Academy of Strategic Management Journal Volume 20, Special Issue 5, 2021

THE IMPACT OF THE WORKLOAD ON THE JOB

SATISFACTION: DOES THE JOB STRESS MATTER?
Kittisak Jermsittiparsert, Dhurakij Pundit University
Pattanant Petchchedchoo, Dhurakij Pundit University
Siridech Kumsuprom, Dhurakij Pundit University
Panarat Panmanee, Thammasat University
ABSTRACT
The main purpose of the current study is to investigate the impact of the workload on the
job satisfaction of the academician in Indonesian universities. In addition to that the study has
also examined the direct and mediating role of job stress in the relationship between the
workload and job satisfaction. The survey-based data collected from the university employees
was then analyzed after data sorting. A partial least square structural equation modelling (PLS-
SEM) was adopted in this research. PLS-SEM is a statistical data analysis tool that has been
extensively used by social science researchers for more than a century. The researcher received
247 questionnaires from the data collection process, representing a response rate of 98.02%. It
can be concluded that interruption and time pressure are directly related to job satisfaction. The
results obtained from hypothesis testing show that job satisfaction is positively related to
interruptions and time pressure, in context to public university’s lecturers in Indonesia.
Basically, job stress lays the foundation for major problems in personal as well as professional
lives of individuals. Higher stress levels influence the decision-making ability of an individual
which often results in making unwise or incorrect decisions. Such ill-considered decisions and
choices of individuals may also result in certain negative consequences such as, it may affect the
productivity of group and consequently increase organizational costs.
Keywords: Workload, Job Stress, Job Satisfaction.
INTRODUCTION
In today’s fast-paced world, human lifestyle is faced with increased complexity and
serious challenges in comparison to the lifestyle of previous generations who were stress less.
Nowadays, people are constantly dealing with stress arising from their job or workplace.
However, work is one of the essential aspects of one’s work behavior and life and job stress
cannot simply be dealt by eliminating the source of stress, as it can further leads to other hazards.
Therefore, it is important to understand that stress not always cause negative effects rather it can
also influence individuals in a constructive manner (Chienwattanasook & Jermsittiparsert, 2019;
Kerdpitak & Jermsittiparsert, 2020).
Stress can be of many types, such as, technical stress, managerial stress, mental stress and
burnout stress, etc. It may arise in every kind of job. Job stress refers to the pressures and
demands arising from organizations toward their employees (Stimec & Grima, 2019). Firms
often cause significant impact on the health of their employees (Kanayo, 2017) and may
influence individuals in several ways. However, positive stress brings motivation among workers
to improve their productivity and performance for better career. On the contrary, unmanageable
stress may cause negative impact on employees, leading to physiological, psychological and
social disorders.

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Kanayo (2017) study found empirical evidence that job stress may possibly causes
physical disorders, such as, heartburn, heart disease, asthma, high blood pressure, insomnia,
persistent fatigue and cancer. Besides, it can also cause damage to psychological health of
employees, such as, dissatisfaction, depression, and lack of concentration.
Stress is generally divided into two main types, first is the eustress, which is defined as the
constructive or valid stress that is likely to enhance employees’ personal productivity (Kairiša &
Lapiņa, 2019), like it improves performance and work quality. It thus indicates eustress as a good
stress while the second type of stress is distress, which is also known as a bad stress, since it may
negatively influence the individuals. Distress refers to ‘a persistent stress that brings about
physiological strain on the individuals. Distress can be in the form of being fired at work, filing
for divorce, and major illness.
Stress at work may bring serious consequences for the employees. It is interesting to
study this topic since the cases of burnout; mental disorder and depression among workers have
been rapidly increasing among employees. Ranavolo et al. (2017) supported the argument of
National Institute of Occupational Safety and Health’s (NIOSH) chairman, who mentioned that
the rate of job stress among employees is growing due to mental health issues and depression and
have introduced a policy in the name of “Mental health care policy” to address job stress at
workplace. Every organization must address and manage two main issues, namely employees’
job satisfaction and stress among employees. At first, they seem to be unrelated to one another,
however, the in-depth analysis of these matters show that one usually tends to influence the other
one and may bring positive outcomes both for the organization and the employees, only if they
are managed properly (Haque et al., 2018).
Job satisfaction can be a possible cause of stress. Several theories proposed during 1920-
1950 have supported the idea that employee’s work is affected by level of satisfaction towards
his or her job. Such as, Haque et al. (2018) assumed that cause-and-effect relationship exists
between employees’ productivity and satisfaction. He further pointed out that nowadays,
organizations are majorly concerned to achieve stable and high productivity, therefore
organizations are required to manage job satisfaction of their employees, since job satisfaction is
assumed to have a direct impact on employee’s mental health. Furthermore, employees with
greater satisfaction towards their job are likely to provide healthy and positive outcomes to the
organization. Haque et al. (2018) reported that factors which may influence employee’s job
satisfaction also provide meaningful and necessary information to the managers for taking wiser
interventions and decisions to increase job satisfaction of their employees. It has been proved by
several prior studies that employee retention and employee satisfaction have been the actual
concerns for the organizations.
Meanwhile, job stress is considered as a consequence of job satisfaction. According to
Tufail & Sultan (2019), working environment can also be a cause of job stress. It can be in the
form of role conflict, workload, or the interruptions. Furthermore, a few researchers have
attempted to investigate the effects of job stress on employee’s low performance, which is
assumed as the most affected area as compared to psychological strain (Lee et al., 2017). Job
stress occurs in every profession and even teachers cannot refrain themselves from stress. At all
levels, an educator are considered as a main constituent of the education system, even at the
university level (Özdemir et al., 2019). A teacher’s responsibilities, roles and duties play a
crucial role in achieving national educational goals, and these goals include 1) educator’s aims to
educate life of a nation; 2) it strives for enhancing human quality, such as mastery of the art,
science, and technology and moral quality, and quality of faith. Thus, in order to achieve

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strategic positions, roles and functions, universities require professional lecturers, which is one
of the essential components in offering students with help to enable them to become innovative,
competitive and intelligent human beings having good morals.
LITERATURE REVIEW
Job Stress
Job stress is defined by Foy et al. (2019) as “a conflict between employee capabilities
and job demands, which consequently leads to harmful emotional and physical responses”.
Numerous prior studies have reported different levels of job stress, its causes and effects based
on the factors which affect job stress, such as, working environment. Additionally, job stress may
also cause mediating effects on the certain human aspects. Mediating effect refers to “an
intervening variable which intermediates between the independent and dependent constructs”
(Hair et al., 2016).
Besides, job stress may also affect satisfaction as a moderating variable (Lukango, 2017).
High levels of stress may have adverse effects on the psychological well-being, physical health
and work performance of the employees. In view of Karem et al. (2019), stress refers to “an
emotional reaction against external effects and may negatively influence health of employees”.
The effects of stress are often intangible and may take place in the form of frequent headaches,
fatigue, low productivity and weight loss or weight gain. Prior studies (Kong & Jolly, 2019;
Lukango, 2017) have shown that job stress often brings about job dissatisfaction.
Nonetheless, job stressors are not only linked with mental health but also cause physical
ill-health, which occurs, may be because of workplace frustration. Such as, the university
lecturers are generally required to actively learn new skills and implement these new learned
skills to improve their teaching skills and also resolve social issues (Gloria & Oluwadara, 2016).
Thus, in an attempt to achieve multiple tasks, lecturers may sometimes find themselves frustrated
due to stressful work situation.
Researchers consider stress as a threat to a sound physical and mental health. According
to a report, stress signs, such as, conflict or tension can easily be identified in individuals as well
as organizations (Jayanthi et al., 2018). There are several characteristics of stress which can be
observed in various ways. As a matter of fact, conflict and stress may cause massive damages,
therefore, every year, firms have been spending considerable amount of money to deal with
issues arising from job stress (Jayanthi et al., 2018), which seems to be quite costly for the
organizations.
Workload
Workload refers to ‘the number of tasks an individual must carry out, and thus acts as one
of the important stressor’ (Goldschmied & Spitznagel, 2020). It can be further divided into two
types; firstly, when too many tasks are assigned to the employees; secondly, when employees
feel incapable to manage that certain task due to perceived lack of abilities, knowledge and skills
to accomplish that task. However, work is not harmful in itself, but workload may lead to
massive issues. In addition, effects of workload may also occur in the form of higher propensity
to quit, lower commitment, psychological health, exhaustion and higher tension. Tufail & Sultan
(2019) suggest work environment as one of the job stressors. For instance, it may occur as role
ambiguity, or work load, which are capable of affecting the well-being of individuals at their job
place. Virgolino et al. (2017) supported this argument and described the term workload as “a

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confusion, or difficulty in completing tasks, cognitive overload and rapid decision-making which
serve as the contributory factors in causing job stress”.
Time Pressure: Meanwhile, time pressure is also assumed to have a direct relationship
with amount of time within which employees are required to complete a certain task
(Goldschmied & Spitznagel, 2020), which is likely to increase the perceived level of stress. In
this regard, several psychology and stress and auditing related studies have reported that time
pressure significantly affects the task performance.
In a study, the top management healthcare workers were found to be more susceptible to
higher stress levels than the general workforce (Richter et al., 2018). Thus, time pressure acts as
one of the important factors which cause health care workers to face higher stress levels.
Scholars have argued that time pressure often occurs when there is insufficient time available for
the employees to complete certain tasks (Mangalaselvi, 2017; McVicar, 2016). Another study
suggested time pressure as a factor responsible for long working hours and increasingly
competitive work environment. In addition, time pressure may directly influence the strain
producing factor and in turn it will trigger several other workplace factors. Thus, time pressure
determines the level to which employees are exposed to workplace stressors. Moreover, long
working hours also expose workers to other job stressors.
Interruptions: According to Gupta et al. (2016), interruptions are the interferences which
usually arise while performing certain tasks. In most professions, workflow interruptions arise
every now and then (Maniya, 2018). Interruptions refer as “the secondary tasks which appear
during the primary tasks, such as, requests for assistance”. Previous research findings suggest
that negative relationship exists between satisfaction and occurrence of interruptions. Moreover,
positive relationship was reported between performance and experience of irritation and
forgetting of intentions. A study asserts interruption as “common workplace phenomena (Lee,
2017b) and an unwanted intrusion that cause disruptions in employees work”, since it require
workers to relocate the total time needed to accomplish the required tasks. From the HR
perspective, there exists an association between interruptions and stress, which causes relocation
of employees’ time by using cognitive and self-regulatory resources.
Interruption effects occur in the form of physical complaints, anxiety and emotional
exhaustion. In Lee (2017b) study, they found organizational factors and interruptions as the main
job stress factors. For instance, phone calls, jokes from peers, social networking, emails, and
phone calls, etc. Thus, if employees perceive them negatively then they would likely to cause
stress among them. (Basheer et al., 2019; Lee, 2017b) supported this and stated that phone calls,
colleagues at workplace and e-mails are the common cases of interruption and commonly occur
when it is essential for the employees to continuously and quickly share the required information
and improve employee performance.
Job Satisfaction
Several definitions have been proposed by scholars to interpret job satisfaction. Job
satisfaction is an essential contributor to enhance employees’ competitiveness and organizational
performance (Hafeez et al., 2018). In another definition, job satisfaction refers as ‘the perception
of employees towards their job’ (Danendra & Rahyuda, 2019). According to Jiang et al. (2019),
job satisfaction is a fusion of environmental and psychological factors. However, job satisfaction
among academicians is related to the well-being, commitment and their level of motivation
towards their job. This is mainly because of the fact they are the important part of human capital
resource which accounts for greatest cost. Thus, improving the level of job satisfaction among

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academicians may reduce costs that are associated with high stress among academicians, such as,
illness or absenteeism (Robinson et al., 2019).
The empirical evidence from prior studies has indicated that certain job aspects bring
satisfaction to the academicians, for instance, teaching work. However, job dissatisfaction occurs
when some elements affect the employees’ job performance, including salary, working
conditions and interpersonal relations. Skaalvik & Skaalvik (2016) study has reported teaching
efficacy and job stress as the contributors in job satisfaction.
It has been found in a study that job satisfaction among academic staff affects their
motivation, performance, their morale as well as performance of their students. A study Fayzhall
et al. (2020) reported that observing work pattern is assumed to be helpful in distinguishing the
academic staff or teachers who are planning to quit this profession and those who wants to retain
their job. However, the perceptions, reactions and attitudes of academicians’ exhibit their
intentions. Another study about primary teachers also claim stress and job satisfaction as related
(Carson et al., 2016).
Hypothesis
Goldschmied & Spitznagel (2020) defined workload as “a pressure associated with
certain tasks that an individual is expected to perform”. Numerous researchers have studied and
reported various effects arising from high workload. For instance, a meta-analysis had been
conducted using 295 prior researches and the result revealed a strong relationship of workload
with depersonalization, higher tension job stress, propensity to quit, psychological health, lower
commitment towards firm, and exhaustion (Lee, 2017a).
Moreover, Goldschmied & Spitznagel (2020) study also found a direct relationship
between time pressure and the required amount of time within which the employees are expected
to finish their assigned tasks. However, if time pressure exceeds from a certain point, then it may
negatively influence employees’ performance and ultimately result in job stress (Maniya, 2018).
Due to a great deal of workplace interruptions, time pressure also acts as a factor to add on to the
job stress (Maniya, 2018). In other research, the researchers failed to establish any direct
relationship between job stress and time pressure, even when individuals were assumed to be
capable of controlling their tasks on their own.
Gupta et al. (2016) define interruptions as “an interference which generally appears
while performing certain assigned tasks”. Addas & Pinsonneault (2018) expound that frequent
interruptions usually lead to stress and time delay in tasks completion. Simply put, no direct
association exists among interruption and job stress, if the required task is not accomplished in
the required time. Thus, a certain task can potentially affect workers’ job stress level.
In another study, a negative correlation was reported between job satisfaction and
workload (Guarnaccia et al., 2018). On the contrary, workload is one of the significant job
satisfaction factors, especially in context to job satisfaction among academicians. Furthermore,
an inconsistent relationship was found by Sun & Xia (2018) between job satisfaction and
workload, which has occurred maybe because of situational circumstances or different socio-
economic factors.
More importantly, there exists a significant relationship among job satisfaction level and
time pressure. Adi et al. (2020) argued that it is the increasing job demands which put time
pressure upon the individuals at their workplace. Meanwhile, some scholars Lee (2017b) hold an
opinion that job satisfaction and interruptions share a positive relationship, whereas, others
Maniya (2018) believe that no correlation exists between interruption and job satisfaction.

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Majority of the researchers who studied the job satisfaction and interruption relationship have
reported that a positive relationship exists between the two.
The academic staff in universities has been experiencing increased job expectations,
which have given rise to job stress and low job satisfaction levels among the staff. For instance, a
direct relationship was reported among job satisfaction and job stress (Abualoush et al., 2018),
while in another study, Haque et al. (2018) found negative effects of job stress, such as, low
levels of job satisfaction.
Therefore, job satisfaction serves as an important measure to explain employees’ feelings
or perceptions towards their jobs. In addition, job satisfaction is an essential variable to predict
work behavior, like employee turnover, absenteeism, or organizational citizenship (Danendra &
Rahyuda, 2019). Thus, high stress levels may have negative effects on the psychological well-
being, physical health and work performance of individuals. Karem et al. (2019) also defined
stress as ‘the emotional or mental response against external influences, which can affect the
psychological and physical health of individuals. In Safadi et al. (2019) study, they found a
mediating role of job stress on job satisfaction.
H1 Time pressure has significant impact on the job satisfaction.
H2 Interruptions has significant impact on the job satisfaction.
H3 Time pressure has significant impact on the job stress.
H4 Interruptions has significant impact on the job stress.
H5 Job stress has significant impact on the job satisfaction.
H6 Job stress mediates the relationship between the time pressure and job satisfaction.
H7 Job stress mediates the relationship between the interruptions and job satisfaction.
RESEARCH METHODOLOGY
The survey-based data collected from the university employees was then analyzed after
data sorting. In addition, the percentages and frequency tables were also generated. The
Statistical Package for Social Sciences (SPSS) was used by the researcher for interpretation of
the collected responses. SPSS refers to a data analysis and data management program which is
basically designed to perform data analysis, such as, descriptive analysis, which includes,
frequencies, lists, plots and charts; and the multivariate statistical methods and inferential
statistics (Akter et al., 2017). These analyses allow researcher to interpret the results and can
further make recommendations, accordingly. A partial least square structural equation modelling
(PLS-SEM) was adopted in this research. PLS-SEM is a statistical data analysis tool that has
been extensively used by social science researchers for more than a century (Hair et al., 2016).
This technique was used in this research for understanding the complex relationships involved in
this study. For this purpose, it is also essential to adopt multivariate data analysis methods. The
researcher received 247 questionnaires from the data collection process, representing a response
rate of 98.02%. From a total of 247 questionnaires, 97 were male (39.35) and 150 were female
(60.7%). The findings indicate female domination over males. The study respondents who were
selected for data collection belong to different age groups. Majority of the respondents i.e. 103
respondents fall in 25-35 age group, 90 from 36-45 years of age bracket, 46 were from age group
above 45years, and only 8 respondents were below the age of 25 years. In terms of educational
background, 78.5 percent (194) of the respondents hold a Masters’ degree, while 15.8% (39)
hold a PhD degree and 5.7% (14) hold a bachelor’s degree.

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RESEARCH RESULTS
The current study has used SPSS-22 to screen the collected data and performance of
statistical analysis to answer the research questions. This study has used both statistical
techniques (inferential and descriptive). We have broken down a seven point Likert scale further
into five different categories, so we have classified the mean values by following the study of
Hair et al. (2016) according to which if the mean values lies between (1.00-2.20)very low, if
mean values lies between (2.21-3.40) low, if the mean values lies between (3.41-4.60) moderate,
and they lie between (4.61-5.80) high, and if they lies between (5.81-7.00) indicates the very
high. For the research hypothesis, reliability, and validities we have assessed the measurement
and structural model for this we have used Smart PLS 3.1.2 software.
By following the study of Hair et al. (2016), to estimate the path coefficients and
loadings, we have used Smart PLS-3 multiple regression and variation of correlation analysis. In
general, we use PLS-3 for the estimation of average variance extracted AVE and to bootstrap
data set. According to the study of Naala et al. (2017) for complexed model we may employee
PLS-3 since there are 4 second order constructs in the present study so, for this study PLS-3 is an
ideal to use. In the meantime, the items are of formative and reflective nature so here the use of
this software is important in this study as the other software’s may not handle it properly (Hair et
al., 2017). In addition to this the measurement errors can be considered by this software so; it is
more appropriate for the present study. The statistical analysis of model was also performed by
this study for checking the relations among the variables of the study (Hair et al., 2017).
Therefore, we have used PLS to estimate the variables and for the confirmation of relations
among the variables included in this study. Moreover, we also use this to check the significance
of performance matrix analysis (Tables 1-3 & Figure 1).
For the determination of construct validity that is (convergent and discriminant validity)
and items reliability we have performed the Confirmatory factor analysis (CFA) subsequently in
the estimation of MM. Moreover, we have also calculated the average variance extracted (AVE)
and composite reliability (CR) for present study. The value of CR must be higher than 0.70,
whereas the values of AVE must be higher than 0.50 (Hair et al., 2017; Henseler et al., 2016).

FIGURE 1
MEASUREMENT MODEL

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Table 1
CROSS LOADINGS
INT JBST JST TP
INT1 0.918 0.854 0.638 0.83
INT2 0.873 0.772 0.55 0.766
INT3 0.929 0.833 0.654 0.806
INT4 0.906 0.821 0.607 0.81
INT5 0.926 0.843 0.659 0.806
JBST1 0.796 0.868 0.65 0.77
JBST2 0.766 0.818 0.602 0.783
JBST3 0.797 0.895 0.686 0.804
JBST4 0.815 0.905 0.69 0.831
JBST5 0.852 0.855 0.603 0.797
JBST7 0.571 0.73 0.857 0.638
JS1 0.599 0.716 0.883 0.626
JS2 0.53 0.64 0.823 0.581
JS3 0.572 0.681 0.875 0.575
JS4 0.531 0.662 0.844 0.55
JS6 0.669 0.744 0.916 0.657
JS7 0.636 0.762 0.909 0.618
JS8 0.667 0.755 0.917 0.653
TP2 0.764 0.803 0.624 0.894
TP3 0.799 0.824 0.59 0.905
TP4 0.752 0.794 0.611 0.884
TP5 0.834 0.861 0.684 0.925
TP1 0.824 0.819 0.603 0.894

For the Cronbach alpha Ramayah et al. (2018) has suggested the value that is 0.70. The
convergent validity will be achieved if the loadings of outer model exceed 1.96 at alpha value
0.05. After the achievement of validity and reliability of MM, the structural model was estimated
in next step.

Table 2
RELIABILITY
Cronbach's Alpha rho_A CR (AVE)
INT 0.948 0.95 0.96 0.829
JBST 0.92 0.921 0.938 0.718
JST 0.952 0.955 0.961 0.777
TP 0.942 0.942 0.955 0.811

Table 3
VALIDITY
INT JBST JST TP
INT 0.891
JBST 0.806 0.847
JST 0.684 0.806 0.882
TP 0.883 0.711 0.692 0.901

So, though the observation of condition index of independent variables, VIF value and
tolerance value we have performed the multicolinearity test where the independent variables
were indicate the tolerance, the extent of variance which was not explained by independent
variables, were included in structural model.

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The variance inflating factor was represented by VIF which is known as the level at
which the change in independent variable increase due to the correlations among independent
variables, however in formative models the critical levels of collinearity were observed by a
conditional index (CI) (Akter et al., 2017; Hair et al., 2016; Mikalef & Pateli, 2017). The VIF
value will be greater or equal to 5 when tolerance level is less or equal to 0.2, however if the
value of CI is greater than 30 it indicates that there is an existence of multicolinearity in the
study. We can see in below Table 4 …all tolerance values are higher than 0.2, whereas the VIF
values are less than 5, and the value of CI is less than 30. Which is an indication of
multicolinearity issue in the present study (Figure 2).

FIGURE 2
STRUCTURAL MODEL

Table 4
DIRECT RESULTS
(O) (M) (STDEV) (|O/STDEV|) P Values
INT -> JBST 0.461 0.474 0.079 5.82 0
INT -> JST 0.371 0.383 0.066 5.63 0
JBST -> JST 0.806 0.808 0.045 17.792 0
TP -> JBST 0.504 0.49 0.079 6.345 0
TP -> JST 0.406 0.397 0.07 5.775 0

The dependent relationships were reflected by structural model (SM) by creating a

connection between hypothetical model and constructs (Hair et al., 2017). The link between the
latent variables and relations among the constructs of model were represented well through SM.
With the estimation of SM, we have checked the relations of variables and tested the hypothesis
as well. We have analyzed the SM for the determination of relevance and significance of
structural relations, coefficient of determination, predictive relevance, effect sizes and
collinearity issues. To obtain the slandered errors and t-statistics we have carried out the
bootstrapping procedure, since for the measurement of PLS estimates accuracy it’s a
nonparametric approach. In addition to this it helps the researcher in determination path
coefficients significance (Henseler et al., 2016).

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Table 5
MEDIATION
(O) (M) (STDEV) (|O/STDEV|) P Values
INT -> JBST -> JST 0.371 0.383 0.066 5.63 0
TP -> JBST -> JST 0.406 0.397 0.07 5.775 0

All the exogenous or independent variables were represented by Coefficient of

determination (R2). The coefficient of determination measures the goodness of fit from obtained
items. The range of R-square lies between 0 to 1. It’s the most suitable criteria to measure the
predictive relevance of model (Tables 5-7).

Table 6
R-SQUARE
R Square
JBST 0.877
JST 0.649

We use the predictive relevance to determine the predictor variables. In SEM this
measure assists the observed relevance of reflective constructs. In PLS it’s a supplementary
measure to check the goodness of fit (Figure 3).

Table 7
Q-SQUARE
SSO SSE Q² (=1-SSE/SSO)
INT 1085 1085
JBST 1302 491.425 0.623
JST 1519 761.951 0.498
TP 1085 1085

FIGURE 3
BLINDFOLDING

We have computed the value of Q-square with the accomplishment of blindfolding

procedure. The cross-validated redundancy approach was used to check the predictive relevance

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of construct as structural model, predicted eliminated data and few elements of path model were
involved in this approach (Hair et al., 2017).

DISCUSSION & CONCLUSION

It can be concluded that interruption and time pressure are directly related to job
satisfaction. The results obtained from hypothesis testing show that job satisfaction is positively
related to interruptions and time pressure, in context to public university’s lecturers in Indonesia.
These findings are in line with Medrano & Trógolo (2018) study who found positive relationship
between job satisfaction and time pressure. Other studies Lee (2017b) that have been conducted
in past also discovered a positive relationship among job satisfaction and interruptions. In every
workplace, interruptions commonly occur and may not create any issues if employees are
capable of managing their time and work effectively without letting interruption cause negative
effects on them (Maniya, 2018). Alternatively, no direct relationship was found between job
satisfaction and workloads. For instance, Guarnaccia et al. (2018) have also provided the
empirical evidence to prove that job satisfaction and workload are unrelated. Other researchers,
like Sun & Xia (2018) also supported this argument, and revealed inconsistent relationship
between job satisfaction and workload in their study. However, these inconsistent findings
occurred may be because of difference in socio-economic circumstances.
In past, majority of the studies have accepted the potential ability of job stress to reduce
job satisfaction level. In Abualoush et al. (2018) study, those victims were identified who
experienced job stress and their study reported that they were also experiencing low job
satisfaction. Besides, there are several factors which may reduce job stress. For instance, a
friendly work environment and a good salary package may improve employees’ attitude towards
their job and reduce their stress levels. In view of Yee (2018), a few factors can increase job
satisfaction, and also reported age, status, and salary as the factors that were found to improve
job satisfaction among academicians.

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Medrano, L.A., & Trógolo, M.A. (2018). Employee well-being and life satisfaction in Argentina: The contribution
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