What factors affect to workers performance at SAMCO

RESEARCH PROJECT
(BMBR5103)

WHAT FACTORS AFFECT TO WORKER,S
PERFORMANCES AT SAMCO

STUDENT’S FULL NAME

: NGUYEN CAO PHU

STUDENT ID

: CGS00019879

INTAKE

: SEPTEMBER, 2015

ADVISOR’S NAME & TITLE : DR. BUI PHI HUNG

December, 2016

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ACKNOWLEDGMENTS
To complete the theme: “What factors affect to worker,s performances at SAMCO”, I
would like to extend my sincere and deepest thanks to Dr. Phi Hung, Lecturer of the Institute
of International Education, HUTECH University, who imparted knowledge and scientific
research methods with professional enthusiasm and passion. He helped me to approach the
scientific research methods to systematically and logically complete the subject.

Besides, I would like to thank all the classmates of the MBA course-OUM K19A for
their continuous striving and efforts in research, learning and building harmonious
relationships during the past time. Special thanks to OUM-HUTECH for teaming up
together to build this program, which offered me an opportunity to access and expand
knowledge of the most advanced business administration of the world.
Once again, please accept my sincere thanks./.

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REASSURANCES

I assure master thesis “What factors affect to worker’s performances at SAMCO”the end
results of the learning process, independent scientific research and serious. The data in the
thesis is collected from actual, trustworthy, honest and objective source and hasnever been
published in any other projects./.
Ho Chi Minh City, December 2016
Student

Nguyen Cao Phu

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ADVISOR’S ASSESSMENT

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Advisor’s signature

DR. BUI PHI HUNG

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TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION....................................................................................... 8
1.1. Abstract of the subject ............................................................................................ 8
1.2. Research objectives ................................................................................................ 9
1.3. Research Question ................................................................................................ 10
1.4. Object and scope of study ..................................................................................... 10
1.5. Research into methodology................................................................................... 10
1.6. Practical significance of the thesis ........................................................................ 10
1.7. Structural dissertation ........................................................................................... 11
CHAPTER 2: LITERURE REVIEW .............................................................................. 12

2.1. The stress at work ................................................................................................. 12
2.1.1. The concept of tension................................................................................... 12
2.1.2. The concept stress at work ............................................................................. 12
2.2. Measuring stress at work ...................................................................................... 13
2.3. Results work ......................................................................................................... 14
2.4. The relationship between stress at work and the results of work ............................ 15
2.5. Some studies have associated ............................................................................... 16
2.6. Proposed research model ...................................................................................... 17
CHAPTER 3: METHODOLOGY AND DATA COLLECTION METHOD .............. 25
3.1. Research Process .................................................................................................. 25
3.2. Research Methodology ......................................................................................... 25
3.2.1. Qualitative research ....................................................................................... 25
3.2.2. Quantitative research ......................................................................................... 31
CHAPTER 4:RESULTS, FINDINGS AND PRESENTATION OF DATA................. 37
4.1. Overview of SAMCO ........................................................................................... 37
4.1.1. Introduction of SAMCO ................................................................................ 37
4.1.2. Field work ..................................................................................................... 37
4.1.3. Some financial indicators .............................................................................. 38
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4.2. Description sample ............................................................................................... 38
4.3. The statistical tests................................................................................................ 38
4.3.1. Cronbach's Alpha Accreditation .................................................................... 38
4.3.2. Exploring factor analysis (EFA) .................................................................... 41
4.4. Regression Analysis ............................................................................................. 46
4.5. Detects a violation of assumptions required in linear regression............................ 49
4.5.1. Accreditation phenomenon of residual variance change ................................. 49
4.5.2. Inspection of the normal distribution of the surplus ....................................... 50
4.5.3. Inspection of linear relationship ..................................................................... 51

4.5.4. Inspection of the independence of error ......................................................... 52
4.6. Accreditation difference of qualitative variables ................................................... 52
4.6.1. Gender .......................................................................................................... 52
4.6.2. On the qualifications, age and income ........................................................... 53
4.7. DISCUSSION OF FINDINGS ............................................................................. 57
CHAPTER 5: ANALYSIS RESULTS DISCUSSION.................................................... 58
5.1 INVESTIGATE ANALYSIS ................................................................................ 58
5.2 THE STATISTICAL TEST ................................................................................... 59
5.2.1. Cronbach's Alpha Accreditation .................................................................... 59
5.2.2. Exploring factor analysis (EFA) .................................................................... 60
5.3 REGRESSION ANALYSIS .................................................................................. 61
5.3.1 Multiple regression analysis ........................................................................... 61
5.3.2. Detects a violation of assumptions required in linear regression..................... 64
5.3.3. Inspection of linear relationship ..................................................................... 65
5.3.4. Inspection of the independence of error ......................................................... 65
5.4. Accreditation difference of qualitative variables ................................................... 66
5.4.1. Gender .......................................................................................................... 66
5.4.2. On the qualifications, age and income ........................................................... 66
5.5 Discuss findings .................................................................................................... 68

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CHAPTER 6: RECOMMENDATIONS AND CONCLUSION ................................. 72
6.1. Summarize findings .............................................................................................. 72
6.2. Suggestions and proposals .................................................................................... 73
6.2.1. Recommended, general recommendations for businesses .......................... 73
6.2.2. Proposals and recommendations specific to each enterprise ....................... 77
6.3. These contributions, limitations of the study and research the next ....................... 80
6.3.1. The contribution of the study ......................................................................... 80

6.3.2. The limitations of the study and research followed ........................................ 81
REFERENCES................................................................................................................... 82
APPENDICES .................................................................................................................... 86
THE QUESTION ............................................................................................................... 86

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CHAPTER 1: INTRODUCTION

1.1. Abstract of the subject
The employees are always valuable asset and greatest giftin a business. It is the work
efficiency that employees bring help businesses survive and sustainable its development.
Therefore, the study of issues affecting work efficiency of the employees are always
a subject matter for organizations both domestically and globally. The stress at work is one
of the factors that greatly affect the workers and their working efficiency. The world,
according to statistics from the International Labour Organization (ILO) in 2012 said that
about 20% of the world population was under excessive stress at work. And in Vietnam,
according to research, the average percentage of people under stress at work in the country
is more than 52%, especially in the industrial sector, in the factories, 71% of workers have
tremendous stress. Rescission has impacted manufacturing, assembly and repair of
automobiles as these sectors require skilled workers and lack of the skills has lead to stress
in the jobs.
Our country is in the process of industrialization and modernization. There is
abundant human resources in the industry of assembly and repair of automobiles. This
sector has become one of the important sectors in the country and in general the
Corporation of Transport Engineering Saigon - Limited, one of the Corporation that holds
sectoral task mechanic, with the Government planning in one of the four corporations that
takes over pivotal development of the automobile industry in Vietnam . The effects of the
recession the global economy has faced in the recent years has caused difficulties for

businesses in manufacturing, assembly and repair of automobiles. Along with the
adjustment of business strategies, the quality of human resources, effective work of the
employees.
Several studies worldwide have demonstrated a relationship between stress at work
and the results of the employee performance at work. Research by Ali et al (2013)
discovered the 8 elements of work stress and its effects on the work outcomes: (1) Pressure
overload of work and time, (2) The non-compliance between level of training and work,
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(3) the relationship between work and family, (4) relations with colleagues, (5) Lack of
administrative support, (6) occupational Risks, (7) the relationship with customers, (8) The
general stress factors. According to the research by Karunanithy and Ponnampalam (2013)
with 5 elements in work stress effects on work outcomes include: (1) Overload at work, (2)
The pressure of time, (3 ) the uncertainty about the role, (4) Conflict of roles, (5)
responsibility. In my research and Barabankaran Kaveri (2013) with 7 elements of job
stress affect work efficiency, they are: (1) The uncertainty about the responsibilities and
powers, (2) Uncertainty of the work, (3) the volume of work overload, (4) Calendar
working unreasonable, (5) Lack of support from the company, (6) working environment
pollution, toxic, ( 7) an imbalance between work and life.
The stress at work is increasingly intriguing researchers worldwide for analysis and
further research on it as well.As this influences many aspects of life, including work and
efficiency of workers. In Vietnam a similar study was doneand according to the study,
stress at work has its impact on workers in various industries. According to Tran Thi
Thanh Tam (2011) on the impact of stress on the satisfaction of faculty and staff
management block of City Economics University. Ho Chi Minh City, the Thuy Duong Thi
Luu (2013) studied that the stress of work and the results of the work of the sales staff in
the city. In Ho Chi Minh. however, to date there is no research on the effects of stress on
the job .
“What factors affect to worker’s performances at SAMCO”

a

member

of

the

proposed research with the desire to help for businesses manufacturing, assembly and
repair of automobiles in SAMCO better understand the effects of stress factors in the work
results of employees work - the source of their greatest assets, thereby helping businesses
with reasonable policies to help workers reduce the harmful effects of stress at work causes
to improve productivity and work efficiency of the enterprise.
1.2. Research objectives
This study aims to achieve the following objectives:
(1) Identify the components of the stress at work.
(2) Determine the impact of the components of stress at work and the results of it on
the employees.

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(3) To propose a number of recommendations designed to help businesses
manufacturing, assembly and repair of automobiles in SAMCO factors and minimize
negative impact of stress on the job for employees and to help them achieve the best
performance.
1.3. Research Question
(1) What is the components of the stress at work?
(2) The degree of the impact of these components on the job stress results in a worker's

work like?
(3) Solutions according to research, which should be take to reduce stress and improve
productivity for workers at SAMCO?
1.4. Object and scope of study
- Research Subjects: The factors causing stress at work of workers and the impact of
these factors resulted in a worker's work at SAMCO.
- Scope of the study: The study in 12 companies manufacturing, assembly and repair
of automobiles under SAMCO. Statistical data of the last 3 years (2012-2014) and data
collected by the author in 2015.
- Subjects were surveyed: the workers are working in the business of production,
assembly and repair of automobiles under SAMCO.
1.5. Research into methodology
Research into methodology of the research is the hybrid method, combining the
method of qualitative research and quantitative research. Qualitative research for detection,
additional scale. Quantitative research to collect, analyze survey data, reaffirmed
components as well as the value and reliability of the scale components of the stress at work,
the scale of work and test results of theoretical model.
1.6. Practical significance of the thesis
- Theoretically: Adding the evidence in practice of Vietnam on the factors causing
stress at work which affect the results of the laborers working in enterprises.
- At a practical level: The findings help businesses and entrepreneurs in general
manufacturing, assembly and repair of automobiles in a particular way. The more the
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awareness of these impact and factors causing stress at work will affect work results of
workers, thereby improving the working conditions of workers in order to achieve the
highest efficiency in work.
1.7. Structural dissertation
The structure of the thesis is divided into six chapters, including:

CHAPTER 1: INTRODUCTION STUDY
CHAPTER 2: LITERURE REVIEW
CHAPTER 3: METHODOLOGY AND DATA COLLECTION METHOD
CHAPTER 4: RESULTS, FINDINGS AND PRESENTATION OF DATA
CHAPTER 5: DISCUSSION OF ANALYSIS
CHAPTER 6: RECOMMENDATIONS AND CONCLUSION

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CHAPTER 2: LITERURE REVIEW
2.1. The stress at work
2.1.1. The concept of tension
Hans Selye was the first scientist to mention the concept of stress in 1936. He said that
stress is produced when a material object or person must resist the impact from the force, the
pressure to try to maintain its original state. According to him, the tension as a biological
reaction when people, animals or creatures affected by environmental stimulation. It is a
common phenomenon in society and have become an indispensable part of everyday life.
Lazarus and Launier (1978) affirmed stress itself does not exist in each of us, also it does
not exist in the environment, that it was born from the interaction between the two factors.
Meanwhile, Kazmi, Amjad and Khan (2008) identified stress as a change in the physical
state or the spirit of a person, in other words, it is a disorder or imbalance compared to the
state normal. Tensions arise from an unusual event in the working environment, social
environment or in daily life (work, family and social life) and also caused by emotional,
psychological, mental and physical illness.
But according to Colligan and Higgins (2010), the tension comes from any situation or
circumstance requiring adjustment to any behavior changes or is good or bad and whether it
is a positive change or negative physiological reaction is the same.
2.1.2. The concept stress at work
According to the ILO (1986, 1992), stress at work is recognized worldwide as a major

challenge to the health of workers and the health of the organization. These workers were
highlighted as the object are more likely to be adversely affected by the stress caused, which
in turn leads to less dynamic, less efficiency in work and in their organizations that prevents
or creates a less likely to succeed in a competitive market.
Stress at work is the adverse effects emotionally and physically, this appear when the
job requirements exceed the capabilities, resources or needs of the workers themselves. It is
also possible that the imbalance caused by excessive stress is a correlation between the
requirements of the job and personal life. (National Institute for Safety and Health Canada,
1999).

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The stress at work occur when workers are affected by an event from the working
environment that is threatening, harmful to workers and forcing them to find ways to adapt,
respond so that they feel less tensed (Tran Thi Thanh Tam, 2011).
Mangkunegara (2008) explains: "The stress of work is a sense of empirical stress of an
employee at work. It can be seen from the symptoms such as emotional instability, feeling
uncomfortable, like being alone, have trouble in sleeping, smoking too much, can not be
relaxed, worry, stress and high blood impaired digestion".
Usman and Ismail (2010) said that the stress related to work is one of the factors that
increase the most stress and have more impact on the organization. They said that stress is an
individual's status, in which they face with ambiguity and contradiction between the needs,
opportunities and responsibilities or desired work results. Says Ziauddin et al (2010) When
further explored the tension is the main reasons behind the dissatisfaction, employee
dis-satisfaction in work and low job commitment, and decrease in overall performance in the
business.
Suprihanto et al (2003) suggest that, from the perspective of the organization,
managers can not worry when their employees feel a mild tension. That's because at a certain
level of tension, it will give a positive effect, because stress can help employees make a

better job. However, high levels of stress or prolonged stress will slightly reduce the
performance of employees. The tension at low levels, can moderate benefit for the
organization, but from the perspective of individual researchers it is not a desirable thing.
Based on the above explanation, it can be concluded that the stress caused by an imbalance
between the personal characteristics of the workers along with other aspects of itwork and its
characteristics can be expected with effect to the working conditions.
2.2. Measuring stress at work
Materson (1980) said: "The cause of the tension is the workload a lot, the staff cuts,
changes in work, long working hours, shift work, lack of supervision, training created
incomplete, working conditions do not match, the responsibility was too heavy and poor
relationships with colleagues".
In the study by Allen (2011) about the relationship between stress at work and the
results of the employee worked in the financial institutions in Ugafode, Uganda, ie stress at
work is measured by six factors : the workload and new technologies, not passion with work,

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relationships with colleagues, work without a guarantee, lack of funding, resources and
support services.
Park, J., (2007) argued that "the excessive and job insecurity can also cause stress". So
insecure job is also a major cause of stress at work and has a negative impact on the results of
work of employees in the banking sector.
McCubbin and Figley (1983) said that the cause of the stress of work is heavily
influenced by the inability of individuals in maintaining a reasonable balance between
family life and work, such as by individuals that spend too much time on the job. Also
stressful jobs can also be created by a difference between the needs of the family and the
ability to provide, material security for their families.
Besides measuring attitudes about stress factors mentioned work, Shields (2006) said
that the lack of social support from colleagues and poor relationships between employees

often cause tension directly and adversely affect their job performance.
Research by Shahid and colleagues (2010) said that the causes of stress in the work of
6 elements: large workloads and time pressures, lack of support in terms of resources, there
problems in relationships with customers, colleagues relationships, the balance between
family and work, the risks of the job.
According Kaveri and Prabakaran (2013), stress at work was measured through seven
components: The uncertainty about the responsibilities and powers, uncertainty about jobs,
workload overload, calendar the unreasonable, lack of support from the organization, the
working environment pollution, toxic and imbalance between work and life.
2.3. Results work
According to Jaramillo, Mulki and Marshall (2003), the results of work is all related
acts in the completion of a specific task including the effectiveness and outcomes of each
act.
According Schermerhorn et al (2005), the results work is the way in which an
individual do to achieve the results of work of both quantity and quality. In addition, the
result of the work depends on the business needs, objectives and tasks of the organization,
the organization's beliefs about how the job done most valuable (Motowidlo et al, 1999).
Overall, the results of work can be considered as the level of work done to complete the
mission and purpose of the organization in terms of quantity and quality.

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Wetzels et al (2000) described the results of work as the extent to which employees
perform tasks and responsibilities. Murphy and Krober (1988), the results of work defined as
part of the individual results for certain tasks including job description standard. According
Rotondo and Sakett (2002), the result of the work including the quantity and quality of work,
work skills and expertise.
Results work is defined as an employee who's done the work assigned to them and are
identified, evaluated by the employer during the employee's work; taking into account the

elements of leadership, time, organization and relies on individual basis for analysis.
(Business Dictionary.com).
The result is the ability to work longer to do the job effectively (or not) of employees at
work as required. Employees must understand and should be guided on full job description
as well as the requirements and criteria used to evaluate the results of work required for the
job. During that process, the superior (or employer) will track, monitor, and may have
changed, adjusted or join done with employees (By University Of Washington).
2.4. The relationship between stress at work and the results of work
Motowidlo, Manning, Packard (1986) examine the model they developed. The model
describes the relationship between working conditions, personal characteristics (job
experience, colleagues and the fear of negative evaluation), factors causing stress, the effects
of them ( anxiety, depression, and hostility) and work results. As a result, researchers have
found a negative relationship between stress and work results.
Leveck and Jones (1996) also found a negative relationship between stress and work
results. They conduct research to explain the impact of leadership styles, group cohesion,
stress at work, satisfaction with the organization and work towards maintaining the aspects
of quality of care of the nursing staff. The subjects participated in the study was 358 nurses
from hospitals. Significant results indicate that stress at work is a predictor of the outcome of
the nurses work, and reduce stress at work has been found to enhance the results of work of
nurses .
Dekard, Rountree and Hickes (1988) conducted a study to test the relationship
between workplace stress and work results. The research sample included 322 nursing staff.
The results showed that job stress negatively affect work results and work environment.

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Since then the researchers concluded that workplace stress negatively affect work results and
led to a decrease in the quality of the operation.
2.5. Some studies have associated

- Kaveri and Prabakaran (2013) studied the effects of stress factors in the outcome of
work of the workers work in companies producing goods and tanning in the district of
Vellore, India. The author has pointed out seven factors causing stress at work were:
ambiguity about responsibilities and powers; uncertainty about jobs; workload overload;
unreasonable work schedule; lack of support from the company; working environment
pollution, toxic; imbalance between work and life that many employees are facing in the
leather goods manufacturing company in Vellore.Data were collected using a questionnaire
and analyzed as descriptive statistics, correlation and regression to examine the relationship
between work stress and work results of employees and data are presented in tabular form.
Test results show that the factors that cause stress can negatively impact the results of work
of employees. It is these factors: workload overload, inconsistent work schedules, lack of
support is a negative relationship and significant for staff carrying out the work, but the
imbalance factor in between work and life is no significant relationship with the results of
the staff work. Factors responsible are not clear, the instability of the job, working
environment pollution, toxic negative effects and no significant relationship with the results
of the staff work.
- Research by Allen (2011) about the relationship between stress at work and the
results of the employee worked in the financial institutions in Ugafode, Uganda. The main
focus of this study is to identify the symptoms and causes of stress at work, examine the
factors affecting the result of the work of staff and establish the relationship between stress at
and the results of the work of the employees. The study results showed that all the
respondents had experienced stress from work and only three symptoms of stress at work as
physical symptoms, emotions and behaviors are photos mainly to enjoy the results of their
work. Research shows that stress at work is measured by six factors: increased workload; the
difficulty of new technologies; instability in the job; lack of funding, resources and support
services; lack of passion, excitement in their work; Good relationships with colleagues. The
study concluded that stress at work has a negative relationship with the results of work.
Research recommends that organizations must ensure good working environment for

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employees and ensure that measures to reduce stress at work as suitable working hours, the
quality tools and equipment, relative workload.
- Shahid and colleagues (2013) on the tension in the work of the banking staff.
According to the authors, stress is a common factor today and every individual must face it
in life. The employees working in different organizations have to deal with stress. Especially
banks, are under a lot of stress due to reach more specific risks, thus causing tensions.
Contribute to reducing tensions performance, reduce overall employee performance,
decreased quality of work, employee turnover, and the limitations of health problems such as
anxiety, depression, headaches and backache. Model study authors suggest including 6 of
the stress factor in influencing the dependent variable is the result of work. These factors
include: lack of support in terms of resources, the overload of work, better relationships with
customers, good relationships with colleagues, the imbalance between work and life and
risks of the job has been tested in this study. The study results showed that all six factors that
cause stress in the bank are working to reduce the results of the employee. The majority of
bank employees feel that their work nature reduces stress and work results they expect.
Work overload, the risks at work and the relationship is not good colleagues are the main
cause of tension in the bank. Besides, due to the overload of work and time pressure that
bank staff can not balance work with family life which cause some serious problems.
2.6. Proposed research model
Along with the development and opening up of the economy, manufacturing,
assembly and repair of automobile these years is one of the key industries SAMCO
important development focus, has contributed greatly to the economic development of Ho
Chi Minh City. Unlike other sectors such as banking, tourism, construction ...
manufacturing, assembly, automotive repair its own characteristics associated with the
development of the economy: these are production activities cars, production of
components, materials and spare parts support for the automotive industry, to import
components for assembly of automobiles, service parts, repair and maintenance of cars.
These activities require a careful, accurate and high responsibility from the employee, brand

influence and sales of businesses of SAMCO.
Along with the characteristics of the sector, which is the absolute accuracy, workers in
enterprises also features work, working time varies according to workload, customer

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demand increasing, working with larger workloads, continuous, repetitive work,
occupational safety, occupational diseases, problems related to workplace health, stress the
quality of work. For that reason it can bring differences with management workers, office
workers, it also can cause stress on the job for them, can reduce working efficiency, affect
the result of the work of the workers in the enterprise. In the SAMCO, stress at work is also
a major issue affecting the result of the work of the workers in the enterprise. Workers at the
factory are regularly leaving the overloaded workload, unreasonable work schedule repair
services as quickly, defined a schedule for the work, leading to completion of the work
pressure time, just to make sure the time, just to ensure quality; or the implementation of
customer orders, requiring workers to work overtime, work Saturday and Sunday. In
addition, uncertainty about work also ongoing, the workers typically have little chance of
advancement, there is no time to absorb, learn, reduce passionate interest in the job. The
upcoming schedule is not reasonable, as the distribution of fixed shift for each organization,
without the rotating shifts, have led to more shifts, with fewer shifts, while enjoying the
same salary is also causing tension straight-workers. The support from the company,
colleagues are unclear. Workers regularly exposed to substances harmful to health, the
policy also supported but has not been the consensus of the workers, many working parts to
the toxic environment, but is not yet supported . Moreover, the rapid change of technology,
regular exposure to machines, lack of contact with colleagues at work are causing stress for
workers at SAMCO.
For that reason the study of previous studies on job stress affect the outcome of the
laborers working in various professions, the authors would like to have an overview and with
special individualized work of manufacturing, assembly and repair of automobiles to more

closely study the stress of work with workers in enterprises of SAMCO to propose additional
solutions to help improve working results of workers in these enterprises.
After studying theoretical models combined with the characteristics of the emerging
field of research, the author proposes a research model based on the successor model of the
Kaveri and Prabakaran study (2013) and research Allen (2011). The author proposed
research model including 9 factors causing stress at work affects the result of the work: The
uncertainty about the responsibilities and powers; instability in their work; workload
overload; unreasonable work schedule; lack of support from the company; working

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environment pollution, toxic; imbalance between work and life; the difficulty of new
technologies; lack of passion, excitement for the job.
Research models:
The uncertainty about the responsibilities power
Instability in work
Overload workload
Unreasonable work schedule

Work results

Lack of support from the company
Working environment pollution, toxic
Imbalance between work and life
The difficulty of new technologies
Lack of passion, excitement for the job

Figure 2.1: Model of proposed research
Source: Proposal of the authorInside

- The uncertainty about the responsibilities and powers
The role is not clearly seen as a situation where an individual does not have a clear
direction about their role in work and organizations (Rizzo et al, 1970). The uncertainty
about the responsibilities and powers caused individuals to perform tasks that feel anxiety,
tension, thereby allowing reduced labor productivity and adversely affect the results of the
individual work (Cohen, 1959; Katz and Kahn, 1978). Fisher (2001) also said that the role
and powers are clearly not negatively impact job performance of the auditors. Burney and
Widener (2007) also said that the role is not clear that cause a negative impact to the
managers when making decisions. That makes them feel anxious, afraid to take
responsibility for what I do not understand, adversely affecting the results of their work. So
can propose the following hypothesis:
Hypothesis H1: The uncertainty about the responsibilities and powers, negative
impact on the results of work of the workers.

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- Uncertainty about the work:
According Klandermans, Van Vuuren and Jacobson (1991), the expression of
uncertainty in the job as the risk of loss of employment, change of job location too much, do
not get a raise, not next contract ... is considered to be the cause of anxiety, nervous tension,
negative impact on the health, physical and mental, that the employee is not enough energy
to carry out their work, leading to a reduce their working results.
According to Ouyang (2009), job instability including hidden threats are lurking
around a staff. This means for an employee, they risk losing their jobs, there is little
opportunity for advancement; no opportunity to acquire, learn, change jobs so fast. Such
issues will have a negative effect towards the development of career paths so easy to cause
stress for them.
According to Allen (2011) wrote that, the risk of losing their jobs in the current
situation is very stressful for everyone, especially for those workers. Currently, changing

careers becomes increasingly widespread due to the objective conditions caused by the
economic recession, political instability ... that can also cause stress because workers can not
grasp and just keep changing jobs. According to the theory of tension, instability on the job
is considered as a factor causing stress at work (Lazarus and Folkman, 1984).
A study by Greenhalgh and Rosenblatt (1984) also showed the negative impact of
instability in work for work results. So the hypothesis can be proposed as follows:
Hypothesis H2: Uncertainty in the job have negative impact on the results of work of
the workers.
- Workload Overload:
The work creates pressure in itself beyond the level of an individual's capacity to do
the job (French, JJ., 1972). This is a situation where a person feels the pressure to ourselves,
or when tasks are assigned far greater than what individuals can handle; and if this situation
continues for a long time without any pause or rest, the people themselves will face the
psychological and physical problems; behavioral and mental harmony that will, cause stress
(Health and Safety Executive, 2001).
Parasuraman et al (1996) definition of the work overload is the level of awareness
about the demands of work, role and one feel that there is so much to do and not enough time
to implement them.

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Overloaded work and time constraints put workers under pressure leads to tension
(Garima M., 2007). Kaveri and Prabakaran (2013) also said that stress happens when an
individual can not afford or can not afford to use their resources to meet their assigned
responsibilities, leading to reduced results do the individual's work.
Rubina et al (2008) studied the effect of occupational stress on job results showed that,
overworked contributed to rising tensions in the staff and the adverse impact on business
results their.
Jamal (2011) in a study of the stress of work and the results of environmental work in

Pakistan has given results, the workload overload is one of the components of job stress,
impact negative results of the employee worked. Based on the results of these studies, the
hypothesis can be put as follows:
Hypothesis H3: The work overload negative impact on the results of work of the
workers.
- Calendar to work unreasonable:
According Kaveri and Prabakaran (2013), unreasonable work schedule is uncertainty
about the time in the work schedule for employees as working time is too long or the
employees to work anytime when business requirements. That will leave for employees
under stress due to inability to timely meet the needs of the work assigned.
Shropshire and Kadlec (2012) confirming the negative effect of an unreasonable work
schedule as they must be present whenever the business requires.
In the study of Victor and Ambibola (2013) on the impact of stress on working results
of the female clerk in Nigeria, by special request, the clerk must work harder to stay a
multiplier others, that shows the irrationality of time working not only affects their family
life but also affect the work they are doing. They will get tired of tension and reduce work
efficiency. So can suggest hypotheses are:
Hypothesis H4: Work Schedule unreasonable negative impact on the results of work
of the workers.
- Lack of support from the company:
According to research by Kaveri and Prabakaran (2013), lack of support from the
company involves a lack of help and support from the leaders and colleagues, support
equipment and catering jobs thatare the cost incurred in the course of operation at work.

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According Menguc and Boichuk (2012), the support from colleagues is useful degree
from colleagues to share, and strengthen the work of an individual in some circumstances
necessary. When the lack of support from colleagues, employees will feel the loss of

connection, interaction, not advanced communication, which adversely affect the
psychological and reduced work efficiency. The lack of support from the company
(colleagues and leaders) causes the employees to sometimes feel lonely, frustrated about
work and adversely affect the results of their work (Stamper and Johlke, 2003 ).
In studies of Schermerhorn et al (2005), the Also, Bennett et al (2001) about the stress
in the work of the nurses showed low support from the company is one of the elements of job
stress caused negatively impact the results of their work. Therefore the hypothesis can be
formulated as follows:
Hypothesis H5: Lack of support from companies that has negative impact on the
results of work of the workers.
- Work environment pollution, toxic:
Barling et al (2004) suggest that, when working in extreme climatic environment,
exposure to toxic substances pollute will make employees uncomfortable and irritated for
the worse, leading to tension in the workplace and reduce the interest, focus their work.
Besides this, according to research by Bruce (2008), noise is also one of the causes of
distraction for employees, leaving them reduced concentration, distracted at work and
reduced efficiency job. In addition, Moloney (2011) also said that light and air as well as the
elements of the work environment a major impact on the results of work of the employees.
Chandraseker (2011) also said that the working environment is unsafe (poor lighting,
ventilation and excessive noise), common risk occupational accidents would cause a
negative impact on work attitude, increased frustration at work and make work results are
affected worse. So the hypothesis can be formulated as follows:
Hypothesis H6: Work environment pollution, toxic has negative impact on the result
of the workers work.
- Imbalance between work and life:
Grady et al (2008) suggested that the term balance work and life is a comprehensive
concept, including: family, community, leisure time and personal time spent.
According to the theory of the relationship between work and family life (Greenhau
and Powell, 2006; Brummelhuis and Bakker, 2012), each with a number of certain personal
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resources (eg, energy, skills, mood) that they can use to complete the work and take the role
of their family. If a request for one of the two elements of work and family life is too high
will cause the individual resources are not depleted enough to perform optimally in other
roles. That would make these individuals feel stress and affect the results of their work.
Imbalances between life and work led to many disastrous things like work often delay,
poor performance, lack of motivation, more errors, quitting ... When an employee can not
spend time for their families because the work takes up too much time, that individual will
feel stressed at work because they can not maintain a centralized, easily lead to errors.
Sarantakos study (1996) also pointed out that, an experienced staff, but could be a
conflict when tensions arise between family life and work. So the hypothesis is proposed as
follows:
Hypothesis H7: An imbalance between work and life has a negative impact on the
results of work of the workers.
- The difficulty of new technologies:
Asif (2009) suggested that occupational stress with new technology at a high level. He
argued that technology was supposed to shorten our work but the opposite seems we all have
to work more hours and use less time for family activities and entertainment. Rapid changes
in the workplace and how to do the job often leads to increased levels of stress at work.
Subha and Shakil (2010) wrote: "many people in many different jobs have felt including
myself struggling to keep up with the changing pace of modern technologies. Workers often
feel like they are only part of the machinery rather than themselves". So the hypothesis is
proposed as follows:
Hypothesis H8: The difficulty of new technologies has resulted in negative impact on
workers' work.
- Lack of passion, excitement for the job:
Many people who work just for the money but do not care about your self-worth desire
something (Elovainio et al, 2002). According Meneze (2005), most people do not realize
how this tension and they underestimate its long term effects on their health. This is kind of

stressful work hardest to detect and fix, such as finding a rewarding job is not always easy
(Parikh 2004). So the hypothesis is proposed as follows:
Hypothesis H9: Lack of passion, excitement for the work has negative effects on work
outcomes of workers.
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SUMMARY CHAPTER 2
Chapter 2 presents the theoretical basis as prerequisite for deeper study authors stress
situation in the work of the employees at SAMCO. Theories include key issues such as the
concept of stress, stress at work, working results, the measurement of stress factors at work,
work measurement results, the elements cause stress at work, the relationship between stress
at work and work results. The author presents a number of relevant studies such as the study
of the Kaveri and Prabakaran (2013) on the impact of the factors causing stress at work the
results of the workers working in the production company leather goods in the district of
Vellore, India; Allen's study (2011) about the relationship between stress at work and the
results of the employee worked in the financial institutions in Ugafode, Uganda; Shahid and
colleagues (2013) on the tension in the work of the banking staff. Based on the theory and
characteristics of the area in which the author wanted to study, the authors propose a model
study on the impact of the factors causing stress at work affects work results of workers in
enterprises of SAMCO includes 09 components. This is the basis for the author to continue
to conduct research will be presented in the next chapter.

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CHAPTER 3: METHODOLOGY AND DATA COLLECTION METHOD
3.1. Research Process
Determined
Research Issues

Research objectives

Scale draft

Qualitative research
(Interview)

The proposed model, the
official scales

Quantitative research

Cronbach's Alpha Inspection

Analysis EFA

Multiple regression analysis

Discuss the results and
recommendations

Chart 3.1: Process Research
Source: Author's Construction
3.2. Research Methodology
3.2.1. Qualitative research
The author conducted qualitative research through method discussed bilaterally. In
this study, the interviews were conducted with 06 deputy director of the workshop, 10 team

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