CHAPTER FOUR FINDINGS AND DISCUSSION INTRODUCTION In this chapter, the results of 79 sets questionnaires being analyzed. The objectives are to analyze and interprets the collected data from KPJ Rawang Specialist Hospital. The data will be analyzed by SPSS and the result will be evaluated based on the hypothesis. This chapter will present the quantitative research findings of The Implication of Occupational Stress Toward Employee Job Performance at KPJ Rawang Specialist Hospital (KPJ RSH)There are divided into several parts to analyzing the results obtained. It comprises the analysis of demographic analysis, reliability test, Pearson Correlation Coefficient and Multiple Regressions. The demographic analysis include gender, age, marital status, education level, position level and working experience were discussed under this chapter. The reliability test will be used to examine the relevant of statements in each variable towards the studies. For the Pearson Correlation Coefficient, it is used to examine the relationship between the four independent variables with employees job performance. On the other hand, multiple regression analysis is being used to examine the effect of the independent variables on the dependent variables. An addition, the tables and charts were used to present the clearer results to the reader. Profile of RespondentsGender.Table 4.1.1 shows the percentage and the number of respondents referring to the gender involved in this survey. From the survey, it shows that the gender is comprised of 29.1% (23 respondents) for male and 70.9% (56 respondents) for female respondents that have involved in this survey. Table 4.1.1 Gender (n=79)Age Table 4.1.2 Age From Table 4.1.2, the age range gains the highest percentage is between 26-35 years old which is 60.8% (48 respondents). In comparison, the age range between 21-26 years old gains the lowest percentage which is only 20.3% (16 respondents), follow with the age range between 36-45 which is 15.2% (12 respondents) and the age range between 46-55 years old which is only 3.8% (3 respondents) that have involved in this survey.Table 4.1.3 MaritalTable 4.1.3 shows the percentage according to respondent’s marital status. From the survey, it shows 55.7% (44 respondents) is married, 1.3% (1 respondent) is in others status and 43% (34 respondents) is single that have involved in this survey.Table 4.1.4 Education Based on table 4.1.4, it indicates the percentage according to respondent’s education level where the highest percentage of respondent comes from Diploma level which 41.8% (33 respondents).In contrast, the lowest percentage comes from the others educational level where The Degree level gains the second highest respond which are 35.4% (28 respondents) and follow by The SPM/STPM with 20.3% (16 respondents), The Master level with 2.5% (2 respondents) Table 4.1.5 PositionTable 4.5 shows the percentage according to respondent’s position at KPJ Rawang Specialist Hospital which is from the survey it represents 51.9% (41 respondents) non-executive level and 48.1%% (38 respondents) for executive level.Table 4.1. 6 ExperienceThe table shows that the figure year of working experiences of the respondents. From the data collected, it shows that 41.8% (33 respondents) have work more than 7-10 years. It has been follow by the respondents that work for 4-6 years which 25.3% (20 respondents). Next, there are 19% (15 respondents) that experienced working from 0-3 years. Nevertheless, there is the least working experience duration by the respondents which is 8.9% (8 respondents) and 5.1% (4 respondents)2 Reliability Test The reliability analysis that being used by this SPSS software is to evaluate the independent variable of workload, poor working condition, role ambiguity and inadequate monetary reward. For this research, the reliability analysis consists of 79 respondents at KPJ Rawang Specialist Hospital. Based on the table above, it shows that all the independent variables are reliable because all the scored that being obtain has exceed the minimum alpha value which is above 0.7. Referring to the rules of Cronbach ‘s Alpha coefficient size, the higher the Cronbach ‘s Alpha means the higher the reliability coefficient. Based on the result obtained from the SPSS, the independent variables for Workload, Poor Working Condition, Role Ambiguity and Inadequate Monetary Reward are strong and good reliability because it’s fall under the Cronbach ‘s Alpha range of 0.7-0.8. On the other hand, Inadequate Reward Monetary is categorized as an excellent reliability due to its Cronbach ‘s Alpha range of 0.9. Thus, all independent variable on this research can be conclude as reliable. Research Objective 1To identify the level of the employee’s job performancesWorkloadRESEARCH OBJECTIVE 2To investigate any relationship between IV and DVGuiding principle is being used to interpret correlation coefficient based on Cohen (1988). The hypothesis is as below:H1 There is a positive relationship between IV and DV.According to Cohen, 1988, correlation between 0-6 – 1.0 are strong interpretation and follow by 0.4 – 0.5 are said to be moderate. The lowest interpretation for correlation coefficient is between 0.1- 0.3 are said to be weak indicator to investigate the relationship between Independent Variables and Dependent Variables.DiscussionThe relationship between IV and DV had been investigated using Pearson Correlation Coefficient. From the findings, it shows that the p-value for workload is 0.001 which is less than the significant level of 0.01, (p<0.01). The result indicates that Pearson Correlation (r-value) is 0.375, this represent that there is a positive value between Workload and Employees Job Performance. The second IV shows that the p-value is 0.000, which is less than (p<0.01), (r-value) is 0.501. This result indicates that there is a moderate value between Poor Working Condition and employees job performance.From the analysis, p-value for third IV, role ambiguity is 0.000, which is less than the significant level of 0.01, (p<0.01), (r-value) is 0.464. the result shows that there is moderate value between these variables. The fourth IV which is Inadequate Monetary Reward shows that the p-value is equal to 0.000 and (r-value) is 0.728. From the result obtained, it shows that there is positive relationship between inadequate monetary reward and employees job performance because of the significant value for correlation coefficient. Thus, when increasing inadequate monetary reward, employees job performance will be getting higher.Research Objective 3To investigate any significant differences between IV and DVMultiple Regression AnalysisThe regression model consisting of Workload, Poor Working Condition, Role Ambiguity and Inadequate Monetary Reward as the Independent Variable significantly predicts the effectiveness of Employee Job Performance in KPJ Rawang Specialist Hospital. Y = 1.841 + -0.164 Workload + 0.019 Poor Working Condition + 0.117 Role Ambiguity + 0.621 Inadequate Monetary Reward Based on the table analysis, it indicates that Inadequate Monetary Reward has higher beta value (b=0.744) compare with Role ambiguity (b=0.123), Poor Working Condition (b=0.019) and Workload (b=-0.155). this can conclude that Inadequate Monetary Reward has the strongest influence on Employee Job Performance and plays the most important predictor and significant to the other independent variables.(p-value > 0.05) Conclusion:Hypothesis 1 and 2 is not supportedHypothesis 3 and 4 is supported.