Various reasons for work-related pressure are enrolled and the level of pressure changes in various enterprises. For every individual, it fluctuates, so it can’t be summed up. McGrath uncovered there are six potential stressors in an association that incorporates pressure dependent on task, role, behavior, physical condition, social condition, and intraindividual pressure.
Various studies have been made on job stress for the adults in America and it has been projected progressively for the past few decades. An increase in the level of job stress can be assessed by the perception of little control but still there exists a lot of demands that have been demonstrated to be significant with the increased rate of hypertension, heart attack, and various disorders. Figure 1 displays that 20% of stress is caused by the personal lives of employees, 28% of stress is caused due to people issues, 6% of stress has been caused due to lack of job security and 46% of stress is due to heavy workload (Stress Pulse 2006).
Time pressures, job requests, intense subject matters, poor authority, outrageous working conditions, travel, risky materials, working in a tight, job over-burden, Managerial work, Overtime, work-timing, transport, target accomplishment high subjective interest, financial, family, administration, organization approaches, working conditions, remaining task at hand office timings and absence of profession advancement have been found as sources of working environment stress.
The main reasons for job stress are identified by more number of researchers are work over-burden, excess working hours, Lack of rights and power to decide, unresolved personality, absence of serene workplace, less self-rule, no good understanding inside collaborators, absence of correspondence and inspiration, no authoritative help and poor coordinating of occupation abilities. (Colligan and Higgins, 2005).
Ahmad Sheraz et.al (2014) Role ambiguity, role conflict, work overload, and turnover intention have a positive correlation with job stress. The same result was supported by Muhammad Rizwan in 2014.
Cooper (2001) believes that the style of management within an organization is the reason for a worker’s stress. The problem of management styles such as lack of communication, sharing of decisions, inadequate feedback, and poor performance analysis leads to employee’s stress.
In summarizing the study undertaken by many researchers on finding the antecedents of occupational stress, the following are the most common causes of occupational stress.
- Role Ambiguity: Role ambiguity is one of the causes of stress, which arises when low level of clarity. Job uncertainty is the reason for pressure, which emerges when a low degree of lucidity in regard to the job to be played (Spector, 2000). At the point when it comes to the pressure-dependent on the job, the job uncertainty and job strife are the best measurements.
- Role Clash: Lopopolo (2002) expressed that Conflict of jobs happens when an individual encounters jumbled pressure work-related asks that may convince negative enthusiastic reactions because of evident powerlessness to work successfully. In the event that a representative isn’t put in the correct activity that may drive them into stress.
- Role Overload: Driscoll & Cooper, 2002 opined that the time demand for the work to be performed by an employee and priority to be given for the work or task moved them into deep stress.
- Relationship at Work: Employees with a poor level of relationships at the workplace have a low level of support and attention in problem-solving. (Sutherland and Cooper, 2000).
- Lack of Reward &Recognition: Rewards and recognition are the motivating factors, if it lacks that may lead to demotivation, frustration, and finally becomes job stress. Cooper & Bright (2001).
- Working Condition: Seyle believes that an employee should feel comfortable to work and feel free to accomplish their task to avoid mental stress. In the present competitive environment, the certain other factors are also the stressors
- Career Concern: Employees experience stress when an organization is lagging for providing an opportunity to employee’s career development. A career that is not matched with his expectation is the main source of stress.
- Rotating Work Shifts: Stress can occur in people working on different shifts of work. It can be expected that employees will work on the day shift for a couple of days and night shifts. This can generate issues in adapting to the shift timing of the employee and can impact both the family and private lives of the employee.
- Occupational strain: Certain works are innovative challenging and have more precious than other work. Jobs involving risk and hazard are more stressful.
- Organizational Changes: People need to adapt to these changes when changes occur, failing which can lead to stress. A higher rate of stress can be found in the fast-changing environment when transferring or adopting new technology that is significant or unusual.
- Lack of Community Support: The ability to cope up with the stress and its impacts will be higher when employees have cordial relationship with their colleagues and other people. If there is no such social support, an employee experiences more stress.
- Negative Emotions: Occupational stress can be defined as the experience of unpleasant negative emotions such as tension, anxiety, frustration, anger, and depression resulting from aspects of work (Salami 0. S. (2010)
- State of the art technology: Technology is everywhere and it is increasing day by day competing with lighting speed. With technology and its continual advancements, employees are facing work-related stress to cope up with the advancement in technology.
For Citing this article use:
- Kumari, V. (2020). Impact of occupational stress on job performance with the mediating effect of emotional intelligence and resilience in the banking industry.
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