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The anchors are:
No Scale
Score 1.
Strongly Agree SA 5
2. Agree A
4 3.
Neutral N 3
4. Disagree D
2 5.
Strongly Disagree SD 1
3.6 Operational Definition
Operational definition is a process for identification of an object by distinguishing it from its background of empirical experience. In this research the
operational definition refer on the variables measurement and items of each variable. Operation definition describes the definition of each variable in this
research. There are four variables: job stress, organizational support, job satisfaction, and job performance. Each variables consist of items which directly
used became research questions.
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Table 3.1 Operational Definition
Variable Definition
Dimension Indicator
Number of Item
Job satisfactio
n An emotional
state of mind that reflects an
affective reaction to the job and
work situation
Dipboye et al., 1994; Farkas
Tetrick, 1989; Lance, 1991,
Russel Price, 1988
Job itself
the enthusiastic about the job felt a sense of pride in doing
job
16 Items Likert’s
Scale Pay
feel paid a fair amount for the work has done.
Feel satisfaction with chances for salary increases
get a fair bonus.
Recognition
feel satisfaction with chances for promotion
People advancing rapidly their carrier
There is appreciation for those who work at the organization
Supervision
Supervisor do fairnes thing to employee
Supervisor competent enough capable of doing his job.
Bosses show the interest to the feelings of subordinates.
Co-workers
I enjoy working with colleagues - my colleagues.
There is no quarrels and fights in the workplace.
Enjoy the work with the partners
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Job stress something that
threatens our well-being and
survival Lazarus Folkman,
1984. Environment
al factor
difficulty meeting performance standards
have an excessive workload feel a little cooperation within
the organization the supervisor did not give
clear enough instructions
11 Items Likert’s
Scale
Organization al factor
employee will be feel the break if was less than need
easy to be angry about things that happen in the workplace
often do not work well with existing equipment
difficulty in creating a pleasant working atmosphere
in the workplace
Individual factor
Family problems often interfere with job
received imbalance salary in accordance with the workload
very easily bored with current job right now
Organizati onal
support employees’
perception or judgment of how
much the organization
values their contribution and
cares about them einsberg et all.
1986 fairness
organization cares about employee opinion
7 Items Likert’s
Scale Supervisor
support
supervisor really care about employee well-being
supervisor give encouragement and spirit
within worked
Organization al reward and
job conditions
The organization would ignore any complaint from employee
the organization shows very little concern for employee
organization is willing to help employee if need special help
assistance available from organization when employee
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have a problem
job performan
ce to all behaviors
involved in acccomplishing a
given job, including
effectiveness and outcome of each
behaviours Chen. 2009
Task performance
feel mastered the field of current task
feel enough competencies in performing the task or
command
showing serious about work feel competent in carrying out
duties or orders from superiors always complete the task
responsibly do the work in a timely
manner with satisfactory results
able to make decisions in situations of sudden
12 Items Likert’s
Scale
Contextual performance
always obey to existing regulations
being polite to their superiors, colleagues, and patients
feel sincere in carrying out my duties as a nurse
being polite to their superiors, colleagues, and patients
the interest of patients as a priority to work
always try to establish good cooperation with colleagues
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3.7 Validity, Reliability, and Normality Test