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Stress
is not an illness, but it is a state which can affect someone to become too
excessive by mental and physical illness that may develop. In Ghana, several
nationwide surveys have indicated that, about 58% of the workforce in
organizations suffer from stress – related problems (The Weekly Mirror 2006).
Stress can hit anybody at any level of the business and recent research shows
that work related stress is widespread and is not confined to particular
sectors, jobs or industries. Occupational stress has become a challenge for the
employer organizations as it results in low productivity, increased absenteeism
and collection of other employee problems like alcoholism, drug abuse,
hypertension and host of cardiovascular problems (Meneze, 2005). According to
Seibt, stress is always present among employees, however it can be reduced by
improving the working conditions and quality of benefits in the companies.

Moreover, Occupational stress is a significant and
costly problem, and that the challenge for the organizations is to manage work
stress in order to reduce healthcare costs and improve productivity (Lawrence, 1995).
It may lead to increased health problems leading to higher rates of absenteeism
and turnover, more accidents and lowly job performance. While there is an
agreement among researchers on the stress related terminology adopted from,
Impact of Job Related Stress on Employee Performance: A Review and Research
Agenda www.iosrjournals.org 2 | Page (Maslach, 1998 cited in Ahmed & Ramzan,
2013), Other than that, Stress, has significant impact on company and people
performance and it’s terribly affects health of employees (Mimura and
Griffiths, 2003 in Shah et al, 2012).

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Most organizations with the aim of attaining a
higher productivity end up saddling employees with an overload of work in order
to meet deadline and this might have psychological and physical effects on the
employees which may result in something contrary to what these organizations
want to achieve. Although organizations are paying more attention than in the
past to the consequences of the trauma their employees go through when they
place extra- ordinary demands on them, there is still more room for improvement
(Mark A. Dwamena June, 2012).  Usman Ali
et al. (2014) found that workload, role conflict, and inadequate monitory
reward are the prime reasons of causing stress in employees that leads to
reduced employee efficiency. Role conflict and role ambiguity are among the
antecedents of work stress, which have been most cited in the research
literature (Fisher & Gitelson, 1983). Role conflict has also been
demonstrated to be a factor in job dissatisfaction and propensity to leave the
organization one works for ever since the classic work of Kahn and his
colleagues (Kahn et al, 1993). Role ambiguity, the lack of clear and specific
information regarding work role requirements, has also been linked repeatedly
with job stress and low job satisfaction (House & Rizzo et al, 1993).             Based on the recent research that we
have read, there is a lack of research that has been conducted related to
occupational stress towards employee job performances.  Related to this matter, this study need to be
conducted in order to examine the relationship between occupational stresses
towards employee job performances also we include other factors such as role
ambiguity and inadequate money rewards.

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