| Abstract [eng] |
The main purpose of this study is to investigate the connections between work–related stress, organizational commitment, and individual job performance. This scientific research aimed to determine the impact of stress and organizational commitment on the employees' individual job performance, as well as the impact of stress on organizational commitment. During this study there was analysed the role of commitment in the stress–individual job performance connection and determined whether it performs a mediating or moderating function. This master thesis was divided into 3 parts: analysis of scientific literature, empirical research, and analysis of this research's results. The analysis of scientific literature described theoretical aspects of stress, commitment, and individual job performance, also there was analysed the scientists' research on the effect of stress and commitment on individual job performance. During the empirical research there was used a questionnaire of 49 statements and demographic questions, this questionnaire was composed of Parker (1983), Mayer (1993), and Koopmans (2014) questionnaires. 189 respondents participated in the survey. In this analysis of the research results there was verified questionnaire reliability, the data normality, and the significance of the data according to the demographic characteristics, also accomplished regression, mediation, and moderation analyses. The IBM SPSS Statistics program with an additional Process v_4 version was used for data processing. The results of the study proved that the data were parametric and normally distributed. Analysing the respondents' answers results according to demographic characteristics, it was noticed a significant distribution by gender and age to individual job performance construct results, as well as a significant distribution of commitment assessments according to the work experience in the organization and the organization size. The regression analysis indicated that job stress has a significant negative influence on individual job performance, while organizational commitment has a lower positive influence. Using mediation and moderation analysis, it was observed that stress has no significant effect on employee commitment and the mediation hypothesis was rejected. Instead, there was discovered a significant effect of commitment as a moderator on the job stress and individual job performance connection, the organizational commitment as a moderator made the negative impact of stress on job performance lower. |
