Job Stress and Employee Turnover
"Stress should be a powerful driving force, not
an obstacle." ―Bill Phillips.
"Stress should be a powerful driving force, not an obstacle." ―Bill Phillips.
Job life is one of the important parts of our daily
lives which causes a great deal of stress. Due to the competitive nature of the
job environment. Most of the people in the world are spending their time for job-related
work purposes resulting in ignoring the stressors that are influencing their
work and life. Usually, people are more worried about the outcome of their work
which can even affect the way they treat other people and how they communicate
with their peers and customers.
Stress refers to any force that pushes a psychological
or physical function beyond its range of stability, producing a strain within
the individual. Job stress is one of the most important workplace health risks
for employees in developed and developing countries. (Paul, 2002)
Job stress is an extremely difficult construct to
define. Obviously, it is stress on the job, but stress on the job occurs in a
person. There are many sources of stress found and some are intrinsic to the
job some are related to the role of the employee within the organization,
career development, some are to relationships at work, and some to the culture
and climate of the organization. There are some sources of stress that come
from family problems, life crises, financial matters, and environmental factors.
In the HR specialized language, when we talk about the
turnover of staff turnover or labor turnover, we talk about the same thing: the
rate at which an employer loses employees. It shows the period employees tend
to stay within a company.
Therefore, employee turnover is the measurement of the
number of employees who leave an organization during a specified time,
typically one year. While an organization usually measures the total number of
employees who leave, turnover can also apply to subcategories within an organization
like individual departments or demographic groups. The turnover includes any employee
departure, including resignations, layoffs, terminations, retirements, location
transfers, or even deaths. The reasons for individual turnover intention are
age, gender, marriage, education level, and years of working in the
organization (Liu and Wang, 2006). And employee turnover is unavoidable as
employees will always leave for better opportunities, studies, resignations,
dismissals, or retirement. However, these factors cause a small amount of employee
turnover rate and may even be advantageous for a company. The benefit appears because
it will lead to new personnel's injection of new ideas and different
perspectives. High employee turnover is, however, undesirable as it can destroy
a company's structure.
Many Researchers identify that Job stress has cost
organizations billions of dollars all over the world. Job stress costs American
businesses an estimated $200 billion annually, the UK £63 billion, and
Australia $15 billion This is the cost of health care, higher rate of
absenteeism, turnover and lower performance. The costs are felt in terms of low
productivity, reduced profit, high rates of staff turnover, and cost of recruiting
and training replacement staff. (Muhammad Imran Qureshi, Mehwish Iftikhar, Syed
Gohar Abbas, Umar Hassan, Khalid Khan and Khalid Zaman, 2013)
Job stress influences employees’ job satisfaction
which in turn leads to low performance and the intention to leave the job.
(Applebaum, Fowler, Fiedler, Osinubi & Robson, 2010) There are many researchers who found that the greater
the amount of stress, the higher will be the turnover intention of employees
(Chen et al., 2010; Applebaum et al., 2010). A positive relationship was also
found between work-life conflict, stress, and turnover intentions by Noor and
Maad (2008).
Many research results say that job stress relates positively
to turnover intention. A significant relationship between job stress and
turnover intention was also found by Layne, Hohenshil, & and Singh (2004).
The stressors in the work environment influence the job satisfaction of
employees which in turn leads to the intention to leave the job Morgan, 2002).
Causes of stress can be divided as internal causes and
external causes. Internal causes may originate within an individual and
external causes may include, job insecurity, working hours, control at work,
and managerial styles.
An organization can follow below mentioned measures to
combat stress Ashok Panigrahi (2017):
Reducing Long Working Hours
Organizations should see that the long working hours
of employees should be reduced and proper time management techniques should be
taught to them.
Teaching Employees to Work-Life Balance
Required training should be given to employees to
maintain the work-life balance.
Use of Technology
The organizations should use the available technology and
provide specialized training courses on any topic required for work
advancement.
Communication
The organizations should encourage communication and always
asks for feedback, where
the HR manager
should always directly accessible
to any
employee to listen
to. The organization always try
to follow up with all corporate and
business news, in addition
to new studies published
regarding work stress,
how to spot it and solve it.
Security Fears
The Organizations should make efforts to make
employees and people feel safe by applying laws for security checks, checking the
identities of visitors to the firm, and not allowing unauthorized people to
enter.
Introduction of Retirement Plans
Applying the Social Security system and pension funds is
a great insurance and relief for employees in order not to worry about their
retirement anymore.
Job stability and fear of downsizing
The Economic Crisis is very complex. Unfortunately, layoffs and downsizing are forced
on many organizations, and there is nothing that management can do internally
to stop this issue.
Workplace Diversity
The firms should hire all kinds of experiences from
all ages, genders, and from all levels of education.
Conclusion
Stress may show harmful effects on the body, mind, and
behavior. through having adequate
sleep, involving in sports, talking to a
close one, relaxation habits and
quitting of addictive
products may help to reduce stress by an individual. Workplace stress
plays a significant role in well-being of employees. It also affects the productivity and
performance of organizations. Therefore every
organization needs to take adequate actions to reduce job stress.
References
- Nasrin Arshadi and Hojat Damiri (2013) The Relationship of Job Stress with Turnover Intention and JobPerformance:ModeratingRoleofOBSE.Availableat: https://www.researchgate.net/publication/275220259_The_Relationship_of_Job_Stress_with_Turnover_Intention_and_Job_Performance_Moderating_Role_of_OBSE/fulltext/5551580208ae739bdb921a82/The-Relationship-of-Job-Stress-with-Turnover-Intention-and-Job-Performance-Moderating-Role-of-OBSE.pdf (Accessed 25 November 2023)
- (Paul, D. &. (2002). Journal of Business Studies Quarterly 2011, Vol. 2, No. 3, pp. 50-56 ISSN 2152-1034The Impact of Job Stress on Employee Job Satisfaction A Study on Telecommunication . jounal of business studies quarterly, 50-56.
- Ahmed, A. (2013, 08). Effects of Job Stress on Employees Job Performance. Retrieved from www.iosrjournals.org
- Buys, N. (2010, 12 01). Employees' Perceptions of the Management of Workplace Stress. Retrieved from International Journal of Disability Management : https://doi.org/10.1375/jdmr.5.2.25
- Coleman, 1. (1976). The Relationship between Job Stress and Life Satisfaction among.
- Gyanwali, M. (2019). SME Growth in a Recession: What Does a Growing Business Tell? Open Journal of Business and Management, 492-505.
- MANO, O. (1994). The Differences between Barnared's and Simon's Concepts of Organization
- Equilibrium: Simon's Misunderstanding. Economic Journal of Hokkaido University, 13-28.
- Murphy, L. R. (2002). Job stress research. Historical and Current Perspectives on Stress and Health, 1-55.
- Omair, A. (2014). Sample size estimation and sampling techniques for selecting a representative sample. Medknow Publications and Media Pvt. Ltd.
- Spector, P. E. (January 10, 2022). Work Overload and Underload Are Both Stressful.
- Vartanian, T. P. (2011). Secondary Data Analysis.
Your post provides a comprehensive view of the intricate relationship between job stress and employee turnover. It is alarming how job stress impacts not just individuals but entire organizations, leading to reduced performance and increased turnover rates.The strategies outlined to combat stress within organizations are practical and crucial. Implementing these measures could indeed serve as a beacon of positive change within organizations.
ReplyDeleteThis blog post starts by recognizing that stress is common in job life, mainly because of the competitive job environment that makes people ignore stress affecting both work and life. It explains what job stress is, saying it comes from different sources related to the job and personal life. The post talks about employee turnover, which means how many employees leave a company in a certain time. It mentions reasons for turnover like age, gender, marriage, education, and years working in the organization. The post uses references to studies to make its points more trustworthy. It also talks about the costs organizations face worldwide because of job stress, affecting productivity, profit, turnover rates, and expenses for hiring and training new staff. The connection between job stress, employee satisfaction, and intentions to leave the job is explained with references to research.
ReplyDeleteJob stress is a silent adversary affecting both employee well-being and organizational success. Understanding its roots and implementing targeted strategies is crucial. Addressing stress not only fosters a healthier workplace but also mitigates employee turnover, promoting long-term stability and growth.
ReplyDeleteBy actively addressing job stress and creating a supportive work environment, organizations can reduce turnover rates and retain valuable talent. Prioritizing employee well-being is crucial for maintaining a motivated and engaged workforce.
ReplyDeleteThe level of satisfaction is always matters. Whatever the job we do we deserve the satisfaction. Whether it is physical or mental still it is one of the most important factor.
ReplyDeleteYour blog says the story of why and how to over come.
Great
This blog post discusses job stress, its sources, and its impact on employee turnover. It discusses factors like age, gender, marriage, education, and years of work. The post uses studies to support its points, highlighting the costs organizations face due to job stress, including productivity, profit, turnover rates, and hiring and training expenses.
ReplyDelete