INTRODUCTION
REASONS FOR CHOOSING THE RESEARCH TOPIC
In today's competitive market, economic integration demands that individuals create both material and spiritual products to ensure the survival and growth of enterprises, providing long-term advantages Human resources are essential to any business, as people are at the heart of all challenges Therefore, leaders must possess not only skills and knowledge but also an understanding of their employees' psychology and conditions This understanding enables them to effectively motivate and guide their teams in overcoming the persistent obstacles and stress often encountered in the workplace, ultimately steering them towards achieving their goals.
Workplace stress is a prevalent issue that leads to various mental and physical health problems, negatively impacting both employees and organizations It diminishes work efficiency, increases absenteeism, and raises recruitment costs, making it crucial for businesses to address employee stress to maintain competitiveness Factors contributing to workplace stress include job nature, relationships with colleagues and superiors, career development, and the working environment Among these, emotional intelligence stands out as a significant individual factor that can influence how employees manage stress.
Emotional intelligence is increasingly recognized as a crucial factor in achieving success alongside professional competence It encompasses an individual's ability to understand and manage emotions, significantly influencing job performance and personality structure Research indicates a strong correlation between emotional intelligence and workplace success, as it fosters teamwork, cooperation, and effective learning Businesses have begun to appreciate its value in enhancing employee performance and managing stress, ultimately leading to increased profits This is particularly relevant in high-stress professions like real estate, where agents serve as intermediaries between buyers and sellers, ensuring a smooth transaction process and delivering valuable solutions that benefit all parties involved.
Emotional intelligence plays a significant role in managing stress and work pressure among real estate salespeople For rapidly growing businesses like Ecoreal Real Estate Joint Stock Company, prioritizing the emotional intelligence of sales staff is crucial to maintaining a competitive edge in the market Research has been conducted to investigate "The impact of emotional intelligence on the stress at work of sales staff at Ecoreal Real Estate Joint Stock Company," highlighting the importance of emotional intelligence in mitigating work-related stress.
RESEARCH OBJECTIVES
- Identify the components of emotional intelligence that affect stress at work of sales staff at Ecoreal Real Estate Joint Stock Company.
- The survey measures the impact of emotional intelligence on the stress at work of sales staff at Ecoreal Real Estate Joint Stock Company.
- Proposing solutions to improve emotional intelligence and reduce stress at work of sales staff at Ecoreal Real Estate Joint Stock Company.
RESEARCH QUESTIONS
- What are the components of emotional intelligence that affect the stress at work of sales staff? How much these factor affect the stress at work of sales staff?
- What is the solution to improve emotional intelligence and reduce stress at work of sales staff at Ecoreal Real Estate Joint Stock Company?
- Research object: The impact of emotional intelligence on the stress at work of sales staff at Ecoreal Real Estate Joint Stock Company.
- Survey subjects: Sales staff of Ecoreal Real Estate Joint Stock Company.
- Scope of the research: The study was conducted at Ecoreal Real Estate Joint Stock Company.
- Time of the research: From March 2, 2022 to May 2, 2022.
Research is done through qualitative research and quantitative research
Qualitative research focused on examining the relationship between emotional intelligence and work stress involved a comprehensive review of existing literature and documents Expert interviews were conducted to refine the measurement scale and develop targeted questions for the official research phase.
The study utilized quantitative research methods, employing a survey questionnaire to gather secondary data, which was analyzed using SPSS 20 statistical software The analysis included descriptive statistics and a reliability assessment through Cronbach's Alpha to evaluate the scale's appropriateness Additionally, exploratory factor analysis was conducted to reduce observed variables and redefine groups within the research model, followed by regression analysis to examine the impact of emotional intelligence components on workplace affect.
1.6 PRACTICAL SIGNIFICANCE OF THE RESEARCH
The research findings will provide Ecoreal's leaders with insights into how emotional intelligence affects the stress levels of their sales staff This understanding will enable leaders to develop strategies to enhance emotional intelligence and alleviate workplace stress, ultimately leading to improved efficiency among sales employees.
The thesis is divided into four chapters:
Introduce an overview of the research topic, identify the research objectives, scope and subjects of research, research methods, practical significance of the research and the structure of the research.
This chapter presents the theoretical underpinnings related to emotional intelligence and work stress Introduction of previous studies related to the research topic and proposed research model.
Introduce the company, introduce the research methods used to build and adjust the scale and test research model.
Presenting results of research Analyze collected data, conduct testing and evaluation of scales, test research models and hypotheses.
This research explores strategies to enhance employee emotional intelligence and reduce workplace stress The findings indicate that fostering emotional awareness and resilience among staff can significantly improve overall workplace morale and productivity Proposed solutions for managers include implementing targeted training programs, promoting open communication, and encouraging a supportive work environment, all aimed at cultivating a more emotionally intelligent workforce.
RESEARCH METHODOLOGY
Research is done through qualitative research and quantitative research
Qualitative research focuses on exploring the relationship between emotional intelligence and work stress This involves reviewing existing literature and documents, conducting expert interviews to refine measurement scales, and developing structured questions for official research purposes.
The study employed quantitative research methods through a survey questionnaire, utilizing secondary data processed with SPSS 20 The analysis included descriptive statistics, reliability assessment via Cronbach's Alpha to evaluate scale appropriateness, and exploratory factor analysis to refine observed variables and redefine research model groups Additionally, regression analysis was conducted to examine the impact of emotional intelligence components on workplace affect.
PRACTICAL SIGNIFICANCE OF THE RESEARCH
The research findings will provide Ecoreal's leaders with insights into how emotional intelligence affects the stress levels of their sales staff This understanding will enable leaders to better support their employees by implementing strategies to enhance emotional intelligence and alleviate workplace stress, ultimately leading to improved efficiency among sales personnel.
STRUCTURE OF THE THESIS
The thesis is divided into four chapters:
Introduce an overview of the research topic, identify the research objectives, scope and subjects of research, research methods, practical significance of the research and the structure of the research.
This chapter presents the theoretical underpinnings related to emotional intelligence and work stress Introduction of previous studies related to the research topic and proposed research model.
Introduce the company, introduce the research methods used to build and adjust the scale and test research model.
Presenting results of research Analyze collected data, conduct testing and evaluation of scales, test research models and hypotheses.
This research explores strategies to enhance employee emotional intelligence and reduce workplace stress, highlighting key findings that demonstrate the positive impact of emotional awareness on overall productivity Proposed solutions include targeted training programs and workshops for managers to foster a supportive work environment, ultimately leading to improved employee well-being and organizational performance.
LITERATURE REVIEW
DEFINITION “STRESS AT WORK”
Work stress arises when individuals perceive workplace events or demands as harmful or threatening, as outlined by Lazarus and Folkman (1984) Key contributors to workplace stress include excessive workloads, interpersonal conflicts, ineffective management, feelings of inadequacy, poor job fit, lack of recognition for achievements, unclear job roles, uncertain career advancement, and stereotypes based on age, gender, ethnicity, or religion (Spooner-Lane).
Work stress is a significant contributor to health issues among employees, as highlighted by Blix and associates (1994) It not only impacts individual health but also threatens organizational survival (Viljoen & Rothmann, 2009) Parker and Decotiis (1983) define work stress as a challenging scenario where job demands exceed an individual's capabilities, underscoring the importance of maintaining a balance between workload and employee abilities.
OVERVIEW OF “EMOTIONAL INTELLIGENCE”
Emotional intelligence, a concept introduced by psychologists Peter Salovey and John Mayer in 1990, refers to a set of mental abilities that enable individuals to recognize their own emotions and those of others, helping to explain why some intelligent people struggle with success due to a lack of interpersonal skills Reuven Bar-On expanded on this idea in 1996, defining emotional intelligence as a collection of 15 abilities essential for navigating daily life and fostering relationships Rick Aberman further defined it as the alignment of thoughts, feelings, and actions Daniel Goleman, a prominent science writer, enhanced these definitions in his books "Emotional Intelligence" and "Working with Emotional Intelligence," arguing that emotional intelligence encompasses intellect linked to the spiritual dimensions of life.
Emotional intelligence, as defined by Petrides and Furnham (2001), encompasses traits like sentimentality, self-control, sociability, and happiness This widely recognized theory is utilized in research to examine stress and pressure levels in the workplace.
Emotional intelligence is essential in today's business environment, significantly impacting workplace dynamics and success It involves not only managing emotions but also leveraging emotional knowledge to achieve desired behaviors High emotional quotient (EQ) is particularly vital for successful salespeople, as it influences motivation and perceptions of their roles, which can directly affect performance Additionally, the ability to manage stress is a crucial component of emotional intelligence; research indicates that retail store managers who excel in stress management tend to achieve higher net profits and improved sales metrics.
Emotional intelligence significantly enhances individuals' ability to comprehend and manage their emotions, leading to improved self-awareness and healthier relationships Research indicates that effectively understanding and regulating emotions is crucial for alleviating workplace stress.
Emotional intelligence offers numerous benefits, including enhanced relationships and communication skills, improved empathy, and the ability to act with integrity, which fosters respect from others Additionally, it can boost career prospects, help manage stress during times of change, increase creativity, and facilitate learning from failures.
Emotional intelligence plays a crucial role in both personal well-being and interpersonal relationships, making it essential for a balanced life It significantly contributes to the formation and development of meaningful connections with others In organizational settings, emotional intelligence is a key factor that enhances overall profitability and success Employees who possess strong emotional intelligence not only improve their own performance but also positively influence their colleagues, fostering a collaborative and productive work environment.
Petrides and Furnham (2001) proposed a fifteen-dimensional emotional intelligence construct divided into four components: emotionality, self-control, sociability, and happiness Definition of Petrides and Furnham (2001) as follows: a Emotinality
Emotionality is the ability to perceive one's own emotions as well as those of others, to empathize, to express one's own emotions, and to manage relationships.
- Emotional awareness is understanding your own emotions as well as those of others.
- Empathy is understanding the needs and wants of others.
- Emotional expression is the ability to express emotions accurately and clearly.
- Ability to build and maintain personal relationships. b Self-control
Self-control is the ability to self-regulate emotions, the ability to withstand pressure and manage stress, to think carefully, and often not to act spontaneously.
- Emotional regulation is the control of emotions and emotional states.
- Stress management is the regulation of emotions that helps to deal with stress.
- Impulsivity is doing something on your own, constantly changing your mind.
- Adaptability is the ability to adapt to new environments and conditions. c Sociality
Sociability is assertiveness, diplomacy and social skills, the ability to influence the emotions of others, and a willingness to fight for one's own interests.
- Decisiveness is a decisive, straightforward attitude, ready to fight for personal interests.
- Emotion management is the ability to influence the emotions of others.
- Social awareness is the ability to control your emotions and how to express them. d Well-being
Happiness is expressed through success and confidence, being happy and satisfied with life, always optimistic, looking at everything positively.
- Self-esteem expressed through success and confidence
- Optimism is expecting good things to happen in life
- Happiness is being satisfied with the present life
- Motivation is a strong conscious action from within.
PREVIOUS STUDIES
2.3.1 Research by Oginska- Bulik (2005): Studying the influence of emotional intelligence on occupational stress and health of human service employees.
In her 2005 study, Oginska-Bulik explored the impact of emotional intelligence on occupational stress and health among human service employees in Poland, utilizing the emotional intelligence scale developed by Schutte et al (1998) based on Mayer and Salovey's theory The research involved 330 participants from various sectors, including doctors, nurses, teachers, bank employees, managers, and trainee officers Findings revealed that teachers exhibited the highest levels of emotional intelligence, while managers had the lowest Additionally, the study indicated that emotional intelligence varied by gender, with women demonstrating higher emotional intelligence than men Crucially, a negative correlation was found between emotional intelligence and workplace stress, suggesting that individuals with higher emotional intelligence are better equipped to manage stress and mitigate health issues.
Figure 2.1: Model of Oginska- Bulik (2005)
2.3.2 Research by Landa et al (2008): Relationship between emotional intelligence, work stress and health of nurses in public hospitals in Spain.
The study conducted by the authors applied Mayer and Salovey's emotional intelligence theory to explore its impact on work stress and health among 180 nurses in a public hospital in Spain The findings indicate that higher emotional intelligence is associated with lower stress levels and better health outcomes Consequently, nurses exhibiting elevated emotional intelligence tend to experience reduced work-related stress and improved overall well-being.
A recent study highlights that health intelligence contributes to reduced workplace stress and improved overall health Notably, it investigates how age and work experience influence stress levels Findings reveal that younger nurses with extensive work experience experience less stress compared to their peers Interestingly, the study indicates that emotional intelligence and health do not correlate with either age or work experience.
Figure 2.2: Model of Landa et al (2008)
2.3.3 Research of Arora et al (2011): Emotional intelligence and stress in medical students performing surgical tasks in Belgium.
A study by Arora et al (2011) examined the impact of emotional intelligence on medical students' stress levels during surgical procedures in Belgium Utilizing the TEIQue scale based on the theory of Petrides and Furnham, the researchers assessed various emotional intelligence components, including emotionality, self-control, sociability, and happiness The findings highlighted the significance of emotional management in achieving optimal surgical performance Notably, the study revealed that medical students with higher emotional intelligence experienced lower stress levels in their work compared to their peers with lower emotional intelligence.
Figure 2.3: Model of Arora et al (2011)
2.3.4 Research of Yamani et al (2014): The relationship between emotional intelligence and job stress in the faculty of medicine in Isfahan University of Medical Sciences.
This study once again confirms that emotional intelligence has an effect on job stress of lecturers at University of Medical Sciences in Iran The survey subjects are
A study involving 142 faculty members revealed that self-identified awareness is inversely related to work stress, indicating that higher awareness correlates with lower stress levels Notably, self-management emerged as the most significant factor influencing work stress, while no substantial relationship was found between social cognitive and relationship management components and job stress.
Figure 2.4: Model of Yamani et al (2014)
PROPOSED RESEARCH MODEL
This article proposes a model to examine how emotional intelligence impacts job stress among sales staff at Ecoreal Real Estate Joint Stock Company Given that stress is an inherent challenge for salespeople, the study focuses on the four key components of emotional intelligence: emotionality, self-control, sociality, and well-being.
Stress at work Social awareness
RESEARCH HYPOTHESES
Based on the research questions, the following hypotheses are formulated:
H 1 : Emotionality has an inverse effect on stress at work
H 2 : Self-control has an inverse effect on stress at work
H3: Sociality has an inverse effect on stress at work.
H 4 : Well being has an inverse effect on stress at work.
This chapter presents the theoretical underpinnings related to emotional intelligence and work stress Introduction of previous studies related to the research topic and proposed research model.
RESEARCH METHODOLOGY
HUMAN RESOURCE
3.3 Human resource statistics table by gender in 2022 193.4 Human resource statistic table by age in 2022 203.5 Human resource statistics table by level in 2022 21
4.1 Sample description table by gender 36
4.2 Sample description table by age 37
4.3 Sample description table by education level 38 4.4 Sample description table by marital status 39 4.5 Descriptive statistics of factor emotionality 41 4.6 Descriptive statistics of factor self – control 42 4.7 Descriptive statistics of factor sociality 43 4.8 Descriptive statistics of factor well-being 44 4.9 Descriptive statistics of factor stress at work 45 4.10 Table of results of analysis of scale emotionality 46 4.11 Table of results of analysis of scale self – control 47 4.12 Table of results of analysis of sacle sociality 48 4.13 Table of results of analysis of scale well-being 49 4.14 Table of results of analysis of scale stress at work 51 4.15 EFA factor analysis results of emotional intelligence scale.
4.16 EFA factor analysis results of stress at work scale 55
4.17 Table of correlation analysis results 58
4.18 Spearman's test of factors with absolute residuals 60
4.19 Evaluation table of model fit 63
4.21 Results of regression analysis of the model 66
4.23 Results of regression analysis of the model 73
1.1 REASONS FOR CHOOSING THE RESEARCH TOPIC
In today's competitive market, economic integration emphasizes the importance of human resources as the foundation for business success and long-term advantages Leaders must possess not only skills and knowledge but also a deep understanding of their employees' psychology and conditions This understanding enables them to effectively motivate and guide their teams through the challenges and stresses commonly faced in the workplace, ultimately steering them towards achieving their goals.
Workplace stress is a pervasive issue that leads to various mental and physical health problems, negatively impacting both employees and organizations It reduces work efficiency, increases absenteeism, and raises recruitment costs, making it essential for businesses to address employee stress to maintain competitiveness Factors contributing to workplace stress include job nature, relationships with colleagues and superiors, career development, and the working environment A critical element to consider in managing this stress is emotional intelligence, which plays a significant role in how individuals cope with workplace challenges.
Emotional intelligence is crucial for success, complementing professional competence by enabling individuals to recognize and manage emotions effectively Research indicates that emotional intelligence significantly impacts job performance and personality structure, fostering teamwork and cooperation while reducing aggression Businesses increasingly value emotional intelligence for its role in stress management and employee performance, ultimately leading to higher profits This is particularly relevant in high-stress professions such as real estate, where agents serve as vital intermediaries between buyers and sellers, ensuring a smooth transaction process and delivering valuable solutions to clients.
Emotional intelligence significantly influences stress and work pressure among real estate salespeople, particularly in dynamic companies like Ecoreal Real Estate Joint Stock Company Recognizing the importance of emotional intelligence can help in managing and reducing stress levels for sales staff This study aims to explore the relationship between emotional intelligence and workplace stress among sales personnel at Ecoreal, highlighting the need for businesses to prioritize emotional intelligence development to enhance employee well-being and performance.
- Identify the components of emotional intelligence that affect stress at work of sales staff at Ecoreal Real Estate Joint Stock Company.
- The survey measures the impact of emotional intelligence on the stress at work of sales staff at Ecoreal Real Estate Joint Stock Company.
- Proposing solutions to improve emotional intelligence and reduce stress at work of sales staff at Ecoreal Real Estate Joint Stock Company.
- What are the components of emotional intelligence that affect the stress at work of sales staff? How much these factor affect the stress at work of sales staff?
- What is the solution to improve emotional intelligence and reduce stress at work of sales staff at Ecoreal Real Estate Joint Stock Company?
- Research object: The impact of emotional intelligence on the stress at work of sales staff at Ecoreal Real Estate Joint Stock Company.
- Survey subjects: Sales staff of Ecoreal Real Estate Joint Stock Company.
- Scope of the research: The study was conducted at Ecoreal Real Estate Joint Stock Company.
- Time of the research: From March 2, 2022 to May 2, 2022.
Research is done through qualitative research and quantitative research
Qualitative research focuses on examining the relationship between emotional intelligence and work stress through a thorough review of existing literature and relevant documents This approach includes conducting expert interviews to refine the measurement scale and develop targeted questions for the official research study.
The study employed quantitative research methods through a survey questionnaire, utilizing secondary data analyzed with SPSS 20 The analysis included descriptive statistics, a reliability assessment using Cronbach's Alpha to evaluate scale appropriateness, and exploratory factor analysis to reduce observed variables and redefine research model groups Additionally, regression analysis was conducted to examine the impact of emotional intelligence components on workplace affect.
1.6 PRACTICAL SIGNIFICANCE OF THE RESEARCH
The research findings will provide Ecoreal's leaders with insights into how emotional intelligence affects the stress levels of their sales staff This understanding will enable leaders to implement strategies aimed at enhancing emotional intelligence and alleviating workplace stress, ultimately leading to improved efficiency among sales employees.
The thesis is divided into four chapters:
Introduce an overview of the research topic, identify the research objectives, scope and subjects of research, research methods, practical significance of the research and the structure of the research.
This chapter presents the theoretical underpinnings related to emotional intelligence and work stress Introduction of previous studies related to the research topic and proposed research model.
Introduce the company, introduce the research methods used to build and adjust the scale and test research model.
Presenting results of research Analyze collected data, conduct testing and evaluation of scales, test research models and hypotheses.
This research explores strategies to enhance employee emotional intelligence and reduce workplace stress The findings indicate that fostering emotional intelligence leads to improved employee well-being and productivity Proposed solutions for managers include implementing training programs focused on emotional skills, promoting open communication, and creating a supportive work environment These measures aim to empower employees, ultimately benefiting organizational performance.
Work stress arises when individuals perceive workplace events or demands as harmful or threatening, as outlined by Lazarus and Folkman (1984) Key contributors to work-related stress include excessive workloads, interpersonal conflicts, poor management, feelings of incompetence, mismatched job roles, lack of recognition, unclear job expectations, uncertain career advancement, and stereotypes based on age, gender, ethnicity, or religion (Spooner-Lane).
Work stress is a significant contributor to health issues among employees, as highlighted by Blix and associates (1994) It not only impacts individual health but also threatens organizational survival (Viljoen & Rothmann, 2009) According to Parker and Decotiis (1983), work stress arises when job demands exceed an individual's capabilities, underscoring the importance of maintaining a balance between workload and personal skills.
Emotional intelligence, a term coined by psychologists Peter Salovey and John Mayer in 1990, refers to the mental abilities that enable individuals to recognize and understand their own emotions and those of others Their research highlighted that many intelligent individuals struggle with success due to a lack of interpersonal skills Reuven Bar-On expanded on this concept in 1996, defining emotional intelligence as a set of 15 abilities essential for navigating daily life and fostering social interactions Rick Aberman later characterized it as the alignment of thoughts, feelings, and actions Daniel Goleman, a prominent science writer, further developed these ideas in his books, arguing that emotional intelligence encompasses the intellectual and spiritual dimensions of life.
Emotional intelligence, as defined by Petrides and Furnham (2001), encompasses traits like sentimentality, self-control, sociability, and happiness This theory is commonly utilized to assess stress and pressure levels in the workplace, making it a valuable framework for understanding emotional dynamics in professional settings.
Emotional intelligence is vital in today's business environment, as it encompasses more than just managing emotions; it involves leveraging emotional knowledge to achieve positive behavioral outcomes A high emotional quotient is a key trait among successful salespeople, influencing motivation and shaping perceptions of their roles and competencies, which can directly impact performance Additionally, the ability to manage stress is crucial for success, as evidenced by a study of retail store managers, which found that effective stress management correlated with higher net profits, increased sales per square foot, and better sales performance per employee and inventory dollar.
Emotional intelligence significantly enhances individuals' ability to comprehend and manage their emotions, leading to improved self-awareness and better interpersonal relationships Research indicates that mastering emotional regulation is crucial for alleviating workplace stress, highlighting the importance of emotional intelligence in professional settings.
RESEARCH PROCESS
Defining the problem and research objectives
Qualitative research interviewing 10 experts to calibrate the scale Data processing
RESEARCH METHODS
Research is done through qualitative research and quantitative research
Qualitative research focuses on exploring emotional intelligence in the workplace by analyzing existing literature and documents It involves conducting expert interviews to refine measurement scales and develop targeted questions for official research purposes.
This quantitative research employs survey questionnaires to assess the impact of emotional intelligence on workplace stress among sales staff at Ecoreal Real Estate Joint Stock Company Utilizing SPSS software for data collection and analysis, the study aims to evaluate the scale of emotional intelligence and test relevant hypotheses, providing valuable insights into employee well-being.
We conducted a descriptive statistical analysis using SPSS to assess employee work stress and examine the relationship between emotional intelligence and work stress among sales staff at Ecoreal Real Estate Joint Stock Company This analysis included determining the reliability of the Cronbach's Alpha scale, performing exploratory factor analysis (EFA), evaluating the correlation system, and conducting regression analysis The findings will provide valuable insights into the factors influencing work stress in the organization.
PRELIMINARY SCALE
Expressing my emotions with words is not a problem for me
Bày tỏ cảm xúc bằng ngôn từ không phải là vấn đề đối với tôi
I’m normally able to “get into someone’s shoes” and experience their emotions.
Tôi thường đặt mình vào vị trí của người khác và trải nghiệm cảm xúc của họ
I don’t difficult to see things from another person’s viewpoint.
Tôi không gặp khó khăn khi nhìn nhận vấn đề theo quan điểm của người khác.
I’m usually able to find ways to control my emotions when I want to.
Tôi thường tìm cách kiểm soát cảm xúc của mình khi tôi muốn.
Others admire me for being relaxed.
Những người khác ngưỡng mộ tôi bởi sự thoải mái.
I don’t difficult to regulate my emotions.
Tôi không gặp khó khăn khi điều chỉnh cảm xúc của mình.
I can deal effectively with people.
Tôi có thể đàm phán hiệu quả với mọi người.
I’m usually able to influence the way other
Tôi thưởng có khả năng ảnh hưởng lên cách cảm
I tend to “back down” even if I know I’m right.
“nhượng bộ” ngay cả khi tôi biết mình đúng.
On the whole, I’m pleased with my life
Nhìn chung, tôi hài lòng với cuộc sống của mình.
On the whole, I’m a highly motivated person.
Nhìn chung, tôi là người có động lực cao.
On the whole, I have a gloomy perspective on most things.
Nhìn chung, tôi có cái nhìn lạc quan về mọi thứ.
I generally believe that things will work out fine in my life.
Tôi tin rằng mọi thứ sẽ tốt đẹp trong cuộc sống của tôi.
I have felt fidgety or nervous as a result of my job.
Tôi đã cảm thấy bồn chồn hoặc lo lắng do công việc của tôi.
I frequently get the feeling I am married to the company.
Tôi thường có cảm giác mình bị gắn chặt với công ty.
I often feel anxious when the phone rings at home, as it may bring a call related to work.
I have too much work Tôi có quá nhiều việc và Parker and Decotiis and too little time to do it. quá ít thời gian để làm việc nó.
QUALITATIVE RESEARCH
A preliminary scale test was conducted through expert interviews with three heads of sales departments and seven sales team leaders To enhance the quality of the discussions and save time, an outline of the discussion topics was prepared in advance Additionally, any changes to the discussion agenda were communicated via email to the participants beforehand.
SCALE ADJUSTED AFTER QUALITATIVE RESEARCH
To ensure the scale accurately reflects the company's reality, it is essential to conduct expert interviews for data collection This process involves verifying and refining the independent variables, as well as enhancing the language used in the initial scale.
Expressing my emotions with words is not a problem for me.
I’m normally able to “get into someone’s shoes” and experience their emotions.
I don’t difficult to see things from another person’s viewpoint.
I’m usually able to find ways to control my emotions when I want to.
Others admire me for being relaxed.
I don’t difficult to regulate my emotions.
I can deal effectively with people.
I’m usually able to influence the way other people feel.
I tend to “back down” even if I know I’m right.
On the whole, I’m pleased with my life
On the whole, I’m a highly motivated person.
On the whole, I have a gloomy perspective on most things.
I generally believe that things will work out fine in my life.
I have felt fidgety or nervous as a result of my job.
I frequently get the feeling I am married to the company.
I sometimes dread the telephone ringing at home because the call might be job-related.
I have too much work and too little time to do it.
OFFICIAL RESEARCH
This study aims to gather data and assess the impact of emotional intelligence on job stress among sales staff at Ecoreal Real Estate Joint Stock Company Utilizing SPSS statistical software, the research includes descriptive statistics, reliability assessment through Cronbach's Alpha, exploratory factor analysis, correlation determination, and regression analysis The findings will provide insights into the job stress levels of the company's sales personnel and elucidate the relationship between emotional intelligence and workplace stress.
We developed a tailored emotional intelligence scale for our company's workforce, comprising four key components and twelve observed variables Additionally, we included four observed variables to assess workplace stress levels All variables are measured using a five-point Likert scale, ranging from "totally disagree" to "totally agree."
The questionnaire consists of the following sections:
Part 1: The filtering part consists of 1 question: this question is to confirm that the target audience is sales staff at Ecoreal Company.
Part 2: Questions related to the research model, questions related to emotional intelligence and work stress Survey subjects respond in each level to the statements.
Part 3: Ask about demographics, the purpose is to have an overview of the survey sample, through which to find out whether or not there is a difference under different demographic angles.
The sample size depends on the analytical method In this study, the exploratory factor analysis (EFA) method was used, which according to Hair et al.
(1998) suggested that the number of samples needed was 5 times the number of important variables close up According to Trong and Ngoc (2008), the ratio is also
The data collection is through a questionnaire survey with sales staff of Ecoreal Real Estate Joint Stock Company.
A survey was conducted among the Sales Departments 1, 2, and 3 of Ecoreal Real Estate Joint Stock Company using a Google Form questionnaire This survey took place from April 11 to April 15, 2022.
Emotional intelligence consists of 5 components: self-awareness, self- regulation, motivation, empathy, social skills The scale and variables are shown in the table below:
Emotionality: includes 3 variable observations Variable name
Expressing my emotions with words is not a problem for me EM1
I’m normally able to “get into someone’s shoes” and experience their emotions.
I don’t difficult to see things from another person’s viewpoint.
Self-control: includes 4 variable observations
I’m usually able to find ways to control my emotions when I want to.
Others admire me for being relaxed SC2
I don’t difficult to regulate my emotions SC3
I can deal effectively with people SO1
I’m usually able to influence the way other people feel SO2
I tend to “back down” even if I know I’m right SO3
Well-being: includes 4 variable observations
On the whole, I’m pleased with my life WB1
On the whole, I’m a highly motivated person WB2
On the whole, I have a gloomy perspective on most things WB3
I generally believe that things will work out fine in my life WB4
Stress at work: includes 5 variable observations
I have felt fidgety or nervous as a result of my job ST1
I frequently get the feeling I am married to the company ST2
I sometimes dread the telephone ringing at home because the call might be job-related.
I have too much work and too little time to do it ST4
For the convenience of data analysis, the variable composition is re-encoded as the table below:
Table 3.9: Table the variable composition
ST1/ST2/ST3/ST4 Totally agree 5
3.8.6.1 Analyze the reliability of the scale
The reliability of the scale was assessed using Cronbach’s Alpha analysis, which evaluates the consistency and correlation among observed variables A high Cronbach’s Alpha coefficient indicates that the measurement variables are homogenous and assess the same attribute Researchers, including Truong and Ngoc (2008) and Hair et al (2010), suggest that a coefficient value of 0.6 or higher is acceptable In this study, a standard Cronbach’s Alpha coefficient of 0.6 or greater is utilized.
To enhance the Cronbach’s Alpha coefficient of a scale, it is essential to exclude variables with low item-total correlation, as these indicate weak relationships with other variables within the scale A variable is deemed ineffective if its correlation coefficient is below 0.3, leading to its removal to ensure higher reliability of the scale (Nunnally and Bernsteri, 1994, extracted from Tho and Trang, 2009) Additionally, the Cronbach’s Alpha if Item Deleted metric should be considered; variables that increase the overall Cronbach’s Alpha when removed will also be excluded In summary, the reliability criteria for analyzing Cronbach’s Alpha include maintaining a total coefficient of at least 0.6 and ensuring that the item-total correlation coefficients are 0.30 or higher.
Cronbach’s Apha if the variable type is less than Cronbach’s Alpha sum of the scale.
Exploratory factor analysis (EFA) is a statistical method employed to condense a larger set of variables into a smaller number of significant factors, enhancing the interpretability of the data (Tho, 2011) This analysis is crucial for assessing both convergent and discriminant validity of measurement scales.
According to Hair et al (1998), Factor loading is the criterion to ensure the practical significance of EFA analysis, Factor loading must be greater than or equal to 0.5.
The KMO (Kaiser-Meyer-Olkin) index serves as a crucial indicator for assessing the suitability of factor analysis, with values ranging from 0.5 to 1 indicating adequate conditions for analysis Additionally, Eigenvalues reflect the variance attributed to each factor, and only those factors with an Eigenvalue greater than 1 are retained in the analytical model (Truong and Ngoc, 2008).
EFA analysis was performed using SPSS 20 software Extraction method
“Principal components” and rotation “Varimax” were used in the analysis scale due to independent components.
The coefficient Eigenvalue coefficient (representing the variation explained from the factor) > 1.
3.8.6.3 Correlation analysis and multivariate regression analysis
The study examines the correlation between workplace stress and emotional intelligence factors, specifically emotionality, self-control, sociality, and well-being A multiple linear regression analysis was conducted with workplace stress as the dependent variable, utilizing the Enter method for variable selection The model's suitability was assessed using the adjusted R² determination coefficient, while the F test confirmed the model's applicability to the broader population, and the t test was employed to evaluate the significance of the overall regression coefficients Additionally, the analysis included checks for violations of linear regression assumptions, such as constant variance of residuals (using the Spearman correlation coefficient), independence of residuals (via Durbin-Watson statistics), and multicollinearity (assessed through Tolerance and VIF factors).
In addition to the above methods, the thesis also uses many other research methods such as
- Methods of analysis: used in reviewing and evaluating the components of emotional intelligence and stress at work based on primary data
This article synthesizes secondary data from various studies on emotional intelligence and workplace stress, highlighting key findings and comparing existing solutions with unresolved issues in the research It also summarizes evaluative comments derived from the analysis conducted, providing insights into the effectiveness of current methodologies and identifying gaps that require further investigation.
Chapter 3 has detailed research methods The process is carried out through two research steps: qualitative research and formal research Qualitative research through expert interview to adjust the content of words and expressions in the scale to ensure that respondents understand correct and consistent statements. Quantitative research is carried out through direct interviews with questionnaires, collected information is used to evaluate scales and test hypotheses In this chapter, it also presents the research, how to form and evaluate the scale, to select a sample,etc.
RESEARCH RESULTS
RESEARCH DESCRIPTION
Classification of 120 interviewees according to gender composition, age, marital status, educational status before being processed.
Table 4.1: Sample description table by gender
A survey of 120 participants revealed a significant gender disparity among sales staff, with 88 males (73.3%) and 32 females (26.7%) This imbalance aligns with industry trends, as the real estate sector typically requires frequent travel, a factor that predominantly attracts male professionals.
Table 4.2: Sample description table by age
Figure 4.2: Chart describes patterns by age
The results showed that out of 120 people surveyed, 68 people aged between
The age groups of 20 to 30 years comprised the largest share of employees at 56.7%, followed by those aged 31 to 40 at 33.3% In contrast, the over 40 age group represented only 10% with just 12 individuals This data highlights a trend towards the recruitment of younger employees in the workforce.
Table 4.3: Sample description table by education level
Figure 4.3: Chart describes patterns by education level
The study reveals that individuals with a university education represent the largest group, comprising 54.2% of the total with 65 participants Those holding a college degree account for 29.2% with 35 individuals, while 11 participants with an intermediate level of education make up 9.2% The smallest segment consists of high school students, totaling 9 individuals or 7.5% These findings reflect the ongoing improvement in the education levels of the workforce today.
Figure 4.4: Chart describes patterns by marital status
The results show that the single survey participants are 79 people, accounting for the highest rate of 65.8%, the married people are 41, accounting for 34.2%, and there are no divorced people
4.1.2 Sample statistics under independent variables
Table 4.5: Descriptive statistics of factor emotionality
Deviation EM1- Expressing my emotions with words is not a problem for me.
EM2- I’m normally able to “get into someone’s shoes” and experience their emotions.
EM3- I don’t difficult to see things from another person’s viewpoint.
The emotionality factor is assessed through three observed variables, revealing that variable EM2, which states, "I’m normally able to 'get into someone’s shoes,' and expressing my emotions with words is not a problem for me," received the lowest score of 2.78.
Table 4.6: Descriptive statistics of factor self – control
Deviation SC1- I’m usually able to find ways to control my emotions when I want to.
SC2- Others admire me for being relaxed 120 1 5 3.09 1.130
SC3- I don’t difficult to regulate my emotions
The concept of "self-control" is assessed through three observed variables, revealing significant statistical insights Notably, the variable SC3, which states, "I don’t find it difficult to regulate my emotions," achieved the highest mean value of 3.57, indicating a strong sense of emotional regulation among respondents In contrast, the variable SC2, "I’m usually able to find ways to control my emotions when I want to," recorded the lowest mean value of 3.09, suggesting some challenges in emotional control.
Table 4.7: Descriptive statistics of factor sociality
Deviation SO1- I can deal effectively with people.
SO2- I’m usually able to influence the way other people feel.
SO3- I tend to “back down” even if I know
The factor "Sociality" is assessed through three observed variables, with statistical analysis revealing that the variable SO2, which states, "I’m usually able to influence the way other people feel," has the highest mean value of 3.35 In contrast, the variable SO1, "I can deal effectively with people," has the lowest mean value of 3.29.
Table 4.8: Descriptive statistics of factor well-being
Deviation WB1- On the whole,
WB3- On the whole, I have a gloomy perspective on most things.
WB4- I generally believe that things will work out fine in my life.
The well-being factor is assessed through three observed variables, with statistical analysis revealing that the variable WB2, which states, “On the whole, I’m a highly motivated person,” has the highest mean value of 3.29 In contrast, the variable WB4, “I generally believe that things will work out fine in my life,” recorded the lowest mean value of 3.03.
4.1.3 Sample statistics by variables depend on stress at work.
Table 4.9: Descriptive statistics of factor stress at work
Deviation ST1- I have felt fidgety or nervous as a result of my job.
ST2- I frequently get the feeling I am married to the company.
ST3- I sometimes dread the telephone ringing at home because the call might be job-related.
ST4- I have too much work and too little time to do it.
The factor "Stress at work" is assessed through four observed variables, with statistical analysis revealing that the variable ST4, representing "Unpleasant work conditions," has the highest mean value of 3.28 In contrast, the variable ST2, which indicates "Lack of support," records the lowest mean value at 3.12.
RESULTS OF TESTING SCALES
4.2.1 Preliminary assessment of reliability of the scale by Cronbach’s Alpha analysis
Table 4.10: Table of results of analysis of scale emotionality.
Scale Mean if Item Deleted
Scale Variance if Item Deleted
Deleted EM1- Expressing my emotions with words is not a problem for me.
EM2- I’m normally able to “get into someone’s shoes” and experience their emotions.
EM3- I don’t difficult to see things from another person’s viewpoint.
The emotionality scale comprises three observed variables, labeled EM1 to EM3, demonstrating a strong reliability coefficient of Cronbach's Alpha at 0.829, which exceeds the acceptable threshold of 0.6 Additionally, all correlation coefficients among the variables are greater than 0.3, indicating a robust relationship Since no individual variable shows a Cronbach's Alpha greater than 0.829, the emotionality scale is deemed reliable and does not require the removal of any variables.
Table 4.11: Table of results of analysis of scale self – control.
Scale Mean if Item Deleted
Scale Variance if Item Deleted
Deleted SC1- I’m usually able to find ways to control my emotions when I want to.
SC2- Others admire me for being relaxed 10.55 8.166 583 851
SC3- I don’t difficult to regulate my emotions.
The self-control scale comprises three observed variables, labeled SC1 to SC3, demonstrating a strong reliability coefficient of Cronbach's Alpha at 0.852, which exceeds the acceptable threshold of 0.6 Additionally, the correlation coefficients among all variables are greater than 0.3 Since no variable shows a Cronbach's Alpha higher than 0.852, the self-control scale is deemed reliable and does not require any adjustments.
Table 4.12: Table of results of analysis of sacle sociality.
Scale Mean if Item Deleted
Scale Variance if Item Deleted
Deleted SO1- I can deal effectively with people.
SO2- I’m usually able to influence the way other people feel.
SO3- I tend to “back down” even if I know
The sociality scale comprises three observed variables, denoted as SO1 to SO4, demonstrating a strong reliability with a Cronbach's Alpha of 0.858, which exceeds the acceptable threshold of 0.6 Additionally, all variables exhibit correlation coefficients greater than 0.3, indicating meaningful relationships among them Since no variables have a Cronbach's Alpha higher than 0.858, the sociality scale is confirmed to be reliable and does not require any adjustments.
Table 4.13: Table of results of analysis of scale well-being.
Scale Mean if Item Deleted
Scale Variance if Item Deleted
Deleted WB1- On the whole,
WB3- On the whole, I have a gloomy perspective on most things.
9.40 9.385 549 688 have a gloomy perspective on most things.
The well-being scale is comprised of four observed variables, labeled WB1 to WB4, demonstrating a reliable Cronbach's Alpha coefficient of 0.748, which exceeds the acceptable threshold of 0.6 Furthermore, the correlation coefficients among all variables are above 0.3, indicating a strong relationship Notably, no individual variable surpasses the overall Cronbach's Alpha of 0.748, and these observed variables will be utilized for subsequent exploratory factor analysis (EFA).
Table 4.14: Table of results of analysis of scale stress at work.
Scale Mean if Item Deleted
Scale Variance if Item Deleted
Deleted ST1- I have felt fidgety or nervous as a result of my job.
ST2- I frequently get the feeling I am married to the company.
ST3- I sometimes dread the telephone ringing at home because the call might be job-related.
ST4- I have too much work and too little time to do it.
Work-related stress is assessed through four observed variables, labeled ST1 to ST4, demonstrating a strong reliability with a Cronbach's Alpha coefficient of 0.889, which exceeds the acceptable threshold of 0.6 Additionally, all total correlation coefficients are above 0.3, indicating a robust relationship among the variables Since no individual variable has a Cronbach's Alpha greater than 0.889, the work stress scale is deemed reliable and requires no modifications.
The evaluation of the reliability coefficient using Cronbach's Alpha revealed that all observed variables had a total correlation coefficient exceeding 0.3, with Cronbach's Alpha for the scales surpassing 0.6 Consequently, all four components of emotional intelligence are deemed suitable for the subsequent exploratory factor analysis (EFA).
Factoring factor analysis with independent variables
Table 4.15: EFA factor analysis results of emotional intelligence scale
Kaiser-Meyer-Olkin Measure of Sampling
Component Initial Eigenvalues Extraction Sums of Squared
WB2- On the whole, I’m a highly motivated person .814
WB4- I generally believe that things will work out fine in my life .798
WB3- On the whole, I have a gloomy perspective on most things .786
WB1- On the whole, I’m pleased with my life .768
EM1- Expressing my emotions with words is not a problem for me .737
EM3- I don’t difficult to see things from another person’s viewpoint .724
EM2- I’m normally able to “get into someone’s shoes” and experience their emotions.
SO2- I’m usually able to influence the way other people feel .861
SO3- I tend to “back down” even if
SO1- I can deal effectively with people .790
SC3- Others admire me for being relaxed .810
SC2- I’m usually able to find ways to control my emotions when I want to.
After testing for reliability, a set of 12 observed variables across 4 independent variables was included in the exploratory factor analysis (EFA), yielding satisfactory results for all variables involved.
- KMO coefficient = 0.747>0.5: factor analysis is suitable with research data
- The result of Barlert's test is 652.779 with Sig significance: 0.000 < 0.05, so the observed variables are correlated with each other on the overall scale.
The factor analysis results indicate that the model's four factors account for 70.540% of the data variance, significantly exceeding the 50% threshold, which demonstrates a strong explanatory power of the model.
- Breakpoint when extracting factors at the fourth factor with Eigenvalue is 1.143 > 1.
- Observable variables have satisfactory transfer coefficient >0.5.
- Difference in loading coefficient of an observed variable between factors
- The results show that 12 observed variables after factor analysis have satisfied all conditions.
Explore factor analysis with the dependent variable " Stress at work"
Table 4.16: EFA factor analysis results of stress at work scale
Kaiser-Meyer-Olkin Measure of Sampling
Initial Eigenvalues Extraction Sums of Squared
Extraction Method: Principal Component Analysis.
Component 1 ST1- I have felt fidgety or nervous as a result of my job .910
ST2- I frequently get the feeling I am married to the company .882
ST4- I sometimes dread the telephone ringing at home because the call might be job-related .860
ST3- I have too much work and too little time to do it .853
From the collected research data, we conducted a factor analysis with the dependent variable "Stress at work" obtained the following results:
The analysis indicates a KMO coefficient of 0.838, exceeding the threshold of 0.5, and a Bartlett test significance of 0.000, which is below 0.05 Additionally, the eigenvalue of 3.072 is greater than 1, and the variance explained is 76.811%, surpassing the 50% mark These results confirm that the five observed variables form a single factor, validating the use of factor analysis Consequently, the scale measuring "stress at work" is identified as a unidimensional scale.
LINEAR REGRESSION ANALYSIS
Following the exploratory factor analysis (EFA), four key factors—emotionality, self-control, sociality, and well-being—were identified for model testing Each factor's value represents the average of its observed components.
Correlation analysis, specifically Pearson's method, is employed to evaluate the suitability of incorporating various factors into the regression model The findings from the regression model analysis will subsequently be utilized to assess the hypotheses ranging from H1 to H4.
Before performing regression analysis, the author employs the Pearson correlation coefficient to measure the strength of the linear relationship between two quantitative variables A strong correlation may indicate potential multicollinearity issues during regression analysis It's important to note that in Pearson correlation analysis, all variables are treated equally, without differentiating between independent and dependent variables.
Multicollinearity occurs when independent variables in a regression model are highly correlated, making it challenging to discern the individual impact of each variable on the dependent variable This close correlation can inflate the standard deviation of regression coefficients and diminish the significance of their t-statistics, leading to less meaningful coefficient estimates Despite these issues, the coefficient of determination (R²) may remain high, indicating that the model explains a significant portion of the variance in the dependent variable.
Table 4.17: Table of correlation analysis results.
ST EM SC SO WB
** Correlation is significant at the 0.01 level (2-tailed).
The analysis reveals a significant negative correlation between work stress and various independent variables, with empathy showing the strongest correlation at -0.427, followed by emotionality at -0.415, self-control at -0.393, and well-being at -0.375 These findings suggest that these independent variables are crucial for understanding the dependent variable of work-related stress.
A multivariable regression analysis was conducted to explore the relationship between work stress and four independent variables: emotionality, self-control, sociality, and well-being The results of this analysis will reveal the influence of these factors on work stress and quantify their respective impacts, aligning with the initial hypothesis of the theoretical model.
Y: stress at work β 0 is the regression coefficient
F 1 , β 1 are values and regression coefficients of emotionality factor
F 2 , β 2 are values and regression coefficients of self-control factor
F 3 , β 3 are values and regression coefficients of sociality factor
F 4 , β 4 are values and regression coefficients of well-being factor
4.3.3.1 Assume that the variance of the remainder is constant
Table 4.18: Spearman's test of factors with absolute residuals
ST EM SC SO WB
** Correlation is significant at the 0.01 level (2-tailed).
The Spearman rank correlation test was conducted to assess the variance of the residuals The findings indicate that the significance values for emotionality, self-control, sociality, and well-being are all less than 0.05, while the absolute value of the residuals is non-zero This suggests that the assumption of constant error variance is upheld, as no violations were detected.
4.3.3.2 Assume that the residuals are normally distributed
To detect the violation of the assumption of normal distribution of the residuals, we will use the drawing tool of SPSS software, the Histogram.
Figure 4.5: Histogram of stress at work.
The analysis of the Histogram indicates that the residuals follow a normal distribution, with a mean near 0 and a standard deviation of approximately 0.983, confirming that the normal distribution theory holds Additionally, the P.P Plot chart reveals that the observed variables closely align with the expected line in the model, further supporting the conclusion that the hypothesis of normal distribution is upheld.
The linear regression model developed from the specified equation adheres to the essential assumptions of linear regression, indicating that the independent variables effectively account for the variation in the dependent variable within the model.
4.3.4 Assume no correlation between residuals
Table 4.19: Evaluation table of model fit
Std Error of the Estimate
1 743 a 523 506 47823 1.983 a Predictors: (Constant), EM, SC, SO, WB b Dependent Variable: ST
To evaluate the assumption of no correlation among the residuals in the model, I utilized the Durbin-Watson statistic (d) A value of 1 < d < 3 indicates no autocorrelation in the model's results With a calculated d value of 1.983, we can reject the hypothesis of autocorrelation.
4.3.5 Assess the fit of the model, test the fit of the model and the phenomenon of multicollinearity
4.3.5.1 Assess the fit of the model test
To assess the regression model's fit, the adjusted coefficient of determination (R²) is utilized, which in this case is 50.6% This indicates that the four independent variables in the model account for 50.6% of the variation in stress levels at work Therefore, the model demonstrates an acceptable level of fit.
4.3.5.2 Check the fit of the model
To assess the model's fit, utilize the F-test tool, which is essential for generalizing the model to the population This can be achieved by performing an ANOVA (analysis of variance) to conduct the F-test effectively.
Table 4.20: Analysis of variance Anova
Total 92.537 119 a Dependent Variable: ST b Predictors: (Constant), EM, SC, SO, WB
Test results of F statistic with Sig value = 0.000 < 0.05 shows that the multiple linear regression model was built in accordance with the data
To ensure the model's validity, it is essential to assess multicollinearity The regression analysis indicates that the Variance Inflation Factor (VIF) is below 2, and the variable's acceptability is nearly 1, allowing us to reject the hypothesis of multicollinearity (Table 4.23).
The analysis of multicollinearity is conducted through the evaluation of tolerance and the Variance Inflation Factor (VIF) coefficients The regression results, utilizing the Enter method, indicate that the VIF is below 2, and the tolerance values are notably high, approaching 1 This suggests that the hypothesis of multicollinearity can be rejected, as the VIF is under 2 and tolerance exceeds 0.1 Additionally, the scatter plot depicting the relationship between residual values (vertical axis) and predicted values (horizontal axis) demonstrates a random distribution of residuals around zero, without forming any discernible pattern This confirms that the assumption of a linear relationship within the regression model remains intact.
4.3.6 Results of regression analysis and evaluation of the importance of each factor
The standardized coefficient Beta is a key metric for evaluating the impact of various factors on workplace stress among sales staff A negative Beta indicates that emotional intelligence negatively influences stress levels at work To determine the strength of this impact, we focus on the absolute value of the Beta coefficient; a larger absolute value signifies a stronger effect of the independent variable on the dependent variable Therefore, a higher standardized Beta coefficient correlates with a greater influence of that factor on workplace stress.
Table 4.21: Results of regression analysis of the model.