Impact of job stress on employee performance in Nepalese commercial bank / Anish Shrestha

Public ISBD Title : Impact of job stress on employee performance in Nepalese commercial bank Material Type: printed text Authors: Anish Shrestha, Author Publication Date: 2018 Pagination: 91p. Size: GRP/Thesis Accompanying material: 11/B Languages : English Descriptors: Job stress Working class Class number: 158.7 Abstract: Job stress can be defined as an employee’s awareness or feeling of personal dysfunction as a result of perceived condition or happiness in the workplace, and the employee’s psychological and physiological reaction caused by these uncomfortable, undesirable, or threats in the employee’s immediate workplace environment. Stress is a status which happens when individuals recognize that the conditions or strains facing them may be more than their endurance. The term job stress can be defined as a group of external harmful factors in the work environment, which may be psychological, physical or social (Greenberg & Baron, 2007). The main causes of stress are work overloads, management styles, non-work factors such as relationships with family and workplace associates. In public sector, job security is considered as a more common cause of stress in recent years. Seibt et al. (2008) stated that stress is always present among employee and it can reduce by improving the job security, role conflict, role ambiguity, work life balance, working conditions and quality of benefits in the companies. Job related stress can be mostly immobilizing because of its possible threats to family functioning and individual performance. Job related stress can create a difference between demands on families and the ability of families to provide material security for them (McCubbin et al., 1977). Both employees and organizations have become aware of the negative effects of work stress in job performance. Poonam & Kaur (2016) showed that human resource issues are important aspects of an organization which, if it is not well handled, may impact negatively on employee satisfaction with consequent repercussions on productivity. It is concluded that employee satisfaction could be enhanced by instituting effective two-way communication system and using participatory approaches in job redesign processes. By implication, organization has human factor challenges that firms need to understand. Covin et al. (1996) revealed that employees reported significantly higher levels of dissatisfaction with the unmanaged working condition, role ambiguity and role conflict. Astrachan (2004) concluded that employees who remain in an organization for a longer period of time (more than 5 years) may feel betrayed by their leaders, and their negative feelings may result in a drastic change in their work patterns. viii Commercial banking in virtually all countries has been subject to a great deal of regulations. In recent years, the importance of regulating policies has been realized for the sustainable economic growth in Nepal. Thus, central bank formulates various regulating policies every year to regulate the overall economy. In doing so it uses different instruments such as open market operation, cash reserve ratio, statutory liquidity ratio etc. This study attempts to understand the perspective of the employees towards job stress in Nepalese commercial banks (in terms of employee performance). This study is based on the primary data for 20 commercial banks with 175 observations. The data and information are collected from the pre-structured questionnaire provided to the employees of selected commercial banks of Nepal. The research adopted in this study is descriptive and causal comparative research design as this study examines the fundamental issues associated with job stress and the perspective of employees towards job stress in terms of job security, role conflict, role ambiguity, working condition, work-life balance and employee motivation in commercial banks of Nepal. The correlation matrix of selected commercial banks shows that job security is negatively related to employee performance. Likewise, role conflict is negatively related to employee performance. Similarly, role ambiguity is negatively related to employee performance. However, there is positive relationship between working condition and employee performance. Similarly, work-life balance has positive relationship with employee performance. Likewise, employee motivation is positively related to employee performance. The regression results indicate that working condition has positive impact on employee performance. Similarly, employee motivation has positive impact on employee performance. This study also reveals that job security, role conflict and role ambiguity has negative impact on employee performance. Impact of job stress on employee performance in Nepalese commercial bank [printed text] / Anish Shrestha, Author . - 2018 . - 91p. ; GRP/Thesis + 11/B. Languages : English Descriptors: Job stress Working class Class number: 158.7 Abstract: Job stress can be defined as an employee’s awareness or feeling of personal dysfunction as a result of perceived condition or happiness in the workplace, and the employee’s psychological and physiological reaction caused by these uncomfortable, undesirable, or threats in the employee’s immediate workplace environment. Stress is a status which happens when individuals recognize that the conditions or strains facing them may be more than their endurance. The term job stress can be defined as a group of external harmful factors in the work environment, which may be psychological, physical or social (Greenberg & Baron, 2007). The main causes of stress are work overloads, management styles, non-work factors such as relationships with family and workplace associates. In public sector, job security is considered as a more common cause of stress in recent years. Seibt et al. (2008) stated that stress is always present among employee and it can reduce by improving the job security, role conflict, role ambiguity, work life balance, working conditions and quality of benefits in the companies. Job related stress can be mostly immobilizing because of its possible threats to family functioning and individual performance. Job related stress can create a difference between demands on families and the ability of families to provide material security for them (McCubbin et al., 1977). Both employees and organizations have become aware of the negative effects of work stress in job performance. Poonam & Kaur (2016) showed that human resource issues are important aspects of an organization which, if it is not well handled, may impact negatively on employee satisfaction with consequent repercussions on productivity. It is concluded that employee satisfaction could be enhanced by instituting effective two-way communication system and using participatory approaches in job redesign processes. By implication, organization has human factor challenges that firms need to understand. Covin et al. (1996) revealed that employees reported significantly higher levels of dissatisfaction with the unmanaged working condition, role ambiguity and role conflict. Astrachan (2004) concluded that employees who remain in an organization for a longer period of time (more than 5 years) may feel betrayed by their leaders, and their negative feelings may result in a drastic change in their work patterns. viii Commercial banking in virtually all countries has been subject to a great deal of regulations. In recent years, the importance of regulating policies has been realized for the sustainable economic growth in Nepal. Thus, central bank formulates various regulating policies every year to regulate the overall economy. In doing so it uses different instruments such as open market operation, cash reserve ratio, statutory liquidity ratio etc. This study attempts to understand the perspective of the employees towards job stress in Nepalese commercial banks (in terms of employee performance). This study is based on the primary data for 20 commercial banks with 175 observations. The data and information are collected from the pre-structured questionnaire provided to the employees of selected commercial banks of Nepal. The research adopted in this study is descriptive and causal comparative research design as this study examines the fundamental issues associated with job stress and the perspective of employees towards job stress in terms of job security, role conflict, role ambiguity, working condition, work-life balance and employee motivation in commercial banks of Nepal. The correlation matrix of selected commercial banks shows that job security is negatively related to employee performance. Likewise, role conflict is negatively related to employee performance. Similarly, role ambiguity is negatively related to employee performance. However, there is positive relationship between working condition and employee performance. Similarly, work-life balance has positive relationship with employee performance. Likewise, employee motivation is positively related to employee performance. The regression results indicate that working condition has positive impact on employee performance. Similarly, employee motivation has positive impact on employee performance. This study also reveals that job security, role conflict and role ambiguity has negative impact on employee performance.

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Barcode	Call number	Media type	Location	Section	Status
426/D	158.7 SHR	Thesis/Dissertation	Uniglobe Library	Philosophy & Psychology	Available

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