A CRITICAL ANALYSIS THE EFFECT OF JOB STRESS ON EMPLOYEE COMMITMENT IN BUSINESS ORGANIZATIONS IN CAMEROON

CHAPTER ONE

INTRODUCTION

Background of the study 

The mental well-being of individuals is essential for the overall physical, social, and economic development of society. Nevertheless, the global incidence of disorders associated with inadequate mental health and well-being is steadily increasing (Donald, 2018). Globalisation, intense competition, and advancements in communication technology have led to a significant increase in mental job demands. Consequently, work-related stress systems have become more complex in the changing work environment. Work-related stress has emerged as a prominent issue in the field of occupational health in recent decades, garnering increasing attention (Mentor et al., 2023).

Stress has become a widespread global phenomenon in today's society, affecting individuals in various forms across all types of work environments. Employees sometimes work extended hours, as their growing responsibilities require them to exert more effort in order to meet the rising demands for job success. Stress is a ubiquitous aspect of all types of work, and individuals encounter it in almost every facet of life. Stress can be defined as the state of being subjected to intense strain in a job or work environment. Stress can be defined as a strong dislike or avoidance of going to work, accompanied by a persistent feeling of pressure. Work stress refers to the physical and emotional strain that occurs when there is a discrepancy between the demands of a work and an individual's abilities and available resources (Boon, 2019).

Michac (1997) cited in Oni (2019) identified several factors of stress, including inadequate time management, ambiguous job descriptions, feelings of inadequacy and insecurity, lack of productivity, ineffective communication, strained personal relationships, and the demanding and challenging nature of tasks. Similarly, Dean (2018) identified stress-related illnesses as the primary factor contributing to decreased productivity in the workplace. The significant amount of stress experienced at work has been a major contributing element to the development of depression, making it the primary cause of this condition. According to Michac (1997) in Oni (2019), the causes of low productivity can be summarised as: inadequate company training, machine malfunctions, undefined expectations for success, insufficient planning and motivation, organisational transitions, unfavourable work environment, inadequate coordination at various levels, and a lack of alignment with organisational goals. The correlation between stress and the corporate environment is such that, if not effectively managed, it can result in illness and a rise in employee absenteeism. Consequently, both the organisation and its people will experience the consequences.  Nevertheless, stress may also be beneficial in the corporate realm since it motivates employees to exert effort and enhance their output. Excessive stress that overwhelms an employee and impairs their ability to cope with a situation has detrimental effects on both the employee and the organisation (Peterson, 2020). 

In contemporary times, job stress has emerged as a significant cause of worry for organisations, leading to several issues at both the human and organisational levels. Furthermore, it significantly affects employees' commitment. Organisational commitment refers to the emotional connection that employees have with their organisation (Fana, 2018). Organisational commitment is a crucial determinant for organisations to cultivate competent and devoted employees who possess problem-solving skills, self-driven motivation, a deep sense of engagement with their work, and a willingness to go above and beyond, ultimately resulting in the optimisation of organisational performance (Oni, 2019).

Due to the delicate nature of the work environment, business sector employees, on average, experience elevated levels of job-related stress. This stress can have an impact on employee commitment and ultimately, the performance of the organisation. As a result of recent developments such as globalisation, new technologies, and intensifying competition, which compel businesses to adjust in order to survive this rapid change, employees are already subjected to elevated levels of stress.

Statement of the problem

Stress is an everyday occurrence in the twenty-first century, and individuals from virtually every profession experience it. Organisations are also conducting objective assessments of stress management issues that result in decreased employee productivity due to frustration and higher turnover rates, ultimately affecting the goals and objectives of the business (Marc, 2019).

Performance and profitability are the primary objectives of any organisation. A multitude of strategies can be employed to accomplish these objectives, one of which is ensuring the commitment and sustainability of human resources within the organisation (Obasi, 2022). Consequently, organisations consider labor-devoted personnel to be an exceptionally valuable asset. In light of the recent challenges arising from the evolving work environment, job stress has emerged as a significant concern for organisations. Extensive research has demonstrated that job stress significantly affects employees' commitment.

1.3 Objectives of the Study 

The aim of this study is to critically analyse the effect of job stress on employee commitment business organizations in Cameroon. Specifically the study seeks:

To find out whether there is a relationship between job stress and employees’ organizational commitment in Cameroon.

To assess the factors that influence employees’ commitment to business organizations in Cameroon.

To examine the effects of job stress on employee commitment in business organizations in Cameroon.

To proffer suggestions on ways to reduce the level of job stress and increase employees’ commitment in business organizations in Cameroon.

1.4 Research Questions

The following research questions will be answered in this study:

Is there a relationship between job stress and employees’ organizational commitment in Cameroon?

What are the factors that influence employees’ commitment to business organizations in Cameroon?

What are the effects of job stress on employee commitment in business organizations in Cameroon?

What are the suggestions on ways to reduce the level of job stress and increase employees’ commitment in business organizations in Cameroon?

1.5 Research Hypothesis

The following null hypothesis will validate this study:

Ho1: There is no relationship between job stress and employees’ organizational commitment in Cameroon.

1.6 Significance of the study

This research depends on the effect of job stress on employees’ commitment in business organizations in Cameroon. The results of this research will provide valuable insights for business executives and managers to better comprehend their workforces. Specifically, it will enable them to gauge the extent of job-related stress and employee commitment throughout the workday. Furthermore, it will aid policymakers and decision-makers within business organisations in streamlining the decision-making process and establishing intelligent goals and objectives. The outcomes of this research will enable its beneficiaries to reduce tension by identifying its root causes and implementing strategies to address them. This, in turn, will increase employee commitment, performance, and ultimately the business's profit.

1.7 Scope of the study

This study critically analyses the effect of job stress on employee commitment in business organizations in Cameroon. Empirically, this study finds out whether there is a relationship between job stress and employees’ organizational commitment, assess the factors that influence employees’ commitment to business organizations, examine the effects of job stress on employee commitment in business organizations and proffer suggestions on ways to reduce the level of job stress and increase employees’ commitment in business organizations.

This study will be carried out in Cameroon.

1.8 Limitation of the study

The researchers encountered slight constraints while carrying out the study. The significant constraint was the scanty literature on the subject owing that effect of job stress on employee commitment in business organizations in Cameroon discourse is vast thus the researcher incurred more financial expenses and much time was required in sourcing for the relevant materials, literature, or information and in the process of data collection, which is why the researcher resorted to a limited choice of sample size covering only residents of Cameroon. Thus findings of this study cannot be used for generalization for other regions within Cameroon. Additionally, the researcher will simultaneously engage in this study with other academic work will impede maximum devotion to the research. Howbeit, despite the constraint encountered during the research, all factors were downplayed in other to give the best and make the research successful.

1.9 Definition of terms

Stress: Stress is a feeling of emotional or physical tension. It can come from any event or thought that makes you feel frustrated, angry, or nervous. Stress is your body's reaction to a challenge or demand.

Employee: A person employed for wages or salary, especially at non-executive level.

Performance: The action or process of performing a task or function.

Job Stress: Workplace stress refers to the harmful reactions when job requirements do not match the employee's capabilities, resources, or needs.

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