Depression Anxiety and Stress As Correla

European Journal of Globalization and Development Research, Vol. 10, No.
1, 2014
European Journal of ISSN 2220-7414

Globalization
and Development Research
Depression, Anxiety
and Stress as Correlates
of Organizational
Citizenship Behaviour
among Oil Workers in
Nigeria
Uzonwanne, Francis C.
© JournalsBank.com (2014). ISSN 2220-7414

European Journal of Globalization and Development Research, Vol. 10, No. 1, 2014
Depression, Anxiety and Stress as Correlates of Organizational

Citizenship Behaviour among Oil Workers in Nigeria
Uzonwanne, Francis C.*
Abstract
There is a dearth of literature from studies of depression, stress and anxiety among oil workers in
Africa and in Nigeria specifically, despite the plethora of documented studies in China and United
Kingdom. This study seeks to fill the gap by investigating the influence of depression, anxiety and
stress on organizational citizenship behavior among oil workers in Nigeria. A power analysis on the
OCB-C questionnaire to ensure that the statistical test has adequate power resulted in a sample size
of 120. 300 oil workers drawn from the major Petroleum Co-operation in Nigeria; Pipelines and
Product Marketing Co-operation (P.P.M.C), MOSIMI which is a subsidiary of Nigerian National Oil
Co-operation (N.N.P.C) were randomly selected for this study. The study set out to determine a
significant relationship in the depression, anxiety and stress and the organizational citizenship
behaviour exhibited by these oil workers. Findings from the analysis showed that depression, anxiety
and stress were significantly related to the exhibition of organizational citizenship behaviour.
Findings may be useful in further understanding the prevalence of stress, anxiety and depression
among workers in high profile careers like oil industry.
Keywords: Organizational Citizenship Behavior, Gender, Education, Marital Status
*
[Corresponding Author], [PhD], [Department of Psychology, College of Management Sciences, Redeemer’s University,
Nigeria], [Email: fuzonwanne@yahoo.com], [+2348131100757]

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1.1 INTRODUCTION building will also increase the chances of the survival of
The Nigerian economy depends greatly on oil as the the organization in a globalized world. Organizations
main generator of its GDP (Gross Domestic Product.) that encourage team spirit would have workers with
Serving as the financial heartbeat of the nation, the oil good interpersonal relations resulting in increased
sector workers are expected to be highly efficient, practice of ―helping behaviors‖. Organizational
effective and productive. The organization however has Citizenship Behavior is the individual behavior that is
to play a major role in satisfying and motivating its discretionary, not directly or explicitly recognized by
employees because of their high significance, while the formal reward system, and that in the aggregate
their efforts or job performance goes a long way in promotes the effective functioning of the organization
affecting the economic stamina of the country. Since oil (Organ 1988 & 1997). In this view, engagement in
is the major source of income in Nigeria, attention Organizational Citizenship Behavior is generally a
cannot be overly paid on the employees working under personal choice, and omission is not generally seen as
this sector. Clearly, distractions which could come in punishable (Organ, 1988) but however, should be
form of anxiety, depression, stress, job insecurity, job encouraged for greater effectiveness and growth in any
dissatisfaction amongst others is highly inevitable and organization.
detrimental but can however be avoided in the best Anxiety, Depression and Stress are related as they exist
possible way. Oil organizational executives and in a continuum. Depression begins with stress, which is
management should recognize its employees as a major when the perceived demands of the job are greater than
asset and should also provide measures by which they the person‘s perceived ability to cope. The significance
would keep the employees in the organization at the of the conclusion will focus on the level of stress
best possible productivity level. It is expected that accomplished. It is when stress levels are not overseen
more attention should therefore be paid to employee by the individual or proceed for an augmented period of
welfare. The organizations are expected to initiate time, that the individual experiences anxiety (Hayes,
strategies to cope with anxiety, manage depression, and 2011). Hayes (2011) opines that this inclination of
reduce stress while increasing job satisfaction and job apprehension (anxiety) will influence the individual on
insecurity. These oil organizations are also expected to diverse extent of levels, including occupation execution,
imbibe team spirit as part of the organization‘s culture. interpersonal connections, loss of appetite and others.
This will further foster a work friendly organizational When the feeling doesn‘t go away the person starts
climate which will motivate and increase work feeling depressed, with the level of depression ranging
performance in turn increasing productivity resulting in from mild to severe.
more income for the country at large. Also team spirit

620
Work associations or organizations are for the most part In recent years, there has been an increasing
acknowledged to be essential social settings where interest in Organizational citizenship Behavior.
rivalry, rare assets, time limits, contrasts in objectives However, the first documented study on Organizational
and identities and other sort of anxieties can lead Citizenship Behavior was done by Organ and his
workers to aggress against their colleagues, friends in 1980s (Bateman & Organ, 1983) the term
subordinates and even bosses (Aquino and Thau, 2009). emerged in a strive to explain the satisfaction-causes-
Within this competitive atmosphere however, there are performance relationship, suggested an alternative form
still some employees who find it necessary out of their of job performance, which they called citizenship
own volition to help their colleagues. They go out of behavior. In establishing the basis for this alternative
their way to lend a helping hand to colleagues who may for job performance, they argued that job performance
or may not require assistance in carrying out their day- has been partly misunderstood as quantity of output or
to-day routine tasks without requesting for any form of quantity of craftsmanship (Bateman & Organ, 1983).
recognition or additional pay from the organization. Subsequent definitions of Organizational Citizenship
This helpful gesture can be said to be a ―sense of Behavior do not deviate much from the original
Citizenship‖ or ―organizational citizenship behavior‖ definition, also there is much consistency found in their
which translates into willingness to go beyond cultural ways of interpreting OCB (Organ & Koyovsky, 1989).
obligation required by the organization of the employee. For instance, (Kumar, Bakshi & Rani, 2009) defines
Researchers have continually and endlessly tried to find Organizational Citizenship Behavior as behaviors
factors that decrease or increase the likelihood of the without a reward, expectation or requiring any
practice of organizational citizenship behaviors by punishment is called as Organizational Citizenship
employees. Ever since the first documented research on Behavior in an organization. Similarly, Hunt (2002)
OCB was carried out by Oran and colleagues in the states that Organizational Citizenship Behavior are the
1980‘s, subsequent researchers have continued to individual behaviors of willingness, not based on
carryout in-depth research on OCB itself and its orders, and increasing organizational performance. It
determinants. That is factors that increase or decrease can be observed that all the definitions lay emphasis on
the likelihood of practicing Organizational Citizenship the employee‘s willingness, secondly, it is an informal
Behavior. This study will therefore focus on Anxiety, behavior and thirdly it is done to improve
Depression and Stress as possible determinants of organizational effectiveness (Hunt, 2002).
practicing Organizational Citizenship Behavior among Some researchers have differentiated the focal target of
oil workers in Nigeria. the OCB among the dimensions, such that OCB can be
defined as pro-social or helping behavior directed at

621
other coworkers (e.g., altruism and courtesy toward Bateman and Organ (1983) also proposed that
other individuals) or as pro-social behavior directed employees will tend to display organizational
toward the employee‘s organization (e.g., citizenship behaviors more probably when they feel
sportsmanship, civic virtue, and conscientiousness in satisfied with their jobs, against support or benefit (e.g.,
promoting the welfare of the organization) (Williams & positive work experiences) provided by their
Anderson, 1991). Regarding the dimension of OCB organization or colleagues (Bateman and Organ, 1983).
toward the organization, majority of studies like that of Organizational commitment is the relative strength of
Podsakoff, et al., (2000) have been devoted to the an individual‘s identification and involvement in a
affiliative forms of such behavior (i.e., sportsmanship, particular organization (Bateman and Organ, 1983). It is
compliance, conscientiousness), but a further argued that committed employees are more likely to
distinction has been made that attends to a form of OCB engage in behaviors that enhance their value and
that challenges the status quo of the organization support the organization. Thus, a positive relationship
(Podsakoff, et al., 2000). The term Organizational between organizational commitment and OCB is
Citizenship Behavior cannot however be discussed reasonable.
without making mention of some concepts like job 1.1.1 Anxiety
satisfaction and organizational commitment. Organ and In the Diagnostic and Statistical Manual of
Ryan‘s (1995) postulated that employee‘s attitudes: Mental Disorders (DSM IV) published by the American
especially Job satisfaction and Job commitments can Psychiatric Association , anxiety is defined as prior
predict OCB better than dispositional variables. It is worrying towards danger or future misery along with
reasonable to suggest that Job satisfaction will dysphoria and physical symptoms of tension and the
positively relate to OCB. Employees who are satisfied predicted source of danger might be internal or external
with their job are likely to reciprocate with positive (Khalatbari, 1983). Anxiety can generally be describes
behaviors like OCB. Work satisfaction could be as a feeling of fear in which affects a person in deferent
characterized as a pleasurable or positive enthusiastic or facets of life for instance productivity level,
emotional state coming about as a result of the appraisal interpersonal relationship etc. Anxiety is a negative
of one's employment or occupation encounters (Locke, emotion that has the capability to induce/influence
1976). Job satisfaction has the most robust attitudinal behavior either negatively or positively. In contrast with
relationship with OCB (Organ and Ryan, 1995). Werner anger, however, the action tendency for anxiety is
(2007) opines that only satisfied employees seem more avoidance and escape (Lazarus, 1999). People respond
likely to display positive behaviors that can effectively to stimuli that make them anxious by orienting
contribute to the overall functioning of the organization. themselves away from the stimuli and related

622
consequences (Roth & Cohen, 1986). Avoidance offers physical and emotional responses that occur when the
the opportunity to reduce stress and gradually recognize requirements of the job do not match the capabilities,
and deal with the threats that lead to the feelings of resources, needs of the worker‘. The HSE (2001) also
anxiety (Roth & Cohen, 1986). According to the defines stress as: ‗The adverse reaction people have to
American Psychology Association (2007), layoffs, excessive pressures or other types of demand placed on
restructuring, or management changes can heighten them‘. Akinboye, Akinboye and Adeyemo (2002)
anxiety about an employee‘s job security. Result of defined stress as an ineffective and unhealthy reaction
some researches (Roth & Cohen, 1986) show the to change. It is the body‘s response to any undesirable
scientific role of stress in anxiety disorders and explains mental, physical, emotional, social or environmental
that the stress factors have causal impact on anxiety demand. According to them stress describes physical
disorders (Roth & Cohen, 1986). trauma, strenuous exercise, metallic disturbance and
1.1.2 Stress anxiety which challenges the body well-being
One of the characteristics of a healthy (Akinboye, Akinboye and Adeyemo, 2002). The
organization is that the physical and emotional healths stressors include work changes, unexpected and sudden
of its employees are of the interest and attention of its noise, terrors, panic, electric shock, uncontrollable
management (Selye, 1975). Stress is an inevitable part situations, physical ailments, surgery, threats to life,
of the professional life which is derived from the daily conflicts sleep deprivation, work over or under
experiences of the job (Schneiderman, Ironson, & load, social isolation, inability to meet dead line etc.
Siegel, 2005). Job stress is the harmful physical and when the level of stress experienced on a job is too
emotional response that occurs when there‘s a poor high, the employees are likely to be dissatisfied with
match between job demands and the capabilities, their job (Akinboye, Akinboye and Adeyemo, 2002).
resources or needs of the worker (Schneiderman, Another research carried out by Chen, Wong, Yu, Lin
Ironson, & Siegel, 2005). Stress is a feeling that cannot & Cooper (2003) on the effective stressful and
be completely avoided. Everybody goes through stress management factors and job stresses showed that there
at one point or another in their life. There are several is a significant relationship between the variables of
scholastic researches that have been carried out on age, level of education and level of job stress as elderly
stress which has yielded to several definitions. The managers expressed more job satisfaction.
Oxford Advanced Learners Dictionary defines stress as 1.1.3 Depression
pressure, tension or worry resulting from problems in Generally, work is good for our mental health,
one‘s life. The National Institute of Occupational Safety but there are times in which certain life experiences will
and Health (1999) defines stress as: ‗The harmful make work un-enjoyable. Most times, the pressure of,

623
and the stress at work coupled with other life‘s make people fed up with their work. Uncertainty about
problems can make depression more likely to occur. how well one is performing or about future changes in
Depression also known as ―common cold of mental employment can result in feelings of tension and worry,
illness‖ can be defined as an illness that involves the and difficult bosses who bully and criticize will just
body, mood, and thoughts (National institute of Mental make things worse, and also, poor working conditions
Health, 2007). A good mental health at work enables an or environment such as cramped offices, hot and stuffy
employee to cope with the daily demands of their role, office rooms, poor remunerations may make workers
ensuring they are productive and positive when they are tensed and stressed (Umoh, Adeoye and Oyewo, 2008).
at work. According to Dong (2000) depression can Employees tend to have feelings of frustration if they
seriously affect someone‘s ability to work effectively have no say in the way their work is organized, or if
and it may be so bad that he or she will have to stop decisions are imposed from above without any
work completely for a time. Researches like Stoner and discussion or consultation. Knippers (2006) also
Perrewe (2006) opined that that individuals who are explained that depression often occurs in people at
experiencing depressed mood at work do not feel times that might not be expected and life challenges
mentally motivated to be company ―do-gooders‖. They sometimes overwhelm people who are already
went further to state that individuals high in depressed vulnerable for some pre-existing reason. Anxiety and
mood at work will perform fewer organizational depression can affect the employee‘s productivity,
citizenship behaviors. Dong (2000) also argued that morale and effectiveness. According to Nwokedi
individuals higher in depression may have a pessimistic (2004), Nigeria has a poor working conditions and
view of the self, the world, and the future and more environments .This could be one of the contributing
likely to focus on the negative aspects of the events than factors that can lead to the depression n working
individuals lower in depression. People higher in population.
depression may not think their involvement will affect Anxiety and depression can have a substantial effect
the situation outcomes in a positive way because of on employer‘s work environment because it can
their stringent self-evaluation compared to people lower interfere with their abilities to do their Jobs. National
in depression (Rehm, 1977). Mental Health Association (2004) observed that
Umoh, Adeoye & Oyewo, (2008) showed in his depression interferes with the ability to work, sleep, eat
studies that certain jobs are more likely to make people study and enjoy activities. Depression could therefore,
unhappy in their workplace; jobs in which an employee be number one barrier to the employee‘s success in
cannot use his or her skills, or which are repetitive and his/her workplace, because they may not be able to put
follow same routine daily seem particularly likely to in their best. According to the National Institute of

624
Mental Health (2007), depression in the work place functioning. The mental functioning of these human
manifests itself through changes in performance and resources is of utmost importance to the psychological
behaviors as follows; wellbeing of the nation Nigeria. Some of the mental
1. Decreased or inconsistent productivity. functioning of interest includes depression, anxiety and
2. Absenteeism, tardiness, frequent absence from work stress. Naturally, problems of depression are common
station. in the general population but it may be more
3. Increased errors, diminished work quality. pronounced among these oil workers due to the
4. Procrastination, missed deadlines. responsibilities identified. Obviously, stress and anxiety
5. Withdrawal from co-workers. are often closely related also. For this reason, it is
6. Overly sensitive and/or emotional reactions. important to realize that anxiety can be one of the most
7. Decreased interest in work. dangerous psychological indications of poor mental
8. Slowed thoughts. health and so is stress. Anxiety related behavior can
9. Difficult learning and remembering. typically be traced to a fast paced, high responsibility
10. Slowed movement and actions. work environment. Such environments are very prone
11. Frequent comments about being tired. to create or promote stress, especially among those
Depression can affect anyone irrespective of age individuals who have little knowledge of managing
(Umoh, Adeoye and Oyewo, 2008) and the oil workers stress. Individuals under a lot of stress are likely to
are not left out. The focus of the present study however show signs of anxiety. Apprehension, worry,
is to examine the influence of Anxiety Depression and nervousness and fear of the future are among such
Stress on Organizational Citizenship Behavior (OCB) signals. While stress may be compared to a mountain
among oil workers in Mosimi, Ogun State. (work, family problems, difficult conditions like
examinations) which one must climb, anxiety is the
1.2 STATEMENT OF PROBLEM result of analyzing the possible consequences
Both the financial and human welfare of the Nation (especially if they are painful) of failing at the task. It is
Nigeria are linked to the effective functioning of the normal to experience a certain amount of anxiety when
human resources turning the wheels of the oil sector. faced with uncertainty. But excessive anxiety is a type
Such heavy weight responsibility sitting on the of neurosis which has the potential to hurt both the
shoulders of human elements is likely to leave an sufferer and his family. The problems of ethnic
impression on their psychological wellbeing weather conflicts in oil producing areas, economic implications
negative or positive. The guess leans towards of under-production and/or spillage and even politically
negativity. Psychology is the study of mental related affiliations may create anxiety and fear which

625
can stimulate stress. The general characteristic of a fast 1.3 RESEARCH HYPOTHESIS
paced high responsibility work environment is one that 1. There will be a significant relationship between
has depression, anxiety and stress as possible outcomes. Organizational citizenship behavior and depression
A known remedy for such situations is for individuals level of oil workers.
to seek out help. Where their personalities do not allow 2. Stress level will significantly relate to the practice
them to reach out, volunteered help is mostly of Organizational citizenship behavior of oil
welcomed. Organizational citizenship behavior which workers.
has been described as individual behavior that is 3. There will be a significant relationship between
discretionary, not directly or explicitly recognized by Organizational citizenship behavior scores and
the formal reward system and that in the aggregate anxiety levels of oil workers.
promotes the effective functioning of the organization
(Organ, 1988; 1997) is predominantly a helping 2.1 METHODOLOGY
behavior. Organizational citizenship behavior may be in This study examines depression, anxiety and
essence a solution or a balance. A solution to the gaps stress as correlates of organizational citizenship
possibly created by individuals laboring under a heavy behavior among oil workers in Nigeria.
weight of responsibilities. It may also be the balance 2.2 RESEARCH DESIGN
needed in an environment where depression, anxiety This study adopted a survey research design
and stress are prevalent. With the probability of this through the use of two psychological tests
being the case, will organizational citizenship behavior (organizational citizenship behavior checklist OCB-C
be manifest in an environment prevailing with and depression anxiety stress scale DASS) to examine
depression, stress and anxiety? Literature covering the influence of anxiety, depression and stress on the
these essential variables are lacking and hence the need organizational citizenship behavior of selected oil
for research that fills these gaps in literature. In the light workers in Mosimi, Ogun state. The independent
of the effects which anxiety, depression and stress could variables are anxiety, depression and stress while the
cause, there is therefore need to examine the influence dependent variable is Organizational citizenship
of anxiety depression, and stress on organizational behavior.
citizenship behavior amongst selected oil workers in 2.3 RESEARCH POPULATION AND SAMPLING
Nigeria. The survey population of this study consists of
oil workers in Nigeria. An incidental sampling method
was used to draw 300 samples from oil workers in
Ogun state. The sample comprised of 151 females and

626
149 males. The oil workers were drawn from the major adequate convergent and discriminant validity which
Petroleum Co-operation in Nigeria; Pipelines and was examined by correlating the Beck Depression
Product Marketing Co-operation (P.P.M.C), MOSIMI inventory (BDI), the Beck Anxiety inventory (BAI) and
which is a subsidiary of Nigerian National Oil Co- the DASS. The BAI and the DASS scales were highly
operation (N.N.P.C). correlated (r =0.81), as were the BDI and the DASS
depression scale (r =0.74).
2.4 RESEARCH INSTRUMENT The DASS is divided into three different sub-
The major instruments used for retrieving data scales which are Depression, Anxiety and Stress and all
in this study are; Depression Anxiety Stress Scale and three sub-scales have a direct scoring technique. Direct
Organizational Citizenship Behavior checklist. scoring involves adding together the different values
2.4.1 DEPRESSION ANXIETY STRESS SCALE ticked in the relevant items. For example, if in items 0 1
Depression Anxiety Stress Scale (DASS) is a 2 3 the numbers shaded are 3 2 4 1 2 1 respectively, the
42-item scale developed by Lovibond, S.H and scores for the items are 3+2+4+1+2+1= 13.
Lovibond, P.F (1995) which includes three self-report The scores of each respondent over each of the sub-
scales designed to measure the negative emotional state scales are then evaluated as per the severity-rating index
of depression, anxiety and stress. The Reliability of the below
scale was assessed by the use of cronbach‘s alpha and
was acceptable for all the scales with Depression as .91,
anxiety as .84, and Stress as .90. The DASS possesses
Table 1: Translation of the scores of respondents in DASS
Depression Anxiety Stress
Normal 0-9 0-7 0-14
Mild 10-13 8-9 15-18
Moderate 14-20 10-14 19-25
Severe 21-27 15-19 26-33
Extremely severe 28+ 20+ 34+
2.4.2 ORGANIZATIONAL CITIZENSHIP employees. It was then refined and shortened to 36

BEHAVIOR-CHECKLIST items and then finally to 20 items. The OCB-C was
OCB-C questionnaire was developed by Suzy specifically designed to minimize overlap with scale of
Fox and Paul Spector (2009), it was a 42-item counterproductive work behavior.
instrument designed to assess the frequency of Fox and Spector (2009) obtained internal
organizational citizenship behaviors performed by consistent reliability coefficient alpha of .89 and .94 for

627
two self-report samples, and .94 for a coworker sample

(coworkers reporting on the target employee). Fox and 2.5 METHOD OF DATA ANALYSIS
Spector (2009) reported a coefficient alpha of .91 and a The data that was collected for this study was processed
concurrent validity of .83 for the scale. manually through coding and then entered
The scoring technique for the OCB-C electronically into Statistical package for Social
questionnaire follows a direct scoring pattern in which Sciences (SPSS) version 22. The use of statistical
the scores are computed by summing responses across distributions such as tables and figures showing
items. For example, if items 8 9 10 11 12 13 where frequencies and percentages were adopted in the study.
ticked as 2 3 5 3 2 respectively, the score will be The hypotheses stated in the study were subjected to
2+3+5+3+2=15 Pearson r statistics for checking relationships.
The items responses (Never, Once or twice,
Once a month, Once or twice a week, Everyday) are 3.1 RESULTS AND DISCUSSION
scored as 1, 2, 3, 4, 5 respectively. 3.2 SOCIO DEMOGRAPHIC DATA
The evaluation of the overall sum of each The demographic characteristics of the respondents in
respondent as the higher the score the higher the level the studied population and variables like gender,
of OCB and the lower the score the lower the level of marital status and highest educational qualification are
OCB. analyzed and presented.
Table 2: Demographic Characteristics of Participants
Variables Number Mean SD
Gender Male 151 57.90 12.44
Female 149 57.64 14.16
There were 300 participants from an oil company 3.3 PREVALENCE OF DEPRESSION STRESS
surveyed on this study. From the Table 2, the gender AND ANXIETY
distribution shows that 151 of the respondents are male Based on the results from the analysis of the data
and 149 are female and they have on average of 57.90 collected, the following Table 3 shows the prevalence
and 57.64 respectively on their Organizational of stress, anxiety and depression among the oil workers
Citizenship Behavior (OCB) scores with a standard surveyed.
deviation of 12.44 and 12.16 respectively.

628
Table 3: Prevalence of stress, anxiety and depression among oil workers in Nigeria
Depression Anxiety Stress
Normal 16.7% 11.3% 49.3%
Mild 11% 6.7% 16%
Moderate 32.3% 17.7% 30.7%
Severe 31.7% 22.6% 3.3%
Extremely severe 8.3% 41.7% 0.7%
300 oil workers from Ogun State Nigeria were surveyed Table 4
to determine the prevalence of depression, anxiety and Correlation Table for OCB and Depression
stress. The results show that 16.7% of them rated VARIABLES N r P
normal for depression, 11% were mild, 32.3% were OCB 300 0.215 <.05
moderate while 31.7% experience severe depression Depression
and 8.3% experience extremely severe depression. The

The test scores showed that there were 300 adolescent
result also rated 11.3% as having normal anxiety, while
respondents from the oil workers and their OCB scores
6.7% were having mild anxiety. 17.7% reported
were tested to determine a statistically significant
moderate anxiety, 22.6% reported severe anxiety while
relationship with their depression symptoms with a sig
41.7% were experiencing extremely severe anxiety. The
two-tailed value of .000. Since .000 is less than 0.05, it
results from stress showed 49.3% as normal which
was determined that there is a statistically significant
depicts adequate stress management. 16% were mild,
correlation between the two variables; OCB of
30.7% were moderate and 3.3% were severe while
respondents and their depression symptoms. This means
0.7% only reported extremely severe stress.
that increase or decrease of OCB will significantly
3.4 TEST OF HYPOTHESES
relate to increase or decrease of depression symptoms
The results for the three hypotheses tested for this
and vice-versa. The r value of 0.215 which is closer to 0
study are presented in this section. The statistics
however points to a weak relationship between the OCB
include One Way Analysis of Variance and the t-Test
of respondents and their depression symptoms.(r= 0.22,
statistics.
p<0.05)
3.4.1 HYPOTHESIS ONE
3.4.2 HYPOTHESIS TWO
There will be a significant relationship between the
Stress level will significantly relate to the practice of
Organizational citizenship behavior scores and
Organizational citizenship behavior of oil workers.
depression of oil workers.

629
Table 5 relationship with their anxiety levels with a sig two-

Correlation Table for OCB and Stress
tailed value of .000. Since .000 is less than 0.05, it was
VARIABLES N r P
determined that there is a statistically significant
OCB 300 0.118 <.05
Stress
respondents and their anxiety levels. This means that
increase or decrease of OCB will significantly relate to
increase or decrease of anxiety levels and vice-versa.
The r value of .218 which is closer to 0 however points
to a weak relationship between the OCB of respondents
relationship with their stress levels with a sig two-tailed
and their anxiety levels.
value of .042. Since .042 is less than 0.05, it was
3.5 DISCUSSION
determined that there is a statistically significant
The objectives of the study were to examine the
influence of anxiety, depression, and stress on
respondents and their stress levels. This means that
organizational citizenship behavior among oil workers
increase or decrease of OCB will significantly relate to
in Nigeria. Based on data generated by the study, it is
increase or decrease of stress levels and vice-versa. The
reasonable to conclude that there is a significant
r value of .118 which is closer to 0 however points to a
relationship between depression, anxiety, stress and
weak relationship between the OCB of respondents and
organizational citizenship behaviour.
their stress levels.
The result from hypothesis one which states that there
3.4.3 HYPOTHESIS THREE
will be a significant relationship between the
There will be a significant relationship between
Organizational citizenship behaviour scores and
Organizational citizenship behavior scores and anxiety
depression of oil workers showed an apparent
levels of oil workers.
significant relationship. This finding however appears
to be inconsistent with the previous findings, one of
Table 6
Correlation Table for OCB and Anxiety which was reported by Stoner and Perrewe (2006), who
VARIABLES N r P are of the opinion that individuals high in depressed
OCB 300 0.218 <.05
mood at work will perform fewer organizational
Stress
citizenship behaviours. Organizational citizenship
behaviours help the organization but are not required as
a job responsibility of the employee. Stoner and
Perrewe (2006) opined that individuals who are

630
experiencing depressed mood at work do not feel to distinguish between self and other-oriented
mentally motivated to be company ―do-gooders‖. Dong depression (O‘Connor, et al., 2002). Other-oriented
(2000) also argued that individuals higher in depression depression originates from feelings of guilt but self-
may have a pessimistic view of the self, the world, and oriented depression is typically due to negative feelings
the future and more likely to focus on the negative such as shame, fear, or envy. O‘Connor et al. (2002)
aspects of the events than individuals lower in also found that self-oriented depression might appear
depression. People higher in depression may not think more in a non-clinical sample while other-oriented
their involvement will affect the situation outcomes in a depression might appear more in a clinical sample.
positive way because of their stringent self-evaluation Given that Dong (2000)‘s study focuses on a non-
compared to people lower in depression (Rehm, 1977). clinical population in an organizational setting, less
Depressed people may think their perceived level of depressed people in the researcher‘s opinion should be
competence is low and researchers have found that more empathic. The data did not support the hypothesis
depression is negatively related to self-evaluated social that empathic concern mediated the relation between
competence (Dong, 2000). In summarize, more depression and OCB. Depression related neither to
depressed people may be less likely to help others than empathic concern nor to OCB.
less depressed individuals. The research examining the The result from the second hypothesis which
relation between empathy, which is related to states that Stress level will significantly relate to the
organizational citizenship behaviour (Dong, 2000) and practice of Organizational citizenship behavior of oil
depression is mixed. Some researchers found a negative workers also showed a significant relationship between
relationship between depression and empathy (Lee, the variables. Jain, Giga and Cooper (2013) in a study
Brennan, & Daly, 2001) and/or empathic concern identifying the impact of organizational stressors on
(Ghorbani, Bing, Watson, Davison, & LeBreton, 2003). organizational citizenship behaviour (OCB), found the
On the other hand, other researchers found a positive results highlighting a significant negative relationship
relation between depression and empathy in general between organizational stressors and OCB. The authors
(Gawronski & Privette, 1997) and/or some empathy Jain and Cooper (2012) in another study hypothesized
dimensions such as personal distress (Ghorbani, et al., that there is a negative relationship between
2003). Perhaps more depressed people experience organisational stress and OCBs; the results of multiple
greater guilt for being better off than others than less regression analysis showed that stress had significant
depressed people. The increased guilt level leads to negative impact on OCBs. Research studies linking
greater empathic reactions (O‘Connor et al., 2002). stress with job performance and OCB (e.g., Bragger,
These conflicting findings may be the result of a failure Srednicki, Kutcher, Indovino, & Rosner, 2005) show

631
that OCB was negatively related with work–family one seems to feed off the other. In other words while
conflict. In another important study, Bolino and Turnley the results of this study will significantly add to the
(2005) explored the relationship between a specific type existing literature on anxiety and OCB, for the sake of
of OCB—individual initiative—and role overload, job discussion on this study, the existing confirmed
stress and work–family conflict. Results showed that relationship between stress and OCB will be
individual initiative is associated with higher levels of generalized to cover anxiety also.
employee role overload, job stress, and work–family 3.5.1 SUMMARY
conflict. Such a relationship was found to be stronger The main purpose of this study has been to study the
among women than among men. The construct of OCB influence of anxiety depression, and stress on
was also linked with emotional exhaustion organizational citizenship behavior among oil workers
(Cropanzano, Rupp, & Byrne, 2003). Emotional in Nigeria. Quantitative data were analyzed using
exhaustion was found to be a significant predictor of descriptive analysis Pearson r correlation. There were
OCBO (OCBs beneficial to organisations), though three hypotheses that were tested at 0.05 level of
organisational commitment mediated the relationship significance. The results show the following:
between emotional exhaustion and OCBO. 1. There is a significant relationship between
The result from the third hypothesis which states Organizational citizenship behavior and
that there will be a significant relationship between depression.
Organizational citizenship behavior and anxiety levels 2. Stress level significantly relates to the practice
of oil workers also showed a significant relationship of Organizational citizenship behavior of oil
between the variables. There is a dearth of literature that workers.
examined the relationships or even differences between 3. There is a significant relationship between
the two variables, organizational citizenship behaviour Organizational citizenship behavior scores and
and anxiety. Several literature have discusses stress and anxiety levels of oil workers.
OCB (Jain and Cooper, 2012; Bolino and Turnley,
2005) and mostly found a relationship which was 4.1 CONCLUSION
sometimes negative. Stress and anxiety are similar The influence of Anxiety, Depression and Stress on
components and are usually used together. Stress can Organizational Citizenship Behavior (OCB) among oil
come from any event or thought that makes you feel workers in Nigeria is brought into focus in this study.
frustrated, angry, or nervous. Anxiety is a feeling of Hypothesis focusing on comparison of depression,
fear, unease, and worry. The source of these symptoms anxiety, stress and OCB scores among these oil workers
is not always known. Even though the definitions differ, are tested in this study. 300 respondents from Pipelines

632
and Product Marketing Co-operation (P.P.M.C), stress, anxiety and depression of male and female, but
MOSIMI which is a subsidiary of Nigerian National Oil may find a significant difference in the general
Co-operation (N.N.P.C) were randomly sampled and psychopathology or gastrointestinal disorder of the
data collected were subjected to descriptive statistics same variables. Depression in adults is often a response
Pearson r correlation statistics. From the analysis and to stressors and stressful situations. In general, the
interpretation of results, it can be concluded that process of balancing a stressful work environment with
depression, anxiety and stress, are significantly related family matters is often a major source of stress and
to the exhibition of organizational citizenship anxiety. Uncertainty about how well one is performing
behaviour. Even though the relationship between the or about future changes in employment can result in
two sets of variables was weak, this means that increase feelings of tension and worry, and difficult bosses who
or decrease of OCB will significantly relate to increase bully and criticize will just make things worse.
or decrease of depression symptoms and vice-versa. Nwokedi (2004) opines that Nigeria in general has very
4.2 IMPLICATION OF FINDING poor working conditions and environments.
The implication of the findings of this study is 4.3 RECOMMENDATION
that there is room for further research. The study was The following recommendations are made from
done in only one part of Nigeria and oil workers were the finding of this study to oil workers and authorities,
surveyed from only one state. There are numerous oil researchers and other professionals and/or experts who
stations, both on and off shore, in the six geo political work with such populations and variables.
and social regions of the country. The findings of the About 31.7% of the 300 respondents experience
study can therefore not be taken as conclusive. Cultural severe levels of depression with 8.3% being extremely
and climate differences, to say a few, are capable of severe and in immediate need of clinical intervention.
affecting the OCB of employees in other regions and Both management and employees must be aware of
even the stress and depression levels. In order to these levels of depression, especially the clinical levels
validate the findings of this study, there is therefore the so that they can be treated immediately and so that
need to replicate this study on other parts of the prevention of depressive symptom plans can be put in
country, survey more oil workers and survey oil place immediately. This is very important, as severe
workers in various multi-cultural environments. It may depression can be injurious to both mental and physical
be necessary to include other variables also in the study. health, affecting general workplace performance and
Added to these, there is a need for other components of organizational citizenship behaviour. Management
psychopathology to be individually surveyed. For should be advised to test the depression levels of their
instance, a study may not find a significant difference in employees and engage in clinical depression

633
management for the employees affected on a severe and Management should be advised to test the stress levels
extremely severe level. of their employees and engage in clinical stress
About 3.3% of the 300 respondents experience management for the employees affected on a severe and
severe levels of stress with 0.7% being extremely extremely severe level.
severe and in immediate need of clinical intervention. The prevalence of severe anxiety among the
These are low numbers representing the stress levels of respondents was 22.6% with less than 41.7% being
employees depicting stress management skills. extremely severe. These are extremely high amounts of
Management and employees must be aware of these anxiety to deal with in any work environment. Just like
management plans being utilized by the oil staff and see stress, anxiety reduction is very important, as severe
if it can be modified to be better. Stressors that are anxiety can be injurious to both mental and physical
common to the oil work environment must be identified health, affecting general workplace performance and
and analyzed so that appropriate action can be taken to organizational citizenship behaviour. Management
manage these stressors. Stress reduction is very should be advised to test the anxiety levels of their
important, as severe stress can be injurious to both employees and engage in clinical stress management for
mental and physical health, affecting general workplace the employees affected on a severe level.
performance and organizational citizenship behaviour.

634
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