DISCUSSION, CONCLUSION, AND RECOMMENDATION
5.2 Analytical Findings for Bank A, B, C
job performance. The finding showed that employees, who engaged in informal learning, later improved their job performance.
This finding is consistent with previous conceptual framework and literature review (Gorji et al., 2011; Bakker and Heuven, 2006; Angerer, 2003; Bakker and Costa, 2014; Gorji, 2011; Park and Choi, 2016; Daryoush et al., 2013) It is also interesting that this finding was empirically based.
characteristic with high level of self-efficacy perceived lower level of job demand than an employee with low level of self-efficacy. However, they perceive they received high level of job control and social support than low level of self-efficacy.
5.2.1.4 Mediating Role of Job Demand-Control-Support in the Relationship between Self-Efficacy and Burnout as well as Informal Learning
The finding showed that job demand-control-social support had a mediation effect on the relationship between self-efficacy and burnout. These findings indicated that employee’s characteristic with high level of self-efficacy, a perceived low level of job demand, and high level of social support affected their lower level of burnout. However, employee’s characteristic with high level of self-efficacy perceived high level of job control, affected their high level of burnout. Furthermore, social support carried the influence between self-efficacy and informal learning. The results showed that employee’s characteristic with high level of self-efficacy perceived high level of social support, which motivated them to engaged more informal learning.
5.2.1.5 Relationship between Burnout and Informal Learning as well as Job Performance
The result showed that there was a negative relationship between burnout and job performance. The finding indicated that employees who got job strain or burnout, suffered from reduced performance in their job. However, there was a positive relationship between informal learning and job performance. The finding showed that employees, who engage informal learning, which later improved his job performance.
5.2.2 Bank B
5.2.2.1 Relationship between Job Demand-Control-Support and Burnout as well as Informal Learning
The findings indicated that there were significant relationships between job demand-control-support and burnout. This finding shows that burnout in employee was affected by demanding situations of job, too much control over the tasks. However, this study shows that burnout in employee is reduced by social support. The results further showed that there were significant relationships between
job demand and social support as well as informal learning. This finding indicated that informal learning is occurred in demanding situations, and gaining support from supervisors and coworkers.
5.2.2.2 Relationship between Self-Efficacy and Burnout as well as Informal Learning
The result showed that there was an insignificant relationship between self-efficacy and burnout. This finding shows that self-efficacy did not directly affect burnout. The result further presented that there was a significant relationship between self-efficacy and informal learning. This finding indicated that employee’s characteristic with high level of self-efficacy in engage more informal learning than employee with low self-efficacy.
5.2.2.3 Relationship between Self-Efficacy and Job Demand-Control- Support
The result showed that there was significant relationship between self- efficacy and job demand-control-support. This finding indicated that employee’s characteristic with high level of self-efficacy perceived lower level of job demand than employee with low level of self-efficacy. However, they perceive they received high level of job control and social support than low level of self-efficacy.
5.2.2.4 Mediating Role of Job Demand-Control-Support in the Relationship between Self-Efficacy and Burnout as well as Informal Learning
The finding showed that job demand-control-social support had a mediation effect on the relationship between self-efficacy and burnout. These findings indicated that employee’s characteristic with high level of self-efficacy perceived low level of job demand, and high level of social support which affected their lower level of burnout. However, employee’s characteristic with high level of self-efficacy perceived high level of job control, which affected their high level of burnout.
Furthermore, job demand and social support provided by organization carried the influence between self-efficacy and informal learning. The results showed that employee’s characteristic with high level of self-efficacy perceived low level of job demand, and high level of social support, which motivated them to engaged more informal learning.
5.2.2.5 Relationship between Burnout and Informal Learning as well as Job Performance
The result showed that there was a negative relationship between burnout and job performance. The finding indicated that employee who got job strain or burnout, suffered from reduced performance regarding their job. However, there was a positive relationship between informal learning and job performance. The finding showed that employees, who engage in informal learning, later improved their job performance.
5.2.3 Bank C
5.2.3.1 Relationship between Job Demand-Control-Support and Burnout as well as Informal Learning
The findings indicated that there were significant relationships between job demand and job control as well as burnout. This finding shows that burnout in employee is affected by demanding situations of the job, and too much control over the tasks. The results further showed that there was a significant relationship between job control and informal learning. This finding indicated that informal learning occurred in receiving skill discretion and decision authority to cope with challenging tasks.
5.2.3.2 Relationship between Self-Efficacy and Burnout as well as Informal Learning
The result showed that there was an insignificant relationship between self-efficacy and burnout. This finding shows that self-efficacy did not directly affect burnout. The result further presented that there was a significant relationship between self-efficacy and informal learning. This finding indicated that employee’s characteristic with high level of self-efficacy engage more in informal learning than employee with low self-efficacy.
5.2.3.3 Relationship between Self-Efficacy and Job Demand-Control- Support
The result showed that there was a significant relationship between self-efficacy and job demand-control-support. This finding indicated that employee’s with high level of self-efficacy perceived lower level of job demand than employee
with low level of self-efficacy. However, they perceive they received a high level of job control and social support than low level of self-efficacy.
5.2.3.4 Mediating Role of Job Demand-Control-Support in the Relationship between Self-Efficacy and Burnout as well as Informal Learning
The finding showed that job demand had a mediation effect on the relationship between self-efficacy and burnout. These findings indicated that employee’s with a high level of self-efficacy perceived low level of job demand which affected their lower level of burnout. Furthermore, job control provided by the organization influenced self-efficacy and informal learning. The results showed that employee’s with high level of self-efficacy perceived high level of job control, which motivated them to engaged more informal learning.
5.2.3.5 Relationship between Burnout and Informal Learning as well as Job Performance
The result showed that there was a negative relationship between burnout and job performance. The finding indicated that employee who became job strained or burned out, suffered reduced performance in their job. However, there was a positive relationship between informal learning and job performance. The finding showed that employees, who engage in informal learning, which later improved their job performance.