Institutional stress and job performance among hospital employees (original) (raw)
Related papers
2013
Job stress has been associated with various undesirable effects in terms of physical, psychological, and behaviour disorders and commonly associated with jobs that require a lot of direct interactions with people. The aim of the study is to evaluate the mediating effect of job stress on the relationship between job demands resources and nurses' performance. In order to achieve the study objective, a survey conducted. Questionnaires distributed to the public sector hospital's manager in Saudi Arabia. The findings of the study turn out to be true; the study will contribute to both theory and practice. Through the present study, the researcher expects the findings to shed light on the research conducted regression to analysis using job stress as a mediator in the relationship between job demands-resources and nurses' performance.
2013
Organizational support is based on the observation that when the leadership and management of an organization show concern about the commitment of the employees towards the organization. With organizational support, nurses are able to succeed in continuing their professional development. The aim of the study is to evaluate the moderating effect of organizational support on the relationship between job stress and nurses’ performance.In order to achieve the study objective, a survey conducted.Questionnaires distributed to the public sector hospital’s manager in Saudi Arabia.The findings of the study turn out to be true; the study will contribute to both theory and practice.Through the present study, the researcher expects the findings to shed light on the research conducted regression to analysis using organizational support as a moderator in a relationship between job stress and nurses’ job performance.
Job Stress among Hospital Managers: A Comparative Analysis
International Journal of Business and Management Tomorrow, 2013
This descriptive research study has been undertaken to compare job stress between paramedical and nonmedical managers working at private multi speciality hospitals in Tirunelveli city, Tamilnadu. The objectives of the study are to identify and differentiate sources of stress of both paramedical and nonmedical managers, examine impact of job stress on their behaviour, physical and mental health and study coping strategies being followed by them. The sources of stress has been identified and differentiated under seven dimensions namely organization structure and policy, managers" specific, professionalism and career development, superior and subordinate, interpersonal relationship and support, role, work home conflict and doctor and patient related stressors. The study has sampled 120 middle level managers (60 paramedical and 60 nonmedical managers) from 20 leading multi speciality hospitals by purposive sampling technique. Primary data have been collected from them by structured questionnaire constructed by researchers. Simple percentage analyses has been used to analyse demographic characteristics of the respondents, weighted average has been applied to rank and differentiate sources of stress, impact of stress and coping strategies. Mean, standard deviation, coefficient of variation have been employed to compare sources of stress, impact of stress and coping strategies between paramedical and nonmedical managers and their extent of perception towards them. Chi square test have been employed to test hypothesis. The findings of the study have shown that all dimensions of stressors and impact of stress are perceived at medium level by both paramedical and nonmedical managers. All coping strategies are followed at medium level by both of them. There is no significant relationship between demographic variables and sources of stress.
Job stress has been associated with various undesirable effects in terms of physical, psychological, and behaviour disorders and commonly associated with jobs that require a lot of direct interactions with people. Organizational support is based on the observation that when the leadership and management of an organization show concern about the commitment of the employees towards the organization. The aim of the study is to evaluate the effect of job stress and organizational support on the relationship between job demand-resources and nurses' job performance. In order to achieve the study objective, a survey conducted. Questionnaires distributed to the public sector hospital's manager in Saudi Arabia. The findings of the study turn out to be true; the study will contribute to both theory and practice. Through the present study, the researcher expects the findings to shed light on the research conducted regression to analysis using job stress and organizational support as a mediator in the relationship between job demands-resources and nurses' job performance.
Manage of Job Stress and Measure Employee Performance in Health Services
This research on health service employees who are in Jakarta wants to observe the work stress experienced and how the risks will arise from organizational commitment and employee performance. The design of this research is to use a survey method with crosssection data collection using a questionnaire. A total of 82 employe1es of the Private Hospital consisting of Doctors, Nurses and Staff as respondents in this study, were determined by utilizing the simple random sampling method. The data analysis method used is Structural Equation Modeling (SEM) as a design in analyzing data analysis on testing research hypotheses. The results of the study present the results that work stress has a negative and significant impact on organizational commitment, then work stress that has a negative and significant impact on employee performance, then high organizational commitment can actually cause a positive and significant impact on employee performance.
International Journal of Research Foundation of Hospital and Healthcare Administration
Aim: This study assesses the level of stress and its relationship to the job performance of the employees in a private hospital. Materials and methods: This study used a descriptive-correlational design using a questionnaire. The total enumeration was used in this study to represent the population adequately with 295 respondents. To analyze the data frequency, percentage, mean, and Pearson-r were utilized. Results: Results include: (43.70%) are 25-34 years old; (63.40%) are females; (52.20%) of them is rendering their service less than five years; (31.20%) are earning 9060 to 10059 pesos; (32.20%) are in the nursing department. The stress level of the respondents had a mean score of 2.31. The overall job performance of the employees shows a mean score of 3.43. Also, Pearson-r revealed a score of (r =-0.17, n = 295, p = 0.01). Conclusion: The researchers conclude that: the hospital employees in a secondary hospital in Urdaneta City are young adults, that is female dominated and are relative neophytes who are making a decent amount of money, who are nurses. Hospital employees are experiencing minimal stress. The employees are a high-performing human resource. The stress level of the employees has a minimal damaging connection with their overall job performance. Clinical significance: The results of this study will be a guide for the plans and activities in stress control, and enhancement of employees' job performance. Moreover, the results of this study will increase the employees' awareness about the stress they are experiencing, their job performance level, and how stress influences their job performance. The findings of this study will also give patients information about the quality of service the employees provide to them.
Jurnal Ad'ministrare, 2023
During the COVID-19 pandemic RSD. dr. Soebandi is the primary referral hospital, so it is required to provide excellent service, supported by 1049 employees, consisting of 435 nurses, 108 doctors, 277 administrative staff, and 229 other staff. However, the results of initial observations show that the performance of hospital services still does not meet the target achievement standardized by the RSD. dr. Soebandi himself and national realization standards. This research was conducted in the inpatient room of the RSD. dr. Soebandi with a population of 208 respondents with a sample of 137 respondents. The results showed that partial communication positively affects employee performance of tcount 2,430. There is a partial influence between motivation on performance of tcount 2.776. There is a partial effect between work stress on employee performance of tcount 4,290 at a significance level of 0.000. At the same time, the simultaneous influence of communication, motivation, and work stress affects the performance of RSD employees. dr. Soebandi. So it can be concluded that the research results have a positive and significant influence both partially and simultaneously, so the hypothesis is accepted.
Staffing and Job Stress on Motivation of Employees in Al Ihsan General Hospital
TRIKONOMIKA, 2015
Motivation has a very important role for the employees of the hospital in order to provide excellent service to the community. The importance of motivation, one of which is associated with the appropriate placement of human resources. This is done with the hope if the employee works in the right place and at the right position, then job motivation will increase. Based on the hypothesis, motivation of employee influenced job stress and heavy work environment can have an impact on employee stress. This research was conducted at Al Ihsan Hospital with a population of 75 employees. The data were obtained using a questionnaire and interview techniques. Data analysis is using structural equation modeling with the help of PLS analysis tools. The results showed that staffing and job stress have a significant effect on job motivation.
Transstellar Journal , 2019
This research study examined if relationship exists between the management of managerial stress and organizational performance, with reference to selected private and public hospitals in Port Harcourt, Nigeria. The management of managerial stress is a critical factor that needs a strategic attention in both home, family and workplace environment relationships, since it is revealed to impact on individual and overall organizational performance. The study employed survey research design and cross-sectional approach. A total of 120 statistically selected respondents were derived from 30 statistically selected private and public hospitals in Port Harcourt. The validity and reliability tests of data collection instrument were conducted, achieving consistency score of 0.814 Cronbach's Alpha coefficient. Copies of Likert 5-type scale measure and structured questionnaire were distributed. After data cleaning, 108 copies were found fit for use in the analysis. The generated data were descriptively and inferentially analyzed, using Pearson's correlation and multiple regression techniques. The study revealed the existence of relationship between the major study variables, and the extent to which the managerial stress management can cub low productivity and enhance organizational performance. Severe stress is psychologically hazardous, mentally harmful and impacts negatively on organizational performance. Moderate stress as revealed tends to be potentially useful in organizational performance. Maintenance of appropriate job design and flexible working hour polices, amongst others, were recommended in respective functional areas.
The effect of job related stress on employees' satisfaction: A survey in Health Care
Procedia Social and Behavioral Sciences,, 2013
This paper investigates the impact of job related stress on Job Satisfaction of nursing staff working in hospitals. Job stress is one of the most important workplace health risks for employees, and job satisfaction has been considered as a crucial factor in the provision of high quality services and superior performance at hospitals. This paper presents a field survey. Drawing on a sample of 271 nurses operating in Greek hospitals, we examined the degree to which stressors such as conflict, workload, interpersonal relationships, career development, information access and feedback influence job satisfaction aspects such as physical environment, career opportunities, management style, job enrichment, rewards and job security. Results showed that conflict, heavy workload and lack of job autonomy are negatively associated with all job satisfaction dimensions, while shortage in information access and feedback is positively related to employees’ satisfaction with rewards and job security.