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IMPACT OF STRESS FACTOR AMONG MANAGEMENT EXECUTIVES ON STAFF PERFORMANCE IN NIGERIA PORT AUTHORITIES, APAPA
CHAPTER ONE
1.0 INTRODUCTION
1.1 Background of the Study
People react to stress in different ways. Some coping much better than others and suffering fewer of the harmful effects of stress. Just as stress differs as a function of the individual, it also differs as a function of one’s type of occupation. Some occupations are, of course, inherently more stressful than others. All of the stress-strain-health relationships have an obvious impact on the organization and industry. Both physical and mental illness render the employee unlit for work, and combine both to lesson the satisfaction obtained from work and reduce job performance and productivity levels.
There are various ways that stress symptoms or outcomes are reflected in the workplace. Evidence from a growing body of research suggests that certain individuals, in a variety of occupations, are increasingly exposed to unacceptable levels of job-related stress (Schultz & Schultz, 2002). Occupational stress is any discomfort which is felt and perceived at a personal level and triggered by instances, events or situations that are too intense and frequent in nature so as to exceed a person’s coping capabilities and resources to handle them adequately (Malta, 2004). Occupational stresscan be defined as the “harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources or need of the worker”.
Performanceis defined as the outcomes and accomplishments valued by the organization or system that one works in. Each individual is exposed to a range of stressors both at work and in their personal lives which ultimately affect his or her performance. Pressure at work can be positive leading to increased productivity. However, when this pressure becomes excessive it has a negative impact. The individuals perceive themselves as being unable to cope and not to possess the necessary skills to combat their stress. Stress is acknowledged to be one of the main causes of absence from work (Mead, 2000). The occupational stressors can be categorized into four major groups. Firstly, the working conditions, including shift and week-end work, inadequate remuneration, hours of work, discrimination and safety at the work environment.
Secondly, relationships at work including quality of relationships with peers, subordinates and supervisors. Thirdly, role conflict and ambiguity including ill-defined role, functions, expectations, and duties. Fourthly, organization structure and climate which includes communication policy and practice, major changes in the workplace, culture of the organization, and lack of participation in decision-making. Another cause is career development including under utilization of skills or failing to reach full potential. Another contributing factor is the nature of the job which might amount to an immense amount of physical and emotional exhaustion (Parikh & Taukari, 2004).
It is therefore pertinent at this juncture to keep up the research on occupational stress with regards to job performance so as to determine existing pathways and the emergence of new facts. This therefore forms the basis of this research.
1.2 Problem Definition
Stress affects individuals not only psychologically, by manifesting as anxiety or depression (McGuigan, 1999), but also physically. Physical stress symptoms include “anything from ulcers and digestive upsets to coronary problems”. Stress also interacts negatively with job satisfaction, performance, and commitment. Stress and its impact upon occupational functioning is a major factor in reduced productivity.
It is important to have a clear understanding of the types of psychological stress and subsequent strain that are contributing to high turnover rates and low productivity. . There is also a lack of research in the recent years regarding the amount of occupational stress and coping resources of port workers. This study is primarily interested in how occupational stress affects job performance.
1.3 Aim and Objectives
The principal aim of this study is to examine the influence of occupational stress on job performance of ports workers in Nigerian Maritime Industry.
Other objectives of the study are to:
1. examine the impact of occupational stress on port workers performance.
2. determine individual participant’s response to stress and coping strategies.
3. make recommendations to organizations on how to manage stress at workplace
1.4 Significance of the Study
The experience of stress brings with it a motivation to reduce its negative impacts and restore stability or comfort. Although defensible estimates of the costs of occupational stress are difficult to formulate, there is a general view in the literature that those costs are very high. Correlations between stress/strain and ill health are very widely recorded. In this vein, therefore, any study on occupational stress especially with the aim of determining its effective management strategies is a very useful exercise.
This study would enable organizations and all employers of labour to be more than ever before appreciate the impact stress has on its workforce and thereby institute effective coping strategies or better still inject into the working system variables that would help moderate stress like adequate social support and good working environment among others.
To the individual worker, this study would enable him or her to understand stress, its dynamics, know when he is stressed and/or when he or she is at-risk and know how and where to adequately seek help.
Findings from this study would form very credible instrument in packaging very effective stress management and coping interventions to all categories of workers. In addition, this study would serve as good reference tool as well as give direction to further studies on stress and its related variables.
1.5 Research Questions
The following research questions were answered and guided the present study.
1. What impact does occupational stress has on employee productivity?
2. What measures are put in place by management for the management of occupational stress?
1.6 Research Hypotheses
The following hypotheses were tested in the study:
1. Relationship between occupational stress and job performance among port workers in Nigerian maritime industry is insignificant.
2. Occupational stress will affect port workers level of morale.
3. Occupational stress impact depends on gender and designations at work.
1.7 Definition of Concepts
Although the definitions of terms are fairly standard in the field, for the purposes of this study the following definitions have been operationalized:
Occupational Stress – Stresses inherent and associated with various work roles. The OSI-R uses the Occupational Role Questionnaire (ORQ) to measure six stress-inducing work roles: (a) role overload, (b) role insufficiency, (c) role ambiguity, (d) role boundary, (e) responsibility, and (f) physical environment.
Strain – Strains are the behavioral, physiological, and psychological processes that occur under the influence of stress and disrupt normal functioning. The OSI-R uses the Personal Strain Questionnaire (PSQ) to identify strain and categorize it into one of the following four groups: (a) psychological, (b) physical, (c) interpersonal, and (d) vocational.
Coping – Psychological and physical resources used to counter the effects of occupational stress.
Stressor – Refers to anything external or internal that causes stress either psychologically or physiologically.
Port – Is an interchange or interface with marine carriers and inland carriers in order to achieve just in time and safe arrival concept.
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