i
THE RELATIONSHIP BETWEEN PSYCHOLOGICAL HAZARD FACTORS
TOWARD JOB SATISFACTION AND ENGAGEMENT IN PUBLIC SECTOR
NURUL FAZREEN BINTI ABD HAMID
Thesis submitted in fulfilment of the requirements for the award of Bachelor Degree
of Technology Management (Production and Operation) with Honors
Faculty of Technology Management and Business
Universiti Tun Hussein Onn Malaysia
JANUARY 2018
ii
I hereby declare that the work in this project report is my own except for quotations
and summaries which have been duly acknowledged
Student : ………………………………..……..
NURUL FAZREEN BINTI ABD HAMID
Date : ………………………………………….
Supervisor : ………………………………………
MADAM SITI ANISAH BINTI ATAN@YAAKUB
Date : ……………………………………………..
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DEDICATION
Alhamdulillah. Thank you to Allah for his merciful.
This thesis I dedicated to my beloved parents,
Abd Hamid bin Kamsin and Zalila binti Adenan,
Who have always stressed the importance of education, gave me moral and
emotional support, and and persistent determination to be whatever I wanted to be in
life without limitations.
Not forget to my lovely siblings,
Faizal, Fatihah and Fikri,
Who always give motivation and inspiration to me.
For my friends that help and support me whenever I need.
Thank you for everything.
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ACKNOWLEDGEMENT
All praises, thanks and adoration are due to Almighty Allah for the good health and
wellbeing that were necessary to complete this research. I am more than grateful to
Hi m for seeing me through this course.
I am extremely thankful and indebted to my supervisor, Madam Siti Anisah
binti Atan@Yaakub, whose help, stimulating suggestions, useful critiques and
encouragement helped me in all the times of study and analysis of the pre and post
research period.
My appreciation to the members of staff of the Faculty of Technology
Management and Business of Universiti Tun Hussein Onn Malaysia for giving fully
cooperation and providing a comfortable environment that enhanced my study.
To my family, thank you for your moral support and words of
encouragement. You are well appreciated. I am without any doubt indebted to my
siblings. Thanks for touching my life in a special way. My utmost gratitude goes to
my parents. You are indeed a blessing to me. Thank you for believing in me.
Finally, I dedicated my appreciation to my friends who always shared knowledge and
give support to me. Thank you for all the commitment and cooperation.
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ABSTRACT
A review of psychological hazard occur in public sector shows that 0.5 to 1 percent
of employees in public sector faced psychological and mental health problem. The
purpose of this research is to identify the factors that contribute to psychological
hazard in public sector and to determine the relationship between the factors of
psychological hazard towards job satisfaction and engagement in public sector. Two
hypothesis were examined while considering two factors; nature of work and
personal. Research was conducted at Faculty of Technology Management and
Business, Universiti Tun Hussein Onn Malaysia. Academic and administration staff
were the respondents of this research and are estimated to be 86 respondents. A
quantitative approaches was used to collect data which is survey questionnaires.
Statistical Package for Social Science (SPSS) was been used to analyse the data
collected. According to this research, the result shows that there is a significant
relationship between the psychological hazard factors towards job satisfaction and
engagement in public sector. Hypothesis A, which is the nature of work bring more
significant impact with the correlation value is 0.392. Hypothesis B, which is the
personal factor bring less significant impact with the correlation value is 0.316.
Furthermore, the data obtained from this research can be used to suggest the good
working environment and ways for staff to overcome this hazard. Due to this, it also
can help them to improve their job satisfaction and engagement.
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ABSTRAK
Kajian semula bahaya psikologi berlaku di sektor awam menunjukkan bahawa 0.5
hingga 1 peratus pekerja di sektor awam menghadapi masalah kesihatan psikologi
dan mental. Tujuan penyelidikan ini adalah untuk mengenal pasti hubungan di antara
faktor-faktor bahaya psikologi terhadap kepuasan dan penglibatan kerja di sektor
awam. Dua hipotesis diperiksa semasa mempertimbangkan dua factor iaitu sifat kerja
dan factor peribadi. Penyelidikan dijalankan di Fakulti Teknologi Pengurusan dan
Perniagaan, Universiti Tun Hussein Onn Malaysia. Staf akademik dan pentadbiran
adalah responden yang terlibat dalam kajian ini dan anggarannya adalah 86
responden. Pendekatan kuantitatif digunakan untuk mengumpul data yang
merupakan soal selidik tinjauan. Pakej Statistik untuk Sains Sosial (SPSS) telah
digunakan untuk menganalisis data yang dikumpul. Menurut kajian ini, hasil
menunjukkan terdapat hubungan yang signifikan antara faktor bahaya psikologi ke
arah kepuasan kerja dan penglibatan dalam sektor awam. Hipotesis A, iaitu sifat
kerja membawa impak yang lebih penting dengan nilai korelasi ialah 0.392.
Hipotesis B, yang merupakan faktor peribadi membawa impak kurang penting
dengan nilai korelasi ialah 0.316. Selain itu, data yang diperoleh daripada
penyelidikan ini boleh digunakan untuk mencadangkan persekitaran kerja yang baik
dan cara kakitangan mengatasi bahaya ini. Disebabkan ini, ia juga boleh membantu
mereka meningkatkan kepuasan dan penglibatan mereka.
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TABLE OF CONTENTS
TITLE i
ACKNOWLEDGEMENT ii
ABSTRACT iii
CONTENTS iv
LIST OF TABLE xi
LIST OF FIGURE xiii
LIST OF APPENDIX xiv
CHAPTER 1 INTRODUCTION
1.0 Introduction 1
1.1 Research Background 4
1.2 Problem Statement 4
1.3 Research Question 6
1.4 Research Objective 6
1.5 Research Scope 7
1.6 Significance of Study 7
CHAPTER 2 LITERATURE REVIEW
2.1 Introduction 8
2.2 Psychological Hazard 8
2.2.1 The Nature of Work 9
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2.2.2 Personal factor 11
2.3 The Relationship between Psychological Hazard
Factors toward Job Satisfaction and Engagement 14
2.4 Ways to Overcome The Psychological Hazard 16
2.4.1 Increase the employee motivation by training 16
2.4.2 Provide reward to the performing employee 17
2.4.3 Having a special event to build familiarity
between employees and the company 18
2.4.4 Establish a conducive work environment to
improve performance 19
2.4.5 Having good communication between
Employees 20
2.5Research Framework 23
CHAPTER 3 METHODOLOGY
3.1 Introduction 24
3.2 Research Design 24
3.2.1 Questionnaires 25
3.2.2 Data Collection 25
3.2.2.1 Primary data 26
3.2.2.2 Secondary data 26
3.2.3 Data Collection Instrument 26
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3.2.3.1 Questionnaire 27
3.3 Research Process 29
3.4 Sampling 30
3.4.1 Population 30
3.4.2 Sample 31
3.5 Data Analysis 32
3.6 Summary 32
CHAPTER 4 DATA ANALYSIS AND RESULT
4.1 Introduction 33
4.2 Rate of Responds 33
4.3 Reliability 34
4.4 Respondents Demographic Analysis 35
4.5 Normality Test 42
4.6 Descriptive Analysis 43
4.6.1 The Psychological Hazard Factors 43
4.6.2 Job Satisfaction and Engagement 44
4.7 Correlation Test 44
4.7.1 The Relationship between The Nature of
Work towards Job Satisfaction and
Engagement 45
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4.7.2 The Relationship between Personal towards
Job Satisfaction and Engagement 46
CHAPTER 5 CONCLUSION AND RECOMMENDATION
5.1 Introduction 47
5.2 Discussion 47
5.2.1 Identifying the factors of psychological
hazard in public sector 49
5.2.2 Identifying the relationship between
psychological hazard factors towards job
satisfaction and engagement in public sector 51
5.3 Conclusion 52
5.4 Research Limitation 52
5.4.1 Time 52
5.4.2 Respondent 52
5.5 Recommendation 53
5.5.1 Recommendation for Faculty of Technology
Management and Business, UTHM 53
5.5.2 Research for The Future 54
5.6 Summary 54
REFERENCES 56
APPENDICES 60
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LIST OF TABLE
NO. OF
TABLES TITLE PAGE
Table 3.1 Respondent profile 27
Table 3.2 Ordinal scale question 28
Table 3.3 Linkert scale question 28
Table 3.4 Krejcie and Morgan Table 31
Table 4.1 Rate of responds 33
Table 4.2 Inter-Item Consistency value for Cronbach
Alpha 34
Table 4.3 Cronbach Alpha value for each dimension 34
Table 4.4 Gender Analysis 35
Table 4.5 Race Analysis 36
Table 4.6 Age Analysis 37
Table 4.7 Marriage Status Analysis 38
Table 4.8 Level of study Analysis 39
Table 4.9 Grade Analysis 40
Table 4.10 Work Experience Analysis 41
Table 4.11 Kolmogorov-Smirnov Test for The Factor of
Psychological Hazard 42
Table 4.12 Kolmogorov-Smirnov Test for Job
Satisfaction and Engagement 42
Table 4.13 The Tendency Level for The Mean Value 43
Table 4.14 The Distribution Analysis of The
Psychological Hazard Factors 43
Table 4.15 The Distribution Analysis of Job Satisfaction
and Engagement 44
Table 4.16 Correlation coefficients size 45
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Table 4.17 Correlation Test 45
Table 5.1 Results Analysis 48
xiii
LIST OF FIGURE
NO. OF
FIGURE TITLE PAGE
Figure 3.1 Survey Methodology Flow Chart 29
Figure 4.1 Gender 35
Figure 4.2 Race 36
Figure 4.3 Age 37
Figure 4.4 Marriage status 38
Figure 4.5 Level of Study 39
Figure 4.6 Grade 40
Figure 4.7 Work experience 41
xiv
LIST OF APPENDICES
NO.OF
APPENDIX TITLE PAGE
Appendix A Questionnaire 60
Appendix B Reliability test 65
Appendix C Descriptive analysis 68
Appendix D Normality test 72
Appendix E Correlation test 73
Appendix F Vita 74
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CHAPTER 1
INTRODUCTION
1.1 Introduction
Occupational health and safety is a field that aim for worker’s safety and health
(Deros et al, 2012). It is the most important aspect in organisation. By that,
government introduced Occupational Safety and Health Act 1994 (OSHA 1994) on
25 February 1994. it is employer’s responsible in order to take care of their worker’s
safety and health in workplace. The role of employer are important and influence
their worker that can guarantee good environment in workplace (Fernandez et al.,
2007). Organization and social factors should not be overlooked as these factors also
affect worker safety.
The main objective of OSHA 1994 is to make sure safety, health and welfare
of their workers, protect workers in workplace than those are working, encourage
good workplace environment that suits to psychology and physiology of workers in
workplace, establish a legal system based on the regulations and industry codes of
practice in addition to the provisions of the act. Employer will be fined RM50,000 or
two years imprisonment or both if failure to comply the provision (Harian Metro,
2016).
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Occupational Health and Safety Act does not detail the whole of what is
meant by the word as far as practicable, that stated only factors to be taken into
account in determining the meaning of this word. These factors are as follows :
1. Determine how serious the hazard or risk.
2. Knowledge about the hazard or risk and the way to overcome it.
3. The existence of suitable way to reduce the hazard or risk.
4. Cost that be used in order to overcome the hazard or risk.
These factors are important as a reference or guide for employers and self-
employed person in practicing the burden of responsibility on their shoulder. In other
word, these factor also important for doing good decision in court. Employers and
self-employed persons are also obligated to persons other than their employees as far
as practicable to ensure they are not exposed to hazards from the workplace and
provide information about the activities in the workplace (Jabatan Peguam Negara,
2010).By having enforcement on OSHA 1994, the world of work and industry in
Malaysia has entered a new era with serious attention given to the safety and health
of employees (Deros et al, 2012). The existence of the act introduced by government
has managed to achieve its objective of providing a safe work environment and
healthy not only for workers but anyone who was at workplace,
Hazard is any situation that can give bad impact to the health and safety of
people or to damage plant and equipment in the workplace. In other words, hazard
can be define as anything that could hurt someone either physical or mental. In
workplace, there are three types of hazard which are physical hazard, biological
hazard and psychological hazard. Three steps can be taking in order to manage health
and safety at work, which are spot the hazard (1), assess the risk (2) and make the
changes (3).
Psychological hazards terms are the relationship between individual’s thought
and behaviour. In others word, psychological hazard is a factor that an individual
may have a predisposition to with which he will struggle psychological. By having
psychological hazard, someone can caused undue stress or act as a trigger for mental
illness and failed to make a good decision in their work. The most worrying problem,
stress caused dangerous disease such as high blood pressure, heart attack and lower
the body’s defences. It also affected work performance and individual social life. By
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that, organization should not be ignored their worker’s health so that they work
efficiently.
In Malaysia, psychological are not to be expose because it cannot be seen
clearly. Media are more eager to report about physical hazard that sometime caused
death. Psychological are related to mental health which include feeling, thoughts and
behaviours. Besides, it is also related to the ability to interact well with other people,
groups and environment and how to handle the responsibilities, challenges and
pressure that arise in every life. Mentally healthy is the ability to maintain
harmonious relations with others participate in community activities and can
contribute in the community (The World Health Organization, 2016).
Even though these issue have been around many years, psychological hazard are only
now being recognized as potential workplace hazard. By that, employer and
organisation should take an action to prevent their worker from getting psychological
hazards.
Job satisfaction is work perception and the degree which there is good fit
between employee and the organization. Job satisfaction also can be observe as a
general attitude of the employee based on combination of reactions that linked on
psychological, physiology and environment orders or disorders that make employee
satisfied enough on doing their job ( Waqas et al., 2014). Job satisfaction also can be
defined as an achievement of worker when doing their job that be related to
productivity towards personal well-being. Elizabeth George and Zakkariya K.A.
(2017) defined job satisfaction as an attitude of the employee that will bring results
of the awareness of their job which produce good combination between individual
and organization.
Employee engagement is a wide topic that tells us about relationship between
employees and the organization. Shmailan (2016) defined employee engagement as
the willingness of the employee by using their skills in order to increase the
successfulness of the organization by being in various situations. Employee
engagement determine the involvement of the employee in doing their works that
will creates positive influences to other workers that would increase the importance
of their workplace ( Mun Y.S. et al, 2013). Rao (2017) defined employee
engagement as the employees been prepared enough either in physical nor mental to
implement the vision and mission of their organization. Different expectations and
aspirations of employees make it too challenging to engage them.
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1.2 Research Background
This research was handled Faculty of Technology Management and Business in
Universiti Tun Hussein Onn Malaysia (UTHM). The public workers that have been
mentioned were including lecturers and administration staff. They was involved in
this research in order to know the relationship of psychological hazard factors toward
job satisfaction and engagement. By know the result, it shown that psychological
hazard affect their performance or not.
1.3 Problem statement
Based on Dewan Bahasa dan Pustaka (2013), work can be defined as doing duties,
activities, task to get money in order to survive in their life. But, sometimes work can
bring adverse consequence for health and wellbeing. Mental health and personal
wellbeing are including in the risk of psychological hazard in workplace.
Psychological hazard can happen in variety field of work including as a technician.
Usually, company or organization will only expose physical hazard rather than
psychological hazard. It is caused, psychological hazard is something that cannot be
seen clearly. Employer did not notice it except the employee report on what was
happen. Some employees are afraid to report any problem or disruption in the
workplace that make them vulnerable to psychological hazard.
Psychological hazard is related about integrity in someone life. Based on
Kamus Dewan Bahasa dan Pustaka (2013), integrity can be defined as honesty and
having strong moral principles in any situation. Lately, too many issues that related
to integrity were being said especially among public servants. Integrity issue are
related with ethic issue and individual lessons and organisation (Utusan Malaysia,
2016). Base on study from Megat Ayop Megat Arifin dan Abd. Halim Ahmad
(2016), it was declare that performance and integrity of public servants in Malaysia
still in problematic stage. There are many cases of wrongdoing that involved by
public servants.
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Figure 1.1 : Factors of Psychological Hazards.
Adapted from Best Practices Guidelines for Occupational Health and Safety in the
Healthcare Industry, 2011.
This purpose of this study is to determine the psychological hazards that
occur in workplace. By this study, employer will know the hazards and can find the
way to overcome the hazards. Employees are the most important person in
organization. The best employees with good health in physical and mental will
produce excellent company. Company’s target will be achieved by that.
The research method that been used is quantitative data. Based on
Dictionary.com (2017), quantitative can be define as the data that been collected may
be estimated by quantity. Besides, it is relating to the describing or measuring of
quantity because this study will be conduct relevant questionnaire that will be
answered by the technician. Next, interview will be conduct too in order to get more
information about psychological hazard. Quantitative research is about asking people
for their opinions in a structured way so that you can produce hard facts and statistics
to guide you. To get reliable statistical results, it’s important to survey people in
fairly large numbers and to make sure they are a representative sample of your target
market.
Public servants did not notice that sometime their daily jobs are conflict
towards their integrity as public servants (Harun, 2014). The thing happen during
their daily job looks like ordinary but actually it was disciplinary problems that have
a conflict to their values and ethics as a public servant. According to Hamsa (2015),
5000 over 1.61 million of public servant been monitored by Public Service
Department because there were identified having a disciplinary problem such as skip
their work, coming late to office, more interest to side job rather than their usual job
and lost the focus. Their work performance is under 60 percent because of the
Work Organizational
• Technology change
• Workload
• Lack of fairness
•Role ambiguity
Personal
• Depression
• Age-related factor
• Work-life conflict
• Presenteeism
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disciplinary problems. Before their service will be terminated, they are having a
chance in order to fix their work performance within six month. They will be
terminated if not taking any action toward it. According to Momin (2016), job
satisfaction can be created and it should not be oriented only to certain factors.
Besides, a research about Job Satisfaction towards worker in Malaysia has been
conduct by JobStreet.com and it shown that 78 percent of their respondents are not
happy doing their work (Utusan Online, 2012). Besides, it states that 0.5 to 1 percent
from 1.4 million employee of public sector in Malaysia which face psychological
problems and mental health (Kasan, 2012, October 10).
1.4 Research Question
Based on the problem statement stated, the research questions are:
1. What are the factors that contributed to psychological hazard in public sector?
2. What is the relationship between factors of psychological hazard towards job
satisfaction and engagement?
1.5 Research Objective
This study aims to:
1. To identify the factors that contributes to psychological hazard among
employee in public sector;
2. To determine the relationship between the factors of psychological hazard
towards job satisfaction and engagement in public sector. In order to reach
these objectives, a survey and an interview will be carrying out.
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1.6 Research Scope
This research was conducted in public sector which is Faculty of Technology
Management and Business, Universiti Tun Hussein On Malaysia. The respondent
consist of academic and administration staff which employee of public sector. This
research was used quantitative approach method by using survey questionnaire. This
research also to define the factors that contribute to psychological hazard and to
determine the relationship between psychological hazard factors towards job
satisfaction and engagement.
1.7 Significance of study
This study was significant in promoting good work environment in the workplace.
Many employees experienced this hazard, but they did not know how to handle it. By
understanding the factors, either employee or employer will educate on how to do
and what to do to overcome the hazard.
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CHAPTER 2
LITERATURE REVIEW
2.1 Introduction
Based on Amani Dahaman (2011), literature review is a review of any information
that the researcher get from journals, books, and previous research in order to carry
on the new research. Literature review is collecting data about the problem based on
the research’s title by the researcher. A researcher will figure out on what has been
learned by others about issues that are similar to the problems examined. Other than
that, literature review is a systematic process which in need to give high focus in
reading and attention. Based on Fauzi and Zainodin (2014), the importance of
literature review is to identify the variables of the research. Usually, by having a
literature review, it will help the researcher to find the clear idea about the variables
of the research. Then, literature review will help researcher to find the definition of
certain term about the research. All of the information used in this literature review
based on reference obtained.
2.2 Psychological hazards.
Societal issues may also predispose individuals to conditions or behaviours that may
cause psychological effects work organizational factors, health factors and
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environment factors have significant impacts on the psychological health of worker.
The legislation states that employer must ensure the health and safety of all workers
at the work site. Psychological injuries may impact to health and safety of workers
and other workers. Then, senior’s management should know on how to identify and
controlling psychological hazards in workplace. All the incidents either physical or
psychological should be reported and investigated. It was the way on how an
employer should be responsible to their workers. Based on book titled, Best Practices
for the Assessment and Control of Psychological Hazards (2011), psychological
hazards identified caused result of stress. Stress is a psychological response to
demand. Stress will effect worker to feel not interesting doing their work, low
communication with other workers and etc. Every worker has different level of
stress. By that, worker should know on how to control their stress in workplace.
Many factors that can contribute towards the development of stress which will
leading to psychological injuries. The factors will be divided into three categories.
2.2.1 The Nature of Work
Work organizational factors are conditions of work that have been widely implicated
in the literature as stressors for workers. Psychological hazards of working alone
relate to the potential threat of violence or abuse that may be increased when there is
no one else present to intervene or deter acts of violence. Employees are poor in
communication to others. By that, it will be in danger when something emergency
happen. Where possible, the employer should schedule and organize work so that
workers are not required to work alone. Working alone can increase the likelihood of
some workplace hazards or risks occurring. And when incidents occur, the
consequences can be more severe when people work alone.
The risks of working alone are rarely understood. When we think of working
alone our minds usually turn to farmers on tractors, nurses in remote areas, security
guards on a lonely beat or tradesmen working domestically. All raise very real
security or physical risks. However, these are the tip of the iceberg and often skew
businesses’ perception of the hidden risks. It is important to consider all situations
carefully. Working alone includes all employees who may go for a period of time
10
where they do not have direct contact with a co-worker. For example, the receptionist
in a large office building may be considered a "lone" worker. Alternatively, a
construction worker who is doing work in a bathroom or other location that cannot
be seen by co-workers may also be considered a lone worker. Other examples are gas
station attendants, convenience store clerks, food outlet employees, taxi drivers,
home care employees, social service workers, security guards or custodians. While it
is not always hazardous to work alone, it can be when other circumstances are
present. Whether a situation is a high or low risk will depend on the location, type of
work, interaction with the public, or the consequences of an emergency, accident,
injury, etc. This wide variety of circumstances makes it important to assess each
situation individually.
Advances in technology have contributed to improved healthcare by
improving diagnostic tools and treatment options. Clinical technology may include
medical devices, clinical procedures and services, drugs and pharmaceuticals, and
information technology. In addition, technological advances in communication have
changed the way healthcare is delivered and enabled efficient and effective
management of medical records. This change creates dissatisfaction for the lower
skilled workers because of their inability to adapt to the new manufacturing process.
Work dissatisfaction reduces the performance of workers and, in turn, company
performance is negatively affected. Hence, the strategies related to the use of
sophisticated technology and to manage human resources for the production of
garments for the international markets are crucial (Zafar et al, 2014). The process of
change is a phenomenon that takes place in organizations large and small. The
changes in competition, technology, and the ongoing development and evolution of
organizations are just some of the issues contributing to organizational change.
Specifically, psychological detachment represents the cognitive
disengagement from work during off-job time. It means that an individual stops
thinking about work and being occupied by work-related affairs and problems when
he is not at work. Relaxation is a process generally associated with leisure activities.
It refers to feeling calm and peaceful. Heavy workloads can negatively affect the
psychological well-being of employees, their blood pressure and heart health, the
stability of their family relationships, and their safety in the workplace. All of these
negative effects can fluctuate on a daily basis based on the employees' perception of
the amount of work they have to do.
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Fairness at work has been an important research topic in the field of
organization behaviour, only recently has fairness gained attention among
occupational stress researcher. In the last few years, a small but growing literature
has found associations between a lack of fairness at work and a decline in employee
health indicated by lower self-rated health status, increase sick leave, and more
psychiatric disorders (Palaiologos et al, 2011). Employees’ perceptions of and
responses to fairness at the workplace, termed organizational justice, have been
important topics in organizational psychology. Employees who perceive unfairness
in the workplace may experience feelings of under-appreciation, lack of respect and
recognition. Furthermore, the presence of hierarchal divisions and cliques increases
the potential for perceptions of unfairness, breaks connections between employees
and prevents groups from working together.
Fairness does not exclusively revolve around the schedule, it just happens
that these are some of the top issues within the category. Fairness or the lack of
fairness can be perceived in many different areas of the workplace. Fairness is
important for a good workplace, unfairness is often workers’ actual experience (
Belwalkar and Limaye, 2015).
Role ambiguity can be defined as the lack of information available to perform
one’s responsibilities effectively (Srikanth and Jomon, 2013). Individuals
experiencing role ambiguity lack adequate information about what their
responsibilities are and insufficient information about the process to accomplish
these responsibilities. Role ambiguity, the lack of clear and specific information
regarding work role requirements, has also been linked repeatedly with job stress and
low job satisfaction. According to Nicolaidis and Katsaros (2011), a person with a
high tolerance of ambiguity perceives ambiguous situations as desirable, challenging
and interesting; tends to think creatively; and approaches changes and problems from
innovative perspectives.
2.2.2 Personal factor
According to Posen (2016), stress can be defined as reaction of someone because of
something that burdens them. Besides, stress also can be defined as illness that can
lead to depression. Stress can be defined as the reaction of body towards challenge