A Study on the Effects of Work pressure and Self-Efficacy on Job Performance of Employees in Chinese Commercial Banks : The Mediating Effects of Commitment and Job Satisfaction

다국어 초록 (Multilingual Abstract)

This study uses structural equation model to reveal the double mediation mechanism of work pressure and self-efficacy on bank employees' performance through work engagement and job satisfaction, which provides scientific support for bank human resource management.
Research indicates that while work stress significantly enhances performance, it concurrently reduces employee job satisfaction. Conversely, self-efficacy notably boosts both job engagement and satisfaction, ultimately driving performance improvement. Job engagement and satisfaction serve as partial mediators in the stress/efficacy-performance relationship, with engagement acting as a partial mediator between stress and performance, while satisfaction partially mediates the stress-performance and efficacy-performance relationships.
Building on the aforementioned research findings, this study provides policy and practical recommendations for financial regulators, industry associations, and bank management. The recommendations aim to enhance employee performance and well-being through institutional optimization, strengthened industry collaboration, and improved internal management. Innovatively, the study constructs a dual-mediation model of stress-performance-performance and validates the chain-mediated effect between job engagement and job satisfaction, thereby enriching the application of organizational behavior theory in the financial sector.

국문 초록 (Abstract)

본 연구는 구조방정식 모형(Structural Equation Model)을 활용하여, 은행 직원의 업무 성과에 영향을 미치는 과정에서 업무 스트레스와 자기효능감이 업무 몰입과 직무 만족을 통해 이중 매개 역할을 수행하는 메커니즘을 규명하고, 이를 통해 은행 인적자원관리(HRM)를 위한 과학적 근거를 제시한다.
연구 결과에 따르면, 업무 스트레스는 직원의 성과를 유의미하게 향상시키는 동시에 직무 만족을 저하시킨다. 반면, 자기효능감은 업무 몰입과 직무 만족을 모두 유의미하게 증진시키며, 궁극적으로 성과 향상으로 이어진다. 업무 몰입과 직무 만족은 스트레스/자기효능감과 성과 간의 관계에서 부분 매개 역할을 수행한다. 구체적으로, 업무 몰입은 스트레스와 성과 간의 관계를 부분적으로 매개하며, 직무 만족은 스트레스–성과 및 자기효능감–성과 관계를 부분적으로 매개한다.
이상의 연구 결과를 바탕으로, 본 연구는 금융 감독 기관, 산업 협회, 그리고 은행 경영진을 대상으로 정책적·실무적 시사점을 제시한다. 해당 제언은 제도 개선, 산업 간 협력 강화, 내부 관리 수준 향상을 통해 직원의 성과와 복지를 동시에 증진하는 것을 목표로 한다. 또한 본 연구는 스트레스–성과–성과의 이중 매개 모형을 구축하고, 업무 몰입과 직무 만족 간의 연쇄 매개 효과를 실증적으로 검증함으로써, 금융 분야에서 조직행동 이론의 적용을 확장·심화시켰다는 점에서 학문적 혁신성을 지닌다.

목차 (Table of Contents)

• 1. Introduction 1
• 1.1 The Necessity of the Research 1
• 1.2 Research Purpose and Issues 8
• 1.3 Definition of key terms in the thesis 9
• 1.3.1 Employees of China commercial banks 9
• 1.3.2 Work Stress 12
• 1.3.3 Self-efficacy 17
• 1.3.4 Work Performance 19
• 1.3.5 Work Engagement 23
• 1.3.6 Job satisfaction 27
• 1.4 Structure of the Thesis 30
• 2. Theoretical Background 32
• 2.1 Employees of China commercial banks 32
• 2.1.1 The concept of employees in China commercial banks 32
• 2.1.2 Characteristics and Current Situation of Employees in China Commercial Banks 33
• 2.1.3 Preliminary Research on Employees of China Commercial Banks 35
• 2.2 Work Stress 36
• 2.2.1 Theoretical Basis of Work Stress 36
• 2.2.2 The Concept of Work Stress 38
• 2.2.3 Dimensions of Work Stress 41
• 2.2.4 Research on Work Stress 43
• 2.3 Self-efficacy 47
• 2.3.1 Theoretical Basis of Self-Efficacy 47
• 2.3.2 The Concept of Self-Efficacy 53
• 2.3.3 Dimensions of Self-Efficacy 57
• 2.3.4 Research on the Self-efficacy of Employees in China Commercial Banks 61
• 2.3.5 Related Research on Self-Efficacy 64
• 2.4 Work Performance 73
• 2.4.1 Theoretical Basis of Work Performance 73
• 2.4.2 The Concept of Work Performance 82
• 2.4.3 Dimensions of Work Performance 90
• 2.4.4 Research on the Work Performance of Employees in China Commercial Banks 100
• 2.4.5 Research on Work Performance 107
• 2.5 Work Investment 116
• 2.5.1 Theoretical Basis of Work Investment 116
• 2.5.2 The concept of work input 122
• 2.5.3 Dimensions of Work Investment 131
• 2.5.4 Research on the Work Commitment of Employees in China Commercial Banks 138
• 2.5.5 Research on Work Investment 142
• 2.6 Job Satisfaction 151
• 2.6.1 Theoretical Basis of Job Satisfaction 151
• 2.6.2 The Concept of Job Satisfaction 155
• 2.6.3 Dimensions of job satisfaction 159
• 2.6.4 Research on the Job Satisfaction of Employees in China Commercial Banks 166
• 2.6.5 Related Research on Job Satisfaction 172
• 2.7 Correlation Study of Variables 178
• 2.7.1 Work Stress and Work Engagement 178
• 2.7.2 Work Stress and Job Satisfaction 187
• 2.7.3 Work Stress and Job Performance 195
• 2.7.4 Self-efficacy and Work Engagement 203
• 2.7.5 Self-efficacy and Job Satisfaction 209
• 2.7.6 Self-efficacy and Job Performance 215
• 2.7.7 Work Engagement and Job Satisfaction 221
• 2.7.8 Work Engagement and Job Performance 231
• 3. Research Methods 238
• 3.1 Research Subjects and Procedures 238
• 3.1.1 Research Subjects 238
• 3.1.2 Research Procedures 240
• 3.2 Research Model and Research Hypotheses 242
• 3.2.1 Research Model 242
• 3.2.2 Research Hypotheses 243
• 3.3 Design of the Questionnaire 244
• 3.3.1 Work Stress 246
• 3.3.2 Self-efficacy 248
• 3.3.3 Work Performance 249
• 3.3.4 Work Investment 251
• 3.3.5 Job satisfaction 253
• 3.4 Reliability and Validity Analysis of the Preliminary Survey 255
• 3.4.1 Analysis Methods 255
• 3.4.2 Analysis of common method bias 257
• 3.4.3 Validity and Reliability Analysis of the Work Stress Meter 258
• 3.4.4 Validity and Reliability Analysis of the Self-Efficacy Scale 260
• 3.4.5 Validity and Reliability Analysis of the Job Performance Measurement Form 263
• 3.4.6 Validity and Reliability Analysis of the Work Input Measurement Form 264
• 3.4.7 Validity and Reliability Analysis of Job Satisfaction Measurement 267
• 4. Research Results 270
• 4.1 Descriptive Statistical Analysis 270
• 4.1.1 Demographic Characteristics of Respondents 270
• 4.1.2 Descriptive statistics between variables 271
• 4.2 Analysis of Variance 275
• 4.2.1 Analysis of Variance Between Variables by Gender 275
• 4.2.2 Analysis of Differences Between Variables by Age 277
• 4.2.3 Differences in marital analysis variables 281
• 4.2.4 Analysis of Variance Between Variables by Educational Background 283
• 4.2.5 Analysis of Differences Between Variables Based on Monthly Income 286
• 4.2.6 Analysis of Differences Between Variables Based on Years of Service 290
• 4.2.7 Analysis of Differences Between Variables Based on Job Classification 293
• 4.3 Reliability Analysis 298
• 4.3.1 Work pressure 298
• 4.3.2 Self-efficacy 299
• 4.3.3 Work Performance 300
• 4.3.4 Work Investment 301
• 4.3.5 Job satisfaction 302
• 4.4 Exploratory factor analysis 303
• 4.4.1 Exploratory Factor Analysis of Working Pressure Gauge 304
• 4.4.2 Exploratory Factor Analysis of the Self-Efficacy Scale 305
• 4.4.3 Exploratory Factor Analysis of Work Performance Scale 306
• 4.4.4 Exploratory Factor Analysis of the Work Input Scale 308
• 4.4.5 Exploratory Factor Analysis of Work Satisfaction Scale 309
• 4.5 Confirmatory factor analysis 311
• 4.5.1 Confirmatory Factor Analysis of Working Pressure Gauge 314
• 4.5.2 Confirmatory factor analysis of the self-efficacy scale 317
• 4.5.3 Confirmatory Factor Analysis of Work Performance Scale 320
• 4.5.4 Confirmatory Factor Analysis of the Work Input Scale 324
• 4.5.5 Confirmatory factor analysis of job satisfaction scale 327
• 4.6 Discriminant validity analysis 331
• 4.6.1 Construction of Structural Equilibrium Model 332
• 4.6.2 Structural Model Fitting 333
• 4.6.3 Evaluation of the Structural Equilibrium Model 334
• 4.7 Analysis of the Mediating Effect 341
• 4.7.1 Mediating Effect of Job Engagement and Job Satisfaction on the Relationship between Job Stress and Job Performance 342
• 4.7.2 Mediating Effect of Job Engagement and Job Satisfaction on Self-Efficacy and Job Performance 346
• 4.8 Summary of the hypothesis test results 349
• 5. Conclusion and Recommendations 351
• 5.1 Conclusion 351
• 5.2 Recommendations 365
• 5.2.1 Strategy Recommendations 365
• 5.2.2 Practical Suggestions 376
• 5.3 Future Research 379
• References 382
• Appendix 404
• 국문요지 412