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The relationship between job stress, organizational commitment, jobs satisfaction and job performance
Source publication
The current study examined the relationship between job stress, organizational commitment (OC), job satisfaction and job performance (JP). The objective of this study is to investigate the role of job stress in JP of police in Thailand. The population of this study is the police department of Thailand. Employees working on various positions in poli...
Contexts in source publication
Context 1
... with job stress the current study also considered OC and job satisfaction as mediating variables. Finally, the relationship between job stress, OC, job satisfaction and JP are highlighted in Figure 1. Job stress is one of the majors' contributors to the performance of the employees in any organization. ...
Context 2
... with job stress the current study also considered OC and job satisfaction as mediating variables. Finally, the relationship between job stress, OC, job satisfaction and JP are highlighted in Figure 1. Job stress is one of the majors' contributors to the performance of the employees in any organization. ...
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Citations
... Additionally, studies by Folarori & Onifade (2023) and Kulachai et al. (2022) reveal that organizational commitment has a positive impact on employee performance. These studies confirm that when employees have a strong emotional bond with the organization (affective commitment), they become more motivated to perform better. ...
Human Resources (HR) are a basic factor in organizational achievement. If an organization has outstanding human resources, it is likely that an organization will become more advanced and develop. Employees must have support and high work commitment. so that it can create performance both individually and within the organization. The research carried out at PT. Telkom, Ternate city amounted to 151 people. by taking the entire population using primary data obtained from questionnaires. This research uses multiple linear regression analysis processed by the SPSS 16 program, while hypothesis testing uses statistical tests. then test the data by testing validity, reliability and classical assumptions. the classical assumption test includes the normality test, multicollinearity test, and heteroscedasticity test. The statistical test results for the organizational support variable have a regression coefficient value of 0.053 which is positive and has a t-count value of 7.541 t table 1.655, and a significance value of 0.000 - 0.05. results obtained from the T test. For the organizational commitment variable, the calculated t value is 2.695 and the t value for the 5% distribution table is 1.655. So it can be concluded that t count t table (2,6951,655). The significance value is 0.008 - 0.05. The results of the F test carried out by researchers show that the calculated F value of F table is (15,650 3.06) with a significance value (sig) smaller than 0.05 (0.000 0.05). (H1) organizational support has a positive effect on employee performance in PT. Telkom Ternate City. (H2) organizational commitment has a positive effect on employee performance at PT. Telkom Ternate City. (H3) organizational support and organizational commitment have a positive effect on employee performance at PT. Telkom Ternate City.
... The study's findings also suggest that the level of organizational commitment of the General Operations Force Tawau personnel is highly influenced by work stress. Worldwide studies have demonstrated that work stresses negatively affect organizational commitment in police organizations (Dharma & Supartha, 2019;Lambert et al., 2021;Kulachai et al., 2022). However, the finding of this study is against it. ...
The main objective of this study was to validate the Individual Work Performance Questionnaire (IWPQ) developed by Koopmans et al. in 2011. The data were collected from 572 police officers attending the training courses administered by the Police Education Bureau, the Royal Thai Police, Thailand. The Second Order Confirmatory Factor Analysis was employed to validate the scale. The results showed that all sub-scales of the latent variable (work performance) had a high level of reliability. The measurement models of the three dimensions (task performance, contextual performance, and counterproductive work behavior) had a good fit with empirical data. There was a reasonable fit for the Second Order IWPQ Confirmatory Factor Analysis. We concluded that the IWPQ scale showed an unreasonable fit and could not be applied directly in the Thai context. Some items and dimensions should be revised prior to adopting this scale.
