Workplace Stress and Its Relationship with Job Satisfaction - Article Example

Heading: Critical Review Your name: Course name: Professors’ name: Date Introduction The article’s context is in Malaysia, specifically at a banking sector. A Study of Workplace Stress and Its Relationship with Job Satisfaction among Officers in the Malaysian Banking Sector is the title of the article. The authors of the article are Kartinah Ayupp of Faculty of Economics and Business at the Universiti Malaysia Sarawak and Tiong Ming Nguok of Universiti Malaysia Sarawak. The topic that the article addresses is influential as it facilitates the understanding of possible sources of stress in workplace. The article also illuminates on the relationship between stress and job satisfaction among workers in challenging environment like a banking institution. Additionally, the major aim of the article is identify some of the causes of stress in workplace, and their effects on employees’ job satisfaction. Besides, it is instrumental in enabling firms effectively reduce stress and cope with it through the use of practical strategies, and to plan counseling sessions for their highly stressed workers. Therefore, the article is timely in addressing sensitive issues in the country’s economy. It also employs appropriate methodology and procedures, adequate literature review, and clear discussion of the research findings, to clearly bring out the main points. Summary In their article, Ayupp and Nguok study some of the possible sources of stress among employees in the Malaysian banking sector, and the effects of stress on their job satisfaction. According to the authors’ reference to Rehman, Mahmood, Salleh and Amin (2011, pp. 222-223), some of the probable causes of stress include employee turnover, absenteeism, errors, accidents, drug and alcohol abuse. They also note an elevated risk of work-related accidents and diseases in the developing nations, which experience fast industrialization. With reference to Langan-Fox and Cooper (2011, pp. 297-305) and Sutherland (2000, pp. 64-70); Ayupp and Nguok (2011, p. 403) also demonstrate that some of the effects of work-related stress include poor mental, emotional, and physical health; low morale, absenteeism, and job dissatisfaction. Interestingly, the article’s authors note that not all work-related stress adversely affects job productivity and performance. Here, they argue that stress is only detrimental if it is implacable. This is because stress is at times influential in alerting, challenging and assuring workers that their systems are in order. Additionally, the authors emphasize that high stress levels are beneficial in improving performance and effectiveness. According to Ayupp and Nguok (2011, p. 404), the research is worthy for practical and research work, and that it helps in the improvement of stress management programs for banking industry workers, particularly in Sarawak context. In terms of study’s objectives and framework, Ayupp and Nguok (2011, p. 404) assert that one of the major objectives of the study is to identify possible sources of stress of work-related stress and its association with employees’ job satisfaction. This implies that it attempts to explore proof on the significance of numerous work-related variables regarding employees’ stress in workplace. Besides, it seeks to enable firms to discover their causes of stress, and the effect on stress-related problems and illness concerning their specific occupation. Further, they argue that the study findings will enable the firms to devise appropriate stress management strategies, and to plan effective counseling sessions for their highly-stressed staff. Besides, this will enhance the employees’ work life and indirectly benefit individuals working with them. As its framework, the authors selected gender as an independent variable in terms of demographic features. It also selected organizational features to include organizational role, work relationships, and organization climate. They also chose workplace stress as a dependent variable, and demonstrate the relationship between stress and job satisfaction. Based on the objectives and framework, Ayupp and Nguok (2011, p. 405) formulated eight hypotheses. Firstly, they argue that there is substantial correlation in employee’s level of workplace stress in terms of gender. Secondly, the authors assume that there is an important connection between workers’ workplace stress and their organizational roles. Thirdly, they assume that there is a considerable link between the workers’ workplace stress and their work relationship. Fourthly, the authors argue that there is sizeable relationship between workers’ workplace stress and their company structure and climate. The authors’ fifth assumption concerns the correlation between workers’ workplace stress and their professional growth. Besides, the authors assert that there is a noteworthy association between workers’ job-related stress and the work’s intrinsic aspect. Furthermore, the authors assume that there is an overriding firm features that affect the workplace’s stress level. Lastly, they assume that there is an important correlation among job satisfaction and independent variables. The article’s literature review demonstrates an extensive comparison and contrast of various authors’ ideas concerning the topic under study. With reference to Hancock and Desmond (2001, pp. 625-630), the article’s authors demonstrate that stress is an adaptive reaction, mediated by personal differences, and or psychological processes, which are a result of any environmental or external situation, action, or incident that poses extreme physical and psychological demands on an individual. Hancock and Desmond (2001, pp. 625-630) also demonstrate that more women experience more job-related stress than men, while other studies indicate little effect of gender on workplace stress. Additionally, literature review demonstrates that workplace stress results from unclear organizational roles; role conflicts; role ambiguity; unspecified work performance level; bosses, peers, mentors, and subordinates; unsupportive family ties and social network; organizational structure and climate; job intrinsic aspects (Ayupp & Nguok 2011, pp. 410-411). What is more, the literature review shows that time pressure or work’s pace under which duties should be completed; level of arousal and alertness essential to effectively perform tasks; and demands given to an individual cause psychological overload. In the case of job satisfaction, the article’s literature review proves professional consequences of job satisfaction; employee withdrawal conducts; and organizational commitment, are connected with stress. Thus, the article’s aim is to establish whether the same arguments in the literature review are applicable in Malaysian banking industry. In terms of the methodology used, the sample of the target population in the study was bank officers in the eleven leading bank branches in Kuching, Sarawak City in Malaysia. The nature of a banking industry, and the fact that financial services are vital in country’s economy formed the basis of the site selection. Of all the 167 questionnaires issued to bank officers, 120 were brought back. In terms of the measures used in the study, the researchers employed a pilot-tested questionnaire that comprised of both closed-ended and open-ended questions to gather data. Each questionnaire had two sections; A for collecting participants demographic information, and B for collecting stress sources, and correlation between job-related stress and job satisfaction. In the analysis, the authors Ayupp and Nguok (2011, p.408) used a Statistical Package for Social Science (SPSS) version 17 to analyze the questionnaire information. They used reliability testing, descriptive statistics, correlation analysis, and multiple regression analysis to examine questionnaire information. The article’s section of findings and discussion shows the classification of that the respondents’ demographics into age, gender, marital status, working experience and educational level. The workplace stress levels range from 2.28 to 3.16; from moderate to high levels. The results also show no difference in male and female workplace stress levels. Therefore, Ayupp and Nguok (2011, pp.408-409) demonstrate that the study findings accepted hypotheses 2, 3, 4, 5, 6, 7, and 8 were accepted, but hypothesis rejected 1. In the conclusion and recommendation section of the article, Ayupp and Nguok (2011, pp. 410-411) assert that there is no correlation between workplace stress and gender. They also argue that organizational features including firm structure and climate, job’s intrinsic aspects, career growth, and employee organization role, are the most sources of job-related stress. Therefore, banks officers strongly believe that organizational structure and climate have central effect on their work-related stress levels. Besides, organizational features under study significantly correlate with employees’ job satisfaction. As Ayupp and Nguok (2011, pp.410-411) recommend, it is imperative to develop a clear job scope, open communications, and adequate social support so that employees can optimally work without stress. The firm should also redesign job to minimize stress and job dissatisfaction. Besides, it is vital to inquire from employees about their stressors to devise better stress management strategies. Additionally, the organization ought to consider employees’ needs; regularly compliment them; conduct counseling programs; and have firm-initiated stress management events (O Driscoll & Cooper 1994). Employees should also communicate their personal problems to the organization to get solutions. In terms of the future studies, Ayupp and Nguok (2011, pp.410-411) say that research should carried out in other main banks in the county to establish if the sources of stress identified in their study are common. Moreover, employees’ comparative study in various industries should also be conducted alongside investigating correlation between job satisfaction, workplace stress, productivity, customer satisfaction, and job commitment. Evaluation The article is worthy, as the authors wrote it just when employees of organizations worldwide are experiencing job-related stress and job dissatisfaction. This is because it enables organizations to identify sources of stress, and thus develop appropriate strategies to manage workplace stress among their staff. Additionally, the arguments brought out in the study are valid and reliable, as the investigators have provided an extensive literature review. The methodology used in the article is suitable in that it facilitates the achievement of the study objectives effectively. Moreover, the questionnaires, samples and profile of participants are appropriate as it provides varied and comparable data. What is more, the article is valuable in that it the authors use a framework to illustrate the correlation of the independent and dependent variables. Additionally, analysis and discussions of research findings make the article reliable as the authors have brought and discussed the results clearly and extensively. In terms of recommendations, the authors have provided valuable suggestions for the organizations and future studies on the same topic. Nevertheless, the article is limited in that the authors have based their arguments on one sector of economy; that is banking industry. Here, the investigators should have studied sources of work-related stress in various organizations to determine whether their arguments are applicable across all sectors of economy in the country. Therefore, the conclusions provided are insufficient since the ideas are founded on banking industry only. Besides, the size of the sample used in the study is inadequate to provide sufficient data for comparison. The use of one data collection method in the study also makes it unreliable. This is because enhanced studies are based on at least one data collection methods that will allow for comparison of results before drawing conclusions. Conclusion The article is beneficial in that it helps in identifying potential sources of workplace stress among workers, and their effects on job satisfaction and performance. According to the authors, organizational features including firm structure and climate, job’s intrinsic aspects, career growth, and employee organization role, are the most sources of job-related stress. Besides, organizational structure or climate has a great impact on job satisfaction and work-related stress levels. Notably, there is no relationship between gender and workplace stress. The article is highly valuable since it helps firms achieve their objectives through effective identification of sources of stress in workplace, and development of improved stress management strategies. It also has more strengths than limitations; hence, effectively conducting its intended purpose. In terms of the future study, it is imperative to carry out a comparative study on workers from various organizations other than banks to establish whether the same sources of stress in the article are applicable to other sectors. References Ayupp, K and Nguok, T M 2011, A study of workplace stress and its relationship with job satisfaction’, Interdisciplinary Journal of Contemporary Research in Business among Officers in the Malaysian Banking Sector, vol.2, no. 11, pp. 403-417. Hancock, PA & Desmond, PA 2001, Stress, workload, and fatigue, Lawrence Erlbaum Associates, Mahwah, N.J. Pp. 625-630. http://books.google.com/books?id=3dWCEFQyXHEC&printsec=frontcover&dq=Stress,+workload,+and+fatigue&hl=en Hicks, T 2006, A guide to managing workplace stress, Universal Publishers, Boca Raton, Florida. Pp. 49 60. http://books.google.com/books?id=fcxUW9kyDukC&printsec=frontcover&dq=Managing+workplace+stress&hl=en Langan-Fox, J & Cooper, CL 2011, Handbook of stress in the occupations, Edward Elgar, Cheltenham, UK New York. Pp. 297-305. http://books.google.com/books?id=_ab5bCBJ5I4C&printsec=frontcover&dq=Handbook+of+stress+in+the+occupations&hl=en O Driscoll, M P & Cooper, C L 1994, ‘Coping with work related stress’, Journal of Occupational & Organizational Psychology, vol. 67, no.4, pp. 343. http://www.mendeley.com/research/coping-workrelated-stress-critique-existing- measures-proposal-alternative-methodology/# Rehman, M, Mahmood, AKB Salleh, R & Amin, A 2011, ‘Review of Factors Affecting Knowledge Sharing Behavior’, International Conference on E-business, Management and Economics IPEDR, vol.3, no. pp. 222-223. http://www.ipedr.com/vol3/46-M10011.pdf Sutherland, V 2000, Strategic stress management: an organizational approach, Macmillan Business, Basingstoke. Pp. 64-70. http://books.google.com/books?id=Hrw4reLVN-QC&printsec=frontcover&dq=Strategic+stress+management:+an+organizational+approach&hl=en Read More