Dissertation
Dissertation > Economic > Economic planning and management > Enterprise economy > Enterprise planning and management decision - making > Corporate Administration > Personnel Management

Research on Job Stress and Its Influence of Chinese Bank Employees

Author ZhangYunJing
Tutor CaoDaYou
School Southwest University of Political Science
Course Business management
Keywords Work Stress Sources Stress Consequences PerceivedOrganizational Support Self-efficacy Stress Coping Strategy
CLC F272.92
Type Master's thesis
Year 2012
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The banking industry takes an important position in the country’s economicdevelopment. Due to the characteristics of the banks’ work such as strong integration,wide scope of their business, high requirements and heavy duty, the bank officialshave been suffering heavy working pressure for long. Therefore, based on theinvestigation of the working pressure of the bank officials, this paper discusses therelationship of the bank employees’ main pressure sources, stress reaction, jobsatisfaction, work performance and turnover intention. On the other hand, this paperanalyses and explores the influence of perceived organizational support, stress copingstrategy and self-efficacy on the relationship of the bank staff’ pressure sources and itsconsequences. Moreover, this paper makes some suggestion on relieving the staff’pressure on the basis of the empirical results.Questionnaire is applied in the research. Based on the review of past relatedresearch literatures, this paper chooses350bank staff as samples from the main citiesof Beijing, Shanghai, Guangdong, Jiangsu, Zhejiang, Yunnan, Guangxi, Ningxia,Heilongjiang and Hainan. SPSS16.0statistical software is used for the collected dataanalysis. The empirical results are as follows.1.Work stress sources have direct influence on its consequences. Stress sourceshave positive influence on stress reaction and turnover intention. Stress fromtechnology and competition have positive influence on job satisfaction, while otherstress have negative influence on it. Stress from the work itself and competition haspositive influence on work performance, while other stress have negative influence onit.2. Self-efficacy and coping strategy play a regulatory role on the relationshipbetween the work stress sources and stress reaction. Self-efficacy can weaken thepositive correlation between stress reaction and stress from interpersonal relationshipand technology. Controlling coping strategy can weaken the positive correlationbetween stress reaction and stress from technology and individual ability. Supportingcoping strategy can weaken the positive correlation between stress reaction and stressfrom interpersonal relationship, incentive loss, technology, working environment,individual ability and role need..3. Perceived organizational support, self-efficacy and coping strategy play a regulatory role on the relationship between the work stress sources and jobsatisfaction. Perceived organizational support can weaken the negative correlationbetween job satisfaction and stress from interpersonal relationship, incentive loss,technology and working environment. Self-efficacy can weaken the negativecorrelation between job satisfaction and stress from incentive loss, technology andworking environment. Controlling coping strategy can weaken the negativecorrelation between job satisfaction and stress from incentive loss, workingenvironment and individual ability. Supporting coping strategy can weaken thenegative correlation between job satisfaction and stress from incentive loss, workingenvironment, and individual ability.4. Perceived organizational support, self-efficacy and coping strategy play aregulatory role on the relationship between the work stress sources and workperformance.(1) Perceived organizational support, self-efficacy and controllingcoping strategy play a regulatory role on the relationship between the work stresssources and task performance. Perceived organizational support can turn the negativecorrelation between task performance and stress from incentive loss, technology andworking environment into positive. Self-efficacy can weaken the negative correlationbetween task performance and stress from interpersonal relationship, technology androle need,while it can turn the negative correlation between task performance andstress from working environment into positive. Controlling coping strategy canweaken the negative correlation between task performance and stress from workingenvironment, individual ability and role need, while it can turn the negativecorrelation between task performance and stress from incentive loss into positive.(2)Perceived organizational support and supporting coping strategy play a regulatory roleon the relationship between the work stress sources and contextual performance.Perceived organizational support can weaken the negative correlation betweencontextual performance and stress from incentive loss and working environment.Supporting coping strategy can strengthen the positive correlation between contextualperformance and stress from the work itself, while it can weaken the negativecorrelation between contextual performance and stress from interpersonalrelationship.5. Perceived organizational support, self-efficacy and coping strategy play aregulatory role on the relationship between the work stress sources and turnover intention. Perceived organizational support can weaken the positive correlationbetween turnover intention and stress from interpersonal relationship, incentive loss,technology and working environment. Self-efficacy can weaken the positivecorrelation between turnover intention and stress from interpersonal relationship,incentive loss, working environment and role need,while it can turn the positivecorrelation between turnover intention and stress from technology into negative.Controlling coping strategy can weaken the positive correlation between turnoverintention and stress from interpersonal relationship, incentive loss, technology,working environment, individual ability and role need. Supporting coping strategy canweaken the turnover intention correlation between turnover intention and stress frominterpersonal relationship, incentive loss and role need.

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