Effect of Job Stress on Employee’s Performance
CHAPTER ONE
OBJECTIVES OF THE STUDY
The study is aimed to examine whether job stress leads to poor performance of an employee in an organization.
- Ascertain whether stress affects men and women differently in work place environment.
- Determine the relationship between job stress and organization performance.
- Determine strategies that could be adopted to cope with job stress.
- Examine the relationship between stress and stress pressure.
- Identify the problems that can lead to job stress in organization.
CHAPTER TWO
REVIEW OF LITERATURE
INTRODUCTION
Our focus in this chapter is to critically examine relevant literature that would assist in explaining the research problem and furthermore recognize the efforts of scholars who had previously contributed immensely to similar research. The chapter intends to deepen the understanding of the study and close the perceived gaps.
Precisely, the chapter will be considered in three sub-headings:
- Conceptual Framework
- Theoretical Framework
- Empirical framework
CONCEPTUAL FRAMEWORK
CONCEPT OF STRESS
The term stress was first employed in a biological context by the endocrinologist Hans Selye in the 1930s. He later broadened and popularized the concept to include inappropriate physiological response to any demand. In his usage stress refers to a condition and the stressor to the stimulus causing it. It covers a wide range of phenomenon from mild irritation to drastic dysfunction that may cause severe health breakdown. According to Robbins (2004), stress is a dynamic condition in which an individual is confronted with opportunity, constraint or demand related to what he desires and for which the outcome is perceived to be both uncertain and important. From this definition one can say that stress is not necessarily bad, it also has a positive value when it offers potential gain. Moorhead et al. (1998) also defined stress as a person’s adaptive response to a stimulus that places physical and psychological demands on a person. In addition, Taylor (1995) describes stress as a negative emotional experience accompanied by predictable biochemical, physiological, cognitive and behavioural changes that are directed either toward altering the events or accommodating its effects. Again, Bennett (1994) defines stress as a wide collection of physical and psychological symptoms that results from difficulties experienced by an individual while attempting to adapt to an environment. This means the potential for stress exists when an environmental situation presents a demand threatening to exceed a person’s capabilities and resources. From the above definitions and descriptions stress can best be seen as excessive demands that affect a person physically and psychologically. Thus the mental or physical condition that results from perceived threat or danger and the pressure to remove it. Stress is a part of the normal fabrics of human existence. Every individual regardless of race or cultural background, social and occupational status and even children experience stress in many ways. It is an inevitable part of challenges that prompt mastery of new skills and behaviour pattern. However, when stress becomes excessive, difficulties occur and the sufferer experiences disrupted emotional, cognitive and physiological functioning. Stress may be acute or chronic in nature. Chronic stress is associated with the development of physical illness including such leading causes of death. The cost of stress in terms of human suffering, social and occupational impairment and mental illness is enormous. Stress is a common experience. People may feel stress when they are very busy, have important deadlines to meet, or have too little time to finish all of their tasks. Often some people may be particularly vulnerable to stress in situations involving the threat of failure or personal humiliation.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of thirty-six (36) questionnaires were administered to respondents of which only thirty (30) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 30 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
SUMMARY
In this study, our focus was on the effect of job stress on employee’s performance using First Bank Nigeria Plc, Uyo as a case study. The study specifically was aimed at highlighting whether stress affects men and women differently in work place environment, determine the relationship between job stress and organization performance, determine strategies that could be adopted to cope with job stress, examine the relationship between stress and stress pressure, and Identify the problems that can lead to job stress in organization. A total of 30 responses were validated from the enrolled participants where all respondent are drawn from staff of First Bank plc.
CONCLUSION
Based on the finding of this study, the following conclusions were made:
- Job stress lead to poor performance of an employee in organization.
- Stress affects men and women differently in work place environment
- The strategies to cope with stress are to establish boundaries, take time to recharge, learn how to relax and get some support
- There is a relationship between job stress and organizational performance
- There is a relationship between stress and pressure
- Causes of work stress are heavy workload,changes within the organization,changes to duties and Job insecurity.
RECOMMENDATION
Based on the responses obtained, the researcher proffers the following recommendations:
- The management of the organization should invite employees, who think that they are being given jobs that are in contradiction with each other, and clarify their roles.
- The management of the organization should facilitate an employee skill audit that will help to place employees that feel underutilized.
- An Employee Assistance Programme has to be introduced for early identification and intervention on problems so that performance levels will increase.
- Organizations can also use few more interventions for stress management namely regular counseling sessions, time management and behavioural training, employee wellness program and sessions like art of living etc.
REFERENCES
- Abolade, D. A. (2018). Impact of Employees‟ Job Insecurity and Employee Turnover on Organizational Performance in Private and Public Sector Organisations. Studies in Business and Economics, 13(2), 5-19.
- Adebayo, O.I. and O.I.E. Lucky, 2012. Entrepreneurship development and national job security. Proceedings of the LASPOTECH SM National Conference on National Job Security Main Auditorium, June 25-26, 2012, Isolo Campus, Lagos, Nigeria -.
- Ajayi, S. (2018). Effect of Stress on Employee Performance and Job Satisfaction: A Case Study of Nigerian Banking Industry. Journal of occupational health psychology, 14(4), 427.
- Ali, S., & Farooqi, Y. A. (2014). Effect of work overload on job satisfaction, effect of job satisfaction on employee performance and employee engagement (a case of public sector University of Gujranwala Division). International Journal of Multidisciplinary Sciences and Engineering, 5(8), 23-30.
