The Role of Woman Leadership Style as Moderator between Job Stress and Employee Performance Based on Employee’s Gender Case Study: RSUP Dr. M Djamil Padang

LAURA, AMELIA TRIANI (2015) The Role of Woman Leadership Style as Moderator between Job Stress and Employee Performance Based on Employee’s Gender Case Study: RSUP Dr. M Djamil Padang. Masters thesis, Universitas Andalas.

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Abstract

A leader is person that can enlist the aid and support of others in the accomplishment of a common task (Chemers, 1997). The ability as a leader seen from how the leader can help a group achieve goals and have a good relationship with the members of the group. As a leader, it is imperative to focus not only on production but, at the same time, pay attention to the employees. A good leader can manipulate, control, and can also force the employee or group members to obey. In this era, working situation often displays different leadership orientations. Although the gender gap in leadership is getting smaller, but it cannot be denied. Over representation in organizational and business settings cause the space available for women is very small. In the world of work is not new anymore to see women come forward to be a leader. However, myths circulating female bosses are usually more difficult to deal with than the boss man. Sensitive nature of women and tend to use emotion is often regarded as a deficiency when she appeared as a leader. Women by nature besides having the emotional nature, other things that are often complained about the subordinate female boss are unpredictable mood and emotional instability. The rise of women as full participants in the world of work is the most important story of the second half of the twentieth century. Their ability to occupy roles in the professional sector reflects a clear sign of this phenomenon (Fogarty; 1998). Top women who act "like men" (as a leader) often viewed negatively according to a researcher, Scott Schieman. Gender boss, according to a poll conducted by researchers from the University of Toronto, USA, affect employee stress levels. Based on a survey of the British Association of Anger Management, one of five female bosses ever yells or pleads harsh words at work. Meanwhile, as many as 10% of women who occupy executive positions admitted often blamed and made her coworkers shame when there are errors in the work. Rude and bullying behavior, it is likely due to high levels of stress at work (angermanage.co.uk, 2008). The effect of job stress can lead in two ways, eustress and distress. Job stress can lead to positive (eustress) that is required for produce high achievement, but in general, more work stress many company employees as well as self-harm (Selye, 1974). Negative impacts caused by work stress may be symptoms physiological, psychological, and behavioral (Robbins, 2003: 800). Judging from psychological symptoms, stress can cause dissatisfaction that can lead them to lower performance and also the lower commitment to the organization. Job performance can be affected by several factors, for example one of them is stress (Welford, 1973). Over the past few decades stress is emerging as an increasing problem in organizations. A feeling of personal dysfunction as a result of events happening in the organization and the psychological and physiological responses because of pressures in the work setting is considered job stress (Montgomery et al., 1996). Selye (1936) defined stress as the force, pressure, or tension subjected upon an individual who resists these forced and attempt to uphold its true state. Stress can be understood more comprehensively as, the condition which happens when one realizes the pressures on them, or the requirements of a situation, are wider than their recognition that they can handle. If these requirements are huge and continue for a longer period of time without any interval, mental, physical or behavioral problems may occur, (Health & Safety Executive UK, hse.gov.uk, 2014) Work related stress is one of the most increasingly and problematic issue for the working organizations (Bashir & Ramay, 2010). Barling et al (2004 as cited in European Foundation for the Improvement of Life and Working Conditions, 2007) reported that work related stress has increased in Europe and is a hot topic of discussion for the researchers. On the other hand, employee performance is one of the major determinants of organizational success. It is affected by many factors arising within and outside of the organizational context. In within, leadership-relationship is the primary relationship articulated by the organization and supervisor‟s role is very critical in an employee‟s immediate working environment. Afolabi, Obude, Okediji and Ezeh (2008) refer job performance as the extent to which an employee is productive and achieves goals of the organization. Employees may perform their tasks, duties and other granted activities differently. As mentioned by Opatha (2009), there may have some employees with high abilities but when performing the job there may have various defects and inefficiencies. Employee performance which affects directly on the success of the organization reflects the way that an employee achieves tasks, duties, and responsibilities of his/her job. The way of performing the job by an employee is affected by many factors arising; the related combination is about their leader and also their level of job stress caused by the leader itself. Based on the background above, the researcher want to research how the relationship effect differ in gender differences, for this case, woman as moderator to the leader impacts for their employee‟s job stress, also the leading of stress to the employee‟s performance quality. For supporting the analysis, researcher chooses RSUP M.Djamil Padang to be analyzed because recently the leader of this hospital is a woman. Since the leader was a woman, the performance of this hospital internally showing a good improvement even the employee of this hospital consist of female and male. This phenomenon and reputation of this hospital is interesting to be research. Based on that, the researcher will analyze through discussion on tittle “The Role of Woman Leadership Style as Moderator between Job Stress and Employee Performance Based on Employee’s Gender (Case Study: RSUP M. DJamil Padang)”.

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