Nowadays, job dissatisfaction and poor work performances (Ismail

Nowadays, employees either work in private sectors or public sectors
are 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 major
problem for employee predominantly in evolving nations where the employer
doesn’t comprehend the impact of stress on employee performance which in the
end results in critical managerial dilemmas.

Occupational stress is defined as any discomfort which
is felt and perceived at a particular level and caused by instance, events or
conditions that are too strong and frequent in nature so as to surpass a
person’s dealing with the capabilities and resources to handle them
sufficiently (Melta 2004 and Asiimwe,2011). 
Occupational stress present with various signs and symptoms which are categorized
as physical, emotional and behavioral symptom (HFRS, 2011).  Occupational stress also has consequences
leading to low organizational performance and has an impact on any organization
an individual’s performance even leading to health care problem. (Elovainio et
al.,2002 and Asiimwe 2011)

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On the organizational level, occupational stress is
linked to employee performance (Abu Al Rub, 2004).  Some researcher stated that organizational
policies such as long work hours, inadequate training, job insecurity,
inadequate salary and lack of career prospect can also be stressful (McCann et
al.,2009; Schmitz et al.,2000, and Mosadeghrad, 2013).  Many researchers have different perspectives
on 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 which
may positively or negatively affect employees’ job performance, where stress is
caused by disturbed events in the work environment. The work stress of
employees can adversely effect on overall job performance. (Chia Kang Wai et
al, 2013). Based on research, high work-related stress has been one of the
major reasons for job dissatisfaction and poor work performances (Ismail &
Tan, 2011). The job itself, including duties, responsibilities, heavy workload,
variations in workload, role ambiguity and role conflict can be a source of
stress for employees (McGowan, 2001; Michie and Williams, 2003; and Robinson et
al.,2003)

Moreover, employee job performance was reliant on the
willingness and openness of the personnel itself in performing their job.  Employee performance also defined as a measure
of the quality of human capital, which is held by the organization (Bonsu &
Kusi, 2014)   According to Sinha (2001),
The researcher also stated that employee’s performance and productivity can
increase by having this willingness and openness of the employees in doing
their job.  An employee’s performance can
also be defined as a person’s ability to perform with the opportunity and
readiness to perform as well.  Therefore,
the study will be conducted to study the implication of occupational stress
toward employee job performance in the organizations.  Therefore, the study will be conducted to
study the implication of occupational stress toward employee job performance

 

Statement of the Problem

            Stress
is not an illness, but it is a state which can affect someone to become too
excessive by mental and physical illness that may develop. In Ghana, several
nationwide surveys have indicated that, about 58% of the workforce in
organizations suffer from stress – related problems (The Weekly Mirror 2006).
Stress can hit anybody at any level of the business and recent research shows
that work related stress is widespread and is not confined to particular
sectors, jobs or industries. Occupational stress has become a challenge for the
employer organizations as it results in low productivity, increased absenteeism
and collection of other employee problems like alcoholism, drug abuse,
hypertension and host of cardiovascular problems (Meneze, 2005). According to
Seibt, stress is always present among employees, however it can be reduced by
improving the working conditions and quality of benefits in the companies.

Moreover, Occupational stress is a significant and
costly problem, and that the challenge for the organizations is to manage work
stress in order to reduce healthcare costs and improve productivity (Lawrence, 1995).
It may lead to increased health problems leading to higher rates of absenteeism
and turnover, more accidents and lowly job performance. While there is an
agreement among researchers on the stress related terminology adopted from,
Impact of Job Related Stress on Employee Performance: A Review and Research
Agenda www.iosrjournals.org 2 | Page (Maslach, 1998 cited in Ahmed & Ramzan,
2013), Other than that, Stress, has significant impact on company and people
performance and it’s terribly affects health of employees (Mimura and
Griffiths, 2003 in Shah et al, 2012).

Most organizations with the aim of attaining a
higher productivity end up saddling employees with an overload of work in order
to meet deadline and this might have psychological and physical effects on the
employees which may result in something contrary to what these organizations
want to achieve. Although organizations are paying more attention than in the
past to the consequences of the trauma their employees go through when they
place extra- ordinary demands on them, there is still more room for improvement
(Mark A. Dwamena June, 2012).  Usman Ali
et al. (2014) found that workload, role conflict, and inadequate monitory
reward are the prime reasons of causing stress in employees that leads to
reduced employee efficiency. Role conflict and role ambiguity are among the
antecedents of work stress, which have been most cited in the research
literature (Fisher & Gitelson, 1983). Role conflict has also been
demonstrated to be a factor in job dissatisfaction and propensity to leave the
organization one works for ever since the classic work of Kahn and his
colleagues (Kahn et al, 1993). Role ambiguity, the lack of clear and specific
information regarding work role requirements, has also been linked repeatedly
with job stress and low job satisfaction (House & Rizzo et al, 1993).             Based on the recent research that we
have read, there is a lack of research that has been conducted related to
occupational stress towards employee job performances.  Related to this matter, this study need to be
conducted in order to examine the relationship between occupational stresses
towards employee job performances also we include other factors such as role
ambiguity and inadequate money rewards.