Nowadays, employees either work in private sectors or public sectorsare facing a lot of stress in their daily task because they are multitasking.This was mentioned by (Subha and Shakil, 2010), stress has become a majorproblem for employee predominantly in evolving nations where the employerdoesn’t comprehend the impact of stress on employee performance which in theend results in critical managerial dilemmas. Occupational stress is defined as any discomfort whichis felt and perceived at a particular level and caused by instance, events orconditions that are too strong and frequent in nature so as to surpass aperson’s dealing with the capabilities and resources to handle themsufficiently (Melta 2004 and Asiimwe,2011). Occupational stress present with various signs and symptoms which are categorizedas physical, emotional and behavioral symptom (HFRS, 2011).
Occupational stress also has consequencesleading to low organizational performance and has an impact on any organizationan individual’s performance even leading to health care problem. (Elovainio etal.,2002 and Asiimwe 2011)On the organizational level, occupational stress islinked to employee performance (Abu Al Rub, 2004). Some researcher stated that organizationalpolicies such as long work hours, inadequate training, job insecurity,inadequate salary and lack of career prospect can also be stressful (McCann etal.,2009; Schmitz et al.,2000, and Mosadeghrad, 2013). Many researchers have different perspectiveson work stress, which, according to Kazmi et al.,2008 and Chia Kang Wai et al.
,2013) defined work stress as a change in one’s physical or mental state whichmay positively or negatively affect employees’ job performance, where stress iscaused by disturbed events in the work environment. The work stress ofemployees can adversely effect on overall job performance. (Chia Kang Wai etal, 2013). Based on research, high work-related stress has been one of themajor reasons for job dissatisfaction and poor work performances (Ismail , 2011). The job itself, including duties, responsibilities, heavy workload,variations in workload, role ambiguity and role conflict can be a source ofstress for employees (McGowan, 2001; Michie and Williams, 2003; and Robinson etal.,2003)Moreover, employee job performance was reliant on thewillingness and openness of the personnel itself in performing their job. Employee performance also defined as a measureof the quality of human capital, which is held by the organization (Bonsu , 2014) According to Sinha (2001),The researcher also stated that employee’s performance and productivity canincrease by having this willingness and openness of the employees in doingtheir job.
An employee’s performance canalso be defined as a person’s ability to perform with the opportunity andreadiness to perform as well. Therefore,the study will be conducted to study the implication of occupational stresstoward employee job performance in the organizations. Therefore, the study will be conducted tostudy the implication of occupational stress toward employee job performance Statement of the Problem Stressis not an illness, but it is a state which can affect someone to become tooexcessive by mental and physical illness that may develop. In Ghana, severalnationwide surveys have indicated that, about 58% of the workforce inorganizations suffer from stress – related problems (The Weekly Mirror 2006).Stress can hit anybody at any level of the business and recent research showsthat work related stress is widespread and is not confined to particularsectors, jobs or industries. Occupational stress has become a challenge for theemployer organizations as it results in low productivity, increased absenteeismand collection of other employee problems like alcoholism, drug abuse,hypertension and host of cardiovascular problems (Meneze, 2005). According toSeibt, stress is always present among employees, however it can be reduced byimproving the working conditions and quality of benefits in the companies.
Moreover, Occupational stress is a significant andcostly problem, and that the challenge for the organizations is to manage workstress in order to reduce healthcare costs and improve productivity (Lawrence, 1995).It may lead to increased health problems leading to higher rates of absenteeismand turnover, more accidents and lowly job performance. While there is anagreement among researchers on the stress related terminology adopted from,Impact of Job Related Stress on Employee Performance: A Review and ResearchAgenda www.iosrjournals.org 2 | Page (Maslach, 1998 cited in Ahmed & Ramzan,2013), Other than that, Stress, has significant impact on company and peopleperformance and it’s terribly affects health of employees (Mimura andGriffiths, 2003 in Shah et al, 2012).Most organizations with the aim of attaining ahigher productivity end up saddling employees with an overload of work in orderto meet deadline and this might have psychological and physical effects on theemployees which may result in something contrary to what these organizationswant to achieve. Although organizations are paying more attention than in thepast to the consequences of the trauma their employees go through when theyplace extra- ordinary demands on them, there is still more room for improvement(Mark A.
Dwamena June, 2012). Usman Aliet al. (2014) found that workload, role conflict, and inadequate monitoryreward are the prime reasons of causing stress in employees that leads toreduced employee efficiency. Role conflict and role ambiguity are among theantecedents of work stress, which have been most cited in the researchliterature (Fisher & Gitelson, 1983). Role conflict has also beendemonstrated to be a factor in job dissatisfaction and propensity to leave theorganization one works for ever since the classic work of Kahn and hiscolleagues (Kahn et al, 1993). Role ambiguity, the lack of clear and specificinformation regarding work role requirements, has also been linked repeatedlywith job stress and low job satisfaction (House & Rizzo et al, 1993). Based on the recent research that wehave read, there is a lack of research that has been conducted related tooccupational stress towards employee job performances.
Related to this matter, this study need to beconducted in order to examine the relationship between occupational stressestowards employee job performances also we include other factors such as roleambiguity and inadequate money rewards.