A RESEARCH ON JOB MOTIVATIONAL

REWARDS, JOB STRESS AND

EMOTIONAL INTELLIGENCE ON
TEACHER’S JOB PERFORMANCE:
A STUDY ON GOVERNMENT
TEACHERS IN JOHOR

PREPARED BY
A TEAM
CONTENT
CHAPTER 1
Research Problem Research Research Research Significance Scope of Definition of
Introduction Summary
Background Statement Questions Objective Hypothesis Study Study Terms

CHAPTER 2
Review of the literature
Hypothesis
• Dependent Variable Proposed Conceptual
Introduction • Independent Variable Underpinning Theory Development Summary
Framework
Relationship
CHAPTER 1
INTRODUCTION
The research's context and a brief explanation of the problem statement are then
given, followed by a generalized statement of the problem that the research
considers to be understood.

Define the research goals in relation to the study's research questions and
hypotheses.

It will address the significance of the analysis, as well as the chapter's layout and
overall conclusion.
RESEARCH BACKGROUND
Primary school teachers
oversee educating children
in grades one through five.
Primary school is a child's
first experience learning in
an educational setting, and
teachers play a critical role
in the development of the
child's intellect and
behaviours. (Mansoor, Fida,
Nasir, and Ahmad 2011)
Teachers must be able to
Respect for students,
manage their tension and
Teachers also work with subject matter
self-emotional intelligence
students to help them understanding,
in order to perform well
improve their literacy and appreciation for children
and better. To boost
numeracy skills, as well as and teaching, high
teacher performance, the
their social, physical, and expectations for students,
Ministry of Education
emotional growth. and strong disciplinary skills
Malaysia must understand
(Nadeem, Ahmad, are all essential attributes
the relationship between
Abdullah, and Hamad, of a successful teacher.
job stress, emotional
2014) (Mansoor, Fida, Nasir, and
intelligence, and extrinsic
Ahmad 2011)
motivation.(Caroline, 2014)
PROBLEM STATEMENT
Malaysia is currently ranked 27th out of 141 nations, as shown in Table 1.1 above. However, in the previous year (World
Economic Forum, 2017), it was ranked 25th. It suggests that employee performance in Malaysia, including teachers in
the education sector, has been declining recently (Malaysia Productivity Corporation, 2018).
However, although Malaysia's educational performance continues to deteriorate, the number of teachers in the country
is rising, according to the World Bank Report 2019, as shown in the table below. It has a negative effect on the
educational system, and certain parties must take action to address the major issue.
The success of students is linked to the quality of their teachers (Ahmad, S., Muhammad, W., Muhammad, S., Wajahat,
H., & Muhammad, R.2017). In conclusion, teachers play an important role in problem solving, as mentioned above, in
order to achieve excellence and outstanding job performance.
According to Akhlaq et al. (2010), a stressful working atmosphere and a heavy workload decrease job efficiency and
make it difficult to complete tasks. High levels of job stress can have the opposite effect of what parents and schools
want to see (Dwamena, 2012). This means that work stress pressure can result in poor job results.
After reviewing online sources and journals, it was discovered that there is a research gap in evaluating job stress,
emotional intelligence, and motivation for job performance among primary school teachers in Malaysia.
RESEARCH QUESTIONS
How the job stress is impacts on the job
performance of teachers in government primary
schools in Johor?

How the emotion intelligence is impacts on the job

performance of teachers in government primary
schools in Johor?

How the job motivational rewards is impacts on

the job performance of teachers in government
primary schools in Johor?
RESEARCH OBJECTIVE
How the job stress is impacts on the job
performance of teachers in government primary
schools in Johor?

How the emotion intelligence is impacts on the job

performance of teachers in government primary
schools in Johor?

How the job motivational rewards is impacts on

the job performance of teachers in government
primary schools in Johor?
SIGNIFICANCE STUDY
This study's findings will help government
primary schools in Malaysia better This research reveals which variable would
understand how job stress, emotional be the most successful in improving teacher
intelligence, and job motivation can help output in government primary schools.
teachers perform better.

Aside from that, the aim of this study is to

help the Malaysian Ministry of Education
understand the concepts and techniques for
improving the job performance of teachers
in government primary schools
SUMMARY

The lack of studies to test work

tension, emotional intelligence, and
job motivational rewards toward job
success of teachers in Malaysia's
government primary schools is the
next problem statement. T
he chapter is guided by the research
goals, questions, and hypotheses,
which will be used to guide the
study's course.
CHAPTER 2
INTRODUCTION
This purpose of this research is mainly done to have a better
understanding regarding the literature that supports the topic and
study the factors that affects job performance.
The three independent variables are job stress, emotional
intelligence and job motivational rewards which will be discussed
in this chapter along with dependent variable- job performance.

Furthermore, the theoretical model which supports our research

idea, hypothesis, framework, and conclusion.
 REVIEW
OF THE
LITERATUR
E
DEPENDENT VARIABLE
• Job Performance

Job performance is driven by a series of behaviours carried out by an employee, which can either result
favourably or unfavourably.

These patterns of behaviours influence employee effectiveness when carrying out activities in relation
to their job tasks.

Job performance also has a set of measurable set of objectives that consists of the values, grades,
achievements, and results.

Some have argued that job performance is an important criterion which supports the larger objective
on an organization which is the organizational performance.

Contextual dimension or contextual success refers to non-job specific interpersonal habits that are
inherent to all workers but are not expressly stipulated by them.
UNDERPINNING THEORY
 HYPOTHESIS
DEVELOPMENT
RELATIONSHIP
 There are negative They are inversely
relationships proportional to
H0: There is no H1: There is a
between work It shows that work one another. The
significant significant
stress and stress and job end study also
relationship relationship
personnel job performance are showed to the
between job between job
JOB STRESS AND performance, negatively organisation that
stress and job stress and job
JOB implying that associated. they want to
performance of performance of
PERFORMANCE activity stress Employees maintain a safe
Teachers in teacher in
significantly perform better and friendly
government government
reduces the when their stress environment
primary school in primary schools in
employees' levels are minimal. within the team in
Johor. Johor.
performance order to achieve
process. higher results.
 Teachers with
high Emotional
Emotional H0: There no H1: There is a
Intelligence have
intelligence must As a result, significant significant
been found to be
be stressed and providing relationship relationship
more sensitive to
given instruction adequate training between between
EMOTIONAL others' needs and
in a structured programmes emotional emotional
INTELLIGENCE to contribute
and reliable would improve intelligence and intelligence and
AND JOB incentive to get
manner in order teachers' job performance job performance
PERFORMANCE students to
to maintain emotional of teachers in of teachers in
cooperate in
excessive success intelligence, government government
order to
and competitive which is critical. primary schools primary schools
complete a
advantage in Johor. in Johor.
common task
with precision .
 Increased job
Job motivation motivation would
H0: There is no H1: There is a
would improve contribute to
significant significant
employee increased
relationship relationship
JOB performance and employee success
between job between extrinsic
MOTIVATIONAL that job as working
motivation and motivation and
REWARDS AND motivation is conditions,
job performance job performance
JOB significant in benefits, and
of teachers in of teachers in
PERFORMANCE increasing and interpersonal
government government
promoting better interactions are
primary schools in primary schools in
performance all strongly linked
Johor. Johor.
among lecturers. to employee
performance.
PROPOSED CONCEPTUAL
FRAMEWORK
SUMMARY

Thoroughly examined and There are also several other

clearly explained the research studies that provide The research methodology
independent and dependent additional context knowledge will be discussed in the
variables that are listed in the and a deeper understanding following sections.
valuable researchers' study. of the research variables.
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