International Journal of Research and Innovation in Applied Science (IJRIAS) | Volume V, Issue XII, December 2020 | ISSN 2454–6186

Stress and Employee Productivity in Selected Manufacturing Firms in South-East Nigeria

  Obi, Ngozi Chinyelu

ABSTRACT: This work examined the effect of stress on employee productivity in selected manufacturing firms in South-East Nigeria, it became necessary following a high rate of stress witnessed in the manufacturing industry in the region. The Person-environment (PE) Fit theory was employed as the theoretical framework. The population of the study consisted of 2187 employees of fifteen selected manufacturing firms. The statistical formula devised by Borg and Gall (1973) was employed to determine the sample size of 427. The data generated were analyzed using descriptive statistics, correlation and multiple regression analysis at a 5% level of significance. The results showed that work-family interaction exerts a significant negative influence on employee productivity, organizational climate has a significant positive effect on employee productivity, while role ambiguity has a significant positive influence on employee productivity. The study, therefore, concluded that workplace stress has a significant negative effect on employee productivity in manufacturing firms in South-East Nigeria. The study among other things recommended that management should encourage employees to spend time with their family and that they should be allowed to go home at a reasonable time to meet their family in other to avoid work family-related stress.

Keywords: Work-Family Interaction, Organizational Climate, Role Ambiguity and Employee Productivity

INTRODUCTION

Many employees in the course of discharging their duties in organizations experience one form of stress or the other. This is why Imtiaz and Ahmad (2009) opine that stress is a worldwide experience in the lives of many employees. Similarly, Michie (2002) posits that stress is inevitable in a work environment. Some of the underlying theories and underpinning concepts behind stress are now settled and accepted; others are still being researched and debated. Stress is changing to a common phenomenon among employers and employees. Employees experience and feel stressed continuously and therefore the reactions of stress at the workplace are not a separate aspect. But considering stress more positively leads to higher productivity and improved performance, whereas, negative stress leads to many problems in the organization. Hence, it is pertinent for organizations to take cognizance of the stress level of their employees and make an attempt to help them overcome it (Syed, Muhammad, AftabQadir & Shabana, 2013).
Performance is an important concept for the very survival of all organizations, therefore, anything that could undermine performance is frowned at and measures put in place to avoid it. Stress is one of those factors that inhibit performance, hence, needs to be taken note of and handled properly. To achieve this organizational objective, all the factors which influence stress needs to be properly identified and measured (Kamalakumati & Ambika, 2013). That is, the welfare of employees needs to be top priority of organizations, because employees serve as assets to organizations. But when they are stressed, undesirable circumstances such as increased absenteeism; low productivity, low motivation and usually legal financial damages may ensue which eventually affect the employee work behaviour and leads them towards a counter-productive work behaviour.