In a workplace there are several kinds of employees who are working with each other in different circumstances. Thus, it can lead to stress for the employees, which is illustrated as any stimulus that upsets or impedes the typical physiologic equilibrium of an individual. In simpler language, stress is the consequence of something emotional, physical, communal, and financial or other factors that necessitate a reaction or alter. Basically, the stress can be identified as the physical as well as emotional strains and the reason behind this is to pressure from the outside environment or the world. It is mostly believed that some kind of stress are beneficial, however; when stress takes place in amounts that cannot be handled, it can lead to
Chesley (2005) found that technology use can cause decrease in quality of life, increase work boundaries, and cause negative spill over and distress. The areas that will be examined for possible negative effects are stress, life satisfaction and job satisfaction. Job Stress With the work world rapidly changing, employees are becoming more concern with their work life balance (Shivananda & Ashok, 2012). A study done by Shivananda, and Ashok (2012) found that there was a negative relationship between work life balance and stress level. This would mean that those who have a low level of work life balance would experience high levels of stress and vice versa.
Theoretical Background This study is anchored on Folkman & Richard Lazarus’ cognitive appraisal approach. Cognitive appraisal means to focus more on psychological stress that develop to our mind and body in a build of cognitive psychology (Ciccarelli & White, 2012). Richard Lazarus defined stress as a two-way process; it involves the production of stressors by the environment, and the psychophysiological response of an individual subjected to these stressors. Every individual has its own way of perceiving stressful events base on the cognitive appraisal. When a person appraise the stressful events as a threat or a harmful feelings towards a situation, negative emotions may arise, that inhibit the person’s ability to cope with the treat that
Phase of “work stress”: This is a disturbance between the required and available resources. Work-related stress is the result of disruption between the external and internal environment of the employee, which is created when the available resources are insufficient to meet in an appropriate manner their personal goals and the demands from the work environment. This imbalance can happen to any employee without necessarily lead to burnout. ‘Exhaustion’ phase: This is the emotional response to previous imbalance, manifested in the form emotional exhaustion, stress, fatigue, boredom, lack of interest and apathy. The workplace is the employee stock source, while the attention is more focused on bureaucratic aspects than on clinical parameters.
Whilst stress becomes extreme, employees develop several of stress symptoms that can lower their performance and health and even intimidate their ability to deal with up with the situation. Work stress has become a familiar term in today’s parlance. In every organization, the major cause of shortfall in productivity is because of stress at workplace. Human resources need assured kind of motivation and work stress mitigating ways to overcome their stress. This research is focused to look at the major factors causing work stress and explain how it have an effect on job performance of the
Staff retention is also better in teams where stress is better managed (Anthony et al, 2005). Work stress reflects poor compatibility between the individual and the situations that one may face in the vicinity of the work. The stress occurs in situations where the employee perceives that his capacity to face work requirements represents a significant burden on him (Anderson R. 2003). The physical changes (rapid heartbeat, high blood pressure) and psychological changes (stress and anxiety) of an individual is the process of creating or willing to adapt compressor environmental variables (Bummer K. & B.H. Newberry,
For some, stress is the negative outcome of bad feelings but for others it is the cause of bad feelings. Stress in workplace is a result of high demands and low skills and it has physiological and psychological effects on the employee and employer sometimes. It is the demand and pressure that leads to stress especially when facing danger to prosperity. Experts from the developed countries like European Union, Japan and America and even from the developing nations focused on job stress and its impact on health of employees (Kawakamii & Haratani, 1999). We can divide job stressors into categories.
Job commitment is the emotional attachment an individual has to an organization or job. Lee (2008) explicitly states this emotional commitment is the greatest predictor of turnover within a company. Hutchinson (1997) finds higher role ambiguity and role conflict lead to lower job commitment. These studies connect role ambiguity and job commitment to turnover, which negatively impacts the work environment. Since role ambiguity is a major component of job discrepancy, lower job commitment may be a consequence of job discrepancy.
Finally, stress can be an unknown body reaction to a demand that lead to pressure or stress in reaction or response conditions. In other word, as mentioned, different response of stress in different people and conditions are different. (Caplan & Jones, 1975)Therefore, the question is if stress is an individual response or a social factor that lead to some psychological responses. Occupational stress inadvertently consequences low organizational performance (Elovainio et al. 2002), Job stress although has belittling impact on any organization and individual’s performance but can shape dire consequences when related to health care.
The effects of stress can be either positive or negative. What is perceived as positive stress by one person may be perceived as negative stress by another, since everyone perceives situations differently. Stress is becoming a major illness in the work environment, and it can be debilitate employees and can be costly to employers. Managers need to identify those suffering from negative stress and implement programs as a defense against stress. These programs may reduce the impact stress has on employee’s work performance.