THE EFFECT OF WORK STRESS ON EFFICIENCY AMONG NURSES IN GBAGADA GENERAL HOSPITAL, LAGOS

ABSTRACT

This study sought to evaluate the impact of work stress on the efficiency of nurses working at Gbagada General Hospital in Lagos. Specifically, the research identified the key factors that contribute to stress among nurses at the hospital. It also investigated the relationship between work stress and employee efficiency, while exploring practical strategies that could be implemented to reduce stress levels among the nurses.

The study utilized a case study design and employed systematic random sampling combined with purposive sampling techniques to select a sample of 71 respondents from a total population of 250 staff members. Data were collected primarily through questionnaires and interviews. The collected data were analyzed using descriptive statistics and the Pearson Correlation Method, with the support of the SPSS software program (Version 20).

The findings revealed that work stress significantly affects employees’ efficiency within the organization. Individuals experiencing stress often concentrate more on their negative emotions and unpleasant feelings than on the tasks they are supposed to perform, which consequently diminishes their overall efficiency. The results also showed that a primary source of stress stems from the repetitive, monotonous, and uninteresting nature of the work assigned to employees.

To address this issue, Gbagada General Hospital should prioritize elements such as responsibility, recognition, opportunities for achievement and advancement, and improvements in core job characteristics including skill variety, task identity, task significance, autonomy, and feedback. These measures can foster greater motivation, enhance employees’ sense of responsibility, and enable them to utilize their full capabilities, thereby helping to alleviate work stress.

CHAPTER ONE

INTRODUCTION

This chapter provides an overview of issues concerning stress and employee efficiency at the global, regional, and local levels. It also presents the statement of the problem, research objectives, research questions, the significance of the study, and the overall organization of the study.

1.1 Background of the Study

The issue of stress and its influence on employee efficiency has received considerable attention worldwide. Dean (2012) noted that work-related stress is a leading contributor to reduced efficiency in workplaces across the globe. Gaumail (2013) argued that stress negatively impacts organizational outcomes, including lowered efficiency, higher rates of absenteeism, and increased employee dissatisfaction. According to the Eurofound report (2013), common workplace stress factors include role ambiguity, organizational change, excessive work demands, bullying, and violence. Regrettably, the groups most severely affected tend to be vulnerable populations, such as underqualified or low-skilled workers, older employees, people with disabilities, migrants, and those on contractual arrangements (Monica et al., 2013). In the UK, recent research from 2014 indicated that 39% of work-related illnesses were attributed to work-related stress, depression, and anxiety.

In Africa, work stress is viewed as a reaction or response to specific environmental stimuli, largely driven by the highly competitive nature of modern work environments that affect people globally (Vijayan, 2018). Typically, individuals become overly concerned about the outcomes of their work, which can influence how they interact with colleagues and customers. In recent times, work stress has become increasingly evident and has contributed to declining employee morale (Kaminyonge, 2016). The causes of work stress are often linked to technological advancements, competitive lifestyles, and various social factors.

The experience of work-related stress is not a new phenomenon in Kenya. Kenyans frequently face stress arising from poor environmental conditions, political instability, inadequate working conditions, and high levels of poverty. Ngeno (2017) agrees with this view and adds that Kenyan employees often deal with challenges such as low salaries, limited participation in decision-making processes, heavy workloads, and few opportunities for career advancement (Musyoka, 2017). Work stress can also result from individual factors, socioeconomic conditions, and family-related issues.

Stress has emerged as a widespread aspect of everyday life and an inevitable outcome of rapid societal transformations. Changes in technology, modernization, urbanization, population growth, and rising unemployment rates contribute to various forms of workplace stress (Gharib, 2016). Mawanza (2017) suggested that factors such as poor workplace relationships, insufficient support at work, and inadequate planning are significant stress-related elements that adversely affect productivity. These observations align with the findings of Imtiaz and Ahmad (2019), who identified lack of managerial support and lack of recognition for work accomplished as key stress factors. Their study demonstrated a negative correlation between stress and employee efficiency.

Nurses provide continuous care to patients who are critically or chronically ill and often hover between life and death in high-stakes environments that permit very little margin for error (Rowe, J., 2013). These conditions impose considerable psychological and physical demands on healthcare providers, frequently resulting in stress or burnout syndrome.

Among various healthcare professionals, nurses have been identified as particularly susceptible to burnout (Abushaikha and Saca-Hazboun, 2019). This vulnerability arises because nurses are required to deliver compassionate, empathetic, culturally appropriate, skilled, and ethical care within settings characterized by limited resources, staffing shortages, and expanding responsibilities. The resulting imbalance between the demand for high-quality care and the constraints of the work environment generates significant stress (Khamisa, 2015).

1.2 Statement of the Problem

Numerous studies have investigated the effects of employee stress on organizational efficiency. For instance, Cooper and Michael (2014) found that work stress influences both individual and organizational efficiency. Similarly, the International Labour Organization (ILO, 2016) reported findings from a study involving 58,000 workers across 200 organizations worldwide, which established a clear link between workplace stress and diminished work efficiency.

Job satisfaction and burnout among healthcare providers are critical concerns because they directly affect staff turnover rates, retention, and the overall quality of patient care (Atencio, 2013). Burnout is characterized as “a syndrome of physical and emotional exhaustion, involving the development of stress which can lead to the development of negative self-concept, negative job attitudes and loss of concern for clients.” It has also been associated with increased employee turnover, excessive absenteeism, unfavorable job attitudes, low morale, and reduced willingness to assist others (Abushaikha and Saca-Hazboun, 2019).

The manner in which an individual perceives and manages stress plays a major role in determining the intensity of stress experienced and the proximity to burnout. Perceptions of job stress and burnout are not solely determined by working conditions, as not every worker exposed to identical conditions will develop burnout or experience stress (Robinson et al., 2011).

Some individuals may face relatively few stressors yet struggle to cope effectively, leading to burnout. In contrast, others may encounter a high volume of stressors but manage them successfully and avoid burnout. Thus, an individual’s closeness to burnout depends heavily on personal differences (Truby, 2019).

Psychological theories posit that stress arises from the perceived balance (or imbalance) between environmental demands and an individual’s available resources to meet those demands (Ursin and Eriksen, 2014).

The International Council of Nurses (ICN, 2018) has stated that nurses, doctors, and laboratory technicians experience some of the highest levels of job-related stress, with 45 percent reporting that their jobs are quite or extremely stressful. Likewise, the International Labour Organization has recognized nursing as a profession with relatively high stress levels.

Given the scarcity of studies specifically examining employee stress within the healthcare sector, this research focuses on the effects of work stress on employee efficiency in the healthcare industry at Gbagada General Hospital. The recommendations from this study are expected to assist the organization in identifying additional solutions to mitigate stress and enhance employee efficiency.

1.3 Objectives of the Study

The primary objective of this research is to examine the effect of work stress on efficiency among nurses at Gbagada General Hospital, Lagos. The specific objectives are as follows:

(i) To identify the factors causing stress among nurses at Gbagada General Hospital.

(ii) To examine the relationship between work stress and employees’ efficiency.

(iii) To identify strategies that can be used to reduce stress among nurses at Gbagada General Hospital.

1.4 Research Questions

(i) What are the factors causing stress among nurses at Gbagada General Hospital?

(ii) Is there any significant relationship between stress and employee efficiency?

(iii) What are the strategies that can be used to reduce stress among nurses at Gbagada General Hospital?

1.5 Significance of the Study

This study holds importance and offers benefits to several stakeholders, as outlined below:

Government (Policy Makers)

The healthcare industry in Nigeria stands to gain from this study, as it highlights the effects of work stress in the sector and proposes solutions to alleviate the problem. The research also recommends various policies that can support operational institutions like Gbagada General Hospital in reducing employee stress through the introduction of targeted programs and training initiatives.

Gbagada General Hospital

For the hospital, this study will provide alternative approaches to reducing stress among employees beyond the current familiarization programs, which are conducted only once per year due to budget constraints.

Other Stakeholders

The findings will benefit other stakeholders in healthcare operations, including ground handling companies, engineers, crews, and government agencies, by encouraging them to sustain motivation efforts aimed at lowering stress levels in their respective organizations. Additionally, the study will be valuable to other researchers interested in exploring related topics. The researcher will also benefit by acquiring practical research skills and knowledge while fulfilling partial requirements for the award of a Master’s degree in Human Resource Management (MHRM).

1.6 Organization of the Study

The subsequent chapter focuses on the literature review, including definitions of key terms, theoretical review, empirical review regarding the effects of work stress on employee efficiency, the conceptual framework, and the identification of the research gap. Chapter Three covers the research methodology, including research design, population, sample size, sampling techniques, data collection methods (such as questionnaires, interviews, and documentary review), data analysis methods, validity and reliability considerations, as well as the measurement of variables.

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