The employees in the organization are under a great deal of stress and due to many antecedents of stress such as overload, role ambiguity, role conflict, responsibility for people, participation, lack of feedback, keeping up with rapid technological change. Outcomes of this among the employees are stress on job performance. The physical and psychology demands of workers in the organization make them more vulnerable to high level of stress. This study investigated and evaluated the job stress and its effect on job performance among the employees in the organization.

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V.B. Sathya Priya. “A Study on Job Stress and its Impact on Employees Performance”. - (ICAM 2016)
I
A STUDY ON JOB STRESS AND ITS IMPACT ON EMPLOYEES
PERFORMANCE
Ms. V.B. Sathya Priya
Assistant Professor, Department of Commerce,
SRM University - Ramapuram Campus, Chennai – 600089
ABSTRACT
The employees in the organization are under a great deal of stress and due to many antecedents of
stress such as overload, role ambiguity, role conflict, responsibility for people, participation, lack of
feedback, keeping up with rapid technological change. Outcomes of this among the employees are
stress on job performance. The physical and psychology demands of workers in the organization make
them more vulnerable to high level of stress. This study investigated and evaluated the job stress and its
effect on job performance among the employees in the organization. The study sought to find out how
work related stress could affect the employee’s performance and health in the organization. The data
obtained through questioners was analyzed by statistical test chi square and percentage analysis
reliabilities were also confirmed. The results are significant with negative relationship between job
stress and job performance and shows that job stress significantly reduces the performance of an
individual. The results suggest that organization should facilitate supportive culture within the working
atmosphere of the organization.
Key words: Job Performance, Stress, Employees, Organization
Cite This Article: V.B. Sathya Priya. A Study on Job Stress and its Impact on Employees
Performance. International Journal of Management, 7(2), 2016, pp. 247-254.
http://www.iaeme.com/IJM/index.asp
1. INTRODUCTION
In the present changing and competitive work environment, stress level is increasing both in the
workers as well as the managers. As a result of this work stress, more and more managers are showing
signs of chronic fatigue and burnout. Research has concluded that stressed out managers are not good
for their companies or shareholders. In most cases, stress leads to reduced productivity. Stress is a
problem in almost all the countries, irrespective of the economy either strong or weak. Therefore,
work stress is important aspect to be focused while studying human behavior.
All employees get affected by work related stress in one way or another way. Although Job stress
is by no means a new phenomenon, it is being increasingly globalize and its affects all countries, all
professions, non-workers, including the blue and white collar workers. While job stress is most
frequently considered in the context of the industrial countries, workers in developing countries are
also undoubtedly affected.
Job stress can be defined as “the harmful physical and emotional responses that occur when the
requirements of the job do not match the capabilities, resources, or needs of personnel’s”. A work and
occupational structure play a critical role in an individual sense of identity, self-esteem and
psychological wellbeing. Work is the central and defining characteristic of life for almost individuals
whose work may have intrinsic value, instrumental value or both.
INTERNATIONAL JOURNAL OF MANAGEMENT (IJM)
ISSN 0976-6502 (Print)
ISSN 0976-6510 (Online)
Volume 7, Issue 2, February (2016), pp. 247-254
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Journal Impact Factor (2016): 8.1920 (Calculated by GISI)
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2. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 -
6510(Online), Volume 7, Issue 2, February (2016), pp. 247-254 © IAEME Publication
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V.B. Sathya Priya. “A Study on Job Stress and its Impact on Employees Performance”. - (ICAM 2016)
The intrinsic value of work is the work itself. The instrumental value of work is in providing the
necessities of life and serving as a channel for the individual talents, abilities and knowledge.
2. REVIEW OF LITERATURE
Viljoen,J.P and Rothmann, S.8 aimed at studying and investigating the relationship between
“occupational stress, ill health and organizational commitment” (2009). The results were that
organizational stressors contributed significantly to ill health and low organizational commitment.
Stress about job security contributed to both physical and psychological ill health. Low individual
commitment to the organization was predicted by five stressors, namely work-life balance, overload,
control, job aspects and pay.
Stewart Collins16 in his book titled “Statutory Social Workers: Stress, Job Satisfaction, Coping,
Social Support and Individual Differences” (2008) he is highlighted that healthy or unhealthy coping
strategies have gender difference and the importance of support in various forms with in the work
setting, whereas mutual group support accompanied by individual differences are linked to good self-
esteem, personal hardiness and resilience.
Kopp, Maria S; Stauder, Adrienne; Purebl, Gyorgy; Janszky, Imre; Skrabski, Arpad 22 in their
research paper titled “Work stress and mental health in a changing society” (2008) they conducted a
study indicates that a cluster of stressful working and psychosocial conditions are responsible for a
substantial part of variation in self-reported mental and physical health with work related factors.
Katherine Pollak. Eisen. George J. Allen. Mary Bollash and Linda S. Pescatello 23 in their book
titled “Stress management in the workplace” (2009) it suggested that work stress significantly
contribute to corporate health costs. Comparison through randomized controlled design of stress
management and intervention provided by an instructor-led group and computer presented format, has
resulted in significantly higher attrition in computer based presentation format.

3. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 -
6510(Online), Volume 7, Issue 2, February (2016), pp. 247-254 © IAEME Publication
V.B. Sathya Priya. “A Study on Job Stress and its Impact on Employees Performance”. - (ICAM 2016)
3. OJECTIVES OF THE STUDY
1. To study the various organizational and individual stressors that cause stress to the employees
of organization.
2. To find out the effects of stress such as physiological, psychological and behavioral
consequences.
3. To suggest remedial measures to overcome the problem of job stress.
4. NEED FOR THE STUDY
This study deals with the effect of stress on the employee’s performance. It also deals with various
other problems like causes of stress. The importance of this study is to formulate control measures to
overcome employees stress.
5. SIGNIFICANCE OF STUDY
The present world is fast changing and there are lots of pressures and demands at work. This pressure
at work leads to physical disorders. Stress refers to individual’s reaction to disturbing factors in the
environment. Hence, this study would help the organization to know the factors of stress and to reduce
the stress in employees. As it is a well-known fact that healthy employee is a productive employee.
6. DATA COLLECTION
The task of data collection after a research problem was defined and research design/plan was chalked
out. While deciding about the method of data collection be used for the study, the researcher used
questionnaire method
7. SAMPLE SIZE
A sample of 50 respondents was taken using random sampling.
8. ANALYSIS AND INTERPRETATION
Data analysis and interpretation is the process of assigning meaning to the collected information and
determining the conclusions, significance, and implications of the findings. The steps involved in data
analysis are a function of the type of information collected; however, returning to the purpose of the
assessment and the assessment questions will provide a structure for the organization of the data and a
focus for the analysis.
Table Showing the Organizational Stressors
Organizational
stressors
YES (%) NO (%) TOTAL
Work related stress 32(64%) 18(36%) 50
Relationship with the
superiors
34(68%) 16(32%) 50
Difficulty in
concentrating the work
26(52%) 24(48%) 50
Leadership style and
pressure from the
superiors
28(56%) 22(44%) 50
Unequal remuneration
and incentives
26(52%) 24(48%) 50
Fear of achieving target 30(60%) 20(40%) 50
9. INTERPRETATION
From the above table (3.7) it shows that 64% of the respondents feel that stress can be caused due to
work. The employees are stressed when they are asked to complete the work within a specific period of
time.

4. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 -
6510(Online), Volume 7, Issue 2, February (2016), pp. 247-254 © IAEME Publication
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V.B. Sathya Priya. “A Study on Job Stress and its Impact on Employees Performance”. - (ICAM 2016)
It shows that 68% of the respondents feel more stress due to more expectation from the employees.
It shows that 52% of the respondents have difficulty in concentrating their work. Stress is caused
to the respondents, due to the family commitments and obligations; another reason is they may lack
skills and intelligence it shows that 56% of the respondents say that stress can be caused due to
leadership style and pressure from superiors. Some executive officers create a culture characterized by
fear, tension and anxiety. They establish pressure in the employees to perform in the short-run.
It shows that 52% of the respondents say that stress can be caused due to unequal pay and
incentives in the organization.
It shows that 60% of the respondents says that they feel more tensed when they fear for achieving
the target, the pressure from the superiors to achieve the target in a particular time cause stress among
the respondents.
10. AGE GROUP OF EMPLOYEES AND WORK PRESSURE
10.1. Null Hypothesis: - There is no association between the age group of employees and their work
pressure as an individual stressor.
10.2. Alternate Hypothesis: - There is an association between the age group of employees and their
work pressure as an individual stressor.
10.3. Chi-Square Analysis
Table Showing the Association between the Age Group of Employees and their Work Pressure as a
Individual Stressors
Observed Frequency
Age
Group
Opinion Relating to age Group of Employees and work Pressure as an
Individual Stressor Total
Strongly Agree Agree Neutral Disagree Strongly Disaree
21-25 4 2 5 3 1 15
26-30 5 0 1 2 0 8
31-35 5 4 3 0 2 14
Above36 4 3 1 3 2 13
Total 18 9 10 8 5 50
Calculation of Chi-Square
Observed Frequency
(O)
Expected Frequency
(E)
(O-E) (O-E)2
/ E
0 5.4 1.4 0.363
4 2.7 2.3 1.959
5 3 2 1.333
5 2.4 1.6 1.067
2 1.5 0.5 0.167
0 2.88 2.88 2.88
4 1.44 2.56 4.55
3 1.6 1.4 1.255
5 1.28 3.72 10.811
1 0.8 0.2 0.005
3 5.04 -2.04 0.826
1 2.52 1.52 0.916
3 2.8 0.2 0.014
2 2.24 0.24 0.026

5. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 -
6510(Online), Volume 7, Issue 2, February (2016), pp. 247-254 © IAEME Publication
V.B. Sathya Priya. “A Study on Job Stress and its Impact on Employees Performance”. - (ICAM 2016)
Observed Frequency
(O)
Expected Frequency
(E)
(O-E) (O-E)2
/ E
0 1.4 1.4 1.4
3 4.68 1.68 0.603
1 2.34 1.34 0.767
0 2.6 2.6 2.6
2 2.08 0.08 0.003
2 1.3 0.7 0.376
50 31.754
= 31.754
Degrees of freedom = (r-1) (c-1)
= (4-1) (5-1) = 12
At 5% level of significance, the table value is 21.026
11. INFERENCE
From the above table calculated value is greater than the table value; accept alternative hypothesis,
there is an association between age group of employees and their work pressure as an individual
stressor, young adults between the age of 21 to 25 years have more stress when compared to older
people, this may due to lack of experience among the youngsters which causes high level of stress. So
they feel more work pressure in the organization
12. GENDER AND ROTATION OF SHIFTS
12.1. Hypothesis
12.2. Null Hypothesis: There is no association between the gender of employees and rotation of shifts
as an individual stressor.
12.3. Alternative Hypothesis: There is an association between the gender of employees and rotation
of shifts as an individual stressor.
12.4. Chi-Square Analysis
Table Showing the Association between the Gender of Employees and Rotation of Shifts as Individual
Stressors
Observed Frequency:
Gender
Opinion Relating To Rotation Of Shifts As An Individual Stressor
Total
Strongly
Agree
Agree Neutral Disagree
Strongly
Disagree
Male 8 12 4 4 4 32
Female 2 5 6 4 1 18
Total 10 17 10 8 5 50

6. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 -
6510(Online), Volume 7, Issue 2, February (2016), pp. 247-254 © IAEME Publication
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V.B. Sathya Priya. “A Study on Job Stress and its Impact on Employees Performance”. - (ICAM 2016)
Calculation of Chi-Square
Observed Frequency (O) Expected Frequency (E) (O-E) (O-E)2
/ E
8 6.4 1.6 0.4
2 10.88 8.88 7.248
12 6.4 5.6 4.9
5 5.12 0.12 0.0028
4 3.2 0.8 0.2
6 3.6 2.4 1.6
4 6.12 2.12 0.734
4 3.6 0.4 0.444
4 2.88 1.12 0.436
1 1.8 0.8 0.356
50 15.9208
Degrees of freedom = (r-1) (c-1)
= (2-1) (5-1) = 4
At 5% level of significance, the table value is 9.488
13. INFERENCE
From the above table calculated value is greater than the table value; accept alternative hypothesis,
there is an association between the gender of employees and rotation o shifts as an individual stressor,
frequent rotation of shifts causes illness in family members and long term strained relations with the
spouse or children. Then rotation of shifts acts as a significant stressors in the employees.
14. FINDINGS OF THE STUDY
The findings of the study are as follows
 64% of the respondents are male.
 30% of the respondents belong to the age category of 21 to 25 years.
 56% of the respondents are under graduated.
 30% of the respondents have experience of above 3 years.
 30% of the respondents are earning an income of RS 15000 to RS 20000.
 64% of the respondents feel that stress can be caused due to work. The employees are stressed
when they are asked to complete the work within a specific period of time.
 68% of the respondents feel that relationship with the superiors caused stress to them, because
expectations from the superior are more to them.
 52% of the employees feel that they are not able to concentrate in work due to stress because
of their family commitments another reason is they may lack in skills and intelligence.
 56% of the respondents feel that stress can be caused due to leadership style and pressure form
superiors. Some executive officers create a culture characterized by fear, tension and anxiety.
They established pressure to the employees to perform in the short-run.
 52% of the respondents say that stress can be caused due to unequal pay and incentives in the
organization.
 60% of the respondents says that they feel more tensed when they fear for achieving the
target, the pressure from the superiors to achieve the target in a particular time cause stress
among the respondents.

7. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 -
6510(Online), Volume 7, Issue 2, February (2016), pp. 247-254 © IAEME Publication
V.B. Sathya Priya. “A Study on Job Stress and its Impact on Employees Performance”. - (ICAM 2016)
 There is association between the gender of employees and rotation of shifts as the factors of
individual stressors frequent rotation of shifts. Causes illness in family members and long
term strained relations with the spouse or children. Then rotation of shifts acts as a significant
stressors in the employees.
 There is association between the marital status and family demands and obligations as the
factors of individual stressors the stress level among married and unmarried group varies with
respect to family demand and obligations. Among the married group, family commitment and
responsibility is required in a wider aspect.
 There is association between the age group of respondents and work pressure as the factors of
individual stressors young adults between the age of 21 to 25 years have more stress when
compared to older people, this may due to lack of experience among the youngsters which
causes high level of stress. So they feel more work pressure in the organization.
 There is association between the service of respondents and organizational changes as the
factors of individual stressors one major source of job stress for the individual is changes in
the organization. The experienced employee did not feel for the changes in organization,
because he has the capabilities to cope up with the changes from his experience, but it is not
applicable for the fresher’s because they lack in experience.
 High blood pressure secured first rank among the various physical problems. It may be caused
due to organizational stressors and individual stressors.
 Anger secured first rank due to stress among the various psychological problems because of
work pressure, family commitments or conflict among the employees.
15. SUGGESTIONS AND RECOMMENDATIONS
Based on the findings these are the recommendations and suggestions made:
 The management should know the capabilities of the employees, according to it they have to
align the work and responsibilities to the employee.
 Social interaction with the superiors helps to reduce the stress at job.
 Friendly talking and healthy conditions help the employees to reduce their family tension as
well as stress in work place.
 The leadership style should be clear in the management. The superiors must be friendly to the
employees. It can reduce tension to the employees in the management.
 The management must give equal remuneration and incentives to the employees. It motivates
the people to work more and also it reduces the stress.
 The superiors should give proper training to the employees to achieve their target. It can
reduce tension among the employees at work place.
 The management must avoid the frequent rotating shifts to the employees. It helps the
employees to reduce their tension and make them to involve in participating the family
activities also.
 The management must understand the problems of the married employees; they can arrange
counseling to reduce their personal problems as well as their role conflict.
 To reduce the work pressure, the management should conduct seminars, audiotapes,
conducting fun activities and providing permission for using any other recreation programs.
 To reduce the stress due to frequent organizational changes, the management must give proper
training to the fresher employee, from this they can cope up with the organizational changes
easily.
 The management can arrange for medical facilities to the employees, who is affected by high
blood pressure
 The work environment should be in such a way that the employees should not feel anger.

8. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 -
6510(Online), Volume 7, Issue 2, February (2016), pp. 247-254 © IAEME Publication
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V.B. Sathya Priya. “A Study on Job Stress and its Impact on Employees Performance”. - (ICAM 2016)
16. CONCLUSION
The discussion made in this study proves that the stress on employees affect the production and other
activities, thus giving them enough training and giving information about stress will help them to
overcome from the stress. Stress is the important factor that leads to cause psychological and
physiological problems. It reacts to high stress through absenteeism, turnover, error, dissatisfaction and
reduced performance. So the management must concentrate to make the place stress free.
BIBLIOGRAPHY
Books
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Delhi, 2000.
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Delhi, 1989.
 M. Gangadhar Roa, “Organisational Behaviour”, S.Chand & Company Ltd, New Delhi, 2002.
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WEBSITE
 WWW.Orchidphrama.com.
 WWW.Google.com.
 WWW. Answer.com