Occupational Stress as a Correlate of Organisational Citizenship Behaviour and Psychological Capital Among Graduate Employees in Nigeria

Abstract

It is a documented fact that occupational stress is widespread worldwide. Moreover, there are clear signs of many variables, related to occupational stress. The study therefore, was conducted to demonstrate whether the presence of occupational stress in the world of work correlates in any form (positive or negative) with a better level of organisational performance and employee psychological wellbeing.The study adopted the positivist explanatory cross-sectional (survey) research design to systematically sample opinions of 1,532 male and female graduate employees across the various sectors of the Nigerian economy, using a structured and validated questionnaire, and the Statistical Package for the Social Sciences (SPSS).The results showed that there was a weak positive relationship between occupational stress and organisational citizenship behaviour (r = 0.070, p<0.01); there was a significant positive relationship between occupational stress and psychological capital (r = 0.128, p<0.01); and there was a significant positive relationship between psychological capital and organisational citizenship behaviour (r = 0.588, p<0.01).The study recommended that human resource managers should develop psychological capital in employees in order to increase their levels of organisational performance and reduce the negative impact of occupational stress.

Employee stress and the implication of high-power distance culture: empirical evidence from Nigeria's employment terrain

“…In line with other studies (Osibanjo et al , 2016; Aderibigbe and Mjoli, 2018), the researchers of the current study propose that employees' stress levels are intensifying across the sectors as a consequence of the HPD culture of respect and deference to people in positions of authority (Kragh, 2016). This makes it near impossible for them to challenge labour exploitation, work overload, underpayment, unconducive work environment, work-life imbalance, and burnout among other stressors (Umar and Hassan, 2014).…”

“…These comments evidence the increased stress particularly arising from the issues of working in a work environment that is not conducive for work or is unhealthy for human beings (Osibanjo et al , 2016; Aderibigbe and Mjoli, 2018). Short phrases such as “ the air conditioning systems are not effective ” (F4-S), “ our office is undergoing renovation, so we are currently using a makeshift warehouse ” (F1-D), “ work in a very uncomfortable space ” (F4-Q), and “ neither ideal for work nor healthy for human ” (F1-D) capture this position.…”

“…The implicating stressors broadly ranged from a managerialist corporate culture to economic downturn, leading to downsizing; poor working conditions; work overload; monotonous job tasks; a lack of managerial support; absence of recognition of employee achievements; poor communication and engagement; and a lack of development and job security (Purnawati, 2013;Victor et al, 2017). Like many countries in the developing world (Akanji, 2015), the Nigerian business environment is characterised by a high level of stress (Yange et al, 2016;Aderibigbe and Mjoli, 2018), which is increasingly becoming a way of life in the country, due to the extreme struggle people experience to make ends meet (Bewell et al, 2014). The average Nigerian experiences a high level of stress due to unreliable power supply, long hours of holdup in traffic, and poor healthcare facilities among other factors (Osibanjo, Salau, Falola, and Oyewunmi, 2016).…”

“…Like many countries in the developing world (Akanji, 2015), the Nigerian business environment is characterised by a high level of stress (Yange et al , 2016; Aderibigbe and Mjoli, 2018), which is increasingly becoming a way of life in the country, due to the extreme struggle people experience to make ends meet (Bewell et al , 2014). The average Nigerian experiences a high level of stress due to unreliable power supply, long hours of holdup in traffic, and poor healthcare facilities among other factors (Osibanjo, Salau, Falola, and Oyewunmi, 2016).…”

Exploring compassionate managerial leadership style in reducing employee stress level during COVID-19 crisis: the case of Nigeria

“…Recommendations, limitations and future research According to Aderibigbe and Mjoli (2018), employee stress literature has matured over time, capturing the negative implications the concept presents for employees, organisations and wider communities. For employees, stress contributes to ill health and absenteeism, which results in low productivity and in turn, poor organisational performance.…”