Job-Related Stress and Job Performance Free Example

Effect of Occupational Stress on Personal and Professional Life

Job-Related Stress and Job Performance

Traditionally, the job-related stress is viewed as a risk factor that can have a negative impact on the job performance. The negative impact of the job-related stress on the job performance may and does have multiple reasons. Professionals cannot perform successfully, if they fail to cope with their environment. At the same time, the question is whether there is a direct relationship between employee work-related stress and job performance. In other words, the question to study is to find out whether the poor job performance is the result of the negative impact of the job-related stress or probably there are other factors that trigger both stress and poor performance. The revelation of the correlation between the stress-related job and the poor performance of employee can help to find out possible ways to overcome stressors and, thus, to optimize the employee performance. The literature survey reveals the negative impact of the job-related stress on the employee performance.

The greater impact of job-related stress on employee performance than the impact of personal life stress

Stress originating at work is expected to have a more proximal relationship than life stress with job performance. Stress experienced during work is likely a direct result of the work itself, which could create a strong link in the mind of an employee between their work and their level of stress (Manderson, 2014). This means that the job-related stress has the direct impact on the job performance, which is more significant that personal stress because it is related to the job directly, whereas the personal stress has indirect impact, although it may and does affect the employee performance too.

At the same time, the job-related stress also extends far beyond the professional life of people and affects negatively their personal life as well. Researchers (Ukil & Ullah, 2016) have found out that occupational stress has meaningful negative impact on life satisfaction and work-life balance as well as on job performance and job satisfaction. Multiple stressors employees suffer from in their workplace environment has a negative impact on their personal life as their performance at work declines and their problem in their professional life accumulate.

The direct relationship between job-related stress and job performance

The direct relationship between the job-related stress and the job performance is proved by many studies. There was a significant negative statistically determinate linear relationship between all the identified work stress factors and employee job performance, denoting that as the work stress factors increase, employee job performance decreases (Olukayode, 2017). The study conducted by Olukayode (2017) concluded that stressors inherent in manufacturing organizations predisposed employees to work related stress, thereby impairing their job performance in the work place. Therefore, stressors intervene into the job performance of employees and prevent them from the effective work as they cannot stay focused and do their best, while they are under the impact of stressors.
Effects of the accumulating job-related stress may be far going. The impact of the job-related stress may be so significant that it is not only that the performance of employees decline but also the desire to quit the job emerges. The findings of the study conducted by A. Ahmad, and S. Afgan (2016) showed significant positive relationship between job stress and turnover intention expressing that as much as stress at job increases the employees’ intention to quit the job increases. At the same time, underperforming employees are at the higher risk of losing their position because employers are not eager to keep employees, who underperform. This means the job-related stress increases the risk of the declining job performance and the risk of losing the position for employees.

On the other hand, researchers (West, 1990) have found out that low levels of stress was associated with high job performance, satisfaction, and involvement. The positive performance of employees with the low stress level proves that there is the direct correlation between the job-related stress and the employee performance. The higher is the stress the worse is the performance and, on the contrary, the lower is the stress, the better is the employee performance.

In this regard, the awareness of employees about the impact of the stressful environment and their vulnerability to stress is very important for the decrease of the negative impact of stress on their performance. Self-perceived stress is a predictor of how employees perceive their job performance, satisfaction, and involvement in both private industry and government (West, 1990). Employees may predict the decline of their performance as they realize their vulnerability to stress. In such a way, they can try coping with stress before it has a destructive impact on their performance.

The job-related stress as the risk factor for physical health of employees

The deterioration of the employee performance under the impact of job-related stress is often the result of the deterioration of the physical health of employees. The many maladies attributed to work-related stress range from coronary heart disease to trench mouth (Celli, 1988). The deterioration of the physical health is the direct effect of stress. Employees accumulate psychological problems under the impact of stress that result in the development of physical health problems. The deterioration of physical and psychological health leads to the deterioration of their performance. Such problems increase the risk of absenteeism, trigger conflicts in the workplace environment and other issues. As a result, employees fail to perform well.

High employee turnover as the evidence of the negative impact of job-related stress on job satisfaction

The high employee turnover is the evidence of the negative impact of the job-related stress on the job satisfaction. Employees exposed to the high level of job-related stress are at the higher risk of losing their job because they under-perform compared to other employees. Significant positive association between burnout and turnover intention i.e., higher the job burnout, higher will be the intention to quit (Ahmad, A., & Afgan, 2016). Therefore, employees vulnerable to the job stress may experience the problem of the poor performance and may lose their job. Moreover, they may be willing to quit their stressful job to get better and less stressful one.

The job burnout partially mediates the relationship between job stress and turnover intention. This trend reveals the association between the job stress and the job performance (Ahmad, A., & Afgan, 2016). The correlation between the job-related stress and the job performance  proves the negative impact of the job-related stress on the employee performance, while the high personnel turnover is the result of the accumulating stress and declining performance.

The impact of job-related stress on private and public sector employees

The study conducted by J.W. West (1990) revealed that public and private sector employees differed significantly in self-perceived performance, involvement, and satisfaction, but not in levels of stress. Therefore, stress within the government and private industry employees did not differ dramatically throughout this research (West, 1990). Therefore, the level of stress could be similar for employees working in the public sector and private sector, but the self-perception of employees and their attitude to the impact of stress on their performance differ. The stress is more strongly correlated (negatively) with job involvement in private industry than it is for government employees (West, 1990).At the same time, based on self perception, government employees are more likely to be satisfied and to perform better at their jobs than do their counterparts in private industry (West, 1990). This means that public sector employees do not view stress as more destructive on their performance than employees working in the private sector.

The impact of job-related stress on emergency and law enforcement professionals

Employees working in emergency and law enforcement agencies, like nurses and police officers, are particularly vulnerable to the job-related stress and its impact is particularly significant in such employees. The impact of job-related stress among nurses leads to the consistent deterioration of their performance (Al-Nusair, 2017). The job-related stress leads to similar negative effects among police officers, who may under-perform consistently under the impact of stress (Bailey, 2018). Therefore, employees working in the highly stressful environment are more vulnerable to the decline of their performance. This trend proves the direct impact of the job-related stress on the employee performance and the idea that the higher is the stress the poorer is the employee performance.

Conclusion

Thus, the job-related stress has a negative impact on the employee performance and results in the overall deterioration of the wellbeing, psychological, physical health and personal life of employees. The job-related stress has the direct impact on the job performance of employees. The negative impact of the job-related stress affects all employees, regardless of whether they work in the public or private sector. At the same time, employees working in a highly stressful environment, like police officers or nurses, are more vulnerable to the negative impact of the job-related stress on their performance. Moreover, the job-related stress has a more significant, more direct impact on the employee performance, whereas personal stress has rather indirect impact on the employee performance. Finally, the growing stress leads not only to the decline of the employee performance but also increases the risk of the high personnel turnover.

 

References:

Ahmad, A., & Afgan, S. (2016). The relationship of job stress and turnover intention in commercial banks of Pakistan by assessing the mediating role of burnout. Journal of Business Strategies, 10(1), 1-23. Retrieved from http://molloy.idm.oclc.org/login?url=https://search-proquest-com.molloy.idm.oclc.org/docview/1815437465?accountid=28076

Al-Nusair, H. (2017). Perceived work related stress, job performance, social support and intention to stay among immigrant nurses in a culturally diverse setting (Order No. 10806317). Available from ProQuest Dissertations & Theses Global. (2022986357). Retrieved from http://molloy.idm.oclc.org/login?url=https://search-proquest-com.molloy.idm.oclc.org/docview/2022986357?accountid=28076

Bailey, P. R. (2018). Police officer stress, performance, and coping: A phenomenological study (Order No. 10747281). Available from ProQuest Dissertations & Theses Global. (2029883675). Retrieved from http://molloy.idm.oclc.org/login?url=https://search-proquest-com.molloy.idm.oclc.org/docview/2029883675?accountid=28076

Celli, M. J. (1988). The perceptions of civilian employees at a government agency as to the relationship of stress on job performance, job satisfaction, and job involvement (Order No. 8902951). Available from ProQuest Dissertations & Theses Global. (303576398). Retrieved from http://molloy.idm.oclc.org/login?url=https://search-proquest-com.molloy.idm.oclc.org/docview/303576398?accountid=28076
Manderson, C. C. (2014). Life stress, work stress, and job performance: Does conscientiousness make a difference? (Order No. 1567953). Available from ProQuest Central; ProQuest Dissertations & Theses Global. (1622145743). Retrieved from http://molloy.idm.oclc.org/login?url=https://search-proquest-com.molloy.idm.oclc.org/docview/1622145743?accountid=28076

Olukayode, L. (2017). WORK STRESS FACTORS AND EMPLOYEE JOB PERFORMANCE IN A NIGERIAN MANUFACTURING FIRM: AN EMPIRICAL ASSESSMENT. Ife Psychologia, 25(2), 218-233. Retrieved from http://molloy.idm.oclc.org/login?url=https://search-proquest-com.molloy.idm.oclc.org/docview/2075503029?accountid=28076

Ukil, M. I., & Ullah, M. S. (2016). EFFECT OF OCCUPATIONAL STRESS ON PERSONAL AND PROFESSIONAL LIFE OF BANK EMPLOYEES IN BANGLADESH: DO COPING STRATEGIES MATTER. Journal of Psychological and Educational Research, 24(2), 75-100. Retrieved from http://molloy.idm.oclc.org/login?url=https://search-proquest-com.molloy.idm.oclc.org/docview/1844774019?accountid=28076

West, J. W. (1990). Effects of stress on job performance, job satisfaction, and job involvement for personnel in government and private industry (Order No. 9100356). Available from ProQuest Dissertations & Theses Global. (303916835). Retrieved from http://molloy.idm.oclc.org/login?url=https://search-proquest-com.molloy.idm.oclc.org/docview/303916835?accountid=28076

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"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: April 19, 2021]

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