THE EFFECT OF STRESS ON THE OFFICE MANAGEMENT JOB PERFORMANCE
A SEMINAR WORK PRESENTED TO THE DEPARTMENT OF OFFICE TECHNOLOGY AND MANAGEMENT IMO STATE POLYTECHNIC UMUAGWO
IN PARTIAL FULFILLMENT OF THE AWARD OF NATIONAL DIPLOMA IN OFFICE TECHNOLOGY AND MANAGEMENT
Bankers are under a great deal of stress and due to many antecedents of stress such as Overload, Role ambiguity, Role conflict, Responsibility for people, Participation, Lack of feedback, Keeping up with rapid technological change. Being in an innovative role, Career development, Organizational structure and climate, and Recent episodic events. One of the affected outcomes of stress is on job performance. This study examines the relationship between job stress and job performance on bank employees of banking sector in Nigeria. The study tests the purpose model in relation of job stress and its impact on job performance by using (n=144) data of graduate, senior employees including managers and customers services officers of well reputed growing bank in Nigeria. The data obtained through questioners was analyzed by statistical test correlation and regression and reliabilities were also confirmed. The results are significant with negative correlation between job stress and job performances and shows that job stress signifincently reduce the performance of an individual. The results suggest that organization should facilitate supportive culture within the working atmosphere of the organization.
Over the past few decades stress is emerging as an increasing problem in organizations. Stress is vigorous state in which a person is confronted with an opportunity, demand, or resource related to what the individual wishes and for which the outcome is perceived to be both vague and vital. (Selye, 1936) first introduced the idea of stress in to the life science. He defined stress as the force, pressure, or tension subjected upon an individual who resists these forces and attempt to uphold its true state. Basically what is stress? The HSE (Health Safety Executive Nigeria) defines stress is an undesirable response people have to tremendous pressures or other types of demands placed upon them. It arises when they worry they cannot deal with. Some stress can be good, and some can be bad. HSE distinguishes between stress and pressure. Pressure is seen as positive and something that actually helps improve our performance. We all need a certain amount of pressure to perform well - ask any athlete, actor or actress. However, the problems arise when the sources of pressure become too frequent without time to recover, or when just one source of pressure is too great for us to cope with. Stress can be understood more comprehensively as, it is a condition which happens when one realizes the pressures on them, or the requirements of a situation, are wider than their recognition that they can handle. If these requirements are huge and continue for a longer period of time without any interval, mental, physical or behavioral problems may occur, (Health &Safety Executive NIGERIA). Stress has a positive effect on employees of any organization but up to a certain extent up to which an employee can cope with it, mostly it exceeds the bearable limits and have a negative result on employees. This is the base of the research study which has not yet been conducted in Nigeria. A lot of work has been conducted outside Nigeria. Number of studies has been conducted in different area of world but a huge gap exists in third world countries like Nigeria. The purpose of this study is to examine stress in employees of banking sector of Nigeria
REVIEW OF LITERATURE
Stress is an unwanted reaction people have to severe pressures or other types of demands placed upon them. A huge and multi fields literature points a lot of key factors such as work environment, management support, work load etc in determining...
References: Adams, J.D. (1980). Improving Stress Management: An Action-Research-Based OD Intervention, I
Under-standing and Managing Stress: A Book of Readings
Anderson E.S., Coffey S.B., & Byerly T.R. (2002). Formal Organizational Initiatives and Informal Workplace
Practices: Links to Work-Family Conflict and Job-Related Outcomes
Anderson R. (2003). Stress at work: the current perspective. The Journal of The Royal Society for the Promotion of
Health, 123; 81
Beehr A. T, Jex M.S., Stacy A. B., & Murray A.M. (2000). Work Stressors and Coworker Support as Predictors
of Individual Strain and Job Performance
Beehr, T.A. (1976). Perceived Situational Moderators of the Relationship Between Subjective Role Ambiguity
and Role Strain
Brook, A. (1973). Mental Stress at Work. The Practitioner, Vol 210, pp. 500-506.
Caplan, R.D., and Jones, K.W. (1975). Effects of Work Load, Role Ambiguity, and Type A Personality on
Anxiety, Depression, and Heart Rate
Cobb, S., and Kasl, S.V. Termination. (1977). The Consequences of Job Loss, U.S. Government Printing Office.
Erickson, J., Pugh, W.M., and Gunderson, E.K.E. (1972). Status Congruency as a Predictor of Job Satisfaction
and Life Stress
French, J.R.P., Jr., and Caplan, R.D. (1972). Organizational Stress and Individual Strain. in A.J. Marrow, ed.,
The Failure of Success, AMACOM, New York, New York, .
Hans S. (1936). A syndrome produced by diverse noxious agents. Nature, 138:32.
Health and Safety Executive. (2001). Help on Work-related Stress: A Short Guide. INDG281 Rev1 2001.Sudbury:
Health and Safety. (2001). Executive. Tackling Work-related Stress: A Guide for Employees. INDG341.Sudbury:
Ivancevich M.J., & Donnelly H. J. (1975). Relation of Organizational Structure to Job Satisfaction, Anxiety-Stress,
Jamal M. (1984). Job Stress and job Performance controversy: an empirical assessment in two countries.
Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D., & Rosenthal, R. A. (1964). Organizational stress: Studies in
role conflict and ambiguity
Kasl, S.V. (1973). Mental Health and the Work Environment. Journal of Occupational Medicine, Vol 15, pp.
Lawrence, P., & Lorsch, J. (1967). Organization and Environment: Managing Differentiation and Integration.
Please join StudyMode to read the full document