The study investigated and evaluated job stress
and its effects on job performance among members of staff at Union
Bank. The study sought to find out how work-related stress could
affect the productivity of staff of Union Bank in the dispensation of
quality banking staff in Nigeria. In addition, it identified certain
factors which contribute to job stress among staff of the Bank. The
systematic sampling technique was used to select 150 participants for
the study. The results of this study revealed that workload was the
major cause of job stress among staff of Union Bank It was further
observed that respondents, in order to relieve stress often walk
around and visit other colleagues in their offices to discuss matters
unrelated to work thereby affecting productivity at the Bank.
Health-wise, some members of staff of the Bank had developed chronic
back pain, an effect of long sitting hours at work. Management
commitment to employee-related issues such as paying attention to
workload conflict, 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 productivity of staff and boost output of staff.
1.1 BACKGROUND STUDY
Job stress has been of great concern to employees
and other stakeholders of organizations. Job stress researchers
agree that stress is a serious problem in many organizations (Cooper
and Cartwright, 1994; Varca, 1999; Ornelas and Kleiner 2003). The
cost of job stress is very high in many organizations in recent
times. For instance, the International Labour Organisation (ILO)
reports that inefficiencies arising from job may cost up to 10 perce
GNP (Midgley, 1996).
Job stress is defined as the perception of a
discrepancy between environmental demands (stressors) and individual
capacities to fill these demands (Topper, 2007; Vermut and Steensma,
2005; Ornels and Kleiner, 2003; Varca, 1999). Christo and Pienaar
(2006) for example, argued that the causes of job stress include
perceived loss of job, and security, sitting for long periods of time
or heavy lifting, lack of safety, complexity of repetitiveness and
lack of autonomy in the job.
In addition, job stress is caused by lack of
resources and equipment; work schedules (such as working late or
overtime and organizational climate are considered as contributors to
employees stress. Job stress often shows high dissatisfaction among
the employees, job mobility, burnout, poor work performance and less
effective interpersonal relations at work (Manshor, Rodrigue, and
Chong, 2003). Johnson (2001) similarly argued that interventions like
identifying or determining the signs of stress, identifying the
possible causes for the signs and developing possible proposed
solutions for each signs are required.
Therefore, this research will try to find out the
effects of job stress on job performance and interventions that can
be applied by Management and employees to manage stress effectively
at Union Bank. To acquire a deeper understanding of the variable (job
stress) we will first consider the broader topic of stress in
general and then zero in on the variable within the context of Union
STATEMENT OF THE PROBLEM
The current turbulent environment in which some
workers conduct their work requires that organizations examine their
practices. Working in the Nigerian banking industry is an inherently
stressful profession with long working hours, heavy workloads,
difficult customers and conflicting demands. The physical and
psychology demands of workers at the bank make them more vulnerable
to high levels of stress. The effects of stress are evidenced as
increased errors in data entry, high medical bills, lateness to work,
low productivity and increased sick leaves. Despite the extremely
negative effects of job stress on the human body and work
performance, many organizations, with Union Bank not being an
exception has not put in any concrete measures to address these
stress-related conditions that negatively affect productivity.
Furthermore, there has not been a conscious establishment of a linkage
between job stress and its negative effect on productivity.
It is in the light of these problems that this
research seeks to bring to the fore the implication of job stress on
the overall performance of institutions.
OBJECTIVES OF THE STUDY
The objectives of this study are:
1. To examine the effects of job stress on bank workers in the performance of their job.
2. To evaluate Management competencies for controlling and reducing stress at work.
3. To assess the support for those people who are suffering from stress.
4. To assess how work related stress can affect the health of workers.
Based on the objectives of the study, the specific research questions to which answers
were sought are:
What factors contribute to low productivity among staff of Union Bank?
Are there any strategies which could be adopted to prevent or reduce stress among staff of Union Bank?
What can be done to help staff of Union Bank with stress related problems?
Does job stress have any effect on the health of Union Bank staff?
RELEVANCE OF THE STUDY
Stress Management is important to healthy
functioning of organizations as it seeks to increase productivity
since one can clearly focus on tasks, better memory, improved immune
system and better blood pressure. In Nigeria, job stress is not being
given the attention it deserves and so very little has been done as
far as assessing the role of stress on job performance within
organizations. It is in the light of this that this study is deemed
important, as it will:
Create awareness among managers on the need to provide the needed platform to help staff deal with their stresses.
The study has the potential to stimulate, among
scholars and customers, an interest in the study of stress among bank
workers in Nigeria.
ORGANISATION OF THE STUDY
The entire study is divided into five (5)
chapters. Chapter one gives a general introduction about the study,
while chapter two focuses on some theoretical frameworks and reviews
of related literature about the subject. The chapter three presents
the methodology used in the data collection. Chapter four analyses,
summarizes and presents the data for the study. The final chapter
provides a summary of findings, conclusion and makes recommendation
for the solution of the problem studied.