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Job stress has become a global problem in recent years, and it is rising year after year. The purpose of this research was to identify influential factors of job stress that affect job satisfaction among the employees in the government sector in the southern region of Malaysia. This research is important because it will help the company determine the best way to assist their workers in improving their job satisfaction. Job stress consists of three elements, namely workload, role conflict, and interpersonal relationships. The questionnaires were distributed to 108 respondents who were employees at Lembaga Kemajuan Johor Tenggara (KEJORA). Descriptive statistics, Cronbach alpha, and regression analysis were employed to analyse the result using the SPSS analysis. The findings revealed that a significant positive relationship exists between interpersonal relationship and job satisfaction whereas role conflict and workload does not influence job satisfaction. Finally, limitations and suggestions for this study are also highlighted.

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Since the pandemic Covid-19, the telework arrangement has played a significant role in Malaysia and has become one of the mechanisms to ensure business continuity. The changes in working arrangement somehow affected most of the employees as they need to adapt quickly to telework environment. This study aims to identify the relationship between teleworker's motivation and self-efficacy on their job performance. Survey data was collected from 369 academicians who are working from home during the Covid-19 pandemic. The results of this study reveal that there is a significant positive relationship between teleworker's motivation and self-efficacy on their job performance. In addition, both teleworker's motivation and self-efficacy variable is perceived as the most important factor that affects the teleworker's job performance. These factors need to be focused on to ensure the effectiveness of telework environment. On the other hand, the findings from this study have contributed to the significant development of WFH policies and guidelines for the company's practices in ensuring employees performed their job expectations regardless of the conventional office setting. Future studies suggested to study other characteristics that affect employees' job performance during working from home. Meanwhile, the organization may consider making working from home an option for academicians after moving into the endemic phase.

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