Human resources are important assets for organizations where the role of human resource management is to maintain and improve employee performance. Employee performance will affect the achievement of company goals that have been set. Very low employee performance will cause the company to experience losses which can then end with the closure of the company. The performance of contributing to the company is important for every company to maintain and improve the performance of its employees in accordance with the desired goals (Hanim, 2016).
In the world of work, work stress problems are often experienced by employees and have an effect on employee performance, while the employee performance is influenced by many things including, work stress, work culture and job satisfaction (Kazmi et al., 2008, and Yusnimar & Mahdani, 2015). Tsai (2018), Huang et al. (2018), Van et al. (2018), Mone & London (2018) and Buchanan & McCalman (2018) suggest that high job satisfaction will improve performance. Besides that, Mwangi et al. (2018), Israel (2018), Chung et al. (2018) and Kossek & Lautsch (2018) revealed that if the level of low satisfaction would reduce performance. When stress is high, job satisfaction decreases and when stress levels are low, performance will be increased (Khuzaeni, 2013).
Bank Maluku is able to maintain its best performance despite the trend of slowing national economic growth. In general, the financial performance of Bank Maluku in the last two years is proud; this is proven by the success of obtaining the "Very Good" predicate based on the info bank rating for the December 2015 and December 2016 performance. For the category "Core capital under IDR 1 trillion (Book I) assets of IDR 5 trillion and above"". The hard work is inseparable from solid management, this is evident where throughout 2016, and Bank Maluku was able to record a Net Profit of IDR 140 billion. This achievement, consistently so as to Semester I of 2017, where the company is able to record Net Profit of IDR 85 billion or grow 47 percent from the position of June 2016 and has met the target set out in the Bank's Business Plan for in 2017. While the loan portfolio reached IDR 3.67 trillion or grew by 9.5 percent compared to last year. Until December, the company targets a minimum loan distribution of IDR 3.7 trillion, which is a growth of at least 10% from 2016 (Bank Maluku, 2017).
The phenomenon that occurs is that employees at Bank Maluku have an organizational culture that can affect job satisfaction and can improve employee performance. This can be seen from the employee's compliance with the organization, the culture in completing the work is given by the leader or has become a duty and responsibility, as well as the communication patterns that occur between the leadership and employees and employees with employees.
Job stress that is owned by Bank Maluku employees has an impact on increasing job satisfaction and employee performance, where the employee work stress is caused by workload, the pressure in completing quite a lot and complex work, relatively unfavorable interaction between co-workers that can cause work stress and the attitude of employees in procrastinating work. Besides the level of job satisfaction of employees who have not felt satisfied, this may be influenced by work environment factors, work relationships between employees and with the leadership and saturation factors because doing the same job in a relatively long period of time causing boredom and resulting in decreased satisfaction work. This was stated by Paramita et al. (2016) that Job satisfaction can change with appropriate consideration and directed application of Organizational Communication and optimal handling of Job Stress from the management of one agency or company.
Although performance assessment has been implemented but employees were still assumed to be less knowledgeable in finding out how far has they met the requirement, this would affect employee's attitude or behavior in their work. Employee's attitude or behavior can be traced back to its job dissatisfaction, and if it goes on without solution it might eventually affect organizational performance. Moreover, assessment was felt subjective and mostly was done by using feeling-based assessment criteria (judgment), by predicting employees' performance according to the feeling of each assessor. The same goes with result of this performance assessment which haven't give lots of contribution to employee's development and the firm's human resources policies. Human resources in each firm have a very important role, either individually or in groups. Performance reviewed in this study was particularly employee's performance of Bank Maluku of Maluku Ambon Province.
Performance is the work quality and quantity achieved by the employee within a certain period of time-based on skills, experience, and excellence in accordance with the responsibilities given to him (Dharma, 2005). According to Rivai (2006) performance is the result or level of success of a person as a whole during a certain period in carrying out tasks compared to the standard of work, targets or targets or criteria that have been determined in advance and mutually agreed upon. The success of an organization is influenced by performance (job performance) employees, for that each company will try to improve the performance of its employees in achieving organizational goals that have been set (Yusnimar & Mahdani, 2015).
From some of the opinions above, it illustrates that performance is work that can be measured through certain measurements (standards) by considering the quality, quantity, and timeliness of work, where quality is related to the quality of work produced, while quantity is the amount of work produced within a certain period of time and timeliness is the suitability of the planned time. The performance concept used in this study refers to the opinion of Dharma (2005), where performance is measured based on three indicators, namely work quality, work quantity, and work standards.
Job satisfaction is a positive emotional state of evaluating one's work experience (Matheis & Jackson, 2001). Job dissatisfaction arises when these expectations are not met. According to Kreitner & Kinicki (2001; 271) job satisfaction is "an effectiveness or emotional response to various aspects of work". Job satisfaction is an effective or emotional response to various aspects or aspects of one's work so that job satisfaction is not a single concept. According to Prihatsanti & Dewi (2010) job satisfaction is a basic indicator of individual success in the workplace that has been achieved by maintaining the relationship between him and the work environment, which consists of intrinsic and extrinsic satisfaction. The concept of employee satisfaction used in this study refers to Ghiselli & Brown (2003) opinion, namely Rank/class, Position/position, financial guarantee and social security, and Quality of supervision.
Stress can be defined as a condition of tension that affects the emotions, the process of thinking and the condition of a worker. Conditions that tend to cause stress are called stressors (Luthans, 2002). According to Robbins (2008) stress is a dynamic condition in which an individual is confronted with an opportunity, obstacle, or demand that is...