The relationship between influencing factors to job stress and employee performance

Abstract

Work has become more complex and tough as a result of the workplace's changing circumstances and the Covid-19 pandemic's severe effects. Stress also arises and can result in work stress, which lowers employee efficiency within a company. Realizing that, our research team conducted a study on the topic "The relationship between influencing factors to Job Stress and Employee Performance". According to Hobfoll’s COR theory (1989) and Makom’s Role theory (2020), the study first investigates and assesses the effects of Workload, Job Ambiguity, Job Conflict, and Perceived Workplace Ostracism on Job Stress. Further, the research team examined the relationship between Job Stress and Employee Performance by adopting Cropanzano & Mitchell’ s Social Exchange theory (2005). Quantitative research techniques were applied to this study. The data of the study is collected through an online survey based on the “Google Form” tool with the subjects who are working in Ho Chi Minh City. Collecting 215 valid samples, the authors then used PLS-SEM to analyze the data and verify the scale and model. The results indicate that Workload, Conflict, and Perceived Workplace Ostracism have an impact on stress at work. However, Job Stress has no significance that it is affected by Job Ambiguity. In addition, the study also demonstrated the influence of Workload, Job Conflict and Job Stress on Employee Performance. From the analysis results, the authors have shown discussions, and implications related to variables in order to reduce stress as well as stimulate performance in the workplace. However, the research paper also has shortcomings and limitations, the authors also wrote specifically in the accompanying research paper along with future development directions. The study presented valuable findings for managers in regulating job stress and boosting employee performance.