GENERAL STATUS EFFECTS OF BURNOUT SYMPTOMS, JOB PRESSURE AND WORKING MOTIVATION ON JOB PERFORMANCE IN THE FINANCIAL INDUSTRY ABSTRACT With the rapid development of the world in recent years, people wa[.]
GENERAL STATUS: EFFECTS OF BURNOUT SYMPTOMS, JOB PRESSURE AND WORKING MOTIVATION ON JOB PERFORMANCE IN THE FINANCIAL INDUSTRY ABSTRACT: With the rapid development of the world in recent years, people want to survive, they have to face pressure every day, get used to burnout syndrome, and use it as motivation to promote performance own work According to the Occupational Safety and Health Organization, in employees suffers from stress and 60% of those who quit their jobs are related to this problem That shows that stress is no longer just an isolated phenomenon but has become an increasingly common disease in modern life Especially, the higher the level of industrialization, the more people tend to be more competitive at work and race against time to find and strengthen their position in the business and in society And as a result, the pressure on each individual will increase, making stress more and more common To analyze factors such as burnout syndrome, work pressure, and work motivation affecting employee performance, the study conducted a survey of 272 people working in the financebanking industry customers, including employees who are interning at financial companies or working at banks Relevant data were collected using a 16-question questionnaire Smart-PLS is the data analysis software used in this study The results show that most people feel that the workload is too large, they will not have enough time to solve it all, lose the balance between work and personal life and gradually lose interest in work Work They also claim that the higher the pressure, the lower the performance In addition, motivation is also an important factor in promoting work performance On the contrary, there are still employees who believe that the greater the pressure, the better their performance will be At the same time, they not lose the balance between life and family because of a large workload People are still managing their time well, and they prioritize the important things at work I INTRODUCTION: In order to survive in a world that is developing every second, people must always immerse themselves in the wheel of work and it happens to all workers The objective of this study is to clarify the variables affecting the job performance of financial industry employees such as: burnout syndrome, work pressure, work motivation and work performance The relationship between these factors will have a big impact on job performance No matter what industry, work performance is always a top priority and there are many factors that affect it More than a third of our lives, we have to experience burnout and face the pressure of work Gradually it becomes a habit in life In fact, the number of people suffering from burnout and stress at work is increasing day by day due to and has a direct impact on work performance (Khattak et al., 2013) Life always has two sides, besides moments of exhaustion and stress, work motivation is always an equally important factor that affects work performance According to the latest Amaritans stress survey, more than a third of those surveyed 36% consider stress at work as one of their biggest problems; 23% of people working in an office environment are always stressed, while for others this figure is only 16% Not only that, up to 45% of people with stress in the UK feel depressed, stuck For employees, regardless of position, pressure and stress at work is always a problem that they have to face every day Excessive and unmanageable demands and pressures can result from poor job design, poor management, and substandard working conditions These can cause workers to lose adequate support from others or not have enough autonomy in work and pressure (Khalid et al., 2012) Currently, the situation of overtime, working in a "toxic" environment is very common In addition, they are faced with a very formidable method of using modern personnel, which is replacement In positions where dynamism, enthusiasm, and youth are required, all employees must make efforts to prove themselves, avoiding being compared with new employees in terms of regime, salary and working capacity, creativity and innovation create Besides, unhealthy competition from colleagues, precarious life pressure also creates regular stress for employees They also have nothing to motivate them in their work Moreover, many people, because they can't release their frustration, lead to evils such as using alcohol, drugs, etc Thereby causing problems such as lower work efficiency, high employee turnover rate If there is no timely solution to this problem, the workplace will cause innocent deaths Every agency and business needs at least one accountant to manage finances and monitor economic and operational situations The finance-accounting department is an important department in ensuring the economic stability and sustainability of a region or a country (Nurdiansyah et al., 2021) Accounting is as considered one of the most stable professions next to teachers and doctors Besides the good sides, every job has its own downside Since accounting deals with numbers, it is imperative that accountants be careful and precise Because just one wrong number, all summarizing and evaluating the operation process of the business, the company will become wrong Accountants have to work according to allowable standards and by default will cause a feeling of fatigue and boredom Errors in financial statements or minor errors in invoices can have serious consequences for a business and affect many people, even employees themselves Especially in the tax season, the employees have to work stressfully regardless of the hours Therefore, people who this profession are always in a state of stress and have to withstand high pressure at work to be able to pursue this accounting profession That causes conflicts in their spiritual and work lives In addition, burnout and pressure stem from job dissatisfaction due to unclear or unfair performance evaluation systems, bullying, harassment and violence, or role conflicts in the workplace same job Besides, personal diseases such as insomnia, memory impairment, anxiety, etc are also a cause of this problem Through the study above, the question raised is: • Why is efficiency at work so important today? • What factors will affect performance at work? • Will these factors have a negative or positive effect on job performance? • Do you think work efficiency is necessary for today's society? • For you, is work efficiency really necessary when going to work? II LITERATURE VIEW: My research article uses Malow's theory of needs to identify active people's goals and develop techniques to meet those needs through material and mental incentives To be effective, the task of creating dynamic motivation must be carried out on a regular and ongoing basis, and it must be done with physical and mental incentives, according to each stage of the work's development, qualifications and abilities of employees (Minh, 2015) a BUROUT SYNDROME: The first definition of "burnout syndrome" was proposed by Maslach and Jackson It is attributed to mental burnout, low job performance, and it often occurs in individuals doing human jobs (Maslach et al., 1981) It is defined as a long-term adverse psychological condition that typically develops in the workplace (Monsalve-Reyes et al., 2018) When this situation lasts for a long time, it means that employees' emotions are gradually exhausted, their spirit will be pressured by having to go to work every day and lose the ability to contribute at work When workers fall into this situation, it will make them lose control and limit their creativity in work (Mas et al., 2018) If this situation is prolonged, employees will gradually lose their original ability and will to work At the same time, they are also unable to complete the mission/goal set by the company Besides, this syndrome also affects other aspects of life, such as personal relationships in particular and ideal living in general In short, burnout has a serious impact on job performance b WORK PRESSURE: Work pressure is a term used to describe a state of mental exhaustion even though sometimes the body is still in a stable and healthy condition Stress at work not only affects individuals but also has a direct impact on the growth of the business Challenging stress is caused by factors such as excessive workload, time pressure, etc Requirements that are seen as obstacles that must be overcome to learn and achieve affect motivation and performance (Kotteeswari et al., 2014) Currently, everyone is constantly updating as well as cultivating more knowledge to create a competitive advantage for themselves, so work pressure is inevitable The relationship between leaders and employees is still more or less controversial (Li et al., 2017) Work is not completed on time or does not meet the standards set by the company, and also creates a feeling of pressure (Bijwaard et al., 2016) In addition, there are other factors that put an individual under pressure such as hostile colleagues, "toxic" work environment (Song et al., 2015) Work pressure has a great influence on work performance It affects both physically and mentally Mildly can be affected physically Excessive stress for a long time can lead to sudden death and premature death On the other hand, employees will achieve high job performance when the company maintains "pressure" at a balanced level (Kakkos et al., 2011) c WORK MOTIVATION: Work motivation is a difficult concept to grasp and define precisely Work motivation represents an individual's willingness and effort to achieve their goals (Springer et al., 2011) In other words, when there is clear motivation and specific goals, employees will make efforts to complete that task well For employees to achieve maximum performance, motivations other than pay are needed (Baker-McClearn et al., 2010) The superiors create opportunities for employees to develop their careers (take part in big projects, get more positions and responsibilities) or create the best conditions to boost their productivity This is also called a form of motivation In addition, the factor that makes employees more motivated to work is when they are able to the work they love or in their expertise (Aliah, R 2011) Employees must have a clear understanding of the goals they are seeking, or their goals will not be effective in inspiring career advancement (Wright et al., 2004) According to the theory of needs, employees will know how to develop self-motivation to achieve optimal performance in order to fulfill their desires and goals on the career path d JOB PERFORMANCE: People often rate an individual's job performance as a measure of their competence but rarely clarify the idea of it (Sonnentag et al., 2002) Performance is a multidimensional concept It is often considered as the act of assessing the capacity of a group or individual in the process in which they work for a certain period of time (Borman et al., 1993) Through the process of learning and cultivating experience, an individual's performance will have temporary changes, it is often unstable In particular, employees in the banking industry must process data on a daily basis and conduct transactions with consumers continuously, requiring alertness and effective communication skills to satisfy customers and create profits for the company (Ha Nam Khanh et al., 2016) The overall work efficiency of the organization is determined by the efficiency of each department, department, and employee A well-run company contributes a valuable resource to help it survive and expand (Christen et al., 2006) RESEARCH FRAMEWORK: FIGURE 1: RESEARCH FRAMEWORK Three factors are mentioned in this study that help personnel in the financial business perform more efficiently Burnout and stress are two significant concerns in the financial sector, as they have negative effects on people's mental and physical health, as well as having a direct impact on workers' mental, physical, and professional performance Employee motivation is a critical aspect of their ability to perform well at work According to demand control theory, this model is used because it clarifies the emphasis of the issues in question III METHODOLOGY: The topic of this research paper is "Factors affecting the working performance of employees in the financial - banking industry" Through the survey, the primary goal of the research is to identify the determinants that have a significant influence on the performance of workers in this field It makes sense because this is a job where the workers are under huge workload pressure and related to work performance (Hunter et al , 2007) The key steps to setting up a questionnaire during a survey include creating a questionnaire, then testing a few subjects, and editing the question appropriately, followed by form selection, survey and then conduct sampling A total of 272 completed questionnaires were received According to (Muijs, 2004), research is a method of explaining phenomena through analytical systems with defined data quantification At the same time, quantitative research is suitable for studies that determine the factors affecting a certain outcome Therefore, that research uses this method to perform the specified decimal data, accumulate data, interpret and write research results Besides, when surveying with large size, the method gives very reliable results RESEARCH TOOL: The important steps when forming research objectives are choosing a research topic, defining research questions, and describing the research design for implementation Research design includes how to collect data, what information to collect to answer the research question, the research methods used to collect data, and the pros and cons of this research design The current study employs a descriptive research design Moreover, the purpose of the analysis is to determine the variables that are likely to effect the performance of the financial staff As a result, the questionnaire survey is used as a research tool and can be classified into two parts The first is an explanation of the demographic profiles of the survey participants, as well as their perspectives on variables impacting work performance, which are mentioned in the questionnaire After ensuring the validity and reliability of the questionnaire, a survey of 16 questions was conducted Finally, recollect the questionnaires and determine whether or not the reliability is correct and appropriate to proceed with further data analysis DATA SET: This section describes how data was collected for the study and the sampling method used Specifies how it uses statistical software to analyze the data Collecting data takes up a significant portion of an experiment's resources Each data item requires time and effort to collect, code, and perform quality processing procedures All in all, more data means more employee engagement surveys (Crowley et al., 2020) Whatever the data's behavioral perspective or source, theory is a comprehensive method for distinguishing and linking all forms of data that theory measures and interacts with Data are selected aspects of behavioral observations, tested by a quantitative method (Coombs et al., 1964) a Data analysis: Data analysis is the process of evaluating and synthesizing data obtained using statistical and logical tools in research Researchers are allowed to gather useful information from unstructured data When we can understand the impact and meaning of data, we gain a deeper understanding of the world and its phenomena and the ability to make better decisions in the future There are a variety of techniques for analyzing different data In addition, data analysis as defined by Marshall and Rossman is a complex and time-consuming process, but it is very attractive It makes it meaningful to collect large amounts of data, in order and structure (Catherine Marshall et al., 2006) Data analysis software is very diverse such as SPSS, Smart-PLS, Amos, etc But Smart-PLS is the first choice because for beginners, SmartPLS impresses by its compactness and intuitiveness compared to that of SmartPLS Software of the same type while still ensuring efficiency in modeling estimation SmartPLS is the leading software in applying PLS approach to SEM model estimation (PLS-SEM) This sample size is ideal for using SMART PLS for analysis, as SmartPLS is particularly suitable when samples are small or medium in size, with little theoretical redundancy for the application and optimal predictive performance Therefore, this study uses Smart-PLS and Microsoft excel for analysis Once the survey data has been collected from Google forms, it is connected to Excel and then analyzed using Smart-PLS The study designed outstanding questions about the demographics of the survey participants and used the regression-correlation method to analyze the interrelationships between the independent variables and the dependent variable (Hunter et al., 2007) At the same time, regression analysis was conducted to filter out the most relevant results for the study The data items are evaluated using a 5-point Likert scale (Bacon et al., 1999) b Types of Data Collected: Data collection plays a very important role in the research process because it fully presents the information, facts and survey data The study was conducted to determine the work performance of financial industry employees and used the surveyed data to clarify the independent variables that have an impact on the work performance (Test et al., 2004) The data was built on 16 questionnaire items and was completed by the participation of 272 individuals in the field In practice, data can be collected from available sources (data sources in this case are called secondary data) or from surveys and empirical studies designed to collect data new (in this case called primary data) The type of data gathered by the researcher from primary sources, such as surveys, interview,s or experiment, and the most appropriate procedures to be applied to the research problem-specific rescue is referred to as primary data (Hox et al., 2005) Secondary data is information collected by others and used for purposes other than our research Also, it is conceivable that data is collected for other purposes and then used by the researcher for his or her research Secondary data can be either unprocessed (also referred to as raw data) or processed As a result, the researcher does not directly collect data but has been collected and published, possibly internal company data (Wilson et al., 2014) This study also used primary data Primary data was collected by a quantitative survey questionnaire conducted by financial industry staff c Questionare development: It is necessary to rely on overview documents from many different sources to select and develop survey questionnaires appropriate to the research objectives Theoretical frameworks are filtered from literature reviews, so they are presented in a way that is easier to understand and draw conclusions about how to measure them to answer research questions The questionnaire was built based on factors (3 independent factors and dependent factor) The questionnaire was conducted for 272 employees operating in the financial industry The survey was conducted to clarify the performance at work and how the relationship between stress, burnout syndrome and job motivation at work interact with each other in this area (Belonio, R J T, 2012) After adjusting the questionnaire to suit, conduct the online survey d Conceptual Framework and Research Methodology: As the model below shows, there are three independent variables such as burnout syndrome, work pressure, work motivation and a dependent variable, work performance This research's statistical analysis was carried out using the PLS path model, also known as SEM based on partial least squares SEM with Partial Least Squares (PLS-SEM) PLS-SEM is primarily utilized exploratory research to develop theories When testing the model, it focuses on explaining the variance in the dependent variables PLS-SEM represents constructs with proxy variables, which are a weighted aggregation of indicator variables for a specific structure PLSSEM employs normal least squares (OLS) least squares regression to minimize error terms (such as residual variance) of endogenous frameworks (Wong et al., 2013), (Purwanto et al., 2021) PLS-SEM properties are summarized as follows: • • The greater the sample size, the more accurate the PLS-SEM estimate PLS-SEM is a non-parametric method, so the data does not have to fit any particular • distribution Make use of quantitative metrics data (Scale and Distance) The use of categorical Identifier Scale data to measure latent innate variables still has limitations About the model: • • • There can be one or more items in each construct in the measurement model Model complexity is capable of handling complex models with numerous relationships Relationship between a construct and its indicator that can be reflective or formative in nature IV RESULTS: The core purpose of this scientific paper is to give a closer look at the performance of financial employees Before we look at the results of applying SMART-PLS to find out the results, it is important to remember that the goal of this study was to create a scale to measure employee performance and Multi-item measures are used in this work This study gives a more intuitive view of the factors that directly affect work performance a Variables and measures and their reliability for this study: Table 1: Percentage of Demographic Factors Participant’s Profile No Items Age groups Gender Level of Education 18-25 26-35 36-45 Female Male Under bachelor Bachelor Other Under million VND From to under Income 10 million VND 10 - 15 million VND Over 15 million VND Frequency Percentages (N=272) 81 123 68 142 130 50 134 88 (%) 29,8 45,5 25 52,2 47,8 18,4 49,3 32,4 50 18,4 67 24,6 83 30,5 72 26,5 The total sample of the study is 272 samples or N=272 survey participants Table provides complete information such as age, gender, level of education and income of the participants Through the statistical table, it shows that there are age groups respectively (18-25) including 81 people, accounting for 29.8%, followed by the age group (19-35) with 123 people, accounting for 45.5%, the last age group (36-45) has 68 people, accounting for 25% Of the total number of respondents, 52.2% were female, including 142 people and 47.8% were male, including 130 people Through the survey, it shows that in terms of education level, there are 50 people with college degree (18.4%), university degree including 134 people (accounting for 49.3%) and the remaining 88 people have college degree, have worked or have other qualifications (accounting for 32.4%) Besides, per capita income is also shown in the table as there are 50 people (18.4%) with income below million VND, 67 people (24.6%) with salary range from 5-10 million VND , 83 people (30.5%) have a salary of 10-15 million dong, the rest 72 people (26.5%) have an income of more than 15 million dong Table 2: Inner VIF Values Evaluate the degree of multivariate regression between latent variables It is the most critical item because multicollinearity between independent latent variables is a significant matter BURNOU JOB WORK WORK T PERFORMANCE 2,081 MOTIVATION PRESSURE_ BURNOUT JOB PERFORMANCE WORK MOTIVATION WORK PRESSURE_ 1,358 1,869 The independent variable can be explained by the vertical column, and the dependent variable is reflected by the horizontal column The dependent variable JB (Job performance) has three independent variables, which are B (burnout), WM (Work motivation), and WP (Work pressure) According to (Hair et al., 2019), if the VIF coefficient is larger than or equal to 5, the model has a very high probability of having multicollinearity According to the data in Table 2, the VIF coefficients are all less than 3, so the model does not have multicollinearity Table 3: Path coefficients Standar d Original Sample Mean Deviatio Sample (O) (M) n (STDEV T Statistics (| P Values O/STDEV|) ) BURNOUT -> JOB 0,185 0,185 0,093 1,991 0,047 JOB 0,268 0,254 0,094 2,849 0,005 0,123 0,086 1,175 0,241 PERFORMANC E WORK MOTIVATION -> PERFORMANC E WORK PRESSURE_ -> JOB 0,101 PERFORMANC E Choosing the 95% confidence level, the Pvalue coefficient must be less than 0.05 for the impact relationships to have statistical significance But in Table 3, the impact relationship between WP (Work pressure) and JP (Job performance) reached 0.241 and the Pvalue coefficient exceeded 0.05 so it was not statistically significant b Discriminant validity: The main discriminant validity is the criterion of whether a concept is empirical studies different from other research concepts As a result, the calculation of discriminant validity is intended to demonstrate that a research concept is distinct and reflects a phenomenon distinct from other research methodology in the model The following criteria are used to determine discriminant validity: (1) Fornell and Larcker criterion: compare the square root value of AVE with the correlation coefficients of one factor with the other factors (2) Cross Loading (3) HTMT ratio Table 4: Fornell-Larcker Criterion Evaluate the square root of AVE in relation to the regression coefficient of one factor with the other factors When the square root of AVE is larger than all actual values of its correlation coefficient with other variables, the criterion is good The numbers on the diagonal represent the square roots of the AVE and the numbers below represent the 1-1 correlation between the variables (Hair et el., 2017) BURNOUT JOB WORK PERFORMANC MOTIVATIO E N BURNOUT JOB 0,757 PERFORMANC 0,389 0,747 0,505 0,403 0,759 0,677 0,337 0,412 E WORK MOTIVATION WORK PRESSURE_ WORK PRESSURE_ 0,754 To have a discriminant validity, the diagonal value must be less than the non-diagonal value The final values indicated that all diagonal values are considerably greater than non-diagonal values, results suggest that the model's discriminant validity is not compromised In the above table the results are satisfactory Table 5: Heterotrait-Monotrait (HTMT) Ratio BURNOUT JOB PERFORMANCE WORK MOTIVATION WORK PRESSURE_ BURNOU JOB WORK WORK T PERFORMANCE MOTIVATION PRESSURE_ 0,515 0,676 0,540 0,899 0,410 0,557 The HTMT criterion is the ratio of correlation between features to correlation within features It is the average of all the correlation coefficients of each concept's observed variables with another concept in the comparison (i.e heteromethod correlation) In a concept, the mean of the mean correlations of the observed variables are measured A strong correlation is also referred to by this correlation (decrease correlation) The close correlation (closer to 1) between the two concepts indicates a lack of discriminatory validity (Henseler et al., 2012) If the value of HTMT is > 0.9, it can be said that the two concepts lack distinction Table shows that all values are satisfied c Reliability and Validity: Research is considered great when the data obtained guarantees reliability and accuracy, when the results show a comprehensive image, goes in-depth and specifics into the issue that the researcher is interested in, and when the data indicates a comprehensive image, goes in-depth and details into the issue that the research authors are may find (Robson, 2010) • Cronbach’s Alpha: The function of CR is to reflect the close correlation between measurement items in the same element, as well as determine which observed variables are reasonable and acceptable to be included in the scale and which are not (Lee • Cronbach et al , 1951) The quality of a measure determines the composite reliability coefficients (CR) and the average variance extracted (AVE) Moreover, in order to minimize errors, the AVE and CR equations, and also their relationship to the definitions of validity and reliability, must be thoroughly understood (Valentini et al., 2016) Table 6: Construct Reliability and Validity Cronbach' s Alpha BURNOUT JOB PERFORMANCE WORK MOTIVATION WORK PRESSURE_ rho_A Composite Reliability Average Variance 0,751 0,753 0,843 Extracted (AVE) 0,574 0,736 0,744 0,834 0,557 0,755 0,758 0,844 0,576 0,756 0,800 0,840 0,568 All loads for the elements (table 6) were found to be greater than 0.5 As a result, the convergent value is confirmed to be acceptable AVE is another essential element of reliability The preferred AVE threshold level is 0.50 Convergence validity is very acceptable when mean AVE is at least 0.5 and CR is greater than 0.7 (Bagozzi et al., 1991) The Cronbach's alpha value of factors such as Burnout (B) is 0751, Work Performance (JP) is 0.736, Work Motivation (WM) is 0.755, and Work Pressure (WP) is 0.756 Similarly, the values of the factors on columns AVE and CR also reached the allowable threshold that AVE values are all over 0.5 and values on CR are also greater than 0.7 Therefore these values are completely acceptable Table 7: Outer Loadings (Hair et al., 2016) advises that for the observed variable to be truly quality, the external system load should be larger than or equal to 0.708 Because in SMARTPLS, the square root of the absolute value of R2 linear regression from the pßarent latent variable to the child observed variable equals the square root of the outer loading 0.7082 = 0.5, implying that the latent variable accounted for half of the variation in the indicator variables The research scientists rounded off the 0.7 threshold for remembering simplicity and convenience B1 B2 B3 B4 JP1 JP2 JP3 JP4 WM1 WM2 WM3 WM4 WP1 WP2 WP3 WP4 BURNOU JOB WORK WORK T 0,731 0,821 0,748 0,726 PERFORMANCE MOTIVATION PRESSURE_ 0,741 0,692 0,791 0,759 0,804 0,779 0,712 0,738 0,721 0,750 0,731 0,810 Most of the loading coefficients of independent variables and dependent variable are greater than 0.7 However, in the dependent variable Job Performance (JP) there is a scale of only 0.692 But as far as (Wong et al., 2013) proves that 0.6 or higher is still acceptable Table 8: F-Square The coefficient f-squared indicates whether the independent variable has a strong or weak influence on the dependent variable F-squared has proposed thresholds for researchers to use in determining which values are strong and which are weak (Bhutta et al., 2019) (Cohen, 1988) recommended the f Square index table to assess the significance of independent variables, which is as follows: • • • • f Square < 0.02: the effect is extremely small or has no effect 0.02 0.35: big impact BURNOU JOB WORK WORK T PERFORMANCE 0,021 MOTIVATION PRESSURE_ BURNOUT JOB PERFORMANCE WORK 0,067 MOTIVATION WORK 0,007 PRESSURE_ Table shows that the Burnout factor (B) has a value of F Square of 0.021, so it has a small impact on the dependent variable Job Performance (JP) and the Work Motivation factor (WM) has a value of F Square is 0.067 so it has a huge influence on the dependent variable Besides, the F Square of the independent variable Work Pressure (WP) is only 0.007, it can be said that it has no effect on the dependent variable Thus, there are independent variables in the SEM model that have a great influence on the dependent variable and independent variable has no impact Table 9: R-Square R square is a statistical measure that explains us how well the study model fits the significance of factors Simultaneously, this coefficient describes what significant proportion of the dependent factor is reached during the research process R squared also indicates the model's fit; many studies conclude that a model is suitable if r squared is greater than 50% (Akossou et al., 2013) JOB PERFORMANCE R Square R Square Adjusted 0,214 0,205 As shown in Table 9, the adjusted R squared of Job Performance (JP) is 0.205, so the independent variables explain 20.5% of the variation (variance) of the JP sea, the remaining 75.5% is from the error system and from other factors outside the model V DISCUSSION: The current study employed a structured questionnaire to assess the performance of financial staff using factors drawn from previous literature Demographic information about survey participants, such as gender, age, and educational level, was also gathered from the survey The questionnaire tool is found to have high validity, reliability, and relevance The SMART PLSSEM model and various tests were used to validate the equipment used (Hair et al., 2007) These tests included convergence validity, Composite Confidence (CR), and Extracted Mean Variance (AVE) The findings also show that there is good discriminant validity (Ab Hamid et al., 2017) Each factor has a different effect on the results and also has an impact on the overall results of work performance The PLS model's R Square value confirms that the outcomes of construction projects varied by 0.214 Analyze predictions to ensure that the research model is more accurate and relevant Research results have shown that factors such as burnout, work pressure and work motivation affect and promote employee performance In general, each person has a different view of each factor that affects individual performance For example, there are people who think that the workload is too large that they will lose their work-life balance, the pressure of running KPI makes them lose interest in work and the higher the work pressure, the higher the work performance their job is lower On the contrary, there are still many employees who find that the greater the work pressure is an opportunity for them to prove their abilities, and the higher the pressure, the greater their work performance Besides, most people agree that the higher the benefits and the more trust of their superiors, the more motivated they are to boost their performance VI CONCLUSION: The goal of this study is to determine the extent to which factors influence employee performance in the financial - banking industry To achieve the study's goal, data was gathered from a sample of 272 survey participants Data gathered on independent variables such as burnout syndrome, work pressure, and work motivation show a significant association and are used to assess job performance Employees will take advantage of existing opportunities and self-exploit new opportunities to promote performance in the workplace because they show more initiative and adaptability at work ( 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