing channel and to improve performance.

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Feeling the Heat: Effects of Stress, Commitment, and Job Experience on Job Performance

Cited by 201 publications

References 36 publications

Psychological Empowerment, Job Satisfaction and Organizational Commitment Among Lecturers in Higher Education: Comparison of Six CEE Countries

Psychological Empowerment, Job Satisfaction and Organizational Commitment Among Lecturers in Higher Education: Comparison of Six CEE Countries

The Influence of Stress on the Health of Workers in Manufacturing Industry

Social Network Position and Its Relationship to Performance of IT Professionals

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