This work is being done by Syed Junaid Mohiuddin, if someone wants the complete work, one may contact me at my whatsapp +923345389038..
CHAPTER
1: INTRODUCTION
1.1 Overview
The main purpose of the current chapter is to give a thorough background of
the job stress within a workplace setting and its impact on the productivity
and commitment of an employee. Meanwhile, the current chapter will also
highlight the main aims of the research. Furthermore, the chapter will also
analyze the significance of the research. The introduction chapter will also
point out the research objectives alongside research questions and organization
of study.
1.2 Background
Awareness of job
stress and the effects of job stress on the performance of the organization are
necessary for the management of the organization. Stress is considered as a
disorder of the employees’ satisfaction in the company and is a core element of
an organization that need to be minimized. The employees’ commitment leads to
measure the attachment of employees with the organization, employees’
satisfaction, and job performance. The employees’ productivity refers to the
output of an employer in a specific period of time, while stress among employees
becomes the main reason in declining the overall productivity of the employees
(Ekienabor, 2016). The
statement infers that job stress and dissatisfaction are closely related to
productivity and commitment[MOU1] . According to Munir and Rahman (2016), a firm’s performance
can be enhanced by solving the stress-related problems that are being faced by
the employees and are becoming hurdle in the way of productivity and their commitment[MOU2] . Furthermore, the main goal of any company is to improve
the overall productivity by enhancing the performance of their employees to
earn maximum revenue (Harris and Fleming, 2017). This implies that if the
companies are unable to mitigate the stress of their employees, the goals and
objectives cannot be achieved. The organizations focus on the employers’
dissatisfaction which leads to turnover and disturbs the goals and objectives
of the system. The study suggests to the management to minimize the effect of the
job stress to develop a high level of employee's productivity and commitment.
The present study will cover all aspects using authentic techniques and models through
reliable and valid results to understand the impact of job stress on the
productivity and commitment level of employees.
Haque examined the
relationship between occupational stress and employees' commitment to the
organizations. The research was based on the quantitative approach where 850
(430 from Pakistan and 420 from the UK) samples were collected from the survey.
The findings of the research showed that at the managerial level the males experience
stress more than the females due to which the organizational commitment among
the females is higher than the males. Moreover, job stress directly influences
the managerial positions more than non-managerial positions and commitment with
the organizations. In addition, Pakistani employees experience more job stress
than UK employees (Chinomona et al.,
2017). The effects of the stress in return diminish the employees’ commitment which
indirectly slowdowns the performance of the organizations (Hanaysha, 2016). The research
was based on the big size of samples which can cause bias. The research must
use a small sample size to avoid biasness. Meanwhile, the main of this research
was merely the comparison of stress level between male and female employees.
Ekienabor (2016), discussed the effect of job stress on the employees'
commitment. The commitment among the employees is a big issue in the organization
due to work burden or insufficient rewards (Vijayan, 2017). The survey and questionnaire procedure
were conducted as a primary source to collect the data. The study results
concluded that job stress results in the dissatisfaction of the employees and hence
turnover reduces. Decline in organization reputation and economic issues arises
as a result of low turnover from skilled employees. Thus, the overall
performance as well as the productivity level of the company drops down. The
type of job stress where turnover of employees decrease down recommends the
company to emphasize the management to solve stress and commitment issues to
develop the satisfaction between the employees and organization (Schwepker and Ingram, 2016). The
main aim of the above-mentioned study was to monitor the factors of the stress
as well as the role of managers to establish a friendly environment within the
company. The study did not focus the impact of the stress on the productivity
level of a firm in detail.
The research work of George and Zakkariya (2015), aimed to
calculate the impact of occupational stress within workplace setting of a
banking sector on the commitment level of employees as well as overall
productivity.
As stated by Lazarus (2020), stress within workplace setting works as a catalyst
between individual’s true abilities and actual productivity level, where higher
level of stress decreases down the actual abilities or productivity level of an
employee. A questionnaire process based on the 35 questions was conducted from
the 5 different bank employees. The research concluded that job stress like;
work burden, environmental changes, and great pressure develop the lack of
employees' commitment towards job as well as reduce the performance of the
organizations. The objectives and goals of the system can be achieved by
providing a stress-free environment to employers (Bhatti, 2016). The study is limited to the short
sample size and samples only from the banks. Researchers need to work further on that topic
on different kinds of organizational structures apart from banking sector to
get accurate results.
Hoboubi et al. (2017) explored the relationship between job stress, satisfaction,
and employees' productivity as well as identified how job stress and
satisfaction influence employees' productivity. 125 employees of different ages
and from the different sectors were included and question papers were filled by
the randomly selected employees. The findings of the research showed that job
stress has direct relations with role insufficiency
as well as role ambiguity. Meanwhile, enhancing the role insufficiency and role ambiguity increases the
productivity of the employees. Similarly, the supervision of employees also
increased the satisfaction and productivity of a company. The flexibility of
the decision-making process, salary according to the performance, and
environment of supervision can enhance the organization's performance (Kossivi et al., 2016). It was suggested to use a threshold size of the sample
to make results reliable and valid.
Ehsan and Ali (2019) pointed out the factors of job stress and explored that
these factors affect the employees’ productivity in the banking sectors of
Pakistan. The stress causes reduced organizational and employee performance (Rasool et al., 2020). The data
was collected from the banks (including MCB, HBL, Punjab, NBP, AL-Habib,
Meezan, and J.S bank) employees in Faisalabad. The 50 participants were
considered in the questionnaire process and correlation. Meanwhile, regression analysis
was utilized to find the results.The findings of the research assessed the job
stress parameters, role overlapping, work stress, and role conflict as the
factors of the job stress which create the sense of dissatisfaction in the
organization that directly reduce the performance and the productivity of the
employees (Orgambídez and Almeida,
2020). The research suggested creating a friendly environment and
exploring the factors of the job stress can assist an organization in providing
a better environment as well as increased productivity level. The research was
based on the limited region of Faisalabad as well as small sample size being
used in it. Analysts can make their research valid by improving these
limitations.
Joy (2020) explored the relationship between stress management and the
performance of the organization. The research was done on the basis of a
secondary source in which the data was collected from previous literature and
empirical studies. It was found that stress management has a close and positive
relationship with the performance factors such as productivity and commitment
of employees. Stress management plays an important role in organizations in the
case of performance (Altindag,
2020). The summarized data was based on the observations and it was
suggested to use reliable and valid qualitative techniques to summarize the
data.
The previous studies
either took a single job sector for the purpose of research or used limited
size of sample to measure the impact of job stress on the level of productivity
and commitment. There has not been any study identified so far on the impact of
job-related stress and its effects on the productivity and commitment on the
employees of Uttar Pradesh, India region. This specific study will be conducted
to measure the impact of job stress on the employees’ productivity and
commitment in the retail sector of Uttar Pradesh.
1.3 Aim of
research
The core aim of the
research is to find the relationship between job stress and employees'
productivity and commitment. Similarly, the study will explore the mediating
role of employees' productivity and commitment between the factors of job
stress and the overall performance of the organization.
1.4 Significance
of the research
Job stress is the core
issue of several organizations in the world. The present study covers all the
aspects of the relationship between job stress and employee productivity as
well as commitment. The study identifies the main factors of job stress that
indirectly affect the employees' performance. The research is based on the
authentic and awarded techniques and models for the methodology to get reliable
and valid results.Moreover, it could be useful for managers of the companies to
enhance the productivity and commitment of their employees as this research
cover the different aspect of job stress and its impacts. On the other hand, it
could be helpful for the employees to overcome occupational stress and to
improve their productivity level.
1.5 Research
objectives
There are two objectives of the research which are given
below:
·
To investigate
the impact of job stress on the employee's productivity
·
To investigate
the impact of occupational stress on the employee's commitment
1.6 Research
questions
The research is based
on the questions posed by the topic and objectives of the research. the present
study is based on the two questions mentioned below:
·
What is the
impact of job stress on the employee's productivity?
·
What is the
impact of occupational stress on the employee's commitment?
1.7 Organization
of study
The present study
consists of five chapters. The introduction as a first chapter introduces the
topic and the direction of the research. The second chapter, Literature review
explores the past studies on the topic. The third chapter is a methodology that
suggests the way to collect the data and find the results. The fourth chapter
is about the results of the research that provides measurements and results.
The conclusion is the last chapter of the study dealing with the summarized
results and findings.[MOU3]
No comments:
Post a Comment