Effect of Job Stress on Employee Performance in Nigeria

 – Effect of Job Stress on Employee Performance in Nigeria – 

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ABSTRACT

The study investigated and evaluated job stress and its effect on employees performance at Unilever Nigeria Plc. The study sought to find out how work related stress could affect the productivity of staff of Unilever Nigeria Plc.

In addition, it identified certain factors which contribute to job stress among Unilever Nigeria Plc.

The systematic sampling technique was used to select 80 participants for the study. The result of this study revealed that work load was the major cause of job stress on employee performance in Unilever Nigeria Plc.

It was further observed that respondent in order to relieve stress often walk around and visit other colleagues in their office to discuss matters irrelevant to work thereby affecting productivity at the Unilever Nigeria Plc.

Health-wise, some members of staff of Unilever Nigeria Plc had developed chronic back pain, an effect of long sitting hours and standing hours at work.

Management commitment to staff issues such as paying attention to workload conflicts, supervisors recognition of outstanding output of staff and the introduction of proper stress management training programmes were perceived as significant steps which if embraced were identified as major contributory factors that could contribute to improve the productivity of staff and boost output of staff.

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TABLE OF CONTENT

TITLE PAGE               i

CERTIFICATION       ii

DEDICATION     iii

ACKNOWLEDGEMENT              iv

ABSTRACT       v

CHAPTER ONE

1.0     INTRODUCTION             2

1.1     BACKGROUND OF THE STUDY       2

1.2     STATEMENT OF THE PROBLEM      2

1.3     OBJECTIVE OF THE STUDY              3

1.4     RESEARCH QUESTIONS         3

1.5     HYPOTHESIS OF THE STUDY   3

1.6     SIGNIFICANCE OF THE STUDY    3

1.7     SCOPE OF THE STUDY   3

1.8     LIMITATION OF THE STUDY     4

1.9     DEFINITION OF TERMS  4

1.10   HISTORICAL BACKGROUND OF THE STUDY     6

CHAPTER TWO

2.0     LITERATURE REVIEW     7

2.1     THEORETICAL FRAMEWORK       7

2.2     CONCEPTUAL FRAMEWORK     14

2.3     EMPIRICAL FRAMEWORK        16

CHAPTER THREE

3.0     RESEARCH METHODOLOGY        18

3.1     RESEARCH DESIGN    18

3.2     POPULATION SIZE      18

3.3     SAMPLE SIZE          19

3.4     DATA COLLECTION INSTRUMENT      19

3.5     METHOD OF DATA ANALYSIS     19

3.6     RELIABILITY OF THE STUDY      20

3.7     VALIDITY OF THE INSTRUMENT         20

3.8     RESEARCH INSTRUMENT         20

3.9     LIMITATION OF THE STUDY       20

CHAPTER FOUR                

4.0     DATA ANALYSIS AND PRESENTATION OF RESULT    22

4.1     INTRODUCTION                           22

4.2     PRESENTATION OF DATA                 23

4.3     ANALYSIS OF RESPONSE     24

4.4     HYPOTHESIS TESTING               26

CHAPTER FIVE

5.0     SUMMARY, CONCLUSION AND RECOMMENDATION 26

5.1     SUMMARY            26

5.2     CONCLUSION      27

5.3     RECOMMENDATION      27

QUESTIONNAIRE       28

REFERENCES    29

APPENDIX             30

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INTRODUCTION

In today’s world, stress has become a worldwide phenomenon, which occurs in various forms in every workplace. In today’s work life, employees are generally working for longer hours, as the rising levels of responsibilities require them to exert themselves even more strenuously to meet rising expectations about work performance.

Omolara (2008) described occupational stress as the adverse psychological and physical reactions that occur in an individual as a result of their being unable to cope with the demands being made on them.

According to Topper (2007) Vermut and Stensma (2005), Ornels and Kleiner (2003) Verca (1999) in addition, job stressed is caused by lack of resources and equipment, work schedules such as working late or overtime and organizational climate are considered as contributors to staff stress.

Stress can, therefore, be described as the adverse psychological and physical reactions that occur in an individual as a result of his or her inability to cope with the demands being made on him or her (Moorhead and Griffen, 1998).

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REFERENCE

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Arnold, J., Cooper, L. & Robertson, I.T. (1991). Work Psychology. London: Pitman Publishing.
Bennet, R. (1994). Organisational Behaviour. 2nd Ed. London: Pitman Publishing.
Blumenthal, I. (2003). Services SETA. Employee Assistance Conference Programme. 2 (2). p5-21.
Bowin, R.B. & Harvey D. (2001). Human Resource Management an Experiential Approach. 2nd Ed. New Jersey: Prentice Hall.
Carrel, M.R. et al. (1996). Human Resource Management. South Africa: Prentice Hall.
Carroll, M. & Walton, M. (1997). Handbook of Counselling in Organisations. London: Sage Publications.
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Cresswell, J. W. (2003). Research Design. Qualitative, quantitative and mixed methods approach. London: Sage Publications Inc.