Organization communication, job stress, organizational commitment, and job performance of accounting professionals in Taiwan and America

Chen, Jui‐Chen; Silverthorne, Colin; Hung, Jung‐Yao

doi:10.1108/01437730610666000

Cited by 170 publications

(131 citation statements)

References 20 publications

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“…Jaramillo et al, (2005) [69] found a positive correlation between OC and JP with the result of metaanalysis which was conducted using 51 empirical studies. Chen, Silverthrone and Hung (2006) [70] found a positive correlation between OC and JP among accounting professionals. Mathieu & Zajac (1990) [71] found weak positive relationship between OC and JP but they pointed out a tendency of high commitment of the employees to perform well.…”

Section: Psycap Work Attitudes and Job Performancementioning

confidence: 95%

Psychological Capital and Job Performance: The Mediating Role of Work Attitudes

Kappagoda¹,

Othman²,

Alwis³

2014

JHRSS

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The purpose of this study was to investigate the relationships among Psychological Capital (PsyCap), work attitudes and job performance of the employees in the banking sector in Sri Lanka. The sample consisted of 176 managers and 357 non-managerial employees. A questionnaire was administered among the employees as the measuring instrument. The collected data were analyzed using correlation coefficient and regression. The results of the study indicated that there was a significantly positive relationship between PsyCap and job performance, PsyCap and work attitudes, work attitudes and job performance. Work attitudes were found to mediate the relationship between PsyCap and job performance of the employees in the banking sector in Sri Lanka.

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Section: Psycap Work Attitudes and Job Performancementioning

confidence: 95%

Psychological Capital and Job Performance: The Mediating Role of Work Attitudes

Kappagoda¹,

Othman²,

Alwis³

2014

JHRSS

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“…Dua, 1994;Manshor et al, 2003;Chen et al, 2006;Venables & Allender, 2006). Background information about the employees was assessed by asking questions such as the gender, marital status, education level and type of contract.…”

Section: Data Collection Methodsmentioning

confidence: 99%

Factors Associated with Occupational Stress and Their Effects on Organizational Performance in a Sudanese University

Shikieri¹,

Musa²

2012

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Occupational stress has a significant impact on student learning and thereby on the contribution that such institutions can make to society. This affects organizational performance by reducing productivity and efficiency which affect the organization negatively. The aim of the current study was to determine the factors associated with occupational stress and their relationship with organizational performance at one of the private universities in Sudan. A total of 150 male and female employees from different departments and with various educational levels in the main building of the university were randomly selected. Data was collected using a questionnaire with background questions, job stressors such as role conflict and ambiguity, lack of participation in decision making, lack of authority, workload, unsatisfactory working conditions and interpersonal relationships, and statements about the effect on organisational performance. Questions were based on three-and four-point scale. Responses were grouped in terms of scores to show the level of job stress. Descriptive statistics was carried out using SPSS programme. Results indicated that on average the employees experienced high degree of job stress. Job stressors affected the general physical health of employees, their job satisfaction and performance as well as their commitment negatively. Similar findings were reported in other studies. The study recommended that the university needs to elevate the situation and resolve all the factors affecting the employees by for example increasing the number of staff needed to perform the tasks and/or decreasing the number of students enrolled.Keywords: Higher Education; Occupational Stress; Organizational Performance; Sudan IntroductionStress is a prevalent problem in modern life (Smith, 2000;Chang & Lu, 2007). In 1964, Selye was the first to use the term "stress" to describe a set of physical and psychological responses to adverse conditions or influences (cited from Fevre et al., 2003). Occupational stress can be defined as a disruption of the emotional stability of the individual that induces a state of disorganization in personality and behaviour (Nwadiani, 2006). A stressor may be defined as any "demand made by the internal or external environment that upsets a person's balance and for which restoration is needed" (Herbert, 1997;Larson, 2004). Job stressors may refer to any characteristic of the workplace that poses a threat to the individual (Bridger et al., 2007). They affect organizational performance by reducing productivity and efficiency which affect the organization negatively (Dua, 1994;Brown & Uehara, 2008;Reskin, 2008). Theories of Occupational StressThere are several theories of occupation stress, in this section, the "person-environment fit theory, the "demand-control" theory and the "cybernetic and systems" theory will be the selected theories since they are prevalent and central to the literature on occupational stress (Fevre et al., 2003). Moreover, they are representative of the range of theories in t...

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“…Generally, job stress is understood to be the feeling of personal dysfunction an employee experiences as a result of perceived conditions or events that occur in the workplace; in other words job stress is the psychological and physiological responses caused by a work setting in which the worker feels uncomfortable, unwanted or threatened (Montgomery et al, 1996;Chen and Silverthorne, 2006).…”

Section: Job Stressmentioning

confidence: 99%

Interpersonal trust, stress and satisfaction at work: an empirical study

2014

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STRUCTURED ABSTRACTPurpose. Due to the divergent conclusions about the effects of interpersonal trust on job satisfaction, the study aims to look more deeply into this relationship by introducing job stress as a mediator variable. Findings. Our findings show that interpersonal trust has a positive effect on job satisfaction, and that job stress partially mediates this relationship. Furthermore, interpersonal trust is negatively related to job stress, which in turn is negatively related to job satisfaction.Research limitations/implications. Despite the pertinence and size of the database used in the study, it is very heterogeneous. Future research might delimit the database by organization size or sector. Qualitative studies may also improve our understanding of the relationships studied and enable other concepts to be included. 2Practical implications. Cultivating a climate of trust may provide organizations with a strategy to improve levels of mental well-being and satisfaction among their employees.Originality/value. This research explains why interpersonal trust has a positive effect on job satisfaction. Our conceptualization of trust implies risk assumption and low risk perception; low perception of risk is presumed to reduce job stress, and in turn, increase job satisfaction. We also put forward reasons for why 'excessive' interpersonal trust has been related to negative effects on job satisfaction. 'Excessive' trust might infer high risk perception, which might increase job stress, and in turn decrease job satisfaction.

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Organization communication, job stress, organizational commitment, and job performance of accounting professionals in Taiwan and America

Cited by 170 publications

References 20 publications

Psychological Capital and Job Performance: The Mediating Role of Work Attitudes

Psychological Capital and Job Performance: The Mediating Role of Work Attitudes

Factors Associated with Occupational Stress and Their Effects on Organizational Performance in a Sudanese University

Interpersonal trust, stress and satisfaction at work: an empirical study

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