Authors :
Barinem, Paul Kobani; Amah, Edwinah; Okocha, Belemenanya Friday
Volume/Issue :
Volume 7 - 2022, Issue 7 - July
Google Scholar :
https://bit.ly/3IIfn9N
Scribd :
https://bit.ly/3Bbx8xU
DOI :
https://doi.org/10.5281/zenodo.6893143
Abstract :
This study theoretically examined the
relationship between stress management and employee
productivity in Nigeria work organization context. The
study adopted stress management as predictor variable
with role ambiguity stress, role overload stress and role
conflict stress as its measure while employee productivity
was utilized as the criterion variable with its measures
covering task performance and contextual performance.
Findings from the study revealed that stress is natural to
man. But when it becomes too much, it creates harmful
effect on the body and leads poor productivity
performance. However, we also found that due to the
dangers of excessive stress, effective stress management
will not only help organizations achieve sustained
productivity but also will help the organization reduce
voluntary turnover intensions induced by stressful work
arrangement. Thus, the study concludes that stress
management is a powerful recipe for sustainable
employee productivity growth in the face of changing
work demands. Therefore we recommend as follows:
i)that managers of work organizations in Nigeria should
ensure that employees are provided the much needed
instructions, guidelines and policies that clearly defines
their work role with no contradictions and confusion to
warrant ambiguity in job execution; ii) that managers of
work organizations in Nigeria should reduce the
incidences of work overload by assigning responsibilities
in relation to the worker’s energy level i.e. taking into
cognizance their physiological and cognitive limitations.
Keywords :
Stress management, Role Ambiguity, Role Overload, Role Conflict, Employee Productivity, Task Performance, Contextual Performance.
This study theoretically examined the
relationship between stress management and employee
productivity in Nigeria work organization context. The
study adopted stress management as predictor variable
with role ambiguity stress, role overload stress and role
conflict stress as its measure while employee productivity
was utilized as the criterion variable with its measures
covering task performance and contextual performance.
Findings from the study revealed that stress is natural to
man. But when it becomes too much, it creates harmful
effect on the body and leads poor productivity
performance. However, we also found that due to the
dangers of excessive stress, effective stress management
will not only help organizations achieve sustained
productivity but also will help the organization reduce
voluntary turnover intensions induced by stressful work
arrangement. Thus, the study concludes that stress
management is a powerful recipe for sustainable
employee productivity growth in the face of changing
work demands. Therefore we recommend as follows:
i)that managers of work organizations in Nigeria should
ensure that employees are provided the much needed
instructions, guidelines and policies that clearly defines
their work role with no contradictions and confusion to
warrant ambiguity in job execution; ii) that managers of
work organizations in Nigeria should reduce the
incidences of work overload by assigning responsibilities
in relation to the worker’s energy level i.e. taking into
cognizance their physiological and cognitive limitations.
Keywords :
Stress management, Role Ambiguity, Role Overload, Role Conflict, Employee Productivity, Task Performance, Contextual Performance.
