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Introduction:
The basic factor of a successful business is the motivated workforce. No doubt
motivated employees are the true game changer in current era. Organizations need to
know that how they can enhance their employee's performance. Performance means that
how efficiently they perform their tasks. A number of factors affect job performance
either positively or negatively. Workplace environment, leadership style, job stress, work
load, appreciations and rewards are some of the examples of these factor.

One of them is stress. Stress means the feeling how body responds toward internal or
external threats (Meggie, 2022). Here we are going to discus the relation of stress with
job performance.

Research objective
Aim of this research paper is to corelate stress of employee with their
performance. In this regard we need data to provide evidence of the study. Due to covid
pandemic interaction of people is limited. Therefore, it is difficult to verify our research
through data analysis. The alternative used which is theoretical evidence provided by
researchers in the past. Secondary data should be gathered from reliable resources.

Problem statement
 Is there any relation between job stress and employee performance?
 Does job stress have a positive impact on employees' performance?
 Does job stress have negative impact on employee's performance?

Literature review
Stress:
According to Danial (2019) stress is a phenomenon to describe a physical or mental
condition of a person due to pressure of work, short noted tasks and other environmental
factors. The term stress is not new, it is coined in market decades ago. Now a days it is a
common term which is also used by lay man in his routine. Employees, employers,
common man and even children are complaining about stress. Might be it is a physical or
mental stress (Sucharitha and Amzad,2020). All type of job stress depends upon work
environment, the behavior and leadership style of employer, culture of the organization,
reward and punishment system. Currently after covid-19 pandemic world economy
shattered completely, which resulted in high level of workplace stress. Lock downs,
downsizing, shortage of supplies enhances the impact of stress in every field of life.
Stress simultaneously has great impact on employee work life as well as personal life.
Health of the employee also effected by the job stress (Susan,2022). Pandr,D.L(2020)

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explained stress as individual thinking towards a situation. He gave another aspect that
stress is never always harmful, sometimes to an extent it is remarkably good for
employee. Kumari et al. (2016) described stress as individualistic approach, that means
each and every person react to it with differently. According to them stress has different
impact on individual depending many factors like age, gender, experience and financial
state. According to Santhi and Niranjan defined stress as an individual's discomfort or
disequilibrium of emotions due to any threat. It might be due to load of work.

Types of stress:
According to the Danial(2019) there are following types of stress present at work place..

 Acute stress

In this type of stress, the employee knew the cause of stress. It has short term impact. We
observed it in our day to day life.

 Traumatic stress

This type of stress caused traumatic situation for the person, this is due to some special
event, accident or some bad experiences.

 Episodic acute stress

In this type the person feels stress time to time. It means the impact of stress is for
shorter period but if also occur frequently.

 Chronic

Most dangerous type of stress is chronic stress. Which has long last impact on the
individual. It may be due to childhood experience or due to any trauma. Sometimes it
may lead to several mental and health issues.

 Work stress

Most common type of stress is work stress. After the covid-19 pandemic employee at
work place face this type of stress due to great restrictions at work place, threat of
downsizing, threat of communicable disease and un predictable financial loss etc.

Job performance:

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Other variable which is used in this study is job performance. For the organization,
productivity of business depends upon the performance of their employees. So,
employers want to know all the factors that has impact on employee's performance. As
stated by Jalaget(2016) performance of the employee is actually describing how
efficiently he done his activity. The accomplishment of tasks allotted to them and the
behavior of employee toward organization. According to Kumari et al. (2016) job
performance is a crucial but poorly defined topic in organizational psychology. Job
performance refer to the employee perform his duty well or not.

Impact of stress on job performance:

Suandi et al. (2014) explained the relationship between job stress and work performance
of the employees. Danial (2019) describes the relationship between stress and job
performance as:

 Negative linear relationship

In this relationship impact of stress on job performance is negative. When the stress
increases, the performance of the employee decreases.

 Positive linear relationship

In this relationship increases in the stress resulted in the improvement of employee

performance.

 Curvilinear or u-shaped

This type of relation suggests u-shaped relationship as to some extent impact of stress on
job performance is positive and after that level of performance start declining.

Jamal and Baba(2020) elaborate the term stress into two categories: eustress and distress.
Eustress means good stress which is essential for improvement in work while the distress
adversely affect the performance of employee. (Meggie, 2022)

Theoretical literature review:

Benson and Angelina (2022) discussed following theories regarding stress and job
performance:

 The job demand control theory

According to job demand control theory or JD-C theory when job demand is high and
control over job is low the resulted outcome is low job performance if a person is in
high work demand and low control over his work, the outcome is clearly decline in
the performance of employee. On other hand high demand of work and high control

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 over work resulted in better performance. So we can say control over work is a
component of work stress.

 The role theory

As the behavior of employee towards his organization is directly responsible for the
performance of employee. So, organizations eagerly try to find the determinant of
employee behavior. Stress originated in different professional rolls. Responsibility, role
ambiguity and load of role affect the behavior of employee and resulted in work place
stress and low performance of employees.

Stress mitigating strategies:

Stress is inevitable phenomena of business world, employer managed stress level on
employees to mitigate its adverse impact on employee performance. Alan Conway (2020)
gave 4 A's to relive stress. Here we discussed them briefly:

1. Avoid

Sometimes factors that develop stress in a person can be avoided by him. completing task
before deadline avoid stress level. Time management is also important in avoiding
stressors. In the organization taking precautionary measures are also crucial to overcome
stress level.

2. Alter

Organizations must be updating their policies according to the situation. After covid
pandemic many organization alter their work policies for the ease of their employee.
Work from home and use of technologies are some of the examples. All of them enhance
the employees' performance by decreasing job stress in organization.

3. Accept

It is crucial to accept the reality. Expectation of abnormal productivity from employee is

not favorable. Organization must set achievable goals for employees. This strategy
resulted in high level of motivation in employees.

4. Adapt

Adaptation of new strategies or policies that created learning and helping culture at work
place. In the organization employer can mitigate stress level in employees by creating
two way communication with employees.

Research philosophy:

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Research philosophy means how the researcher pursue his research. There are three main
types of research philosophy are present which include positivism, interpretivism, critical
realism. In positivism, all data must be scientifically and in proven. In interpretivism,
researcher observe in depth the lives of respondents to find the cause of their behavior.
While in critical realism, researcher explain findings in natural settings. In this study we
use interpretivism as it used human subject and prepared analyst as instrument.

Approach:
When we conducting research there are two options available one is inductive approach
and second is deductive approach. Inductive approach refers to a study in which we
develop some theories while in deductive approach we test existing theories. As we want
to find the impact of stress on employee performance. So, we used an inductive approach.

Strategy:
In research ethnography or grounded theory strategies are used commonly. In
ethnography the researcher observed specific culture and try to interact through
interviews and surveys. While grounded theory strategy is used commonly for the studies
related to human resource management, as they try to investigate the cause and impact of
some variable. As for current research paper, we want to find the impact of stress
variable, so, we use grounded theory strategy.

Ethical Aspect:
Guidelines provided to conduct research can be defined as ethical aspects of the studies.
It included voluntary participation that means there is no pressure of participation on
respondents. Informed consent means all necessary pores and cons regarding the study
provided to the participated. Anonymity means respondents identity not mentioned in
any case. Personal data of respondent not required for the studies. Confidentiality refers
to the guideline that means all responses provided by the respondents are confidential.
Researcher should not reveal them. In this study we should maintain all of these
guidelines of voluntary participation, informed consent, anonymity and confidentiality in
collection of data and providing the results.

Research Design:
Research design refer to the procedure we follow to answer our research questions. How
we can collect data and how we can manage it. There are four main types of data
collection available which include: observational data, experimental data, simultaneous
data and compiled data. In observational data we collect our data through observations, it
includes interviews, surveys and filling questionnaires. In experimental data, researcher
collect data by conducting some experiments. Researchers conduct experiments to collect

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data for their desired variables. Simultaneous data generated by real world process and
using different computer test models to manage data. In compiled data is collected
through existing information, like population of town etc. this type of data need much
time and also very expensive.

Data collection:
There are two categories available for data collection, primary data collection and
secondary data collection. Primary data means the initial data retrieved through
questionnaires, by conducting surveys and one to one meeting. Secondary data include
the existing research work available in the form of research articles, journals, books and
online blogs.

In this study we use secondary data because due to covid pandemic primary data
collection is not easy. Due to these circumstances, we collect data from reliable data
sources to conduct our study.

Data analysis:
In this study we select diagnostic data analyzing approach as we want to understand the
relation between job stress and performance of the employees in the organization.
According to our literature review majority of researchers accepted the relation of stress
and employee performance (Cartwright & Carry, 1957; Aana et al, 2017; James, 1996;
Santhi & Niranjan,2019). Studies show a u-shaped relation or curvilinear relationship
between job stress and employee performance. As moderate level of stress enables
employees to perform well (Worku, 2021). But at certain level stress is good but after
that performance of employees started to decline (Sucharitha & Amzaad, 2020; Lu et al,
2010)

Findings: After analysis of existing and reliable data, we can say there is a strong
relationship exist between job stress and employee performance (Patro and Kumar,2019,
Frank and Jaffery, 2010, Benson & Angelina 2022).

Recommendation:
This study helps the organization to enhance the performance of their employee and gain
competitive advantage over their competitor by reducing job stress. Proper counseling,
use of better technologies and balancing work load, all are crucial factors to mitigate
stress in employees (Susan, 2022; Peek, 2022; Hsn, no date). As the behavior of human is
changing time to time. In future we recommended to work on primary data to know
actual behavior of respondents.

Conclusion:

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In Oman as a developing economy, role of growing organizations is crucial. As we know
the growth of organization is depending on the performance of employees. So, there is a
need to enhance the performance of employees by reducing the factors that impact it
negatively. job stress, work environment, leadership style are the factors that affect the
performance of the employee. In this study we discussed role of job stress, reasons
behind job stress and also try to provide all the strategies to mitigate job stress for the
enhancement of employee's performance.

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icle:
Revenio Jalagat. Determinants of Job
Stress and Its Relationship on
Employee Job Performance. American
Journal of Management Science
and Engineering. Vol. 2, No. 1
icle:
Revenio Jalagat. Determinants of Job
Stress and Its Relationship on
Employee Job Performance. American
Journal of Management Science
and Engineering. Vol. 2, No. 1
icle:
Revenio Jalagat. Determinants of Job
Stress and Its Relationship on

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Employee Job Performance. American
Journal of Management Science
and Engineering. Vol. 2, No. 1

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