IS WORKPLACE STRESS A FACTOR IN THE TURNOVER?

Is Workplace Stress a Factor In the Turnover? How to Identify the Sources and Alleviate Them

Abstract

Stress is an experience that disrupts a person's emotional and physical state, such as having too much work that causes someone to become overtired or getting into an argument with a coworker that results in anger. Life itself is inherently stressful, so it should be no surprise that stress is an integral part of the work-place, and in fact a great deal of a person's stress comes from work. Studies have shown that stress occurs often at work, with most people able to recall at least one stressful incident in the prior month, and 10 percent to 15 percent of employees saying they had experienced stress at work in the prior day. There is a growing need to measure the effects of job-related stress in a diverse foreign workplace. A study seeks to measure stress levels of employees working in American organizations. Performance evaluation, although considered an important tool for control and development, may lead to employee stress. Results show a lack of understanding about performance evaluation among private and semi-private organizations. American public organizations, however, have reported a minimal impact of performance evaluation due to guaranteed job security.

Table of Content

CHAPTER-I: INTRODUCTION4

Purpose /Importance of the Research Problem5

Statement of the Problem And Subproblems: A Brief Description6

Aims and Objective of the Research6

Statement of the Hypothesis and Secondary Hypothese6

Delimitations of the Research7

Assumptions7

CHAPTER-II: LITERATURE REVIEW8

Gerneral Trends and Themes in the Research8

Comparison of Different Perspectives on the Problem9

Individual and Organizational Perspectives9

Individual Perspective9

Symptoms10

Influencing Factors11

Intervention12

Organizational Perspective12

Symptoms13

Influencing Factors14

Intervention15

Reflections on Employees Turn17

Content Models17

Process Models19

CHAPTER-III: RESEARCH DESIGN AND METHODOLOGY22

Participants and Procedure22

Measures and Research Design23

CHAPTER-IV: RESULTS, ANALYSIS AND DISCUSSION25

Descriptive Data25

Attitudes To Change, Occupational Stress, And Demographic Data25

Predicting Attitude To Change From Occupational Stress & Organizational Commitment26

Discussion27

CHAPTER-V: CONCLUSION32

New Directions34

Recommendations36

REFERENCES38

APPENDICES40

Survey Questions40

CHAPTER-I: INTRODUCTION

Job stress researchers distinguish stressors (factors at work that disrupt a person's emotional and physical state) from strains (a person's reactions to stressors). Stressors can involve the nature of the job itself, interactions with other people, and rewards. Strains are classified into behavioral reactions (e.g., calling in sick when not ill or drinking alcohol), physical reactions (headache or heart disease), and psychological reactions (experiencing anger or anxiety). People vary in their ability to cope with stressors, and different people may react in different ways. For example, when assigned a difficult task, one person might work extra hours the next day to successfully complete it, whereas another might call in sick.

Stoner and Fry (2007) mention the basic job stress process involves the reaction of people to the work environment. During the day at work, people are aware of circumstances and events that are occurring. Some events will be perceived and interpreted by an individual as a stressor in that it will cause a disruption to the daily routine. The person might see the event as a challenge to be met or a threat to well-being. Most likely the disruption will first result in an emotional reaction such as getting angry ...