Chapter 1

THE PROBLEM AND ITS BACKGROUND

Introduction

In the last few years, a variety of issues have arisen, and the corporate world has been
affected by the rise of the Stress in the workplace. Stress is a universal element, and the individual
has to face it in every walk of life. Employees working in different organizations have to deal with
stress. Stress can be defined as pressure works stress, it can be a resistance to work and a feeling of
continuous pressure. Work stress is therefore physical and emotional action that takes place when
there is a gap between job requirements, capabilities and resources. Stressful work environments
can contribute to problems such as headache, stomach pain, sleep disturbances, shortness of temper,
and difficulty concentrating. Muhammad Ehsan (2019)

The stress due to workload can be defined as reluctance to come to work and a feeling of
constant pressure associated with general physiological, psychological and behavioral stress
symptoms. But stress isn't always a bad thing. A little stress can help you stay focused, energetic
and able to meet new challenges at the workplace. This is what keeps you on your toes during a
presentation or alert to prevent accidents or costly mistakes. But in today's hectic world, work too
often seems like an emotional roller coaster. Long hours, tight deadlines, and ever-increasing
demands can make you feel worried, exhausted, and overwhelmed. And when stress exceeds your
ability to cope, it stops being helpful and starts causing damage to your mind and body and to your
job performance. Jeanne Segal (2020)

Business owners need employees who are able to get the job done because the performance
of employees is crucial to the company's overall success. Business leaders need to understand the
key benefits of employee performance in order to develop consistent and objective methods of
evaluating employees. This helps to identify the strengths, weaknesses and potential management
gaps in the business organization. The achievement of objectives is one of the most important
factors in employee performance. Successful employees meet deadlines, make sales and build a
brand through positive customer interactions. When employees fail to perform effectively,
consumers feel that the company is apathetic to their needs and will seek help elsewhere.
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However, a new crisis has emerged, COVID-19 is a newly discovered infectious

Coronavirus that has spread throughout the world. Because disease outbreaks can have mental
health consequences, they affect many people, including students. E-learning has been established,
and many students and teachers are under a lot of stress as a result.

Employee performance is one of the greatest factors for the company to be successful,
employees need to be efficient and effective, but sometimes the condition of employees is crucial
and today stress has been a major problem, stress affects the performance of employees, or perhaps
not. Variety of studies finds that stress has a negative effect on employee performance, but there
are some studies that have a positive effect and some even say that stress has no significant effect
on performance at all.

On the basis of the abovementioned trends, it is highly evident that many organizations
have been suffering from stress among their employees, and most of them are still struggling to
find an effective way to manage it. As stress reduces the quality of performance of the employees,
a lot of companies suffer losses and create greater problems for them.

In this connection, the researchers come up with the idea of conducting and assessing the
impact of stress that affects the performance of employees in Batangas State University-ARASOF.
As the issue arises and a variety of studies have been conducted, they have shown contradictory
results. The researchers see it as an opportunity to conduct a study and serve as a basis for future
researchers.

Therefore, the overall aim of this paper is to determine the impact of stress among the
faculty member’s performance on Batangas State University-ARASOF. This paper can serve as a
basis by the future researchers in the creation of their effective stress management plan for business
organizations. It can also be helpful and contribute to research, practice and policy. This research
will also help to fill a gap in organizational stress management and its impacts on employee job
performance within the organization.
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Background of the Study

Workplace tension, is the harmful physical and emotional reactions that may occur when
there is a disagreement between the employee's job demands and their level of control over
fulfilling those demands. In general, high demands in the workplace combined with a lack of
control over the situation can lead to stress. Workplace stress may arise from a variety of sources
or be caused by a single circumstance. It can have an impact on both workers and employers.
Canadian Centre for Occupational Health & Safety (2020) Any stress is thought to be healthy
(sometimes referred to as "challenge" or "good stress"), but when stress becomes too much for you
to manage, mental and physical changes can occur.

Teachers deal with pressures on a daily basis from a number of sources. They are having
difficulty balancing their roles as faculty members and dealing with the students. In the workplace,
teachers have a lot of duties. However, even though they are under stress at work, they must
maintain a positive outlook for the students. Teachers play a critical role in shaping the lives of our
nation’s children. Teachers not only facilitate learning, but also influence a child’s social and
emotional development. Today, teaching is one of the most stressful occupations in the U.S. High
levels of stress are affecting teacher health and well-being, causing teacher burnout, lack of
engagement, job dissatisfaction, poor performance, and some of the highest turnover rates ever.
Stress not only has negative consequences for teachers, it also results in lower achievement for
students and higher costs for schools. A New York City study showed higher teacher turnover led
to lower fourth and fifth grade student achievement in both math and language arts. The cost of
teacher turnover is estimated to be over $7 billion per year. Greenberg, M. Ph.D (2016)

When high job demands and stress are combined with low social-emotional competence
(SEC) and classroom management skills, poor teacher performance and attrition increase. A
teacher’s own SEC and well-being are key factors influencing student and classroom outcomes.
Yet, few teachers have had training opportunities to attend to and develop their own SEC. If a
teacher is unable to manage their stress adequately, their instruction will suffer, which then impacts
student well-being and achievement. In contrast, teachers with better emotion regulation are likely
to reinforce positive student behavior, and support students in managing their own negative
 4

emotions.16,17 Teachers with high SEC also report more positive affect, greater principal support,
higher job satisfaction, and a sense of personal accomplishment.

Batangas State University ARASOF-Nasugbu offers a variety of programs and composed

of seven departments. It has a high student population since it is the only university in Nasugbu,
Batangas. There are many organizations operating, which mean there are several workers. Each
employee is responsible for a particular type of work. Since this is a highlevel institution, each
employee has a heavy workload which became as one of the sources of occupational stress. Faculty
members used to do well while they were teaching, and they had sufficient time to handle students
and complete their responsibilities in the organization. Stress is difficult to overcome, but it became
much more difficult since the pandemic strike. Due to the COVID 19 Pandemic, Batangas State
University ARASOF-Nasugbu is currently conducting an e-learning process. Aside from online
lectures, faculty members carry out their responsibilities both online and in person. They go to
school in order to fulfill their other responsibilities in the organization. Other teachers work from
home, but some of them have a management role that requires them to fulfill their responsibilities
while teaching online. Since the pandemic strikes, the university’s situation became difficult. This
adds to the faculty members' already high levels of stress, but there are variety of factors that gives
stress to them that the researchers need to identify.

In this connection, the researchers come up with the idea of conducting and assessing the
impact of stress that affects the performance of employees in Batangas State University ARASOF-
Nasugbu and help the faculty members to overcome the stress that they are dealing every day. This
research paper will serve as a basis by future researchers in the creation of their effective stress
management plan.

Setting of the Study

This study is conducted at Batangas State University ARASOF-Nassugbu. The previously

mentioned institution is located at R. Martinez St. Barangay Bucana Nasugbu, Batangas. The
chosen respondents of the study are the faculty members of all the colleges including; College of
Accountancy, Business, Economics, and International Hospitality Management; College of
 5

Engineering and Computer Science; College of Teachers Education; College of Industrial

Technology; College of Arts and Sciences; and College of Nursing Allied Health Sciences.

The researchers choose Batangas State University ARASOF-Nasugbu as a setting of the

study because it is a university that usually has workloads and pressures due to the several numbers
of job duties and responsibilities. It is also the only college institution that provides several
programs in Nasugbu, Batangas therefore most of the college students in Nasugbu, Batangas and
its nearby town were enrolled in this university. When the pandemic strikes, there are lots of
changes on the routine of students especially to the faculty members. Due to the pandemic, they
implemented the New Normal set up where the online classes were used as a platform in order for
the student to learn while struggling in this pandemic. Since the e-learning was used in this
institution, there are lots of adjustments on the part of the teachers of Batangas State University
ARASOF-Nasugbu which is now can be the source of their stress in the workplace. The researchers
believed that it can provide the relevant and needed information that will be useful on
accomplishing the study.

Since the researchers are currently studying in this institution by the time of conducting the
study, the faculty members of Batangas State University-ARASOF Nasugbu are the chosen
respondents with the purpose of identifying the source and impacts of stress to their performance
that will be beneficial to the institution.

Statement of the Problem

The study sought to ascertain the impact of stress on employee job performance among
faculty members at Batangas State University-ARASOF in Nasugbu. The study also aimed to
answer the following questions:

1 What is the respondent’s demographic profile in terms of:

1.1 age;
1.2 sex;
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1.3 civil status;

1.4 working status; and
1.5 working position?
2 What are the common sources of stress among Batangas State University ARASOF
Nasugbu faculty in terms of:
2.1 teaching; and
2.2 work environment?
3 What are the impacts of stress to the faculty members and their performance?
4 Is there a significant difference on the impact of stress to faculty members and their
performance when grouped according to their profile?

Theoretical Framework

In the theory of Robert Karasek which is Job-Demand-Control-Support model (1979). The

Job-Demand-Control-Support model is a well-known theory that explains how job characteristics
influence employees’ psychological well-being. The model illustrates how job demands can cause
stress for employees, such as heavy workload, role ambiguity, and job-related strain. However, the
model posits that individuals can manage these stressors through utilizing job skills that allow them
to gain autonomy and control over their work (Karasek& Theorell, 1990).

This suggests that job stress affects employees in a variety of ways, including work load
and other work-related stress. The JDCS Model explains the source of stress of the employees in
different aspects and how they can control those stress. This theory is relevant to the study because
it can be one of the basis on identifying the source of stress of employees. Through this theory, it
will be easier to identify the stressor of an employee. The benefits that it deals to employees were
it gives them ideas about how can stress destroy their ability to work well and how can they manage
those stress. It also helps them to control their stress when the job demand is high and the employees
feel pressured on accomplishing the job. This model is a useful model to enable employees and
management to consider how to reduce workplace stress. This will help the researchers in the
creation of an effective stress management plan for business organizations.
 7

Conceptual Framework

The paradigm of the conceptual framework of the study made use of the system approach
with input-output as a framework for evaluation.
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INPUT PROCESS OUTPUT

1. What is the
respondent’s
demographic profile in
terms of:
1.1 age;
1.2 sex;
1.3 civil status;
1.4 working status; and
1.5 working position?
• Construction
2. What are the common and Validation
sources of stress among of Survey
Batangas State Questionnaire Impact of Stress in the
University ARASOF • Distribution Workplace Amongst the
Nasugbu faculty in and retrieval of Faculty Members of
terms of: Survey Batangas State
Questionnaire University ARASOF-
2.1 teaching; and
• Tabulation Nasugbu
2.2 work environment?
• Analysis and
3. What are the impacts interpretation of
of stress to the faculty data
members and their
performance?
4. Is there a significant
difference on the impact
of stress to faculty
members and their
performance when
grouped according to
their profile?

Figure 1.1 Research Paradigm of the Study

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The paradigm of the conceptual framework of the study uses the system approach with input,
process and output as framework for evaluation.

Frame 1 shows the inputs conducted in this study such as demographic profile of the
respondents, the most common sources of stress in terms of teaching and work environment, and
the impacts of stress on the faculty members and their performance.

Frame 2 shows the process that includes the construction and validation of survey
questionnaires, next is distribution and retrieval of survey questionnaire, followed by tabulation,
and lastly the analysis and interpretation of data.

Frame 3 shows the output of the study which is Impact of Stress in the Workplace Amongst
the Faculty Members of Batangas State University ARASOF-Nasugbu.

Hypothesis

Ha: There is a significant difference on the impact of stress to faculty members of Batangas State
University ARASOF-Nasugbu and their performance when grouped according to profile.

Ho: There is no significant difference on the impact of stress to faculty members of Batangas
State University ARASOF-Nasugbu and their performance when grouped according to profile.

Scope and Limitation of the Study

The research focuses on the impact of stress on employee and their performance at
Batangas State University ARASOF in Nasugbu, Batangas. As a data collection tool, the
researchers created questionnaires using Google Forms. This study started January 2021 until
December 2021. The study's concern is how the respondents, specifically faculty members of
Batangas State University-ARASOF in Nasugbu, will be able to raise their awareness and help
them determine the impact of stress on their job performance. The primary goal of the study is
to determine whether the aforementioned stress has a positive, negative, or no effect on their job
performance.
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Significance of the Study

The researchers initially drew the following significance which will be further reviewed
once the study is done:

Batangas State University ARASOF-Nasugbu. The study provides information about

job stress and how it affects the performance of faculty members of Batangas State University
ARASOF-Nasugbu.

CABEIHM. The study provides information to CABEIHM department about the

impact of job stress to the faculty members of Batangas State University ARASOF-Nasugbu.

Employees. This study provides stress management plan for the employees of Batangas
State University ARASOF-Nasugbu to learn how to handle and overcome the stress that they
are dealing every time.

Researchers. This study helps the researchers to develop knowledge and hard work and
self-confidence. Conducting the study will allow them to understand the source and impact of
stress and how to overcome it.

Future Researchers. This study provides helpful and useful reference of the important
matters regarding to the topic. This will serve as a guide and foundation to the success of their
research.

Definition of Terms

The following terms were used in this study. There are hereby defined conceptually
and/or operationally for better understanding.

Anxiety. The study defined this as a feeling of unease or fear about an imminent
occurrence or an unknown result that affects the majority of people. It can appear in a variety of
ways, and although it is normally an uncomfortable sensation, most of us can either channel our
fear into acts that alleviate the worry or agree that we have no control over the outcome. Small
G. (2019)
 11

COVID 19. It is an illness caused by a novel coronavirus now known as severe acute
respiratory syndrome coronavirus 2 (SARS-CoV-2; formerly known as 2019-nCoV), which was
initially detected in Wuhan City, Hubei Province, China, during an outbreak of respiratory
sickness cases. Medscape (2021)

Employee Engagement. According to Custom Insight (2021), it refers to how

enthusiastic workers are about their jobs, how dedicated they are to the company, and how much
discretionary effort they put into their work.

Employee Motivation. As defined by Questin Pro (2021) It is described as the amount

of enthusiasm, energy, dedication, and innovation that an employee brings to the workplace on
a daily basis.

Employee Satisfaction. It refers to a broad term used by the HR industry to describe

how happy or comfortable workers are with things like their employment, their work experience,
and the companies they work for. Employee satisfaction is a crucial indicator that can help assess
an organization's overall health, which is why many companies conduct frequent surveys to
monitor satisfaction levels over time. Employees who have a high degree of satisfaction with
their employer are likely to be satisfied. (Bamboo HR LLC. 2021)

Faculty Members. As defined by Definitions.Net (ND) it refers to an educator who

works at a college or university.

Job Performance. According to (Ciner, 2018) it refers to as how well a person performs
their job responsibilities and completes their assigned tasks. It also refers to the output's
effectiveness, consistency, and performance.

Pandemic. It is a s defined as the worldwide spread of a new disease. WHO (2021)

Productivity. As defined by Kelly (2020), it is the most important factor in determining

economic development and competitiveness. The ability of a country to improve its standard of
living is almost entirely dependent on its ability to increase production per worker, or the ability
to produce more goods and services for a given number of hours worked. Economists use
 12

productivity growth to model and assess an economy's productive potential and capacity
utilization rates. (Kelly 2020)

Stress. As used in this study, stress is described as any intrinsic or extrinsic stimulus
that causes a biological response. Stress responses are the compensatory responses to these
stresses. EXCLI J. (2017)

Workload. According to Jacobs (2013) it is the assumed relationship between the

amount of mental processing capability or resources needed by the task and the amount of mental
processing capability or resources required by the task.

Workplace. According to Quay (2021) it is also known as a place of employment, is a

place where employees perform duties, careers, and projects on behalf of their employer.
Workplaces vary by industry and can be found both within and outside of buildings. Mobile
workplaces exist, and some employees can work in different locations on different days. With
the advancement of technology, a new form of workplace has emerged: the virtual workplace,
which allows people to work from anywhere.
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Chapter 2

REVIEW OF RELATED LITERATURE

This chapter presents theories, concepts, and other reading materials which are closely
related to the present study. The review includes utilization of different books, journals, and
websites that provide background information. The following ideas and principles are arranged
in logical order which includes conceptual literature, research literature, and synthesis. This
includes discussion regarding the explanation about the stress and its source and impacts in the
workplace.

Conceptual Literature

Stress. Stress is described as any intrinsic or extrinsic stimulus that causes a biological
response. Stress responses are the compensatory responses to these stresses. Stress may have a
variety of impacts on the body depending on the form, timing, and magnitude of the applied
stimulus, ranging from changes in homeostasis to life-threatening effects and death. Many
pathophysiological symptoms of illness are caused by stress, and people who are prone to stress,
such as those who work or live-in stressful situations, are more likely to develop a variety of
disorders. Many illnesses and pathological disorders are made worse by stress, which can be a
triggering or aggravating factor. Habib Y. (2017)

Stress has a prevailing cultural value of being "evil for me." This assessment contributes
to regulatory targets of stress reduction or avoidance. In this paper, we suggest a stress
optimization strategy that combines theory and studies on stress mentality (e.g., Crum, Salovey,
&Achor, 2013) and stress reappraisal (e.g., Jamieson, Mendes, Blackstock, &Schmader, 2010)
strategies. These hypotheses are combined with the extended process model of emotion control
(Gross, 2015). We show how changing second-level valuation systems—from "is bad for me"
to "can be good for me"—fundamentally shifts the ultimate aim of stress management from
"reduce stress" to "optimize stress responses to achieve valued goals." Individuals are
encouraged to recognize, choose, and participate in unique regulation strategies (e.g., situation
selection, attentional management, cognitive adjustment, and reaction modulation) in ways that
 14

help them achieve valued goals rather than simply minimizing or preventing unpleasant
interactions, with this optimization aim in mind. We address key concepts like tension, stressors,
stress responses, and stress control, as well as a research agenda for putting this new applied
theory to the test as an intervention.

According to the findings, work stress has a considerable and detrimental impact on
employee performance. The findings also showed that perceived organizational support
mediates the relationship between employee compensation, appreciation, and job stress and
employee performance in a substantial and complete way. As a result, this research sheds light
on critical factors that contribute to improved employee success.

Employees of modern-day business organizations that work in complex and challenging

markets are often stressed. Some claim that a certain amount of stress is necessary for people to
reach new heights. Others believe that if they are able to function under reduced tension, they
can do much better. Organizations, on the other hand, are developing job roles to get the extra
oomph from human resources, and those who can handle such nuances will be rewarded. As a
result, this research was conducted in Sri Lanka's northern area, with the primary goal of
determining the impact of bank employee stress on results. Second, this study aims to determine
the impact of stress on work, organizational, and person variables, as well as their relationships
with success. The methods of correlations and regression are used to achieve the above goals.
To evaluate the relationship between variables, correlations and coefficients are used. A
regression analysis is used to assess the impact of stress on results. Furthermore, it was
discovered that the relationship between stress and performance is negative, and that stress has
a negative effect on the performance of bank workers. Greenberg M. (2016)

Anxiety. Anxiety is a source of stress, anxiety has a way of infiltrating any aspect of a
person's life. Anxiety can restrict the potential of any aspect of your life, whether it manifests as
full-blown panic or persistent concern. It could keep you from attending college, finding work,
damaging your relationships, or even making you a prisoner in your own home. In a nutshell, it
can be completely incapacitating. During an undergraduate behavior therapy course, I had my
first experience assisting those with anxiety. I was given the task of assisting a student in
overcoming her fear of public speaking by the use of progressive muscle relaxation. We made a
 15

list of her fears together and focused on inducing a deep state of relaxation by making her
alternately tense and relax muscle groups in her body while imagining herself in each of the
scenarios she was afraid of. It was truly satisfying to guide her to a point where she could deal
with her anxiety in a short period of time.

According to Forsyth (2016) Anxiety and fear are strong, action-oriented emotions that
are difficult to manage. Your up-to-date knowledge confirms this, and it's accurate. The reality
is that anxiety is unlikely to go away completely. You could never be able to reduce, let alone
eliminate, your panic attacks, traumatic thoughts, or unpleasant memories. In reality, if anyone
tells you that you can, don't believe them, no matter how well-intentioned they are. There is no
one-size-fits-all approach to removing anxiety and fear from your life. Why? We are historical
beings, after all.

This is something that modern neuroscience teaches us. Our nervous systems are
additive rather than subtractive in nature. This ensures that whatever is put in stays put. You
most likely have a history of anxiety and paranoia that has taught you how to cope with it. It's
just a part of the mix. That's how you'll get new results—by making new history. You'll need to
learn how to take control of your life and not let fear take over and get in the way of the things
you want to do, the things you care about doing, if you want to change the trajectory. You have
the ability to put an end to your misery. You can free yourself from anxiety and fear without
having to get rid of them. Fear is a healthy and necessary emotion. Humans benefit greatly from
it because it prepares us to fight for life or flee quickly from a threat. However, too much fear,
manifested as chronic anxiety, is excruciatingly painful and crippling. Anxiety is a persistent
anxiety that occurs in the absence of a real threat: after a threat has passed, in circumstances that
aren't particularly threatening, or in anticipation of a possible threat. An anxiety disorder
develops when anxiety becomes chronic and takes over your life. Cognitive behavioral therapy
(CBT) is the most effective anxiety medication, according to research. It performs better than
medications, psychoanalysis, hypnosis, and all of the other anxiety treatments we've tried in the
past. In general, two CBT methods for anxiety treatment have emerged: coping and exposure.
Coping entails altering your thinking, assessing risks more accurately, and increasing your trust
in your ability to handle a threat so that you become less afraid over time. Exposure is the
 16

deliberate experience of what you are afraid of, proving your doomsday predictions and allowing
the anxiety to naturally subside. According to the most recent research, both methods are
efficient, but exposure works faster and produces greater, longer-lasting reductions in anxiety.
The first two-thirds of this book will teach you what you need to know about using inhibitory
learning, the most recent and most powerful exposure protocol. A group of therapists and
researchers (Craske, Treanor, Conway, Zbozinek, and Vervliet) developed it and published their
findings in 2014. This unique exposure technique will assist you in overcoming anxiety as
quickly and completely as possible. Coping preparation, defusion, cognitive resilience, and
distress tolerance are among the most common coping mechanisms used in CBT and associated
therapies. They are tried-and-true approaches that can supplement and improve your anxiety
treatment plan.

Anxiety is a natural human emotion that everyone experiences from time to time, and
feeling nervous before a job interview is also common. However, in Linda's situation, her
anxiety became so severe that she had a panic attack, which is a relatively uncommon
occurrence. Anxiety is a feeling of unease or fear about an imminent occurrence or an unknown
result that affects the majority of people. It can appear in a variety of ways, and although it is
normally an uncomfortable sensation, most of us can either channel our fear into acts that
alleviate the worry or agree that we have no control over the outcome. Panic attacks and other
anxiety conditions cause people to mistake nervousness or tension as real physical risk that must
be stopped at all costs. Fear and anxiety are not the same thing, despite the fact that many people
confuse them. Forsyth (2016)

Fear is a common emotional reaction to a true and immediate danger. It is characterized

by a fight-or-flight reaction, in which the person experiencing fear confronts or flees the source
of fear, with the fear dissipating as soon as the danger has passed. Anxiety, on the other hand, is
the fear and anticipation of a potential danger or conflict that may last for months or years.

There are few conditions today that necessitate a fight-or-flight response. The majority
of our dayto-day concerns are more mundane, such as whether we will be late for an appointment
due to traffic or whether our boss will be in a bad mood today. However, in recent years, an
increasing sense of imminent danger from terrorism, environmental issues, political upheaval,
 17

and disease outbreaks has crept into our consciousness, leaving many people feeling uneasy.
Instead of concentrating solely on doing their best, many people are now more concerned with
avoiding the worst-case scenario. Despite the fact that this form of low-level anxiety can be a
bothersome diversion, most of us don't let our concerns affect our overall sense of well-being.
We typically describe feelings of nervousness, worry, undue concern, or anxiety when we say
we're anxious. Small G. (2019).

Source of stress. Most people experience work-related stress on a regular basis,

occupations, and some occupations face more work-related stress than others. Other people
Environmental factors such as lighting, temperature, air quality, and noise can all have an impact
on workers' stress levels in subtle ways that are often overlooked during typical workdays.
related stress assessments. The current study investigates the relationship between these
environmental factors and their effects on corrections officers' stress levels. Respondents to a
survey (N=45) evaluated two correctional facilities in the Pacific Northwest for environmental
quality and the prevalence of Sick Building Syndrome (SBS) symptoms such as headache,
fatigue, nausea, lethargy, and other health-related issues. Environmental baseline measurements
and facility. To assess officers' performance, environmental standards were compared to survey
results. Stress as a result of the workplace environment The findings indicate that Environmental
factors may have a greater impact on officers' stress levels and their experience of SBS
symptoms than is currently discussed in the literature.

According to white (2018) Management Workbook will provide you with the relief you
require in a time frame that is convenient for you. The Stress Management Workbook will help
you build sustainable stress management skills for significantly reducing stress—now and in the
future—with concrete exercises that take no more than 10 minutes each. Dr. Ruth White, a
leading stress management and mental wellness expert, teaches you how to keep your brain
sharp, improve your mind's response to stress, and develop stress-reduction strategies in The
Stress Management Workbook. This new set of stress management skills will enable you to
perform better at work, have more energy, foster better relationships, and be healthier in both
mind and body. And according to Richard Ryan (2017) Self-determination theory (SDT) is an
organismic theory of human behavior and personality growth that is founded on empirical
 18

evidence. SDT's research is largely psychological in nature, and it distinguishes between various
forms of motivation on a scale ranging from controlled autonomous. The theory looks at how
biological, social, and cultural factors can either help or hurt people's natural abilities for
psychological development, commitment, and well-being. The book begins with an outline of
the material covered in the following pages, as well as a case for the theory's applicability in
real-world settings like education, health care, employment, psychotherapy, sport, and virtual
worlds. It also takes into account the impact of fiscal, political, and cultural influences on
motives and basic need fulfillment. And when stress exceeds your ability to cope, it stops being
helpful and starts causing damage to your mind and body and to your job performance.

Robert Karasek (1979) revealed in his theory which is Job Demand-Control Model, the
Job Demand-Control (JCD) model and its expanded version the Job Demand-Control-Support
model have dominated the field of occupational stress research for more than two decades. The
JCD model postulates that job strain results from the interaction between two dimensions of the
work environment: psychological job demands and job control. Mental pressures have
traditionally been associated with workload, which was defined primarily in terms of time
constraints and role conflict. However, more recently, the current construct of psychological
demand has been defined by cognitive and emotional demands, as well as interpersonal conflict
characteristics. Job control (also known as decision latitude in the literature) refers to a person's
ability to direct their work activities. It is defined by two important components: (a) decision
authority (the ability of a worker to make decisions about their job); and (b) skill discretion (the
breadth of skills used by the worker on the job). According to the JCD theory, people who have
high demands but little control are more likely to suffer from psychological strain, work-related
stress, and, in the long run, poor physical and mental health.

Later, the model was expanded to add a social component: social support. According to
the JCDS model, social support can mitigate the detrimental effects of job stress on workers'
physical and mental health. According to this concept, workers who are subjected to
occupational strain (high demands and limited control) and low workplace support are the most
vulnerable to poor physical and mental health (a phenomenon referred to as iso-strain).
 19

The JDCs (Job-Demand-Control-Support) model is a well-known hypothesis that

describes how job features affect employees' mental health. The model depicts how workplace
demands, such as a severe workload, position uncertainty, and job-related pressure, can produce
stress for employees. Individuals can manage these pressures, according to the concept, by using
job skills that allow them to obtain autonomy and control over their work (Karasek& Theorell,
1990).

Impact of Stress. According to Rudavela (2017) Long-term professional stress has a

direct effect on workers' psychological well-being, which in turn has an impact on the activities
of every company. As a result, with the help of specific stress management procedures, more
and more attention is being paid to minimizing the negative effects of stressful working
environments.

The effect of stress, the forms of stress-resistance of employees, and the impact of stress
on the degree of job satisfaction of bank employees were all investigated in this paper. According
to the findings, the following factors influence bank employees' job satisfaction: salary
satisfaction, organizational tension, and team relationships. The key source of stress for bank
workers is a vast amount of work and a limited time frame in which to complete it.

You're stressed, so you're reading this book. You may be stressed out as a result of an
unforeseen occurrence or a developmental change that brings new demands and confusion. You
may be caring for a new baby, renovating a home, going through a divorce or the death of a
loved one, starting a company, or being laid off. An unhappy relationship, depression, weight, a
chronic illness, financial difficulties, or unrewarding work can cause you to be chronically
stressed. It's possible that the emotional abuse or neglect you experienced as a child is still
present in your brain. You may also be coping with everyday frustrations caused by traffic, bills,
home repairs, demanding family members, employers, or clients, or an aging body. Whatever
the root of your stress, it can leave you feeling exhausted, worried, or stressed out after a while.
You can place your brain on a more relaxed, concentrated, and optimistic track if you recognize
your brain's hardwired stress response. This method of stress management will bring you more
satisfaction and basis.
 20

Job stress and job satisfaction are significant determinants of employee productivity.
Employees reported moderate-high levels of work stress and moderate levels of job satisfaction,
respectively. In addition, their performance was rated as moderate. While there was no
statistically significant link between work stress and productivity indices, there was a
statistically significant link between job satisfaction and productivity indices. The regression
modeling revealed that shift schedule, the second and third dimensions of job stress (role
insufficiency and role ambiguity), and the second dimension of job satisfaction were all
significantly correlated with productivity (supervision).

Job burnout is influenced by job tension, perceived social support, and job satisfaction.
However, few studies have looked at how work stress affects various aspects of job burnout in
bank workers, such as perceived social support and job satisfaction. The Job Stress Assessment
Scale, Perceived Social Support Scale, Minnesota Job Satisfaction Questionnaire, and Maslach
Burnout Inventory-General Survey were completed by 1464 Chinese bank employees for this
report. Job burnout was positively correlated with job stress, but negatively associated with
perceived social support and job satisfaction, according to the findings.

The mediation of perceived social support was different for work burnout than for
different job burnout aspects, according to mediating findings. The relationship between work
stress and various job burnout dimensions was mediated by job satisfaction. Furthermore,
perceived social support and work satisfaction were found to mediate the relationship between
job stress and burnout. Wu (2020).

Employee Performance. Employee performance is defined as how well an employee

performs their job duties and tasks. It refers to their output's effectiveness, quality, and
efficiency. Performance also plays a role in determining how valuable an employee is to the
organization.

Hussain (2019) study look at how employee compensation, acknowledgement, and job-
related stress affect employee performance in call centers in Lahore, Pakistan, with the
mediating function of perceived organizational support. Findings Employee recognition and
incentives have a significant and positive impact on employee performance, while work stress
has a significant and negative effect on employee performance, according to the findings. The
 21

findings also showed that perceived organizational support mediates the relationship between
employee compensation, appreciation, and job stress and employee performance in a substantial
and complete way. As a result, this research sheds light on critical factors that contribute to
improved employee success.

Employee Motivation. Employee motivation is described as the amount of enthusiasm,

commitment, perseverance, and inventiveness brought to their jobs by employees. It goes
without saying that increased employee motivation results in increased engagement and
productivity.

What is the concept of motivation? The word is described as "the act or process of giving
someone a reason for doing something," as well as "the state of being eager to act or work,"
according to Merriam-online Webster's dictionary. As a result, the focus of this book is on what
motivates us to be excited about what we're doing. It's about why we feel compelled to grind
through tasks that might seem thankless on the surface. It's also about the urgent need for
managers to have a better understanding of what motivates workers to be more involved at work
and what they can do to make everyone feel happy and more dedicated. It's about becoming
more connected to what we do, the results of our efforts, other people, and our relationships.
But, in the end, this book is about what we really want from life before we pass away.
Motivation, in the sense of being enthusiastic about completing a mission, is a far more
complicated issue than it seems at first glance. Imagine attempting to write down an equation
that captures all of motivation's basic elements to understand the complexity of motivation.
Smarp (2020)

According to Heckhausen (2018) Human life is made up of a constant stream of activity.

It has a more covert side in the mental activities of experiencing, perceiving, thought, sensing,
and imagining, in addition to the endless variety of overt behaviors and expressions that affect
the social and physical environment. While these mental processes are not visible to anyone and
have no direct effect on the world, they are part of the flow. Thus, human behavior encompasses
everything from daydreaming (Klinger, 1971) to preplanned, deliberate actions. Motivational
psychology is concerned with behaviors that represent the achievement of a specific goal and,
as such, constitute a meaningful unit of action. Motivational analysis aims to clarify the whys
 22

and hows of these behavioral units. Academic psychology has only recently returned its attention
to the hows of human life, such as how individuals, after deciding on a course of action,
eventually come to follow (or abandon) it.

According to McCrathy A. (2017) Employee engagement and a culture of idea

generation are often the missing links in every company's long-term success. Regrettably, the
majority of businesses fall well short of their goals. They focus on the wrong metrics, place too
much emphasis on employee surveys, and fail to listen to their employees with empathy. It is
undoubtedly difficult, as any boss or CEO can attest. They don't know how to set up a system to
catch employee ideas, compensate them accordingly, and make this a standard rather than an
exception. With their latest book, performance/process improvement experts Mike McCarthy
and Janis Allen have solved this problem for all of us. It's jam-packed with real-world examples
of what works and what doesn't when it comes to the employee engagement in the organization.
Their systematic, step-by-step methodology will eliminate all the guesswork from this difficult
operation, whether you're the CEO, a frontline boss, or a team leader. It will take time and
commitment to engage, involve, and inspire employees.That's why: for better outcomes and
simpler ways to keep the project moving and get the job done!

Most business people would agree that the most productive workers are those who are
inspired. Motivated workers are those who take the initiative, want to do good work, want to
advance in their careers, and are more likely to excel. Motivated employees are loyal and
committed, and they become goodwill ambassadors for their businesses. In reality, it's widely
acknowledged that businesses with highly motivated employees have lower turnover and
outperform their rivals in terms of revenue and income. The more inspired your employees are,
the more productive your company will be. Recognizing that workers are critical to the
company's success is the first step in motivating them. It's all about cultivating a corporate
culture that encourages employees to strive for excellence in their careers and pride in their
workplace. Giving people things they don't deserve or showering them with benefits and
incentives in the hopes that they will work more hours or tolerate bad working conditions are
not effective ways to motivate workers.
 23

Related Literature

The researchers have gathered some finish dissertations and studies that were donw by
the professionals and students or researchers, etc. in order to broaden and deepen their ideas and
understanding about the objectives of the study. The finished studies and dissertation have been
included are all about the awareness of individual about the stress and its causes and effect to
the employee performance in the workplace.

Stress. According to the study of Palanivel R. V. etal., (2020), teachers experienced

negative effects on job-related behaviors such as losing interest in teaching, making numerous
errors in their work, failing to attend to students' needs, transferring aggressiveness to pupils,
and increased absenteeism. In comparison to female teachers, male teachers experienced higher
negative effects on job-related behaviors. There was a link between the respondents' age and the
behaviors they encountered on the job. When compared to all other teachers with a certificate,
diploma, or Bachelor's degree, master's degree holders saw more job-related effects.

Moreover, the findings in the study of Candeias A. etal., (2019), this suggest that men
express a higher degree of stress in the standard education group, but women express a higher
level of stress in the special education group. Differences in well-being and perceived social
support were also discovered, and similar findings were achieved for special education teachers,
men and women, respectively. In terms of burnout, disparities in gender and credentials were
observed, and they were confirmed in both the regular education and special education groups.
The findings allow us to underline that psychological well-being has a greater impact on both
categories of teachers' protection against burnout. In the group of normal education instructors,
well-being and social support stand out as protective variables against emotional tiredness in
female teachers, whereas emotional dependency and balance (well-being) play this function in
male teachers. In special educators, the importance of wellbeing (happiness and control of self
and events) as a protective factor against emotional exhaustion and self-esteem as a protective
factor against depersonalization stands out for female teachers, whereas the dimensions of well-
being - control of self and events and happiness - are the factors with the most protective impact
for male teachers in this group.
 24

In the addition to the above study, Ajibola K. (2020) conducted a study which showed
that the two hypotheses was a significant association between locus of control and employee job
satisfaction. Furthermore, locus of control was revealed to be a major predictor of employee job
stress. The study found that employee locus of control had an impact on job performance and
job stress among teachers in Nigeria's Osun State.

Furthermore, in the study of Ekienabor E. E., (2019) entitled “Impact of Job Stress on
Employee Productivity and Commitment”. The findings revealed that work stress has an impact
on employee productivity. Furthermore, work stress has an impact on employee commitment.
When higher levels of stress occur with little managerial consideration for a remedy, employee
performance suffers, putting the organization's credibility at risk and resulting in the loss of
professional workers, these conditions necessitate urgent attention from management to
implement appropriate stress management practices to improve employee satisfaction and
overall performance.

Anxiety. According to the study of Rahmani D. et.al., (2021) entitled Organizational

Compliance During COVID-19: Investigating the Effects of Anxiety, Productivity, and
Individual Risk Factors Among Iranian Healthcare Employees. During the COVID-19 outbreak
in Iran, this study examines the effect of anxiety, efficiency, and person characteristics on
employee enforcement in an Iranian medical science university. The data of 160 healthcare
workers from different occupations was obtained, with the measurements having high reliability
and validity. Higher anxiety lowers compliance, while higher efficiency increases it, according
to two regression experiments. Higher education and non-medical occupations were found to
have higher levels of compliance. Tenure and holding a medical position were also found to be
positively correlated with productivity. Discussed above are the implications and limitations of
the study.

Moreover, the sudden and rapid spread of the COVID-19 pandemic across the world
resulted in a surge in health-care workers' workload, which coincided with the possibility of
higher mortality rates and the spread of large numbers of people. Furthermore, the fact that the
scope of the problem is unknown can lead to a significant loss of motivation among health-care
 25

staff, as well as mental health issues. It has been shown that health care staff have high rates of
anxiety, insomnia, and depression symptoms. Bostan (2020)

Furthermore, according to Chapa (2021), workplace anxiety is a big human resource

problem. Employee well-being, healthcare, and productivity costs are all examples of negative
effects in organizations. According to the World Health Organization, over 300 million people
worldwide suffer from anxiety disorders, costing the global economy $1 trillion in lost
production per year: $30 billion in the United States, $51 billion in Canada, and £26 billion in
the United Kingdom. The most significant flaw in the anxiety scale is the overlap between
anxiety and depression symptoms. The Beck Anxiety Inventory (BAI), which is known for its
ability to differentiate between depression and anxiety symptoms, is assessed with a group of
416 working participants from different industries across the United States. The BAI will be
examined for the firsttime using employee respondents in this report. The BAI four-factor model
(neurophysiological, subjective, fear, and autonomic) offered the best match, according to
confirmatory factor analysis. Individual scale analyses revealed that the majority of the
participants had mild to moderate anxiety. Mild to moderate anxiety contributes to poor
performance, depression, and an increased risk of diagnosable disorders. There are suggestions
for coping strategies, practical consequences, and future study.

Source of Stress. Mood disturbances, anxiety disorders, and suicidal ideation are all
symptoms of various forms of stress. In Korea, the rising suicide rate among working-age people
has recently become a major mental health issue. As a result, we looked at how different types
of stress affect depression, anxiety, and suicidal ideation in Korean workers. The research
included 189,965 workers who took part in health screenings and completed questionnaires on
the Center for Epidemiologic Study-Depression Scale, Beck Anxiety Inventory, and the main
causes of stress and suicidal ideation. We looked at the main causes of stress by gender and age
group, and used binary logistic regression to see how they affected depression, anxiety, and
suicidal ideation. Workrelated stress was the most common source of stress, regardless of age
or gender, followed by interpersonal relationships. Interpersonal relationships and financial
difficulties, on the other hand, were the most common sources of stress linked to depression or
suicidal ideation. Despite the fact that work is the most common source of stress for Korean
 26

workers, stress related to life issues other than work has a greater impact on mental health,
according to this study. Shin (2017) In today's jargon, "workplace tension" has become a popular
word. The key cause of low productivity tends to be workplace stress in any organization. To
overcome stress, employees need a certain level of motivation as well as work stress
management techniques. This paper aims to investigate the major causes of job stress and
demonstrate how they impact the job performance of employees in Aavin, Coimbatore.
Workload, job security, autonomy, position disputes, low pay, and other types of job stress are
all common in an employee's daily life. The workload, job security, and shift work related to
Aavin Company are the main factors considered in this article. The effect of job stress-related
factors such as workload, job protection, and shift work on employee performance is
investigated in this paper. An effort was made to bring out work stress mitigating techniques
that workers and employers can use to overcome their job stress and increase their results.
Management should take the requisite steps to reduce employee work stress levels and improve
job efficiency. Vijayan (2017)

The study of Hendrawan (2017) assesses the effects of physical environment to work
stress. Using the random sampling method, the results revealed that physical environment (noise
and vibration) has a significant effect on work stress.

However, the entrepreneurial phase is marked by a high level of uncertainty, which is a

major source of stress. As a result, one of the primary goals of entrepreneurs is to reduce
confusion in order to facilitate the entrepreneurial process. Entrepreneurship researchers, on the
other hand, have not adequately discussed the tension mechanisms that could be associated with
this ambiguity. Uncertainty, we conclude, is a term that connects both the entrepreneurial and
stress processes. In terms of (1) opportunity detection, (2) opportunity utilization, and (3) related
results, we explore the connections between these two processes. Using a morphological box,
we then show how future research could integrate the interaction between the two processes and
explain how such research might be done. Rouch et.al., (2018)

The paper establishes and tests a hypothesis that describes why and how much email
use is considered a stressor. We hypothesize that individuals perceive their current and desired
levels of email use as stressful, based on the mismatch between their current and desired levels
 27

of email use, using principles from knowledge acquisition and person-environment fit theories.
The mismatch is referred to as email misfit, and the match is referred to as email fit. We begin
by developing a conceptual framework that links email misfit to three main workplace stressors:
work relationships stressor, job management stressor, and job conditions stressor. Then we
formulate theories about the relationship between email fit and misfit, as well as these stressors.
We use survey data from 118 working people to test our hypotheses using quadratic polynomial
regressions and surface-response analysis. Three theoretical contributions are made in this
article. First, it demonstrates that email misfit is regarded as stressful by reporting a theoretical
and empirical construction of email fit and misfit and their connection to workplace stressors.
We use survey data from 118 working people to test our hypotheses using quadratic polynomial
regressions and surface-response analysis. Three theoretical contributions are made in this
article. First, it demonstrates that email misfit is regarded as stressful by reporting a theoretical
and empirical construction of email fit and misfit and their connection to workplace stressors.
That is, both too much and too little email, in comparison to what the person wants, are stressors.
Second, it demonstrates that IT use (in this case, email) is rated as stressful both when it reaches
(i.e., overload) and fails to reach (i.e., underload) the user's requirement and choice. Stich et.al.,
(2019)

As stated by Morgan (2018), stress is something that we all go through. Although this
assertion can seem self-evident in light of anecdotal data from our own lives and interactions
with others, it is also backed up by results from polls in which people are asked how they feel
about stress. In America, stress levels are consistently higher than what people consider to be a
"balanced degree of stress," with 78 percent of the population reporting stress in 2015. It should
also come as no surprise that stress is often linked to the workplace and is associated with
professional situations, deadlines, financial concerns, and so on.

“Numerous studies show that work stress is by far the most common cause of stress for
American adults, and that it has risen steadily over the last few decades,” according to Fink.
“Stress is a part of our lives and stems from the workplace: The workplace is where we spend
the majority of our time, and it is also the second most common recorded (after money, which
one might argue is also linked to work) cause of very/somewhat significant stress in America,”
 28

according to the APA Stress in America study. The prevalence of stress appears to have
increased over time as well; between 1983 and 1996, the proportion of workers reporting high
levels of stress at work increased from 55% to 75%. The World Health Organization has even
dubbed stress the “Health Epidemic of the Twenty-First Century” (WHO). The prevalence of
stress is also a significant economic burden. According to the WHO, stress costs American
businesses $300 billion per year. Clearly, addressing both the prevalence and management of
stress has a significant benefit. Despite this, the scientific literature has largely concentrated on
the negative aspects of stress.

Pfeffer et.al., (2017) found that, psychological stress can reduce happiness, increase
disease, and hasten cellular death. Because the workplace is a common source of stress, it is both
practical and theoretically useful to understand which workplace practices may cause stress. We
discovered that people who were nudged to be in a self-reported higher level of psychological
stress (Experiments 1 and 2) also demonstrated more physiological stress—levels of salivary
cortisol were 23.53 percent higher (Experiment 2)—when compared to participants whose
monetary value of time was not made chronically salient. We propose several mechanisms by
which the economic evaluation of time (EET) may cause stress. A commodified view of time
can increase impatience and make someone feel obligated to "use time wisely." And treating
time as if it was money can reduce the meaning of a person's work and psychological attachment
to the job, making tasks more stressful.

Impact of Stress. During the COVID-19 pandemic, one of the remedies taken by the
Spanish government was to eliminate face-to-face classes in all universities, compelling all
teachers to complete their classes online. The purpose of this article is to investigate how this
adaptation among university professors influenced their job performance as a result of possible
technostress (both objective and subjective). The sample consisted of 239 teachers from face-
to-face and online universities in Spain who were asked to identify the type of technostress,
feelings of technostress, and impact on job performance as a result of online teaching due to the
COVID-19 pandemic, using the person-environment misfit theory (P-E fit theory). The results
suggest that female teachers from face-to-face colleges who are older, have more years of
 29

experience, and thus hold a higher rank were the ones who suffered the most from the negative
effects of technology. Despite prior findings, none of the characteristics listed above have been
found to be important in explaining the drop in job performance during confinement. It was also
discovered that, while the influence on work performance was identical for both online and face-
to-face teachers, the variables that caused this effect were not. There was a mismatch between
expectations and resources for online teachers, which was explained using the previous idea (P-
E fit theory). The lack of instructions from their organization, as well as subjective emotions of
techno-inefficacy, were cited by teachers from face-to-face colleges as causes for the drop in job
performance during the lockdown period. In order to improve the effectiveness of integrating
developing technology into instructional activities, future research on the incorporation of
information and communications technology in education must examine characteristics linked
with technostress, both objective and subjective. Abilleira M. P. (2021)

In-service teachers have a variety of emotional and motivational experiences that may
impact their decision to continue with online-only instruction during the COVID-19 epidemic,
which is a major source of stress for their workplace. The present research model, which is based
on the Self-Determination Theory (SDT), Job Demands–Resources Model (JD–R), and
Technology Acceptance Model (TAM), includes technological pedagogical knowledge (TPK),
self-efficacy (SE), intrinsic (IM) and extrinsic (EM) work motivation, and occupational stress (OS)
(i.e., burnout and technostress, which have been examined in tandem) as key dimensions to explain
the better continua (CI). During the COVID-19 outbreak in April and May 2020, 980 in-service
instructors provided data for the study model. In total, the structural model accounted for 70% of
the variation in instructors' CI. Through OS, motivational activities were found to be both directly
and indirectly associated to CI. The results revealed that IM had the largest direct impact on
instructors' CI, followed by TPK-SE and OS as significant but lower predictors. TPK-SE was
positively associated with IM, while EM was adversely associated. The findings provided
important insights into how motivation factors were related to OS, as well as a better knowledge of
online education in an insecure work environment, which could help teachers cope while working
remotely. Panisoara I.O. et.al. (2020)
 30

In the study of Agus P. et.al. (2020) entitled “Impact of Work From Home (WFH) on
Indonesian Teachers Performance During the Covid-19 Pandemic : An Exploratory Study” where
the goal of this study was to learn more about the benefits and drawbacks of working from home
(Work From Home) during the COVID pandemic. During the COVID-19 epidemic, researchers
utilized the case study method to gather information on the benefits and drawbacks of working
from home (Work From Home). Respondents in this study were six students from a Tangerang
elementary school. Respondents are assigned the initials R1, R2, R3, R4, R5, and R6 for privacy
reasons. Interviews were done in a semi-structured manner, and a list of interview questions was
produced based on the literature. Teachers from a Tangerang elementary school were interviewed
for this study. The findings of this study show that the WFH program has several advantages and
disadvantages. The advantages are that the WFH activity is more flexible in completing work, does
not follow office hours, does not require spending money on transportation or gasoline, can reduce
stress levels by avoiding traffic jams from home to the office, and has more free time. WFH's
downside is that it may lose work incentive in order to cover electricity and internet bills, which
might lead to data security issues.

Onsardi et.al., (2019) stated in his study that work stress has a significant negative
impact on employee performance, that workload has a significant negative impact on employee
performance, and that work stress and workload have a significant impact on employee
performance at the same time.

In addition to the above study, Hussain (2019) studied that work stress has a significant
and negative effect on employee performance, according to the findings. The findings also
showed that perceived organizational support mediates the relationship between employee
compensation, appreciation, and job stress and employee performance in a substantial and
complete way.

Fonkeng (2018) also showed in the findings of his study that the participants are under
a lot of stress, which has a negative impact on their performance because many of them believe
that management is pressuring them to improve their productivity. Some workers believe that a
stress-free program helps them and the institution to be more productive, while others do not
believe that this program can help to reduce stress.
 31

The data revealed in the study of Hassan et.al., (2016) that workload and position
conflict, as well as insufficient monitory reward, are the primary causes of stress in employees,
and that this stress decreases their performance.

In contrary to the above studies, Shahid (2018), revealed that workload and role conflict
have a statistically significant positive impact on employee performance, while role uncertainty
has a statistically insignificant relationship. According to the findings, hospital employees are
experiencing a positive aspect of stress known as good stress or Eustress. The current research
is called policy-oriented since it will provide guidance to different public hospitals on how to
maintain a required degree of stress in the workplace, which is linked to employee inefficiency.

Employee Performance. According to Jalagat (2017), stress occurs at several levels in

the workplace. In the office, job stress is becoming an alarming condition. The goal of this study
is to identify job stress factors that influence employee performance. It also establishes the link
between job stress and employee productivity. To attain this goal, a survey of 65 respondents
was performed at Petroleum Development Oman (PDO) in Al-Bahja Center. The study used a
descriptive research methodology with survey questionnaires as instruments, and purposive
sampling was used to choose the sample.

Originally. Although 80 people were given questionnaires, only 65 of them were

retrieved and examined. The data revealed that, with a r=0.955, there is a substantial link
between job stress and employee performance. When the independent variables were
investigated separately using regression analysis, the results revealed that both independent
variables: underutilization of abilities and job overload have p-values of 0.000 (p=0.0000.05)
and employee performance. Based on these findings, it is suggested that underutilization of
abilities and job overload be included as predictors of employee performance.

In addition, Ahamye (2021) discovered in her research that there is a link between
Occupational Stress and employee performance among Ugafode Microfinance Limited
personnel. With a population of 177 employees from various departments, the study used a
correlational research approach. A sample of 131 respondents was drawn from the population
using a simple random sampling approach. Self-administered standardized questionnaires were
used to collect data from respondents, which were then input into a computer and analyzed using
 32

the Statistical Package for Social Science (SPSS) version 23. The Pearson product-moment
correlation coefficient (r) revealed a substantial negative link between occupational stress and
employee performance, with regression analysis revealing that occupational stress predicts
employee performance. Furthermore, the findings show a link between high levels of workplace
stress and employee performance. Employee performance is harmed by work stress, according
to the study. As a result, firms must implement steps to reduce occupational stress in order to
improve worker performance.

Work stress has a negative and significant impact on organizational commitment, then
work stress has a negative and significant impact on employee performance, and high
organizational commitment can actually cause a positive and significant impact on employee
performance, according to Ramli (2018)'s research.

According to the case study of Ajayi (2018), stress is a universal and common challenge
to organization and employee productivity, it is the reality of modern day workplace. Employees
working in different sectors and organizations have to deal with stress. Bank workers are among
the group of workers under a great deal of stress due to many antecedents of stress. The findings
demonstrate that all of these stressors produce significant stress among Nigerian bankers, which
has a negative influence on their performance. The conclusions of this study corroborate those
of Usman Basher and Muhammad Ismail's study on Pakistan's banking sector, which found that
job stress considerably reduces an individual's performance. Because of the high level of job
stress, it has become a difficulty for the employer. Stress is linked to lower organizational
performance, lower employee overall performance, a high error rate and poor quality of work,
high staff turnover, and absenteeism due to health issues like anxiety, emotional disorders, work-
life balance, depression, and other ailments like frequent headaches, obesity, and cardiac arrests.
The purpose of this study is to see how job-related stress affects employee performance and
satisfaction. Low productivity, increased absenteeism, and collection to other employee
problems such as alcoholism, drug usage, hypertension, and a myriad of cardiovascular diseases
are all symptoms of high stress (Meneze 2005). In diverse areas of medicine, personality traits
have been linked to stress, anxiety, and other occupational health outcomes, and these factors
may lead to feelings of job discontent and stress (Michie and Williams 2003).
 33

Time pressure and position uncertainty, according to Sharmilee (2018), have a

significant and detrimental impact on employee performance. Workload and lack of motivation,
the other two characteristics, have no substantial impact on employee performance. As a result,
we came to the conclusion that rising time pressure and position uncertainty will negatively
impact employee performance in all areas. If managers want to improve employee performance,
they must ensure that job ambiguity is avoided and that defined duties are assigned and conveyed
to staff. Managers and supervisors should also discuss the time allotment, assignment
completion deadlines, and task duration with their subordinates to avoid time constraints.
Employee performance could be improved as a result of this. Future research should include a
broader sample from top industries with similar employment natures. The analysis should be
more thorough, and Amos could be used to model structural equations.

Employee Motivation. In the study of Alal R. (2018) entitled “Employee motivation

and its role in improving the productivity and organizational commitment at higher education
institutions” revealed that Employee satisfaction has a substantial positive impact on employee
efficiency, according to the results. Furthermore, employee engagement has a positive and
statistically important impact on organizational commitment. Finally, the findings show that
organizational engagement boosts employee efficiency significantly. These findings are
extremely important for policymakers in the education sector who want to improve
organizational effectiveness and competitiveness by focusing on employee motivation.

Using the available literature, this editorial presents the current special issue, which
advances incentive management research by examining the contextual impact of financial
incentives on employee motivation, attitudes, and success, as well as the mediating mechanisms
of various forms of financial and non-financial rewards. The four studies in this special issue
look at various aspects of reward management research from various theoretical perspectives.
The editors hope that this special issue will spark more empirical, mixed-methods, and
multilevel research into the impact of different incentive types and practices on employee
engagement and person, team, and organizational outcomes. The underlying mediating
mechanisms must be investigated, as well as the human, team, and organizational level variables
that moderate these relationships. Antony C.H. et.al., (2017)
 34

In comparison of the effects of having Strong vs. Weak Organizational Culture to the
motivation of employees, Thokozani (2017) conducted a study. On the basis of existing
literature, the aim of this study was to see how strong and poor organizational cultures affected
employee motivation. In any organization, organizational culture and motivation are critical
factors. This is due to the widespread understanding that these factors affect not only individual
employee success, but also the efficacy, performance, and long-term viability of the
organization. The hypothesis that culture affects actions, decision-making, organizational
strategies, individual motivation, and organizational success has sparked interest in
organizational culture. Employees are aware of organizational culture, which they learn at work,
and they match their personal interests with the goals of the organization. The degree to which
they learn and adopt organizational culture varies, and is partially dictated by the strength or
weakness of the organization's culture. Employees who are not driven have a dissatisfied attitude
at work, are less dedicated, and are more likely to leave the organization.

On the basis of existing literature, Employees' job results differ depending on whether
they choose to explore new possibilities or capitalize on existing opportunities. But what factors
influence how workers split their focus between these two types of work? We discuss how
intrinsic work motivation and self-enhancement motivation contribute to the exploration–
exploitation balance, and how environmental dynamism moderates these relationships, based on
research on work motivation and employees' impression management issues. We find that
intrinsic job motivation is positively correlated with employees' emphasis on discovery versus
exploitation, based on studies of 638 employees in 34 organizations in Finland. Self-
enhancement motivation, on the other hand, has a negative relationship with exploration as
compared to exploitation, but this relationship is nonlinear, meaning that as self-enhancement
motivation rises, its positive relationship with exploitation decreases. The findings also show
that in stable business settings, the hypothesized nonlinear relationship between self-
enhancement motivation and exploration is especially pronounced. Kauppila (2018)

Employee Engagement. Eldor (2017) conducted a study entitled “The Compassionate

Workplace—The Effect of Compassion and Stress on Employee Engagement, Burnout, and
Performance”. The aim of this study is to look into the impact of compassion in the public sector.
 35

Our compassion model is focused on public sector workers receiving compassionate feelings
from their employers, such as love, generosity, care, and tenderness. In Israel, 166 public service
personnel, their managers, and 333 of their clients (citizens) participated in a longitudinal study.
We discovered evidence that receiving compassion from supervisors (at time 1) in the public
sector workplace was positively related to employees' sense of job engagement and adversely
related to their work burnout in this longitudinal study (at time 2). Furthermore, it was
discovered that receiving compassion (at time 1) had an impact on public service employees'
organizational citizenship behavior (OCB) and knowledge sharing (at time 2), as rated by their
supervisors, as well as their service-oriented performance of compassionate behavior toward
clients (at time 2), as rated by the citizens. Finally, we discovered evidence that compassion can
be used as a coping mechanism for common stressful public service settings such as demanding
citizens and administrative overload.

Despite the fact that many longitudinal studies of employee engagement indicate
positive associations with favorable job outcomes, a clear definition of the construct remains
elusive (Saks &Gruman, 2014). We believe that because of this lack of clarification, there is a
greater risk of employee involvement being excessively generalized, compromising its
usefulness in both theory and practice. Indeed, despite the fact that the two measures of
employee engagement examined in this study are conceptually based on Kahn's (1990)
needssatisfaction framework, they are nomologically different, have different predictive
properties (with regard to workplace stress and burnout), and suggest different outcomes. Both
indicators of employee engagement show detrimental relationships with workplace tension, as
hypothesized, and burnout acts as a mediating factor. Furthermore, the relationships are
substantially different, but only when the dimensional levels of each interaction measure are
examined can these variations be understood. Our results also shed light on the contentious
relationship between employee engagement and burnout, and they cast doubt on engagement
metrics based on a burnout antithesis paradigm. Implications and prospective research directions
are discussed. McMann (2016)

Furthermore, the relationships are significantly different, but these differences can only
be appreciated by looking at the dimensional levels of each interaction scale. Our findings also
 36

illuminate the thorny relationship between employee engagement and burnout, casting doubt on
engagement indicators based on a burnout antithesis model. Implications are explored, as well
as future research directions. The measures used were the Subjective Job Stress Scale (Urdu),
the Utrecht Work Engagement Scale, and the Organizational Commitment Questionnaire
(Urdu).

According to the findings of this analysis, there is a negative relationship between work
stress and employee engagement. Job stress and organizational engagement were also found to
have a negative relationship. Furthermore, rescuers with a low level of job stress are more
engaged and dedicated to emergency rescue service, while rescuers with a high level of job stress
are less engaged and committed. Amin et.al., (2018)

Synthesis

Relevant studies are carried out to determine its relationship to the present study which
is The Impact of Stress on Employee Performance Amongst the Faculty Members of Batangas
State University ARASOF-NAsugbu. The current research is compared to the relevance of the
statement of the problem of the given studies above together with the results. Stress is described
as any intrinsic or extrinsic stimulus that causes a biological response. Stress responses are the
compensatory responses to these stresses.

On the research presented by Ekienabor E. E., Shin (2017), there are similarities, their
studies has been shown to have a negative impact on employee health and well-being, as well
as efficiency and earnings in the workplace. It is said that workplace stress causes workers to
experience subjective symptoms such as fear, frustration, and anxiety, resulting in poor mental
and psychological health.

Moreover, Palanivel R. V. et.al., (2020) and Candeias A. et.al., (2019) demonstrates in

their research studies that there was a link between the respondents' age and the behaviors they
encountered on the job.
 37

However, there are some factors that has been the major cause of stress in accordance
to the study presented by Ajayi S. (2019), Onsardi et.al., (2019), Hussain (2019), and Jalagat
(2017) it is stress factors including workload, job factor, organizational environment, and task
uncertainty affected employee productivity, that workload has a significant negative impact on
employee performance, and that work stress and workload have a significant impact on
employee performance at the same time. According to the findings, stress can reduce employee
productivity. Likewise, Anxiety is defined as Mood disturbances, anxiety disorders, and suicidal
ideation is all symptoms of various forms of stress. And Bostan (2020) stated that stress can lead
to a significant loss of motivation among health-care staff, as well as mental health issues. It has
been shown that health care staff have high rates of anxiety, insomnia, and depression symptoms.

On the other hand, according to Chapa (2021) and MCman studies it has been shown to
have no significant difference and workplace stress has negative impact on the organization.
workplace stress is a big human resource problem. Employee well-being, healthcare, and
productivity costs are all examples of negative effects in organizations.

However, on study that presented by Vijayan (2017) and Rouch (2018) results have
shown that low productivity tends to be workplace stress in any organization. In today's jargon,
"workplace tension" has become a popular word. The key cause of low productivity tends to be
workplace stress in any organization. To overcome stress, employees need a certain level of
motivation as well as work stress management techniques.

On the other hand, Fink, Mismatch, Stich (2019) study shown that work stress is by far
the most common cause of stress for adults. Significant correlation between stress and
performance is presented to their studies. Fink said that “Stress is a part of our lives and stems
from the workplace: The workplace is where we spend the majority of our time, and it is also
the second most common recorded (after money, which one might argue is also linked to work)
cause of very/somewhat significant stress.”

However, the entrepreneurial phase is marked by a high level of uncertainty, which is a

major source of stress. As a result, one of the primary goals of entrepreneurs is to reduce
confusion in order to facilitate the entrepreneurial process. Entrepreneurship researchers, on the
other hand, have not adequately discussed the tension mechanisms that could be associated with
 38

this ambiguity. Uncertainty, we conclude, is a term that connects both the entrepreneurial and
stress processes. In terms of (1) opportunity detection, (2) opportunity utilization, and (3) related
results, we explore the connections between these two processes. Using a morphological box,
we then show how future research could integrate the interaction between the two processes and
explain how such research might be done.

Likewise, factor presented by Pfeffer et.al., (2017) they emphasize that stress can reduce
happiness, increase disease, and hasten cellular death. Because the workplace is a common
source of stress, it is both practical and theoretically useful to understand which workplace
practices may cause stress.

However, in the study presented by Kauppila (2018), Eldor (2017) and Amin et.al.,
(2018) findings stated that stress and employee engagement have shown to have negative
significant correlation. low level of job stress is more engaged and dedicated to emergency
rescue service, while high level of job stress is less engaged and committed.

On the other hand, Ajayi (2018), Sharmilee (2018), and Ahamye (2021) study presented,
adopted a correlational research design with a population of 177 employees from different
departments. finds that there is a need to put in place measures that curb occupational stress so
as to increase job performance of workers. The study concluded that occupational stress reduces
employee performance.

While Alal R. Hanaysha, and Muhammad M., (2018) presented on their study that good
employee engagement and performance has a positive and statistically important impact on
organizational commitment. Findings show that organizational engagement boosts employee
efficiency significantly. These findings are extremely important for policymakers in the
education sector who want to improve organizational effectiveness and competitiveness by
focusing on employee motivation.

Moreover, Abilleira M. P. (2021) stated in his study that due to COVID 19 Pandemic,
the elimination of face-to-face classes in all universities and requiring that all teachers had to
conduct their classes in an online mode became the source of stress among the teachers and the
results suggest that female teachers from face-to-face colleges who are older, have more years
 39

of experience, and thus hold a higher rank were the ones who suffered the most from the negative
effects of technology. Panisoara I.O. et.al. (2020) also stated that online-only instruction during
Pandemic is a major source of occupational stress.

However, In the study of Agus P. (2020) there are advantages and disadvantages of
Work From Home (WFH). According to him, the advantages of WFH are the activity is more
flexible in completing work, does not follow office hours, does not require spending money on
transportation or gasoline, can reduce stress levels by avoiding traffic jams from home to the
office, and has more free time. WFH's downside is that it may lose work incentive in order to
cover electricity and internet bills, which might lead to data security issues.

Therefore, the study of Abilleira M. P. (2021) and Panisoara I.O. et.al. (2020) have
negative impact on the teachers while Agus P. (2020) presented that it has both advantages and
disadvantages on teachers.

On the other hand, study's findings show that work stress has a significant negative
impact on employee performance, that workload has a significant negative impact on employee
performance, and that work stress and workload have a significant impact on employee
performance at the same time.

.
 40

Chapter 3

RESEARCH METHOD

In determining the impacts of job stress in the performance of faculty members’

performance in Batangas State University ARASOF-Nasugbu, the researchers defined in this
chapter the components of research methodology used in this study. This chapter includes the
research design, sampling procedure, participants of the study, data gathering instruments, data
gathering procedure and statistical treatment of data.

Research Design

The main purpose of the study is to determine the sources of stress and its impact on the
performance of faculty members in Batangas State University ARASOF-Nasugbu. The
researchers used the descriptive research method since the said research design aims to
determine the impact of stress in the employee performance through the process of data
collection which will enable the researchers to describe the situation more completely. This
research design is primarily concerned with finding out “what is”, particularly the impact of
stress in the performance of faculty members in Batangas State University ARASOF-Nasugbu.

According to Aggrawal (ND), the descriptive research approach is utilized when the
researcher wants to characterize specific behavior as it occurs in the environment. This is a
descriptive research study that uses quantitative data to examine the impact of stress on
employee performance. It can include a set of quantitative data that can be tallied numerically
along a continuum

The researchers chose descriptive Likert-type survey method as one of the descriptive
types of research design because using questionnaires that contain collective responses to a set
of items as a technique for gathering information is the most suited for the study. Likert scale
usually have five potential choices when it comes to identifying the sources of stress which are
as follows; Always, often, Sometimes, Rarely, and Never; and five potential choices for
 41

identifying the impact of job stress to employee performance which are as follows; Definitely,
Probably, Possibly, Probably Not, and Definitely Not. This research design eases analysis,
interpretation, and understanding of the responses of the participants. The final average score
represents the overall level of accomplishment or attitude toward the subject matter. It is useful
for identifying variables and hypothetical constructs which can be further investigated through
other means. It reports summary data. With respect to approach, it can be more analytic by
focusing on a particular variable or factor. It operates on the basis of hypothesis that moves it
toward the deductive side of deductive/heuristic continuum. It gives high explicitness of data
collection.

Sampling Procedure

The study utilized the total population of the respondents.

Participants of the Study

The participants of this study which is entitled “Impact of Stress in the Workplace
Amongst the Faculty Members of Batangas State University ARASOF-Nasugbu” consists of
faculty members of Batangas State University ARASOF-Nasugbu. The total of 175 faculty
members in Batangas State University ARASOF-Nasugbu is used in this study. The researchers
chose the faculty members as a respondent because they have several responsibilities in the
workplace while working hard for the sake of their students. Besides when the pandemic strikes,
the most affected workers are the teachers because while thinking their safety, they must
consider the sake of their students.

Research Instrumentation

The purpose of the study is to determine the impacts of job stress on the performance
among faculty members in Batangas State University ARASOF-Nasugbu. For the researchers
to elicit information that would provide the most accurate answer to the problem of the study,
they used survey questionnaires to gather a vast amount of information related to the study.
 42

Instrumentation. The researchers distribute survey questionnaires to faculty members

in Batangas State University ARASOF-Nasugbu, Batangas because they are the the primary
respondents of the study since they are the employees that might experiencing workplace stress.
The first draft of the survey questionnaire will be submitted to the researchers' thesis adviser.

Construction. The Likert scale that is used by researchers to ask respondents to choose
between always, often, sometimes, rarely, and never to determine whether a source of stress has
a significant positive or negative effect on their performance. This type of measurement allows
the researchers to easily evaluate the responses of the respondents.

Validation. The degree to which an instrument measures what it will be intent to

measure referred to as its validity. The extent to which an instrument represents the factors under
study is referred to as content validity. The researchers are working with their adviser and
program chair to validate their data collection instrument. They also took into account the
suggestions and recommendations made.

Reliability. To ensure the internal consistency of the results of the study, the researchers
used the Cronbach’s Alpha as method of reliability. The questionnaires were distributed to
faculty members at Batangas State University ARASOF-Nasugbu in Nasugbu, Batangas, who
responded and the researchers gathered their data. The researchers correlated the scores after
administering the test.

Data Gathering Procedure

The researchers have listed the process on how they gathered and interpret the data
needed for the success of the study.

1. The researchers prepared a formal letter addressed to the target respondents of the study,
who are the faculty members of Batangas State University ARASOF-Nasugbu.

2. The letter noted by the researchers’s adviser, and sent to the Head of Human Resource
Office for signature and approval. This served as a formal permission for the researchers to
conduct the study.
 43

3. After being granted the permission, the researchers started collecting data. The data for
this study was collected by the aid of survey questionnaire. The questionnaire was created using
appropriate questions from own questions formed by the researchers which was distributed to
the respondents. Before answering the questions, the researchers explained briefly to them the
direction on how to answer the survey reasonably with consideration of the confidentiality of
the information to be obtained.

4. The questionnaires were collected after the time frame given to them and from those,
the necessary information was secured for documentation.

5. The data which is gathered should be subject for tallying, analysis and interpretation.
The results from the interpretation were used for making the conclusions and recommendations
regarding the study.

Statistical Treatment of Data

The survey questionnaire results were tallied, tabulated, statistically treated, analyzed,
and interpreted using various statistical tools. The following statistics were used by the
researchers to collect data:

1. Frequency. The researchers used of the frequency to organize the data in frequency
distributional according to respondents’ profile to determine the participant’s responses with
regard to their profile. This was also utilized to show comparison on different variables.

2. Percentage. This is used to determine the percentage of faculty members of Batangas

State University ARASOF-Nasugbu, Batangas who were the respondents of the study.

3. Weighted mean. This is used to interpret the data that should be retrieve from the
respondents of the study.

Likert scale was used to quantify the data that was gathered in which five (5) being the
highest and one (1) being the lowest. Options as follows was given with the corresponding
 44

weights to measure the respondents’ sources of stress and how it affects them and also their
performance.

Table 3.1 depicts how the researchers identified and measured the common sources of stress,
with 5 being the highest and 1 being the lowest, which amplifies from always to never.

Table 3.1 Likert Scale Determining the source stress

OPTION ADJECTIVE RATING

5 ALWAYS

4 OFTEN

3 SOMETIMES

2 RARELY

1 NEVER

The Likert scale measuring the impacts of stress to the faculty members and their
performance is depicted in Table 3.2. The researcher inserted various behaviors into the survey
questionnaires, and the respondents rated whether they strongly agree on the statement by
marking five (5) or strongly disagree by marking one (1).

Table 3.2 Likert scale Determining the impact of stress to faculty members and their
performance

OPTION ADJECTIVE RATING

5 STRONGLY AGREE

4 AGREE
 45

3 NEITHER AGREE NOR DISAGREE

2 DISAGREE

1 DISAGREE

Table 3.2 shows how the researchers identified and measured the possible impacts of
stress on the faculty members and their performance, 5 being the highest and 1 being the lowest,
which amplifies from strongly agree to strongly disagree to the particular impact of stress.

The answers were tallied, tabulated, analyzed, and interpreted after the results were
gathered.

Percentage and weighted mean is used as statistical tools in the study.

The percentage is a portion or share of the total. This is used to calculate the percentage
of correct answers based on questions.

P=f/nx100

Where:

P = percentage

f = frequency

n = number of respondents

100 = constant