Critical Stressors Affecting Work Exhaustion of IS Employees in SMEs

The symptoms of stress are becoming more diversified in the IT labor market. IS employees need help in learning how to manage stress so as to reduce the strain in their work-life. The stress issue is also crucial to organizations through controlling stressors to reduce the levels of stress for maintaining better job performance. The purpose of this research is to study the effects of stressors and situational moderators on IS employees’ work exhaustion in the context of small- and medium-sized enterprises (SMEs). In line with the transaction-based model of stress, this research constructs a hypothesized model for testing and verification. Through the empirical survey on the IS employees in SMEs, the results are expected to fill the knowledge gap for IS workplace stress research and to provide references to the practice and the government for managing SMEs’ e-business implementation

Interventions to prevent burnout in high risk individuals: evidence review

Although there is existing evidence on what works to treat burnout and work-related stress, there is less on what works to prevent it from occurring in the first place. This report provides an overview of literature covering how to prevent burnout and work-related stress in individuals and within organisations

A Multi-Source Diary Study on The Job Resourcefulness, Job Satisfaction, and Task Performance: Will Perceive Organizational Support Moderate

Purpose: This multilevel diary study examined the association between day-level job resourcefulness and day-level task performance of employees of tour and travel. Based on the job demands and resources (JD-R) model, we tested the mediating effect of day-level job satisfaction between job resourcefulness and task performance with the moderating effect of perceived organizational support. Methodology: We collected data for five consecutive days with the help of structured questionnaires. Employees (n = 180) rated their general perceived organizational support, daily job resourcefulness, and daily job satisfaction, whereas their immediate supervisors (n = 18) rated their daily task performance. It was a two-level study with days nested in individuals (no. of observations=900). Findings: Multilevel structural equation modeling (MSEM) results show a positive association between job resourcefulness and supervisor-rated task performance with the partial mediation of job satisfaction at the day level, while the cross-level interaction effect of the perceived organizational support was non-significant. Our hypothesized framework was never tested, which is a unique contribution to job resourcefulness literature and, in this way, for tourism-related entrepreneurs. Conclusion: SMEs are highly dependent on their employees for competitiveness and performance but at the same time face resource-constrained problems. We argue that the employees' job resourcefulness might help achieve work-related goals such as task performance through enhanced job satisfaction daily, where organizational support does not provide the necessary job resources

Enterprise Systems Implementation and their Impact on Employee Job Outcomes. A review of the literature, synthesis, and framework

Enterprise Systems (ESs) integrate business processes to enhance organizational effectiveness. Organizations make huge investments in procuring and implementing ESs to effectively manage their resources to achieve strategic decision-making and improve operational excellence. Irrespective of the investments, it has become increasingly difficult to reap the full benefits of the systems being implemented. ESs implementation is a massive change event in organizations and in employees’ work routines that affect their day-to-day business activities impacting their job outcomes. To this end, the primary aim of this systematic literature review (SLR) is to synthesize the prior literature that explored the association between ESs implementation and employee job outcomes. Accordingly, our review study systematically analysed fifty empirical studies to identify themes that received substantial attention in the prior literature. The SLR uncovered key gaps, unearthed six themes, identified potential research areas, and proposed a comprehensive framework depicting the current research profile and potential avenues linking ESs and employee job outcomes. Our review provides significant implications for practice and research through the proposed comprehensive framework. We further suggest that ESs implementors need to consider job outcomes as crucial parameters during and post-implementation as successful implementation provides a strategic advantage to organizations and benefits employees

Job stress, quality of work life, job satisfaction and turnover intention among executive level employees of Intel Technology Sdn. Bhd.

Employee turnover has always been a matter of concern for organizations. A large degree of employee turnover is highly detrimental to both the organization as well as the employees. The main objective of this study is to explore the factors that influence turnover intention among the executive level employees who are working in Intel Technology Sdn. Bhd. as well as to identify the most significant factor influencing turnover intention. Three independent variables namely job stress, quality of work life, and job satisfaction were examined to determine their relationship with dependent variable, which is turnover intention. A cross-sectional study was chosen for this study. A total of 155 respondents were involved in this study. Data were gathered through questionnaires and was being analysed using Statistical Package for Social Science (SPSS) version 19.0. This study applied descriptive statistics, reliability analysis and inferential analysis to examine the relationship among the variables. The multiple regression analysis of job stress shows that there is a significant and positive relationship on turnover intention. However, there is an insignificant and negative relationship between quality of work life and turnover intention. Besides that, job satisfaction has a significant and negative relationship on turnover intention. Findings of this study also suggested that job satisfaction is the most significant factor that influences turnover intention among executive level employees who worked at Intel Technology Sdn. Bhd. The implication of this study is that organization should take appropriate action during human resource planning as the determinants in increasing employee’s satisfaction and reduce turnover intention. Future research should be including other factors like organizational politics and downsizing that might influence the turnover intentio

Work-Life Conflict of Native and Immigrant Entrepreneurs in South Africa

Work life conflict negatively impacts entrepreneurs and the economic performance of their businesses. The study explored the work-life conflict (WLC) of native and immigrant entrepreneurs in South Africa. Also, the study examined the effect of gender and work-related factors (long working hours and work overload) on the WLC of native and immigrant entrepreneurs. The study adopted the survey method (selfadministered questionnaires) for data collection. The participants in the study were identified through convenience and snowballing sampling methods. The methods of data analysis included descriptive statistics, T-test, Pearson correlation and regression analysis. The results showed high levels of WLC for both native and immigrant entrepreneurs. Native entrepreneurs have a higher level of WLC compared to immigrant entrepreneurs, however the difference is not statistically significant. Male entrepreneurs have a lower level of WLC compared to female entrepreneurs. Long working hours and work overload significantly impact on the WLC of native and immigrant entrepreneurs. Recommendations to reduce WLC include goal setting, scheduling and delegation of work by entrepreneurs.&nbsp

The Job Demands-Resources Model: Understanding the Impact of Job Characteristics on Healthcare Leaders

The job demands-resources (JD-R) model is one of the most popular in occupational health psychology but it often overlooks a key group: leaders. This study applies this framework to leaders in healthcare, considering how challenge and hindrance demands and resources via their unit\u27s perceptions of teamwork impact the affective states of the leader. This study also considers meaningful work, rather than engagement, as the motivational process as it is highly relevant in healthcare. Many JD-R models also include how the motivational and health impairment processes influence performance; this study considers the leader\u27s rating of their unit\u27s performance, accounting for the JDR\u27s effects on both the unit\u27s performance and their leader\u27s rating of it. Using path analysis from multi-source data with 738 leaders, the results suggest that, when controlling for healthcare leaders\u27 resilience and their occupational stress, challenge demands have a significant and positively effect on hindrance demands, the job resource – unit\u27s perception of teamwork, and the leader\u27s perception of meaningful work. Hindrance demands had a significant, positive relationship with emotional exhaustion and significant negative relationship with meaningful work with meaningful work being significantly, negatively related to emotional exhaustion and having a significant, positive relationship with the leader\u27s rating of the unit\u27s performance; all other proposed relationships were non-significant. Overall, this study provides an important insight into the JDR model in terms of healthcare leaders. It also contributes by considering the unit\u27s perception of teamwork a resource for the leader and using meaningful work as the motivational process. Finally, this study also considers how leader affective states (i.e., emotional exhaustion, meaningful work) impact their perceptions of their unit\u27s performance, rather than their own, as a particularly relevant outcome for both leaders and the healthcare environment

Relationship between Employee Development, Employee Burnout, and Employee Turnover Intentions

Employee turnover is a concern for the highway maintenance leaders in the construction industry because employees with turnover intentions may exhibit decreased commitment and increased cynicism towards the organization, which may affect business profits. The purpose of this correlational study was to examine the relationship between employee development, employee burnout, and employee turnover intentions in highway maintenance organizations in the United States. Hobfoll\u27s conservation of resources theory was the framework for this study. A convenience sampling of participants, which included a target audience who accessed the paper-based surveys from 6 field offices and the central office building within the northwestern region of Pennsylvania, returned 68 useable surveys for a response rate of approximately 33%. The data from the 68 participants were analyzed using multiple linear regression analysis. The population for the study consisted of supervisors, foremen, executive staff, and full-time management personnel. Results of the multiple linear regression analysis indicated a statistically significant relationship between employee development and employee turnover intentions (p \u3c 0.05, β = 0.360) and between employee burnout and employee turnover intentions (p \u3c 0.05, β = 0.512). The results of this study may contribute to positive social change by reducing employee turnover in the construction industry, keeping skilled employees within local communities, and helping employees accomplish career goals while increasing economic value. Highway maintenance leaders could use the money saved from turnover to invest in employee development and employee wellness programs

The influence of employee perceptions of training on affective commitment and turnover intentions in SME

The aim of this study was to determine the impact of employees’ perceptions of training (perceived availability of training, perceived co-worker support, perceived supervisor support and perceived benefits of training) on affective commitment and turnover intention among employees of SMEs manufacturing sector in Johor A quantitative descriptive method was employed through the use of online questionnaire to obtain relevant information from respondents. A total of 54 employees participated in this study. Data was analyzed using SPSS applying both differential and inferential methods. Correlation analysis and regression analysis were utilized to determine the correlation between variables Findings from this study demonstrated that employees who perceived higher co-worker and supervisor support tend to have lower turnover intention tendency. On the other hand, it was discovered that all four factors of perceptions of training leads to a higher level of affective commitment in employees. A negative but significant correlation exists for affective commitment and turnover intention implying that higher degree of affective commitment will lead to a lower turnover intention