Examining the Impact of Role Overload on Job Stress, Job Satisfaction and Job Performance-A study among Married Working Women in Banking Sector

Mittal, M.; Bhakar, Shailja

doi:10.18843/ijms/v5i2(7)/01

Cited by 34 publications

(42 citation statements)

References 3 publications

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“…The study also found that technology‐based job overload had a positive significant relationship with turnover intention (see hypothesis testing in Table ). The results of the study are in line with what has been found in previous research on job overload and turnover (Mittal & Bhakar, ).…”

Section: Discussionsupporting

confidence: 92%

“…(Carstens et al, ) identified that work overload will be avoided when providing the employee with resources that are needed to do a job; this can also be viewed as an important factor in an employment relationship. These resources make the employees’ work overload easier and more manageable and also allow workers to be more productive (Mittal & Bhakar, ).…”

Section: Literature Reviewmentioning

confidence: 99%

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Technology‐related factors and their influence on turnover intentions: A case of government employees in South Africa

Mahlasela

Chinyamurindi

2020

E J Info Sys Dev Countries

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The purpose of this article is to investigate the influence of technology-related factors on the turnover intentions of a sample of government employees in South Africa. Technology-related factors, as argued in the literature, consist of (a) technology-based job autonomy, (b) technology-based job overload and (c) technology-based job monitoring. The backdrop of this study is twofold. First, technology is argued as a central feature to work especially amongst employees in the digital age. Second, the rate at which employees leave their jobs appears to be on the increase, especially within the South African public service. These two factors provide the impetus to our focus on studying turnover intentions. Using a sample of 186 government employees in the Eastern Cape Province of South Africa, a selfadministered questionnaire was deployed. The findings revealed that when employees experience technology-based job autonomy this did not necessarily result in them having the intention to leave their work. Further, the findings also indicate and show support to the model being tested in that technology factors like: (a) technology-based job overload and (b) technology-based monitoring influence employee intentions to leave their work. Based on the findings of the research, recommendations and implications concerning theory and practice are made. K E Y W O R D S government, public service, South Africa, technology, turnover intentions, work

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Section: Discussionsupporting

confidence: 92%

Section: Literature Reviewmentioning

confidence: 99%

Technology‐related factors and their influence on turnover intentions: A case of government employees in South Africa

Mahlasela

Chinyamurindi

2020

E J Info Sys Dev Countries

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“…Hence, this notion strengthened the idea to study RS in the context of service sector (Malik et al, 2010). The results of this research on direct effects are in-line with the existing theoretical framework of RS (Mardhiah & Choi, 2015; Mittal & Bhakar, 2018; Sharma, 2007; Yaacob & Long, 2015). They show that service sector employees with higher levels of RS are less satisfied and less committed with their job as well as they are less likely to maintain their membership in an organization.…”

Section: Discussionsupporting

confidence: 85%

Role Stress and Affective Commitment: Mediator Analysis of Employee Satisfaction

Kaur

2020

Vision: The Journal of Business Perspective

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With an emerging competition and advance job requirements, the need to understand the role stress (RS) is becoming apparent. Literature indicates that RS negatively relates to employee attitudes, actions, and satisfaction and emotional commitment. However, it would be very interesting to understand the essential apparatus of role stress (RS)–affective commitment (AC) relationship. For this, the present research also studies the mediating role of employee satisfaction (ES). By using convenience sampling, the present research included 349 employees who work in the service sector of Punjab and Chandigarh. The results were analysed with the help of hierarchical multiple regression and bootstrapping in SPSS to study the intervening effect. The present study shows an empirical confirmation that there is a negative relationship between RS, AC and ES. Findings have also suggested the mediating influence of employee satisfaction in the relationship between RS and AC.

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“…These results are consistent with previous research (Alon, Doepke, Olmstead-Rumsey, & Tertilt, 2020;Wenham, Smith, & Morgan, 2020) that have already shown the impact of gender in crisis situations. Women are exposed to several psychological vulnerability factors that may aggravate the levels of anxiety associated with COVID-19, such as domestic violence (Garcia-Moreno, Heise, Jansen, Ellsberg, & Watts, 2005), work overload (Mittal & Bhakar, 2018), and discrimination (Parashar, 2020). The CAS proved to be sufficiently sensitive to assess these differences, which had been observed in those studies.…”

Section: Discussionmentioning

confidence: 99%

COVID-19 anxiety scale (CAS): Development and psychometric properties

2020

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Examining the Impact of Role Overload on Job Stress, Job Satisfaction and Job Performance-A study among Married Working Women in Banking Sector

Abstract: Globalization fostered competition in every field

Cited by 34 publications

References 3 publications

Technology‐related factors and their influence on turnover intentions: A case of government employees in South Africa

Technology‐related factors and their influence on turnover intentions: A case of government employees in South Africa

Role Stress and Affective Commitment: Mediator Analysis of Employee Satisfaction

COVID-19 anxiety scale (CAS): Development and psychometric properties

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