Abstract:Women exposure to quality education and equity legislation has accelerated their participation in the workplace. The study investigated the relationship between emotional stability, stress, and work-family conflict among female bank employees in the border region of the Eastern Cape, South Africa. Findings highlighted significant positive relationships between work-family conflict, stress, and neuroticism. The findings support most relationships found in literature. Correlations were also found amongst biograp… Show more
“…Stres kerja bertindak sebagai tantangan besar dan ancaman psikologis, fisik individu serta kesehatan organisasi. Stres menyebabkan banyak masalah (Yahaya et al, 2010;Hlatywayo et al, 2014), karena itu stres penting untuk ditanggulangi untuk meningkatkan kehidupan, kesehatan dan produktifitas karyawan (Siagian, 2012:140). Gejala stress yang berdampak negatif bagi perusahaan termasuk ke dalam distress, karena sering kali menghasilkan perilaku karyawan yang disfungsional seperti sering melakukan kesalahan, moral yang rendah, bersikap masa bodoh dan absen tanpa alasan.…”
Organizational commitment is the involvement of individuals, feelings of belonging and loyalty to the company or feel to be part of the organization to achieve organizational goals. In order for employees to have high organizational commitment, an organization needs to pay attention to the factors that influence organizational commitment such as personal factors, organizational factors and Non-organizational factors. The purpose of this study is to determine the effect of job stress and job satisfaction on the commitment of employee organizations in the PBF. PT. Banyumas Denpasar. This research was conducted in PBF. PT. Banyumas Denpasar. Number of samples taken 35 employees, by census method. Data collection is done through observation, interview and questionnaire. The analysis technique used is multiple linear regression. Based on the results of this study, it can be concluded that work stress has a negative and significant effect on employees' organizational commitment. This shows that the higher the work stress experienced by employees, it will further decrease organizational commitment. As well as job satisfaction have a positive and significant impact on employees' organizational commitment. This shows that the higher the job satisfaction will be the higher the employee's work commitment.
“…Stres kerja bertindak sebagai tantangan besar dan ancaman psikologis, fisik individu serta kesehatan organisasi. Stres menyebabkan banyak masalah (Yahaya et al, 2010;Hlatywayo et al, 2014), karena itu stres penting untuk ditanggulangi untuk meningkatkan kehidupan, kesehatan dan produktifitas karyawan (Siagian, 2012:140). Gejala stress yang berdampak negatif bagi perusahaan termasuk ke dalam distress, karena sering kali menghasilkan perilaku karyawan yang disfungsional seperti sering melakukan kesalahan, moral yang rendah, bersikap masa bodoh dan absen tanpa alasan.…”
Organizational commitment is the involvement of individuals, feelings of belonging and loyalty to the company or feel to be part of the organization to achieve organizational goals. In order for employees to have high organizational commitment, an organization needs to pay attention to the factors that influence organizational commitment such as personal factors, organizational factors and Non-organizational factors. The purpose of this study is to determine the effect of job stress and job satisfaction on the commitment of employee organizations in the PBF. PT. Banyumas Denpasar. This research was conducted in PBF. PT. Banyumas Denpasar. Number of samples taken 35 employees, by census method. Data collection is done through observation, interview and questionnaire. The analysis technique used is multiple linear regression. Based on the results of this study, it can be concluded that work stress has a negative and significant effect on employees' organizational commitment. This shows that the higher the work stress experienced by employees, it will further decrease organizational commitment. As well as job satisfaction have a positive and significant impact on employees' organizational commitment. This shows that the higher the job satisfaction will be the higher the employee's work commitment.
“…Stres merupakan isu yang paling utama yang paling sulit untuk dihindari dalam bekerja di suatu organisasi (Parvaiz et al, 2015). Hlatywayo et al (2014) menyatakan bahwa stres merupakan kondisi di mana seseorang mengalami perubahan emosi, proses berpikir, dan kondisi secara tertentu. Stres kerja merupakan masalah yang serius bagi suatu organisasi karena dapat mempengaruhi keberhasilan dari suatu organisasi tersebut.…”
The purpose of this study was to determine the effect of work stress and job satisfaction on turnover intention. The sample in this study were 86 employees who were determined using the saturation sampling method. The analysis technique used is descriptive analysis and Smart PLS. The results show that work stress has positive significant effect on turnover intention. Job satisfaction has a negative and significant effect on turnover intention. If job satisfaction is high then the employee job stress is certain to be getting lower and thus the employee's desire to leave the company is lower. Llow level of job satisfaction and high employee stress, so this also results in an increased level of turnover intention.
Keywords : Job Stress, Job Satisfaction, Employee Turnover Intention
“…Women, as the literature shows (Chizema et al, 2015; Jang et al, 2016; Kay et al, 2016; Mani, 2013; Sommerlad, 2016), spend more time on childcare and family responsibilities than men do. Women legal practitioners are continually trying to balance potential work–life conflicts and have to compromise either their work or their family (Greenhaus & Beutell, 1985; Hlatywayo et al, 2014; Lee & Koo, 2013). As an African woman, the moment that you step into the house, your kids expect that mama is going to be doing one, two, three and four.…”
Section: Being a Female Lawyer In Zimbabwementioning
confidence: 99%
“…However, the entry of women into these previously male‐dominated workspaces has introduced new dynamics into organizations. These include questions of work–life balance (Hlatywayo, Zingwe, Mhlanga, & Mpofu, 2014; Mani, 2013; Wattis, Standing, & Yerkes, 2013), workplace gender segregation (Owoyemi & Olusanya, 2014; Schultz, 2018), and campaigns against sexual harassment (Buchanan, Settles, Hall, & O'Connor, 2014; Pateman, 2016; Sadruddin, 2013). Furthermore, studies of the legal profession show that women lawyers occupied subordinate positions from the moment they entered the profession in significant numbers (Sommerlad, 2016).…”
This article focuses on women legal practitioners in Zimbabwe. Despite extensive legislation outlawing gender‐based discrimination, Zimbabwean women have not been able to achieve equality in the workplace. The article explores the conundrum posed by, on the one hand, an increase in enrollments and graduations of women law students, and on the other hand, fewer women entering legal practice. The article suggests three dynamics lie behind the failure of practice to attract and retain female lawyers. First, overt discrimination faced by female lawyers. Second, the structuring of the profession and work environment, which creates an “uneven playing field.” And third, the attitudes of male practitioners and partners as well as the spouses of women lawyers, which affect the entry and retention of women in the profession as well as their career prospects. Subsequently, women legal practitioners are accorded a lower professional status than men and are underrepresented in important facets of legal practice. The study was premised on social role theory and the concept of the glass ceiling. Forty‐six participants were interviewed in an interpretivist approach study where data was analyzed using thematic analysis with the assistance of ATLAS TI 8.
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