Impact of Work Overload on Stress , Job Satisfaction , and Turnover Intentions with Moderating Role of Islamic Work Ethics

Abstract

The aim of this study is to see the effect of work overload that is a dilemma in almost every organizational sector to perform more activities at one time, consequence of this are in the form of increase in stress, turnover intentions, and lower job satisfaction. Islam, that pays high intention on employees at work setting. Islamic perspectives can control these problems i.e. turnover intentions, stress, and how this can motivate employees to keep them satisfy on job. This study used a sample of 123 employees from different public sector employees of Azad Jammu & Kashmir. The results of this study indicates that work overload has negative effect on stress, turnover, and job satisfaction, whereas, Islamic Work Ethics is playing a moderating role here that shows if organizations have Islamic working environment then these factors can be reduced up to some extent by applying the rules set by Prophet Mohammad (P.B.U.H).

Islamic job satisfaction, organizational commitment, and intention to leave: Moderating role of Islamic work ethics

“…By contrast, Currivan (1999) and Hwang (2006) found that job satisfaction had no significant effect on intention to leave. Several other studies, like those conducted by Abbasi (2015), Daileyl and Kirk (1992), Egan et al (2004), Tian-Foreman 2009, Hellman (1997), Husain et al (2015), Iqbal et al (2014), Kanwar et al (2012), Khatri et al (2001), Lam et al (2001), Lambert and Hogan (2009), Rahman et al (2008), Salleh et al (2012) and Van Dick et al 2004have concluded that job satisfaction has a negative relationship with intention to leave. Meanwhile, Raman et al (2013) stated that not all constructs of job satisfaction are negatively related to intention to leave.…”

“…Several previous studies have used the IWE as a moderating variable for various organizational outcomes, such as the study conducted by Abbasi (2015), have shown that the IWE moderates the influence of work overload and stress, job satisfaction and intention to leave. If the organization has an Islamic work environment, then the influences of these factors can be reduced to a certain extent by applying the rules set by the Prophet Muhammad.…”

“…There have been many studies discussing and examining the phenomenon of job satisfaction in relation to intention to leave (Abbasi, 2015;Currivan, 1999;Daileyl & Kirk, 1992;Egan et al, 2004;Tian-Foreman, 2009;Freund, 2005;Hellman, 1997;Husain et al, 2015;Hwang & Kuo, 2006;Iqbal et al, 2014;Jenkins, 1993;Kanwar et al, 2012;Khatri et al, 2001;Lam et al, 2001;Lambert & Hogan 2009;Rahman et al, 2008;Salleh et al, 2012;Van Dick et al, 2004). The same holds for the relationship between job satisfaction and organizational commitment (Daileyl & Kirk, 1992;Elangovan, 2001;Husain et al, 2015;Iqbal et al, 2014;Islam et al, 2013;Jenkins, 1993;Joo & Park, 2010;Kanwar et al, 2012;Khatri et al, 2001;Lambert, & Hogan, 2009;Loy et al, 2006;Mathieu et al, 2015;Park & Kim, 2009;Rahman et al, 2008;Salleh et al, 2012;Somers, 1995;Tnay et al, 2013;Wasti, 2002;Zeffane & Gul, 1995).The results of job satisfaction studies refer to theories like the discrepancy theory by Porter (1961), equity theory developed by Adams (1963), and the others of various conventional theories of job satisfaction.…”

Effect of Organizational Citizenship Behaviour on Performance of Employees of Kumasi Technical University: Moderating Role of Work Overload

“…Ashfaq, Mahmood and Ahmad (2013) in a survey of 300 employees working in banks of Pakistan showed that employee performance is affected by work overload because in banking sector, as working hours are prolong, it becomes tough for the employees to manage time for their families and personal life. Abbasi (2015) in the survey of 123 employees from different public sector employees reported negative relationship between work overload and employee performance. Also, Ali and Farooqi (2014) reported adverse effect of work overload on employee performance.…”

The Relationship between Eliminating Stressors, Developing Resiliency, Short-Term Coping Skills, and Team Development Behaviors

“…This, in turn, can impact the company's overall performance. Yet, stress is unavoidable within today's organizations (Abassi, 2015;Abbasi & Janjua, 2016;Byron, Zhang & LePine, 2016;Soltani, Hajatpour, Khorram, & Nejati, 2013;Vanishree, 2014). Furthermore, the problem with the existing literature is that it there is not much empirical research regarding the relationships specifically between eliminating stressors, developing resiliency and short-term coping skills and with the team development behaviors of leading a team, being an effective team member, and diagnosing and facilitating team development.…”