Every individual has experienced stress at some point of time. However, stress related to job is among the most common types of stress and it can be “defined as the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or needs of the worker” (National Institute for Occupational Safety and Health n.pag). It is common that many people confuse challenges with stress. It is important to note that challenges are common for any job and these challenges are responsible for growth and job satisfaction. In other words challenge energizes a person psychologically and physically, and it motivates them to learn new skills and master the jobs. Besides, job satisfaction and a feeling of achievement only come when a challenge is met.
There are times when the challenge or the requirement of the organization is not been met. There are the times when it becomes difficult for a person and it turns into job demands that are unrealized, and results in stress. Studies have proven that differences in individual characteristics such as personality and coping style are important factors that determine the level of stress and job satisfaction. These factors are most important in predicting if certain job conditions will result in stress or if it results in a new challenge for a person. In other words some individuals like to take up new challenges whereas for others it might be a stressful situation (National Institute for Occupational Safety and Health n.pag). There are studies that say that if a job is not well-suited for the personality of a person, it may put them under unnecessary stress. Personality variables have always been linked with important behaviors and outcomes in industrial, work, and organizational psychology. In fact it can be said that personality traits is responsible to important organizational attitudes and behaviors, such as job fulfillment, enthusiasm, and management (Ones et al. 389 – 404).
Another important fact is the personal attitude that has direct impact on job satisfaction. Consequently the organizational commitment focuses on their attitudes towards the whole organization. Even though studies have found that there exist a strong relationship between satisfaction and commitment, recent researchers are of the view that commitment causes job satisfaction (Ayeni et al. n.pag.).
Motivation is yet another important aspect in organizational behavior. It is a common believe that when employees are having job satisfaction, their level of motivation that has a tremendous impact on their performance. Where as when employees are not having job satisfaction their level of motivation is low and are unable to produce peak performances. According to the research conducted by Bateman and Snell (458) it is said that “if people feel fairly treated from the outcomes they receive, or the processes used, they will be satisfied”.
Job dissatisfaction or stress built up among employees, can result in low productivity and can turn out to be a costly affair for the organization. For instance it can result in higher turnover; higher absenteeism; lower corporate citizenship; more grievances and lawsuits; strikes; stealing, sabotage, and vandalism; and poorer mental and physical health. These can result in high job stress, higher insurance costs, and more lawsuits. Researchers also point out that emotions at work are also equally important. It is said that emotions decide whether employees will be happy or unhappy in a work setting (Reece and Brandt 234).
A study conducted by Kim and Garman (69) found that employees’ personal lives have an effect on their attitudes and behaviors at the workplace. In this study, the researchers took into account the relationship between financial stress and work outcomes including pay satisfaction, work time use, and absenteeism. They concluded that “employees who had high levels of financial stress had lower levels of pay satisfaction, were more likely to waste their work time, and more frequently absent from work”. This ultimately resulted in poor productivity.
Positive stress can result in taking action to successfully solve problems in personal life and work and can result in feelings of excitement and fulfillment. However, negative stress can result in frustration, resentment and anger and even burnout and despair, along with a numerous physical problems. If we take out time to identify the cause of stress it can be effectively managed (Free Management Library, 1997). Researchers have found that management can remove low motivation and job dissatisfaction amongst employees by improving organization skills, develop knowledge and competencies of managers, improving mutual relationships between managers and subordinates and also improving the quality of internal communication with employees on various issues. It is also important for employees to select the job that best suits their personality.
Ayeni, C.O., Popoola, S.O. and Adeyinka, T. Work motivation, job satisfaction, and organisational commitment of library personnel in academic and research libraries in Oyo State, Nigeria. (2007) Library Philosophy and Practice. Web.
Bateman, Thomas S. and Snell, Scott A. Management – Building Competitive Advantage. (1999). 4th Edition. Boston. McGraw-Hill. pp. 458.
Free Management Library, Stress Management, (1997). Web.
Kim J and Garman E. T. Compensation and Benefits Review. (2004) Saranac Lake: Vol. 36, Iss. 1; pg. 69. US.
National Institute for Occupational Safety and Health. Stress Awareness . Web.
Ones, D.S., Viswesvaran, C. and Dilchert, S. Personality at Work: Raising Awareness and Correcting Misconceptions. Human Performance, Volume 18, Issue 4 January 2005 , pp 389 – 404.
Reece, L. B. and Brandt, R. Effective human Relations in Organizations. (1996). 6th Edition. Houghton Mifflin Company, Boston – Toronto. pp. 234.