Effects Of Occupational Stress On Employee Job Performance At State Department For University Education And Research

Abstract

Stress has been analyzed as a major contributor to employee absenteeism and turnover limiting the potential success of an organization. It has been attributed to have negative impacts on employee emotionally, behavioral and physically whereas, in organizations, studies that have been conducted in the work place have emphatically proven that extreme stress is detrimental to employee mental and physical well-being. The purpose of this study was establish the effects of occupational stress on employee job performance, among staff at the State Department for University Education and Research. Descriptive research design was adopted for the study. The target population were all employees who are one hundred and sixty four in total (164) categorized in three ranks top management, supervisory and junior staff. Primary data were collected using questionnaires. The data were analyzed using social sciences (SPSS) Version 23.0 computer software. The model summary revealed that interpersonal relationships at work, work stress, changing nature of work explained 63.0% of the variations in employee job performance as indicated by the value of R2 which implies that the are other factors not included in this model that account for 37.0% of changes in employee job performance. Regression results showed that interpersonal relationships at work had a positive and statistically significant relationship with employee job performance. Work stress revealed a negative and significant relationship with employee job performance. Further, regression results showed that changing nature of work has a positive and statistically significant relationship with employee job performance among staff at the State Department for University Education and Research. From the study findings, the study concludes that work stress significantly influences employee job performance. It was also concluded that changing nature of work positively affects employee job performance. Based on research finding it can also be concluded interpersonal relationships at work positively affects employee job performance. The study recommends that work be broken into manageable units and shared among employees. This will ensure that no individual employee handles a bulk of work on his/ her own. Employees should be encouraged to go on leave especially if it is a requirement in the organization. Employees should also be encourage to share any challenges for appropriate guidance and counseling from appropriate professionals in and out of the organization. The study recommends for periodic breaks of 15-30 minutes to allow the worker replenish and rejuvenate. There is also need for appropriate working hours for employees especially for those work that are very demanding and needs sufficient rests. Conscious efforts should be made to enhance social interaction among employees in the work setting such as acquisition of good and effective communication skills be adapted by employees in other to bring about good interpersonal relationship among employees to enhance job performance in the workplace. The study further recommends for appropriate team-building activities to enhance interpersonal relationship among employees. At team-building activities, employees may share work experiences and challenges with colleagues and even senior management for work environment improvement