An Empirical Study Of The Impact Of Bank Teller's Work Stress On Job Performance

In recent years,artificial intelligence has rapidly emerged with the advantages of accurate customer analysis,accurate customer service,and low error rate,subverting the development model of the banking industry.No one bank becomes a reality,and tellers will face the risk of unemployment.Intense market competition and strict internal and external supervision have also made banks put forward higher requirements for tellers.When I was internship in an agricultural bank in Chongqing,I found that the work pressure of the tellers was generally large,the recognition of the organization was not high,the level of work performance was low,and the flow of personnel was frequent.The tellers are the frontline employees of the bank and the mainstay of the bank.The stability and performance of the tellers are related to the long-term development of the bank.Therefore,how to effectively alleviate the work pressure of the tellers,improve the recognition of the tellers to the organization,improve the performance of the work,and stabilize the talent team has become an urgent problem for the bank.Based on this,this paper selects the tellers of the state-owned commercial banks in Chongqing as the research object,and understands the current situation of the work pressure and work performance of the tellers through interviews and sample survey methods,and uses the differences analysis,correlation analysis,structural model test,intermediary test and so on.The method explores the impact of work stress on job performance and the mediating role of organizational commitment between the two,in order to propose effective countermeasures to alleviate the pressure on the work of the tellers and improve work performance.This paper mainly conducted five aspects of research.(1)Literature review and theoretical basis,combing the research results of the three variables of work pressure,job performance and organizational commitment at home and abroad,and summarizing the theoretical basis of this research.(2)Research hypothesis and theoretical model,based on the research status,put forward the research hypothesis of the relationship between work pressure,organizational commitment and job performance,and construct the theoretical model of this paper.(3)Study and design the impact of the work pressure of the state-owned commercial banks in Chongqing on job performance.On the basis of reviewing the existing scales,the questionnaires were prepared according to the research background of this paper,and the sample test was carried out,and the credibility and validity of the questionnaire data were tested.(4)Empirical analysis and discussion,including descriptive statistical analysis,analysis of variance,correlation analysis,structural model testing,mediation role testing,and exploring the impact mechanism between work stress,organizational commitment and job performance.(5)Based on the research results,the countermeasures and suggestions for reducing the work pressure of the tellers and improving the performance of the work are given.Based on the empirical analysis results of this paper,the following conclusions are drawn:(1)The work pressure of the state-owned commercial bank tellers in Chongqing is relatively high,and the organizational commitment and work performance level are average.Descriptive statistical analysis shows that the average working pressure of bank tellers is 3.807 points,the average job performance is 3.169 points,and the average organizational commitment is 2.92 points.State-owned commercial banks should strengthen the pressure management of tellers and improve the organizational commitment and performance level of tellers..(2)There are differences in the individual factors of the teller in terms of work pressure,work performance and organizational commitment.The impact of marital status on work stress,organizational commitment,and job performance is significantly different;the impact of academic level on interpersonal relationship pressure is significantly different;the impact of working years on work-family conflict pressure,role pressure,job performance,organizational commitment Significant differences;there is no significant difference in the impact of gender and age on work stress,organizational commitment,and job performance.(3)Some dimensions of bank teller's work pressure have a significant negative impact on job performance.Work load,self-expectation pressure,and work-family conflict pressure have a significant negative impact on job performance;career planning pressure has a significant negative impact on peripheral performance;role pressure,interpersonal relationship pressure can not significantly affect job performance.(4)Some dimensions of bank teller's work pressure have a significant negative impact on organizational commitment.Workload,work-family conflict pressure,and self-expectation pressure have a significant negative impact on organizational commitment;role pressure,interpersonal stress,and career planning pressure have no significant negative impact on organizational commitment.(5)Bank teller organization commitment has a significant positive impact on job performance.Empirical analysis shows that organizational commitment has a significant positive impact on mission performance and peripheral performance.(6)Organizational commitments There is a mediating effect in the impact of work stress on job performance.Specifically,work pressure can affect the teller's attitude and recognition to the bank through organizational commitment,and indirectly affect the performance of the teller.(7)Based on the results of empirical research,this paper proposes countermeasures and suggestions to alleviate the pressure on the work of the tellers and improve their performance.This paper proposes effective measures to reduce the working pressure of the tellers,enhance the pressure resistance of the tellers themselves,and improve the organizational commitment level of the tellers,including moderately reducing the workload,paying attention to the career planning of the tellers,providing a good learning platform,and implementing Flexible work system,Establish a teller pressure file,active self-adjustment,improve self-competitiveness,strengthen physical exercise,establish a comprehensive salary system,implement employee assistance program(EAP),and create a good working atmosphere.