Influence of Career Satisfaction on Job Stress Among Selected Workers in Lagos State
CHAPTER ONE
Objective of the study
The main objective of this study is to examine Influence of career satisfaction on job stress among selected workers in Lagos State a study of nurses in National Orthopaedic Hospital Igbobi. Specifically, we aim to:
- Examine some of the causes of stress among nurses at National Orthopaedic Hospital
- Determine the effect of stress on the performance of nurses at National Orthopaedic Hospital
- Evaluate the the Rate/frequency of Stress among nurses
- Examine the Management of stress on nurses in National Orthopaedic Hospital
CHAPTER TWO
LITERATURE REVIEW
Overview
This chapter presents a review of literature. The rationale of the literature review was to provide a picture on what has been done and what needs to be done. Tayie, (2005) suggests that literature review sets the broad context of the study, clearly defines what is and what is not within the scope of the investigation, and justifies those decisions. Therefore, this chapter focuses on discussing the concepts of workplace stress and employees’ performance. The chapter covers, conceptual definitions, theories, empirical studies, research gap and conceptual framework.
Conceptual Definitions
Work Place Stress
There are several definitions of, and much debate about, the meaning of stress. According to Yahaya (2011), Kwaku (2012) and Rahman (2013), stress is defined as a dynamic condition in which the individual is confronted with an opportunity, limitation, or demand related to what he or she wishes for and which the outcome is perceived to be both uncertain and important. Also Bashir (2010) defines stress as the force, pressure, or tension subjected upon an individual who resists these forces and attempts to maintain its true state. For the purpose of this study stress was comprehensively defined as “the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or needs of the worker (Dollard, 2002).
The basic concept is that stress relates both to an individual‟s perception of the demands being made on them and to their perception of their capability to meet those demands. A mismatch will mean that an individual‟s stress threshold is exceeded, triggering a stress response (Clancy and McVicar, 2002). An individual‟s stress threshold, sometimes referred to as stress „hardiness‟, is likely to be dependent upon their characteristics, experiences and coping mechanisms, and also on the circumstances under which demands are being made. A single event, therefore, may not necessarily constitute a source of stress for all nurses, or for a particular individual at all times, and may have a variable impact depending upon the extent of the mismatch. Stress is usually defined from a „demandperception response‟ perspective (Bartlett, 2000). He integrated this view into a cognitive theory of stress that has become the most widely applied theory in the study occupational stress and stress management.
Assessing stress is likely to be very difficult in an occupation as diverse and challenging as health care, yet the effectiveness of organizational interventions to reduce or eliminate sources of stress depends upon a sound understanding of the stress phenomenon for nurses.
This research reviews the implications of the subjective aspects of stress perception for nurses who, with teachers and managers, are a professional group most likely to report very high levels of workplace stress (Smith et al.,
2000). Assessment is further complicated because the term „stress‟ is often use too simplistically. Negative connotations are usually ascribed to the term, yet some stress responses are of positive benefit (Bartlett, 2000).
CHAPTER THREE
RESEARCH METHODOLOGY
Introduction
In this chapter, we would describe how the study was carried out.
Research design
Nworgu (1991) viewed research design in any area of study as a plan or blue print which specifies how data relating to a given problem should be collected and analyzed. It provides the procedural outline for the conduct of any investigation.
An analysis of the social research methodologies suggests that survey is the handy tool for managers to collect primary data using questionnaire and interviews about the perceptions and attitudes of the respondents. “It is noted somewhere that questionnaire approach is the “most frequently used mode of observation in the social sciences because surveys are reportedly the excellent vehicles for measuring attitudes in large populations” (Sekaran, 2003:257).
CHAPTER FOUR
PRESENTATION OF DATA AND ANALYSIS
Introduction
This chapter presents the data collected for the study with the questionnaire as research instrument. The data are presented in frequency and simple percentage tables. The purpose for this is to make the data easy to interpret and understand. The objectives of the study were used for data presentation while the research questions formed the basis for the discussion of the findings. seventy (70 ) copies of the questionnaire were distributed to the respondents and exactly seventy (70) were retrieved for data analysis.
CHAPTER FIVE
CONCLUSIONS AND RECOMMENDATIONS
Conclusions
In conclusion, it said that stress is a natural phenomenon that can be experienced by all human beings irrespective of gender or social status. Thus this subject matter must be well understood especially by management of organization such as National Orthopaedic Hospital Igbobi, in order to have a good policy direction to help promote high performance among nurses in the hospital and other such health institutions.
Organizations may be hesitant to spend money for additional programs and staffing, but could be convinced if they were really made aware of the high cost of occupational stress due to increased absenteeism, compensation claims, risks of litigation due to errors, negativity and decreased patient satisfaction. Decreasing stress for nurses in the workplace is multifaceted (Rosenstein, 2002). The first step is for organizations to recognize, and accept that the work environment is responsible for much of the stress experienced by nurses, and not just something that nurses have to deal with of their own. Therefore, administrators must be committed to implementing changes that will help to minimize some of the known stressors of nurses. Nurses need to feel that they are involved in decision making especially related to patient care issues. Therefore a more decentralized democratic management approach would be beneficial and this is imperative to increase nurses‟ visibility in the workplace by establishing programs that recognizes their contributions.
Recommendations
The results of this study give information for stakeholders at hospital to provide , nurses with a variety of programmes for managing the level of stress during and after their working time in order to maintain or improve on the current performance of employees. For example, stakeholders at hospital should create training programs for doctors, nurses and medical attendants on how to handle stress resulted from their daily activities at hospital settings.
Moreover, the hospital management can create social or cultural activity that can facilitate to gather doctors, nurses and medical attendants, making seminars for open dialogue to share feelings, perspectives, and experiences, or scheduling of social events where doctors, nurses and medical attendants involve in culturally relevant activities together.
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