Peranan humor dalam hubungan antara faktor stres kerja, kesetiaan organisasi dan keinginan berhenti kerja

• Main Author: Mohd. Sukor, Mohammad Saipol
• Format: Thesis
• Language: English
• Published: 2018
• Subjects: HD28 Management. Industrial Management
• Online Access: http://eprints.utm.my/id/eprint/79382/1/MohammadSaipolPFM2018.pdf; http://eprints.utm.my/id/eprint/79382/

Job stress is an issue that has been taken seriously by health organizations because of its effect on employees’ behaviours at the workplace. Despite evidences from previous studies on the effects of job stress towards organizational loyalty and employees’ intentions to quit, several researchers argued that there are other factors that may influence job stress mechanism. Therefore, this study was conducted to identify the influence of job stressors (job demand and job control) on organizational loyalty and the role of humor as the moderator of the relationship. This study also identified the influence of job stressors on employees’ intentions to quit and the role of organizational loyalty as the mediator in the relationship. Besides that, variables differences of demographic factors such as gender, age, tenure, and job position were also examined. This study approach was quantitative with cross-sectional research design. The instruments used were Job Content Questionnaires, Humor Styles Questionnaires, Organizational Loyalty Questionnaires, and Intention to Quit Questionnaires. A total of 340 health staffs in several public hospitals and health clinics in the state of Sabah were involved in the study. Data analysis techniques such as t-test, one-way ANOVA, multiple regression and hierarchical regression were used to analyze the data. It was found that job stressors have significant influence on organizational loyalty and employees’ intentions to quit. Furthermore, it was discovered that self-enhancing humor is a significant moderator in the relationship between job control and organizational loyalty. Whereas, self-defeating humor is a significant moderator in the relationship between job demand and organizational loyalty. Findings from this study revealed that organizational loyalty is a significant mediator in the relationship between job stressors and employee’s intentions to quit. Results of the study showed that there are differences in terms of job stressors, humor styles, organizational loyalty and employees’ intentions to quit based on demographic factors. Findings from this study contributed to the theory of stress management by providing empirical evidences of the moderating role of humor and the mediating role of organizational loyalty in job stress mechanism. Based on the findings, it is proposed that management of the health organizations should focus on managing job stressors and promoting self-enhancing humors at the workplace in order to increase organizational loyalty and reduce employees’ intentions to quit among public health staffs.