EFFECTS AND MANAGEMENT OF JOB
STRESS IN THE BANKING INDUSTRY IN SAPELE
Abstract
This study investigates the effects and management of job stress among employees of selected deposit money banks in Sapele, Delta State, Nigeria. The banking industry is widely recognized as a high-pressure sector due to its demand for long working hours, heavy workloads, and performance-based targets. These factors often contribute to employee stress, which in turn affects productivity, job satisfaction, and overall organizational efficiency. The study specifically examined the effects of workload pressure, role ambiguity, and general job stress on employee performance. A quantitative research design was adopted, using structured questionnaires to collect data from bank staff across various branches in Sapele. Data collected were analyzed using statistical tools such as regression analysis to test the hypotheses. Findings revealed that workload pressure, role ambiguity, and job stress significantly affect employee performance. The study also identified effective stress management strategies, including workload redistribution, employee assistance programs, and improved communication systems. The research concludes that job stress has a measurable negative impact on employee performance in the banking sector in Sapele. It recommends that bank management should implement proactive stress management practices to improve employee well-being and organizational performance. This study contributes to the understanding of workplace stress in the Nigerian banking context and offers practical solutions for human resource development and organizational policy improvement.
TABLE OF CONTENTS PAGES
Cover page i
Title page ii
Declaration iii
Certification iv
Dedication v
Acknowledgements vi
Abstract ix
CHAPTER
ONE:
INTRODUCTION
1.1 Background
to the study - - - - - - 1
1.2 Statement
of Research problem - - - - - 5
1.3 Objectives
of the study - - - - - - 7
1.4 Research
Questions - - - - - - 7
1.5 Research
Hypotheses - - - - - - 7
1.6 Significance
of Study - - - - - - 8
1.7 Scope
of the Study - - - - - - 8
1.7 Operational
Definition of Terms - - - - 8
CHAPTER TWO:
LITERATURE REVIEW AND THEORETICAL
FRAMEWORK
2.1 Conceptual
Framework - - - - - - 10
2.2 Empirical
Studies - - - - - - - 14
2.3 Theoretical
Framework - - - - - - 30
2.4 Summary
of Literature Review - - - - - 33
CHAPTER
THREE: RESEARCH METHODS
3.1 Research
Design - - - - - - - 35
3.2 Population
of the Study - - - - - - 35
3.3 Sample
and Sampling Technique - - - - 36
3.4 Instrument
for Data Collection - - - - 36
3.5 Validation
and Reliability of the Instrument - - - 37
3.7 Procedure
of Data Collection - - - - - 38
3.8 Method
of Data Analysis - - - - - - 38
CHAPTER FOUR: PRESENTATION AND ANALYSIS OF DATA
4.1 Presentation
of Data - - - - - - 39
4.2 Discussion
of Findings - - - - - - 44
CHAPTER
FIVE: SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1 Summary
- - - - - - - - 46
5.2 Conclusion
- - - - - - - 48
5.3 Recommendations - - - - - - - 49
References - - - - - - -
- 52
Questionnaire - - - - - - - 57
CHAPTER ONE
INTRODUCTION
1.1 Background to the Study
Job
stress has always been considered the world over as rising and has become a
challenge for the employer and employee because high level stress results in
low productivity, increased absenteeism and collection to other employee
problems like alcoholism, drug abuse, hypertension and host of cardiovascular
problems. It quite obvious that job stress produces numerous physical and
mental symptoms which vary according to each individua1s situational factors.
The costs of stress in terms of human suffering, social and occupational impairment
and illness are enormous.
Money
deposit bank employees are sometimes over used as a result of work load, while
some are frustrated in trying to satisfy the requirements of one duty or the
other. This frustration is often manifested in their mood as anxiety, anger,
defection, de humanization and deposition, these lowers productivity and
efficiency on the part of the organization. According to Mai and Yen (2021)
working factors such as; work overload, role ambiguity and role conflict, etc,
had significant and positive influence on job stress and in contrast, job
stress had negative influence on employee job performance. Bature, Aminu and
Ozigbo (2023) excessive overtime, long absence from family, fear of job
insecurity and difficult customers were the major stressors in the bank.
Excessive
stress poses a so much hindrances to a smooth and efficient functioning of
staff and introduces friction lapse, inefficiency and other unpleasant variable
in the operational activities of an organization. The consequence of job stress
in terms of human suffering, social, emotional, impediment and illness are
enormous. Stress has been prevalent in modern life pattern of people which
affects the dynamism of human skills. People become overwhelmed by the pressure
of their work/responsibilities while some are frustrated in trying to satisfy
one duty or the other. The process of stress management is named as one of the
keys to a happy and successful life in modem society. Although life provides
numerous demands that can prove difficult to handle, stress management provides
a number of ways to manage anxiety and maintain overall wellbeing (Susic 2023).
Yodit (2020) Keeping employees satisfied is one method of keeping companies
productive. Moreover motivating workers with more responsibility and challenge
makes workplaces healthier and less of stress.
On
the causes of job stress Onwuzuligbo (2024) the cause of stress in Nigerian
banks is particularly linked to improper working condition for delivering the
duties. While Shaka (2022) argued that lack of stress management training, lack
of job control, job description and Specifications are the major causes of
stress among modem managers. In the views of Nwakeze (2021) bad working
condition and compensation have a dysfunctional effect on the organization like
low morale, low productivity and stress. Job stress has adverse effects on both
banks as financial institutions and their staff.
Previous
studies examining the causes, effects, and management of job stress in the
banking industry paid little attention to stress management and coping
strategies, especially among money deposit bank staff in Sapele, Delta State.
Considering the fact that stress has become a worldwide phenomenon which occurs
in various forms in every work place. In today’s work environment, money
deposit bank staff are generally working for longer hours, as the rising level
of responsibilities require them to exert themselves even more strenuously to
meet rising expectations about work performance in the banks.
Job
related stress is a common element in any kind of work and employees of modern
organizations have to face it in almost every aspect of life. Job stress is
been defined in different ways by various authors over the years. According to
Robbins and Sanghi (2017), stress is defined as a dynamic condition in which an
individual is confronted with an opportunity, constraints or demand related to
what he or she desires and for which the outcome is perceived to be both
problem in organizations and often cause adverse effects on performance.
According
to Kahn and Quinn (2019), “Stress is the outcome of facet of the assigned work
role that caused harmful effect for individual”. It also has unpleasant effects
on health of an individual as David (2020) contributed. It can also be labeled
the harmful physical and emotional responses that occur when the requirements
of the work do not match the capabilities, resources or need of the workers.
Job stress can also or leads to poor health and even injuring. Stress refers to
pressure, tension or worries arising from problematic situations in an
individual’s life were the incidence of such stress is traceable to a work or
work situation, it is known as job stress.
As
Narayanan et al (2021) further observed that job stress could in fact be
identified with almost any aspect of a work or work situation such as extremes
of heat, noise and light, or too much or too little responsibility etc.
According to Irene (2024) job stress is a pattern of reaction that occurs when
worker are presented with work demands that are not matched to their knowledge,
skills or abilities, and when challenge their ability to cope. It is evidence
from this Irene’s definition that job stress is mostly associated with
underemployment.
Beneshtirfar
and Nazarian (2023) Stress is much more common in employees at lower level of
workplace hierarchies because they have less control over their work situation.
However, pleasant circumstances could also bring about job stress, such as work
promotion and transfer to another location. Job stress has attracted
considerable attention in recent times especially within the content or
organizational behavior (Shahu and Gole 2018). In the light of the following
discussion, the study seeks to examine the causes, effects, and management of
job stress in the banking industry in Sapele with a view to proffering solution
to the identified challenges posed by job stress.
1.2 STATEMENT OF THE PROBLEM
No
doubt, job stress is recognized world-wide as a major challenge to individual
mental and physical health, and organizational health. Although stress includes
both good and bad aspects but it is not necessarily bad. Job stress is
typically discussed in a negative context; it also has a positive value. It is
an opportunity when offer a potential gain. Job stress is not always negative
or harmful and indeed, the absence of stress is death (Arbabisarjou et al; 2023).
Apart from the grave national economic consequences of job stress such as
declining performance and productivity, job stress poses chronic health
problems (Cox, et al. 2023).
The
current turbulent Nigerian business environment requires workers and
organization reexamine their practices. Banking is an inherently stressful
profession with long working hours, serious competition ethical dilemma,
regulatory bottlenecks and difficult customers. Sharma et al. (2020) opined
that people in human service profession, such as banking, are often required to
spend considerable time intense involvement with other people and when
customer’s problems are not solved immediately, the situation may become more
ambiguous and frustrating.
In
the nearest future, many causes and effects of stress resulting from work are
subject to change when they are properly managed. On the other hand, poor
management of job stress is believed to have impoverished a good number of
organizations as can be seen from the assertions of Usman and Muhammad (2020);
job stress significantly reduces the performance of an individual. According to
Nurul (2023) there is a positive correlation between job stress and money
deposit bank staff job performance and shows that money deposit bank staff
stress has effects on the job performance. Ramzan and Ashfag (2023) stated that
job stress significantly reduces the performance of an individual/fre Aminu and
Ozigbo (2023) asserted that the effects of stress on employees’ performance
existed in the form of mental tiredness, high blood pressure and increased use
of nie4ation. It is in the light of the following discussion that, the study
seeks to examine the causes, effects, and management of job stress in the
banking industry in Sapele.
1.3 OBJECTIVES OF THE STUDY
The
purpose of this study is to examine the causes, effects, and management of job
stress in the banking industry in Sapele. Specifically, the study seeks to:
1. To
examine the effect of work load pressure on employees performance in selected
deposit money banks in Sapele Delta State
2. To
determine work role ambiguity on employees performance in selected deposit
money bank in Sapele Delta State.
3. To
determine job stress on employees performance in selected deposit money bank in
Sapele Delta State.
1.4 RESEARCH HYPOTHESES
The
following null (Ho) and alternative (H1) hypotheses were formulated
based on the objectives of the study and will be tested at 0.05 level of
significance:
H₀:
Workload pressure has no significant effect on employees’ performance in
selected deposit money banks in Sapele, Delta State.
H1: Workload pressure
has a significant effect on employees’ performance in selected deposit money
banks in Sapele, Delta State.
H₀:
Work role ambiguity has no significant effect on employees’ performance in selected
deposit money banks in Sapele, Delta State.
H₁:
Work role ambiguity has a significant effect on employees’ performance in
selected deposit money banks in Sapele, Delta State.
H₀:
Job stress has no significant effect on employees’ performance in selected
deposit money banks in Sapele, Delta State.
H₁:
Job stress has a significant effect on employees’ performance in selected
deposit money banks in Sapele, Delta State.
1.5 SIGNIFICANCE OF THE STUDY
This
research work is will be of great benefit to money deposit banks and other
organizations in Nigeria. Management of bank and their employees will also
benefit immensely by being acquainted with job stress and its management
techniques. Government and its agencies and other Policy makers will benefit
from this study by applying the findings to the management and smooth running
of government establishment.
This
study will be of benefit to both private and public sector apart from banking
industries and would go a long way by exposing the management and the employee
on the implication of job stress, most especially those in the banking
industries on the need to ensure there is effective management of stress for
their employees in the banking industries under study. The study will also add
to existing store of knowledge.
Thus,
the findings will add to studies that have been done, so that people in other
part of the country can also appreciate the problem. It will also promote
suggestions on how to reduce the effects of job stress in the banking
industries. This study will be of help to future researcher on a similar topic.
This
research when completed shall be immense benefit to all the business
administration students in the faculty of social sciences particularly those
that offer post-graduate programmes in business administration. It will further
expose them to the problems associated with the management of job stress in the
banking industry in banking business or multi-national organizations especially
that between management and staff of such organizations.
In
addition, the research will also be of great benefit to practicing bank
managers and business owners. It will enlighten them on the various management
strategies and approaches that could be employed by the organization to tackle
job stress in the banking industry that arise in the course of running the
banking businesses. The study will also provide some very useful suggestions on
ways of managing job stress in the banking industry. Students’ researchers will
benefit and his study will serve as literature materials and bridge in
knowledge gap which will thereby add to the existing body of knowledge in the
subject area.
1.6
SCOPE OF THE STUDY
The
study will be restricted to the causes, effects, and management of job stress
in the banking industry in Sapele. The study will focus on the following money
deposit banks located in Sapele, Delta State, they are: United Bank for Africa
(UBA), First bank of Nigeria (FBN), Fidelity Bank Plc, Eco-bank Plc, Zenith
Bank Plc and Union Bank). These banks were selected so as to gather up-to-date
information and also to get an in-depth and comprehensive understanding of the
causes, effects, and management of job stress in the banking industry and to
make the research much more meaningful.
1.7
LIMITATIONS OF THE STUDY
Due
to the present harsh economic condition of the country, the study requires a
huge amount to carry out the research and gather enough data, but because of
the financial constraints the study was limited to cover the selected bank in Sapele
Delta State. This study is limited in scope due to some resource limitation as
well as practical research limitations and notable ones use. Owing to the
general presumption of Nigerians about research that it is a futile effort and
will not have any influence on the banks and that the findings of such academic
research will and cannot see the light of the day as such. It is considered a
time wasting exercise.
For
some obvious reasons, questions may not be faithfully answered by many of the
respondents. This has been the problem in the banking industries whenever it
comes to issues that bother on staff welfare, information flow is often handled
with suspicion and sometimes fears of victimization by superior officer.
1.9 OPERATIONAL DEFINITION OF TERMS
The
following terms are defined in the specific sense in which they are used in the
research work.
· Absenteeism:
The habitual non-presence of an employee at their place of work, often due to
illness, burnout, or stress-related conditions.
· Banking Industry:
The sector comprising all money deposit banks operating within Sapele, Delta
State, involved in financial transactions such as savings, loans, and
investments.
· Employees:
Individuals working in banking institutions, including clerks, cashiers,
customer service agents, and managerial staff, who are directly or indirectly
affected by job stress.
· Job Satisfaction:
The level of contentment or fulfillment an employee feels toward their job,
influenced by work conditions, stress levels, and motivation.
· Job Stress:
A condition arising when an employee’s job demands exceed their coping
capacity, leading to physical, mental, or emotional strain.
· Productivity:
The measure of efficiency or output of employees in completing assigned tasks,
meeting deadlines, and achieving organizational goals.
· Stress Management:
Organizational practices and employee coping strategies aimed at identifying,
reducing, or handling job-related stress.
· Turnover Rate:
The frequency at which employees leave and are replaced within a bank, often
used as an indicator of dissatisfaction or stress in the workplace.
· Work Environment:
The physical and psychological setting in which employees perform their duties,
including workplace conditions, tools, culture, and interpersonal relationships.
· Workload:
The amount and intensity of tasks or responsibilities assigned to an employee
within a given time frame, which can influence stress levels.
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