Stres kerja, personaliti big five, kepuasan kerja dan prestasi kerja staf sokongan

Abstract

Previous studies had shown that job satisfaction in organization can affect employee decision making, behaviour, enthusiasm, commitment and productivity. In addition, job performance is also a key and critical issue that is often emphasized in organizational management as it also contributes to organizations? goal. However, studies on job stress with job satisfaction and job performance especially among support staffs are limited. Hence, this study extended the discussion by examining job satisfaction dimensions namely intrinsic and extrinsic, towards job performance dimensions namely task and contextual. Job stress factors which consisted of intrinsic factors to the job, management role, work relationship with others, career and achievement, organizational structure or climate and home-work interface were examined as predictors of the study. In addition, this study examined the mediating effect of Big Five Personality on the relationship between job stress with job satisfaction and job performance. This study was conducted quantitatively using questionnaires for data collection and involved 274 support staffs from UTM, Johor campus through stratified random sampling technique. The data were analysed using Structural Equation Modeling via SEM SmartPLS 3.2.7. Overall, the results suggested that job stress is a significant predictor of Big Five Personality, job satisfaction and job performance. The results also confirmed that job satisfaction and job performance are influenced by the Big Five Personality. Meanwhile, the dimensions of conscientiousness and agreeableness in the Big Five personality were found to be significant mediators on the relationship between job satisfaction and job performance. Theoretically, this study extends Social Exchange Theory and its application to support staff. The findings help human resource practitioners to understand how job stress and Big Five Personality influence job satisfaction and performance of support staff at UTM. The study recommends the expansion of Social Exchange Theory model in job satisfaction and job performance research by applying multiple measures of other variables.