The Influence of Work Stress and Transformational Leadership on Work Motivation and Implication of Employee's Performance (Case Study)

Abstract

INTRODUCTIONEveryone in an organization can take part as a source of stress for others. Managing selfstress it means controlling ourselves in life. A manager that managing employee stress is more understanding of the causes of stress and take action in order to achieve organization goals. Stress is an imbalance between the desire and ability to fulfill it thus important consequences for himself.The company must have a performance plan in which employees and managers work together to plan activities that should be undertaken employees, determines the measurement of performance, identify and plan how to overcome obstacles, and achieve a common understanding about the job. An employee's performance would do well to have an advanced expertise, willing to work as paid in accordance with the agreement, have a better future expectation. Salary and hope are the things that motivated employees are willing to work well. A motivated employee will carry substantial efforts in order to achieve work unit objectives. Conversely, an unmotivated employee not only provides the minimum effort in working.The other hand, business environment changes very rapidly is demanding entities within an industrial sector trying to improve the effectiveness, efficiency, and creativity. Increasing the effectiveness, efficiency, and creativity depends on the willingness of our employees to contribute positively in addressing the changes (Bolger and Somech, 2005).According to the Organ (2006), organizational citizenship behaviors (OCB) are voluntary behavior that can not be imposed on the boundaries of work and did not formally receive the award, but was able to contribute to the development of productivity and organizational effectiveness. Furthermore, Organ (2006) indicated that organizational citizenship behaviors may contribute to social system increasing the scope of the entire organization.The organization expert declared the importance of organizational citizenship behaviors for the success of an organization because basically the entire organization can not anticipate the behavior of the organization simply by relying on the job description stated formally only. Thus, the importance of organizational citizenship behaviors in practice is the ability to improve the efficiency, effectiveness, and creativity of the organization through its contribution in the transformation of resources, innovation, and adaptability (Novliadi, 2007).Several studies in the field of organization found that one of the most important factors in forming organizational citizenship behavior is leadership in the organization (Benjamin and Flyinn, 2006). Leadership is the ability to influence people or groups towards the achievement of objectives. Organization needs leaders who capable of creating the vision and mission of the future and inspiring the members of an organization to have a desire to accomplish organization the vision and mission (Appelbaum, 2004). Capability leadership of the organization is a major factor in building a work ethic in the organization (Bersona and Avolio, 2004).The motivation of one's work in an organization is determined by the created atmosphere and environment. Atmosphere and environment in the organization will determine whether the person carrying out the duties and responsibilities is in accordance with the standard established procedures or not (Bersona and Avolio, 2004). If the climate and environment in an organization are perceived positively and employee needs can be accommodated, he will carry out its work in the organization beyond what was expected (Organ, 2006).Leaders can influence the behavior of their subordinates through the style that used to manage human resources. During the last two decades, there are two styles of leadership of concern, namely transactional and transformational leadership (Abu, 2007). Transactional leadership is a dynamic transaction between leaders and subordinates, in which the leader set specific targets, monitor progress, and identify the rewards that can be expected by their subordinates if the target can be achieved. …

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