Stress happens in workplaces and it arises at different levels. Job stress is becoming an alarming situation in the workplace. This study is aimed at determining job stress variables that affect employee performance. It also determine the relationship between job stress and employee performance. To achieve this objective, the study was conducted to Petroleum Development Oman (PDO) in Al-Bahja Center to 65 respondents. The study employed the descriptive research design using the survey questionnaires as its instruments and utilized the purposive sampling to obtain the sample. Originally. Questionnaires were distributed to 80 respondents but only 65 questionnaires were retrieved and analyzed. Highlights of the findings indicated that, there is significant relationship between job stress and employee performance with r=0.955. When analyzed the independent variables individually using regression analysis, results revealed that both independent variables: underutilization of skills and work overload significantly correlates to employee performance with p-values 0.000 (p=0.000<0.05) and 0.033 (p=0.033<0.05 respective which were lower than 0.05 level of confidence while there was no significant relationship between role ambiguity (p=0.324>0.05) and employee performance. Based on these findings, it can be recommended that the company should consider underutilization of skills and work overload as predictors of employee performance. The company should put consideration on developing the skills of the employees and tapping their potentials. The Human Resource Department may conduct as appropriate skills inventory to identify talents and potentials of employees with proper motivation as well as revisit their policies on promotion. However, it also recommended that further studies can be conducted to consider larger sample, scope and more variables as appropriate to arrive at more reflective results.
| Published in | American Journal of Management Science and Engineering (Volume 2, Issue 1) |
| DOI | 10.11648/j.ajmse.20170201.11 |
| Page(s) | 1-10 |
| Creative Commons |
This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited. |
| Copyright |
Copyright © The Author(s), 2017. Published by Science Publishing Group |
Job Stress, Employee Job Performance, Role Ambiguity, Underutilization of Skills, Overload
| [1] | Affum-Osei E., Asante E. A, Forkuoh K. S. (2014). Perceived Stress and Academic Performance of Senior High School Students in Western Region of Ghana. European Journal of Business and Social Sciences, Vol. 2, No. 11 pp. 88-101. |
| [2] | Aghdasi S., Kiamanesh R. A., Ebrahim N. A. (2011). Emotinal Intelligence and Organisational Commitment: Testing the mediatory Role Occupational Stress and Job Satisfaction. Social and Behavioural Sciences, 29, 1965-1976 |
| [3] | Ahmed & Ramzan (2013) Effects of Job Stress on Employees Job Performance: A Study on Banking Sector of Pakistan, IOSR Journal of Business and Management, Vol. 11, Issue 6 pp 61-68. |
| [4] | Ali Y. T., Hassan A., Ali Y. T. & Bashir R., (2013). Stress Management in Private Banks in Pakistan. Journal of Emerging in Economics and Management Sciences (JETEMS), 4 (3): 308-320. |
| [5] | Ali, Y., et al (2014). Impact of Stress on Job Performance: An Empirical study of the Employees of Private Sector Universities of Karachi, Pakistan. Research Journal of Management Sciences. Vol. 3 (7) pp. 14-17. |
| [6] | Anderson, R. (2003). Stress at work: the current perspective. The journal of the Royal Society for the Promotion of Health, 123 (1): p.81. |
| [7] | Bashir, S., Ramay, R. I. (2010). Impact of Stress on Employees Job Performance A Study on Banking Sector of Pakistan. International Journal of Marketing Studies, 2 (1). |
| [8] | Chiang, C. X. (1995). A Study of Stress Reactions among Adolescents. Chinese J. |
| [9] | Coetzee S. & Rothmann (2005). Occupational stress organizational commitment and Ill-Health of employees at a higher Education institution in South Africa. Journal of Industrial Psychology, 31 (1), 47-5 |
| [10] | Daft, R. L. (2005). The leadership experience. (3rd Edition). Toronto: Thompson South Western. |
| [11] | Dollard F. M., Winefield R. H. Winefield H. A, Jonge de J. (2000). Psychosocial job strain and productivity in human services workers: A test of the demand-control-support model. Journal of Occupational and Organisational Psychology 73, 501-510. Journal of School Health, 26, 33-37. |
| [12] | Dunmade O. E., Adegoke F. J, Agboola A. A, (2014). Assessment of Ergonomic Hazards and Technostress among the workers of ObafemiAwolowo University ILE-IFE, Osun State, Nigeria. Australian Journal of Business and Management Research,Vol. 4, No. 1, pp. 27-34 |
| [13] | Foster, L. B. (2002). Workplace stress: Changing the pattern. Sales and Marketing Journal, p. 32–33. |
| [14] | Gartia R., &Kumari R., (2012). Relationship between stress and academic Achievement of Senior Secondary School Students: Asian Journal of Multidimensional Research,Vol. 1 (3) pp. 152-160. |
| [15] | Harrold, R., & Wayland, M. (2002, June). New methods to reduce workplace stress. Industrial Concepts, 19–21. |
| [16] | Imrab, S., Mushtaq, A., Qudsia, B. (2013). Factors Affecting the Motivation of Academic Staff (A case study of University College Kotli,UAJ&K). International Journal of Business and Management Invention. Vol. 2 No. 1. |
| [17] | Jalagat, R, (2016). Job Performance, Job Satisfaction and Motivation: A Critical Review of their Relationship. International Journal of Advances in Management and Economics (IJAME), 5 (6): 36-43. |
| [18] | Jamal M. (1984). Job Stress and job Performance controversy: an empirical assessment in two countries. Organizational Behavior and Human Performance, 33 (1):121. |
| [19] | Jamal M. (2011). Job stress, Job performance, and Organizational Commitment in a multinational company. An Empirical study in two countries. International Journal of Business and Social Sciences, Vol. 2, No. 2, pp 20-29. |
| [20] | Jeyaraj S. S (2013). Occupational Stress among the Teachers of the Higher Secondary Schools in Mandurai District, Tamil Nadu. IOSR Journal of Business and Management, pp. 63-76. |
| [21] | Kazmi, R., et. al. (2008). Occupational Stress and Its Effects on Job Performance: A Case Study of Medical House Officers of District Abbottabad. |
| [22] | Kebelo K. K. (2012). Occupational Role Stressors as Predictors of Psychological strain among Academic Officers of Higher Educational Institutions. Pakistan Journal of Psychological Research, Vol. 27, No. 2, 173-186. |
| [23] | Lankau, M., Carlson, D. S. and Nielson, T. R. (2006), The mediating influence of role stressors in the relationship between mentoring and job attitudes. Journal of Vocational Behavior, 68 (1): p. 308-322. |
| [24] | Margolis, B. L., Kroes, W. H., & Quinn, R. P. (1974). Job Stress: An Unlisted Occupational Hazard. Journal of Occupational Medicine, 1 (1): p. 659-661. |
| [25] | Mead R. (2000). What is Stress? Roger Mead Associates, Stress Management, Coaching and Training for Individuals and Groups. Retrieved on December 5, 2016 from, http://www.jpps.com.pk/article/. |
| [26] | Menezes, M. (2005). The Impact of Stress on productivity at Education Training & Development Practices: Sector Education and Training Authority. |
| [27] | Meyer KE, & Peng MW. (2006) Probing Theoretically into Central and Eastern Europe: Transaction, Resources, and Institutions. Journal of International Business Studies, 36 (6): 600-621. |
| [28] | Michie, S., and Williams, S. (2003). Reducing psychological ill health and associated sickness absence: A systematic literature review. Occupational and Environmental Medicine, 60 (1): p. 3-9. |
| [29] | Mimura, C and Griffiths, 2003. The effectiveness of current approaches to workplace stress management in the nursing profession: an evidence based literature review. Occupational and Environmental Medicine, Volume 60 (1): p.10-15. |
| [30] | Naqvi H. M. S., Khan A. M., Kant Q. A. Khan N. S (2013). Job Stress and Employees‟ Productivity, Case of Azad Kashmir, Public Health Sector. Interdisciplinary Journal of Contemporary Research in Business,Vol. 5, No.3, PP 526-542. |
| [31] | Ornelas, S. and Kleiner, B. H. (2003), New Development in Managing Job Related Stress, Journal of Equal Opportunities International 2 (5): p. 64-70. |
| [32] | Parikh, P., Taukari, A., & Bhattacharya, T. (2004). Occupational stress and coping among nurses. Journal of Health Management, 6 (2): p.115-127. |
| [33] | Rafidah K, Azizah A., Norzaidi D. M., Chong C. S, Salwani I. M. & Noraini I (2009). The impact of perceived stress and stress factors on academic performance of Pre-Diploma Science Students: A Malaysia Study. International Journal of Research in Education, Vol. 2 (1), 13-26. |
| [34] | Rose M. (2003). Good Deal, Bad Deal? Job Satisfaction in Occupations. Work Employment Society, 17 (1): p.503. |
| [35] | Rumsey, D. (2010). Statistics Essentials for Dummies. 2nd Edition. New York: John Wiley and Sons, Inc. |
| [36] | Sarmiento, R., & Beale, J. (2007). Determinants of performance amongst shop-floor employees. Management Research News, 30 (12): p.915-927. |
| [37] | Saunders, M., et. al., 2009. Research Methods for Business Students. 5th Edition. England: Pearson Education Limited. |
| [38] | Schultz, D. & Schultz, E. S. (2002). Psychology and Work Today. (8th edition.). India: Pearson Education, Inc. |
| [39] | Sheena, J., et. al. (2005). The experience of work-related stress across occupations. Journal of Managerial Psychology, 20 (2): p.178-187. |
| [40] | Siu O. (2003). Job Stress and job performance among employees in Hong Kong: the role of Chinese work values and organizational commitment. International Journal of Psychology, 38 (6), 337-347. |
| [41] | Stamper L. C., & Johlke, C. M. (2003). The Impact of Perceived Organizational Support on the Relationship between Boundary Spanner Role Stress and Work Outcomes. Journal of Management, 29(1): p.569. |
| [42] | Suandi T., Ismail A. I., & Othman Z. (2014). Relationship between Organisational Climate, Job Stress and Job Performance Officer at State Education Department. International Journal of Education and Literature Studies, Vol. 2, No. 1, pp. 19-28. |
| [43] | Tiwari, A., & Balani S., (2013). The Effect of Intervention Program to Reduction of Stress. IOSR Journal of Humanities and Social Science, Vol 9, 27-30. |
| [44] | Treven, S. (2005). Strategies and Programs for Managing Stress in Work Settings. Management, 10 (2): p.45-49. |
| [45] | Velnampy T. & Aravintham S. A., (2013). Occupational Stress and Organisational Commitment in Private Banks: A Sri Lankan Experience. European Journal of Business Management, Vol. 5 (7) pp. 254-267. |
| [46] | Yahaya L. A., Opekun S. O., & Idowu A. I. (1996). Stress and Coping Strategies among Employees in Selected Banks in Nigeria. The Counsellor, Vol. 14, No. 1. pp 14-21. |
| [47] | Yozgat U., Yurtkoru S., Bilginoglu E. (2013). Job stress and job performance among employees in public sector in Istanbul: examining the moderating role of emotional intelligence. Social and Behavioural Sciences, 75, 518-524. |
| [48] | Yunus M. J. & Mahajar J. A. (2011). Stress and Psychological Well-being of Government Officers in Malasia. Journal of Human Resources and Adult Learning Vol. 7, No. 2, pp. 40-50. |
APA Style
Revenio Jalagat. (2017). Determinants of Job Stress and Its Relationship on Employee Job Performance. American Journal of Management Science and Engineering, 2(1), 1-10. https://doi.org/10.11648/j.ajmse.20170201.11
ACS Style
Revenio Jalagat. Determinants of Job Stress and Its Relationship on Employee Job Performance. Am. J. Manag. Sci. Eng. 2017, 2(1), 1-10. doi: 10.11648/j.ajmse.20170201.11
AMA Style
Revenio Jalagat. Determinants of Job Stress and Its Relationship on Employee Job Performance. Am J Manag Sci Eng. 2017;2(1):1-10. doi: 10.11648/j.ajmse.20170201.11
Share This Article
Twitter
Linked In
Facebook
Copy
Download@article{10.11648/j.ajmse.20170201.11,
author = {Revenio Jalagat},
title = {Determinants of Job Stress and Its Relationship on Employee Job Performance},
journal = {American Journal of Management Science and Engineering},
volume = {2},
number = {1},
pages = {1-10},
doi = {10.11648/j.ajmse.20170201.11},
url = {https://doi.org/10.11648/j.ajmse.20170201.11},
eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ajmse.20170201.11},
abstract = {Stress happens in workplaces and it arises at different levels. Job stress is becoming an alarming situation in the workplace. This study is aimed at determining job stress variables that affect employee performance. It also determine the relationship between job stress and employee performance. To achieve this objective, the study was conducted to Petroleum Development Oman (PDO) in Al-Bahja Center to 65 respondents. The study employed the descriptive research design using the survey questionnaires as its instruments and utilized the purposive sampling to obtain the sample. Originally. Questionnaires were distributed to 80 respondents but only 65 questionnaires were retrieved and analyzed. Highlights of the findings indicated that, there is significant relationship between job stress and employee performance with r=0.955. When analyzed the independent variables individually using regression analysis, results revealed that both independent variables: underutilization of skills and work overload significantly correlates to employee performance with p-values 0.000 (p=0.000<0.05) and 0.033 (p=0.033<0.05 respective which were lower than 0.05 level of confidence while there was no significant relationship between role ambiguity (p=0.324>0.05) and employee performance. Based on these findings, it can be recommended that the company should consider underutilization of skills and work overload as predictors of employee performance. The company should put consideration on developing the skills of the employees and tapping their potentials. The Human Resource Department may conduct as appropriate skills inventory to identify talents and potentials of employees with proper motivation as well as revisit their policies on promotion. However, it also recommended that further studies can be conducted to consider larger sample, scope and more variables as appropriate to arrive at more reflective results.},
year = {2017}
}
TY - JOUR T1 - Determinants of Job Stress and Its Relationship on Employee Job Performance AU - Revenio Jalagat Y1 - 2017/02/03 PY - 2017 N1 - https://doi.org/10.11648/j.ajmse.20170201.11 DO - 10.11648/j.ajmse.20170201.11 T2 - American Journal of Management Science and Engineering JF - American Journal of Management Science and Engineering JO - American Journal of Management Science and Engineering SP - 1 EP - 10 PB - Science Publishing Group SN - 2575-1379 UR - https://doi.org/10.11648/j.ajmse.20170201.11 AB - Stress happens in workplaces and it arises at different levels. Job stress is becoming an alarming situation in the workplace. This study is aimed at determining job stress variables that affect employee performance. It also determine the relationship between job stress and employee performance. To achieve this objective, the study was conducted to Petroleum Development Oman (PDO) in Al-Bahja Center to 65 respondents. The study employed the descriptive research design using the survey questionnaires as its instruments and utilized the purposive sampling to obtain the sample. Originally. Questionnaires were distributed to 80 respondents but only 65 questionnaires were retrieved and analyzed. Highlights of the findings indicated that, there is significant relationship between job stress and employee performance with r=0.955. When analyzed the independent variables individually using regression analysis, results revealed that both independent variables: underutilization of skills and work overload significantly correlates to employee performance with p-values 0.000 (p=0.000<0.05) and 0.033 (p=0.033<0.05 respective which were lower than 0.05 level of confidence while there was no significant relationship between role ambiguity (p=0.324>0.05) and employee performance. Based on these findings, it can be recommended that the company should consider underutilization of skills and work overload as predictors of employee performance. The company should put consideration on developing the skills of the employees and tapping their potentials. The Human Resource Department may conduct as appropriate skills inventory to identify talents and potentials of employees with proper motivation as well as revisit their policies on promotion. However, it also recommended that further studies can be conducted to consider larger sample, scope and more variables as appropriate to arrive at more reflective results. VL - 2 IS - 1 ER -
Information
Email: