| 000 | 05429nam a22009737a 4500 | ||
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| 003 | KOHA_MİRAKIL | ||
| 005 | 20221103135314.0 | ||
| 008 | 201006b cy ||||| |||| 00| 0 eng d | ||
| 040 |
_aCY-NiCIU _beng _cCY-NiCIU _erda |
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| 041 | _ceng | ||
| 090 |
_aYL 1755 _bA46 2020 |
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| 100 | 1 | _aAHMAD, NAVEED | |
| 245 | 1 | 0 |
_aJOB STRESS AND JOB PERFORMANCE: _bEXAMINING THE MODERATED EFFECT OF EMOTIONAL INTELLIGENCE IN TEXTILES INDUSTRY IN PAKISTAN/ _cNAVEED AHMAD; Supervisor: Mehmet YEŞİLTAŞ |
| 300 |
_asheets VIII, 72; _bfigures, tables, _c30.5 cm _eCD. |
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| 336 |
_2rdacontent _atext _btxt |
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| 337 |
_2rdamedia _aunmediated _bn |
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| 338 |
_2rdacarrier _avolume _bnc |
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| 500 | _aIncludes CD | ||
| 502 | _aThesis (MBA) - CYPRUS INTERNATIONAL UNIVERSITY INSTITUTE OF GRADUATE STUDENTS AND RESEARCH Business Administration Department | ||
| 504 | _aIncludes REFERENCES: sheets 53-69 | ||
| 520 | _aABSTRACT This research has carried out an analysis of the relationship and effect of job stress and job performance by analyzing the moderated effect of emotional intelligence among employees in a textile company in Pakistan. The population of the study is the administrative staff of the company that is equal to 500 employees. According to the sample size calculator, the researcher needs to have a sample size of 217. So the researcher has provided 300 questionnaires and distributed them by a simple random sampling method. The number of 238 questionnaires returned, which is almost 79% of the total distributed questionnaires. Out of 238 questionnaires, 23 questionnaires contain missing data and found to be redundant. So finally, 215 questionnaires are recognized valid to use for the following analysis. The study has benefited from a bivariate correlation test and regression analysis to observe the relationship and impact of stress at workplace and emotional intelligence and job performance. The moderated effect of emotional intelligence is also analyzed. The study result unveils that there is a negative significant relationship between job stress and job performance (β= -.332**, P<0.05), It means low stressed employees have higher job performance levels comparing to high job stressed employees. It is also uncovered that emotional intelligence has a positive effect on job performance (β= .179**, P<0.05). It implies that employees with high emotional intelligence shows higher performance levels. Moreover, emotional intelligence moderates the relationship (β= .093**, P<0.05). It signifies high emotional intelligence facilitates maintaining the level of job performance in a high job stressed environment. Keywords: Job Stress, Job Performance, Emotional Intelligence | ||
| 650 | 0 | 0 | _aJob Stress |
| 650 | 0 | 0 | _aJob Performance |
| 650 | 0 | 0 | _aEmotional Intelligence |
| 700 | 1 |
_aSupervisor: YEŞİLTAŞ, Mehmet _91656 |
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| 942 |
_2ddc _cTS |
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| 505 | 1 |
_g1 _tCHAPTER ONE |
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| 505 | 1 |
_g1 _tINTRODUCTION |
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| 505 | 1 |
_g1 _tBACKGROUND |
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| 505 | 1 |
_g2 _tPROBLEM STATEMENT |
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| 505 | 1 |
_g3 _tRESEARCH QUESTIONS |
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| 505 | 1 |
_g3 _tTHE AIM OF STUDY |
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| 505 | 1 |
_g4 _tTHE SIGNIFICANT OF STUDY |
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| 505 | 1 |
_g6 _tRESEARCH MODEL |
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| 505 | 1 |
_g6 _tRESEARCH HYPOTHESIS |
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| 505 | 1 |
_g7 _tVARIABLE DEFINITION |
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| 505 | 1 |
_g8 _tLITERATURE REVIEW |
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| 505 | 1 |
_g8 _tINTRODUCTION |
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| 505 | 1 |
_g10 _tJOB STRESS |
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| 505 | 1 |
_g13 _tCAUSES OF JOB STRESS |
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| 505 | 1 |
_g14 _tCONSEQUENCES OF JOB TRESS |
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| 505 | 1 |
_g15 _tJOB STRESSORS |
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| 505 | 1 |
_g18 _tJOB PERFORMANCE |
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| 505 | 1 |
_g22 _tEMOTIONAL INTELLIGENCE |
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| 505 | 1 |
_g25 _tEMOTIONAL INTELLIGENCE AND JOB PERFORMANCE |
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| 505 | 1 |
_g27 _tEMOTIONAL INTELLIGENCE AND WORK STRESS |
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| 505 | 1 |
_g29 _tRELATIONSHIP BETWEEN JOB STRESS, PERFORMANCE AND EMOTIONAL INTELLIGENCE |
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| 505 | 1 |
_g30 _tEMOTIONAL INTELLIGENCE AS A MODERATOR |
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| 505 | 1 |
_g34 _tCHAPTER THREE |
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| 505 | 1 |
_g34 _tMETHODOLOGY |
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| 505 | 1 |
_g34 _tTHE STUDY METHODOLOGY |
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| 505 | 1 |
_g35 _tDESIGN |
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| 505 | 1 |
_g35 _tPOPULATION AND SAMPLING |
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| 505 | 1 |
_g36 _tTYPE OF RESEARCH MODEL |
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| 505 | 1 |
_g36 _tMEASURE |
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| 505 | 1 |
_g36 _tMEASURE OF JOB STRESS |
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| 505 | 1 |
_g37 _tMEASURES OF EMOTIONAL INTELLIGENCE |
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| 505 | 1 |
_g37 _tMEASURE OF JOB PERFORMANCE |
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| 505 | 1 |
_g38 _tCHAPTER FOUR |
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| 505 | 1 |
_g38 _tDATA ANALYSIS |
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| 505 | 1 |
_g38 _tINTRODUCTION |
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| 505 | 1 |
_g38 _tRELIABILITY TEST |
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_g39 _tMEAN AND STANDARD DEVIATION |
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| 505 | 1 |
_g40 _tBIVARIATE CORRELATION |
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| 505 | 1 |
_g40 _tJOB STRESS AND JOB PERFORMANCE |
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| 505 | 1 |
_g41 _tEMOTIONAL INTELLIGENCE AND JOB PERFORMANCE |
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| 505 | 1 |
_g42 _tREGRESSION ANALYSIS |
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| 505 | 1 |
_g42 _tTHE EFFECT OF OF JOB STRESS ON JOB PERFORMANCE |
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| 505 | 1 |
_g44 _tTHE EFFECT OF EMOTIONAL INTELLIGENCE ON JOB PERFORMANCE |
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| 505 | 1 |
_g45 _tTHE MODERATOR EFFECT OF EMOTIONAL INTELLIGENCE |
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| 505 | 1 |
_g48 _tFINDINGS |
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| 505 | 1 |
_g48 _tRELIABILITY TEST RESULT |
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| 505 | 1 |
_g48 _tTHE EFFECT OF JOB STRESS ON JOB PERFORMANCE |
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| 505 | 1 |
_g49 _tTHE EFFECT OF EMOTIONAL INTELLIGENCE ON JOB PERFORMANCE |
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| 505 | 1 |
_g49 _tTHE INTERACTION EFFECT OF JOB PERFORMANCE |
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| 505 | 1 |
_g50 _tCHAPTER SIX |
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| 505 | 1 |
_g50 _tCONCLUSION, LIMITATION, RECOMMENDATION |
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| 505 | 1 |
_g50 _tCONCLUSION |
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| 505 | 1 |
_g51 _tLIMITATION OF STUDY |
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| 505 | 1 |
_g51 _tRECOMMENDATION FOR FURTHER STUDIES |
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| 505 | 1 |
_g70 _tAPPENDIX |
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| 505 | 1 |
_g70 _tQUESTIONNAIRE |
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_c141018 _d141018 |
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