FAIZ HAKIM ABDUL HALIM

2016307367
PREPARED FOR:
SIR RADEN MOHD NGISOMUDDIN
SIR MOHAMMAD KHAIRUL ANWAR HUSSAIN
The aim of this research is to investigate the effect of working
relationship, workload and working environment towards job
performance in TAJ International College.
 “Job stress is an increasing problem for employees in
government institutions.” (Somers & Birbaum, 2000)
 Job stress can highly affect employee job performance
because it can be either a motivational force or a cause of
depression.
 “Stress is an indicator of some kind of uncomfortable situation
and there is a certain stimulus that provokes it and a certain
reaction or response.” (Zehrer & Crotts, 2012)
 When an employee feels some discomfort at the workplace,
there is a high chance that will feel stress, thus their job
performance will drastically drop.
 “There is a growing recognition that the pressures and
consequential stress that people are experiencing in today's
world are having a profound effect on the quality of their work
and outside-of-work lives.” (Roger Stuart, 1991)
 “Around three billion people globally are employed and face
an incessant and challenging problem in the organization
called stress, which influences employee’s performance and
efficiency.” (Ali, Raheem, Nawaz, & Imamuddin, 2014)
 This clearly shows that stress has a huge influence on
employee job performance and their productivity.
1. To establish the relationship between working relationship
and job performance.
2. To identify relationship between working environment and
job performance.
3. To identify the effect of workload toward job performance
1. What is the effect of working relationship toward job
performance?
2. What is the extent of work load toward job performance?
3. Is there any relationship between working environment and
job performance?
JOB PERFORMANCE
 Jamal (2007) defined job performance as an individual’s
ability to successfully perform tasks by using resources
available at work. A person job performance highly depends
on his/her work related stress level.
 “A good performance of the employees of an organization
leads towards a good organizational performance thus
ultimately making an organization more successful and
effective and the vice versa.” (Armstrong & Baron, 2000)
WORKING RELATIONSHIP
 “The relationship between employee and their supervisor is a
main aspect of employee’s link to the company and employee
behaviours affected by the way their supervisors managed
them.” (Khuoang & Yen, 2016)
 The key to a positive workplace is to create and preserve a
good working relationship among the staff. Stressful
conditions can happen in a workplace when there is some bad
atmosphere among staff
WORKLOAD
 “Workload refers to the intensity of job assignments. It is
source of mental stress for employees. Stress is an active
state of mind in which human being faces both in an
opportunity and constraint.” (Robbins, 1999)
 Employee that has suitable level of abilities that match their
level of workload will have satisfaction and thus will increase
the efficiency in the organization. Top level management
should never let any of its employees to bear excessive
workload because it will only lead to weakened performance.
WORKING ENVIRONMENT
 According to Naharuddin & Sadegi (2013) and Chandrasekar
(2011), workplace environment plays such an important role in
securing employee’s job performance, because it can highly affect
employee morale and productivity.
 “When the employees’ are physically and emotionally have the
desire to work, their performance outcomes shall be increased.”
(Boles, Pelletier, & Lynch, 2004)
 The importance of workplace environment towards producing
positive employees have been realised by almost all organizations
in the world and they are fully aware that the quality of the
employees’ work environment is significantly related to job
performance.
INDEPENDENT VARIABLE DEPENDENT VARIABLE

WORKING
RELATIONSHIP

WORKLOAD JOB
PERFORMANCE

WORKING
ENVIRONMENT
1. H1 : There is a relationship between working relationship and
job performance.
2. H2 : Workload has positive effect on the job performance.
3. H3 : There is a relationship between working environment
and job performance
 SAMPLING TECHNIQUE – Convenience Sampling
 POPULATION – Employee from TAJ International College
 UNIT OF ANALYSIS – Individual
 STUDY SETTING – Non-contrived
 TIME HORIZON – Cross Sectional
 FREQUENCY ANALYSIS
VARIABLE FREQUENCY %
Gender: Monthly Income:
Male 15 41.7 Less than RM1500 6 16.7
Female 21 58.3 RM 1501-RM 2000 20 55.6
Age: RM 2001-RM 3000 10 27.8
20-29 16 44.4 More than RM 3001 0 0
30-39 16 44.4 Working Experience
40-49 3 8.3 At Current
50-59 1 2.8 Workplace:
Race: Less than one year 7 19.4
Malay 23 63.9 1-5 years 20 55.6
Chinese 1 2.8 6-10 years 7 19.4
Indian 12 33.3 More than 10 years 2 5.6
Others 0 0 Education Level:
Marital Bachelor/Masters 20 55.6
Status: 18 50 Diploma 12 33.3
Single 18 50 SPM 4 11.1
Married PMR 0 0
Divorce
  RELIABILITY ANALYSIS

VARIABLE NUMBER OF ITEMS DROPPED CRONBACH

ITEMS ALPHA
Working 5 - 0.854
relationship
Workload
5 - 0.521
Work 5 - 0.825
environment 5 - 0.816
Job performance
  DESCRIPTIVE ANALYSIS

VARIABLE MEAN STANDARD DEVIATION

Working relationship 3.9556 0.32111

Workload 3.5278 0.36143

Working environment 3.7944 0.40984

Job performance 4.0667 0.29857

  CORRELATION ANALYSIS
TOTWR TOTWL TOTWE TOTJP

TOTW Pearson 1 .257 .641** .473**

R Correlation .130 .000 .004

Sig. (2-tailed) 36 36 36 36

TOTWL Pearson .257 1 -.018 .395*

Correlation .130 .916 .017

Sig. (2-tailed) 36 36 36 36

TOTWE Pearson .641** -.018 1 .451**

Correlation .000 .916 .006

Sig. (2-tailed) 36 36 36 36

TOTJP Pearson .473** .395* .451** 1

Correlation .004 .017 .006

Sig. (2-tailed) 36 36 36 36

N
  REGRESSION ANALYSIS
Unstandardized Standard

Coefficients Coefficient

Model B Std. Beta T Sig.

Error

1 (Consta 1.461 .606 2.409 .022

nt)

TWR .135 .180 .145 .749 .459

TWLD .301 .123 .145 2.449 .020

TWE .266 .137 .365 1.948 .060

 Research Objective Hypothesis Results

Constructed

To establish the There is no H is not accepted

relationship between relationship between because p-value >

working relationship working relationship 0.05

and job performance. and job performance.

To identify There is no H is not accepted

relationship between relationship between because p-value >

working environment working environment 0.05

and job performance. and job performance.

To identify the effect There is a H is accepted because

of workload toward relationship between p-value < 0.05

job performance workload and job

performance.
 Create and preserve a good working relationship among the
staff
 Never let any of the employees to bear excessive workload
because it will only lead to weakened performance.
 Create an excellent working environment.
 The correct respondent need to be chosen carefully.
 Identify other factors that can affect job performance.
 Future researcher needs to make sure that they have a longer
amount of time to conduct this study