Examining The Influence Of Job Stress On Job Performance And Turnover Intentions Among Hospitality Industry Employees
Main Article Content
Abstract
Work stress and uncivil behaviors can have profound social, physical, and mental consequences on employees, hindering both individual and organizational performance and growth. Despite numerous studies focusing on stress reduction and its impact on job performance and turnover intention, there is a need to explore these dynamics specifically in the context of the Bikanerian hospitality industry. This study, involving 367 working adults, aims to investigate the influence of job stress on employee job performance and turnover intention. The research findings reveal a positive and significant relationship between emotional exhaustion (EE) and job performance (JP). Job Stress (JS) exhibits a significant negative relationship with job performance but a positive correlation with turnover intention and workplace incivility. Additionally, the study highlights a positive and significant relationship between workplace incivility (WI) and Turnover Intention (TI), while workplace incivility does not significantly relate to job performance. The implications suggest that managers should establish informal standards for workplace behaviors and encourage employees to adopt coping strategies for work stress, ultimately improving job performance. This study contributes novel insights into addressing job stress and developing effective employee strategies to mitigate workplace incivility and turnover intention.
Article Details
References
Akgunduz, Y. (2014). The effect of organizational reliability of hotel employees on the preference of organizational silence. Journal of Organizational Management Science.
Alniaçik, E., Alniaçik, Ü., Erat, S., & Akçin, K. (2013). Does Person- organization Fit Moderate the Effects of Affective Commitment and Job Satisfaction on Turnover Intentions? Procedia - Social and Be-havioral Sciences, 99, 274–281. https://doi.org/10.1016/j.sbspro.2013.10.495
Andersson, L., & Pearson, C. (1999). Tit for Tat? The Spiraling Effect of Incivility in the Workplace. The Academy of Management Review, 24, 452–471. https://doi.org/10.2307/259136
Applebaum, D., Fowler, S., Fiedler, N., Osinubi, O., & Robson, M. (2010). The impact of environmental factors on nursing stress, job satisfaction, and turnover intention. The Journal of Nursing Administration, 40(7–8), 323–328. https://doi.org/10.1097/NNA.0b013e3181e9393b
Bacharach, S. B., Bamberger, P. A., & Sonnenstuhl, W. J. (2002). Driven to Drink: Managerial Control, Work-Related Risk Factors, and Employ- ee Problem Drinking. The Academy of Management Journal, 45(4), 637–658. https://doi.org/10.2307/3069302
Bakker, A. B., & Demerouti, E. (2007). The Job Demands‐Resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/02683940710733115
Barling, J., Kelloway, K., & Frone, M. (2005). Handbook of Work Stress.
Brashear, T. G., Boles, J. S., Bellenger, D. N., & Brooks, C. M. (2003). An empirical test of trust-building processes and outcomes in sales manager-salesperson relationships. Journal of the Academy of Marketing Science, 31(2), 189. https://doi.org/10.1177/0092070302250902
Bruk-Lee, V., & Spector, P. E. (2006). The social stressors- counterproductive work behaviors link: Are conflicts with supervisors and coworkers the same? Journal of Occupational Health Psychology, 11(2), 145–156. https://doi.org/10.1037/1076 998.11.2.145
Carpini, J., Parker, S., & Griffin, M. (2017). A Look Back and a Leap For- ward: A Review and Synthesis of the Individual Work Performance Literature. The Academy of Management Annals, 11, 1–61. https://doi.org/10.5465/annals.2015.0151
Chen, M.-F., Lin, C.-P., & Lien, G.-Y. (2010). Modeling job stress as a mediating role in predicting construction workers. Journal of Safety Re- search, 34(2).
Chen, M.-F., Lin, C.-P., & Lien, G.-Y. (2011). Modelling job stress as a mediating role in predicting turnover intention. The Service Industries Journal, 31(8), 1327–1345.
https://doi.org/10.1080/02642060903437543
Fay, D., & Sonnentag, S. (2002). Rethinking the effects of stressors: A longitudinal study on personal initiative. Journal of Occupational Health Psychology, 7, 221–234. https://doi.org/10.1037//1076-8998.7.3.221
Ferguson, M. (2012). You cannot leave it at the office: Spillover and crossover of coworker incivility. Journal of Organizational Behavior, 33(4), 571–588. https://doi.org/10.1002/job.774
Folkman, S., & Lazarus, R. S. (1985). If it changes it must be a process: Study of emotion and coping during three stages of a college examination. Journal of Personality and Social Psychology, 48(1), 150– 170. https://doi.org/10.1037//0022-3514.48.1.150
Foulk, T. A., Lanaj, K., Tu, M.-H., Erez, A., & Archambeau, L. (2018). Heavy Is the Head that Wears the Crown: An Actor-centric Approach to Daily Psychological Power, Abusive Leader Behavior, and Perceived Incivility. Academy of Management Journal, 61(2), 661–684. https://doi.org/10.5465/amj.2015.1061
The Journal of Applied Psychology, 101(1), 50–67. https://doi.org/10.1037/apl0000037
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for as- sessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115– 135. https://doi.org/10.1007/s11747-014-0403-8
Jackson, S., & Schuler, R. (1985). A Meta-Analysis and Conceptual Critique of Research on Role Ambiguity and Role Conflict in Work Settings. Organizational Behavior and Human Decision Processes, 36, 16–78. https://doi.org/10.1016/0749-5978(85)90020-2
Lee, T. W., Mitchell, T. R., Sablynski, C. J., Burton, J. P., & Holtom, B. C. (2004). The Effects of Job Embeddedness on Organizational Citi- zenship, Job Performance, Volitional Absences, and Voluntary Turnover. The Academy of Management Journal, 47(5), 711–722. https://doi.org/10.2307/20159613
Liao, H., & Chuang, A. (2004). A Multilevel Investigation of Factors Influenc- ing Employee Service Performance and Customer Outcomes. Academy of Management Journal, 47, 41–58. https://doi.org/10.5465/20159559
Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Organizational Behavior, 2(2), 99–113. https://doi.org/10.1002/job.4030020205
Sakurai, K., & Jex, S. M. (2012). Coworker incivility and incivility targets’ work effort and counterproductive work behaviors: The moderating role of supervisor social support. Journal of Occupational Health Psychology, 17(2), 150–161. https://doi.org/10.1037/a0027350
Saroj, N., & Nazia, M. (2009). Examining the Relationship between Work Life Conflict, Stress and Turnover Intentions among Marketing Ex- ecutives in Pakistan. International Journal of Business and Management, 3. https://doi.org/10.5539/ijbm.v3n11p93
Shaw, J. D., Duffy, M. K., Johnson, J. L., & Lockhart, D. E. (2005). Turnover, Social Capital Losses, and Performance. The Academy of Manage- ment Journal, 48(4), 594–606. https://doi.org/10.2307/20159681
Simon, H. A. (1967). Motivational and emotional controls of cognition. Psy- chological Review, 74(1), 29–39. https://doi.org/10.1037/h0024127
Smith, C. A., Tong, E. M. W., & Ellsworth, P. C. (2014). The differentiation of positive emotional experience as viewed through the lens of ap- praisal theory. In Handbook of positive emotions (pp. 11–27). The Guilford Press.
Starr, M., Saarsalmi, A., Hokkanen, T., Merilä, P., & Helmisaari, H.-S. (2005). Models of litterfall production for Scots pine (Pinus sylvestris L.) in Finland using stand, site and climate factors. Forest Ecology and Management, 205, 215–225. https://doi.org/10.1016/j.foreco.2004.10.047