Stress Level and Performance of Administrative Personnel 3 2

Republic of the Philippine
State Universities and Colleges

GUIMARAS STATE UNIVERSITY
Buenavista, Guimaras
Stress Level and Job Performance of Administrative Personnel
A Research Proposal
Presented to
College of Arts and Sciences
Guimaras State University
Mclain, Buenavista, Guimaras
In Partial Fulfillment of the Requirements of the Course
Bachelor of Public Administration
By:
Tacdoro, Aldrian
Palermo, Charles Joshua
Gamarcha, Christian Jay
Gamuyao, Harvey
Chapter 1
INTRODUCTION
Background of the Study
The concept of stress has gradually become a global phenomenon in different
business organizations. Kargar (2018) sees the predominance of stress across
organizations as the reality of modem day workplace. This can be attributable to the
force of globalization and the increasing innovation in Information and
Communication Technology (ICT) that have virtually enhanced knowledge, product
awareness and usability across customers in different industries. As applicable in the
telecommunication industry, the Nigerian business landscape generally is believed to
be characterized by stress (Jackson and Rothmann, 2021).
Globalization, and the dynamic business landscape have been described as
hypercompetitive that possibly increase stress among employees in different
business organizations. To measure up in such business setting, business
organizations are often expected to manage their resources (man, money, materials)
effectively and efficiently. They are expected to be competitive, survive and remain
in business through their business processes. Since these processes depend on the
employees, attempts to meet organizational demands in such business environment
often induce stress among the employees. For instance, employees may be assigned
tasks on a given time frame, with limited resources, assuming multiple roles, among
others (Ritzer and Trice, 2021). Such work environments permeate high-level of
anxiety and tension among the employees. According to Fatma et al. (2023), one of
the important determinants of' career satisfaction is the work-life balance; there is a
negative relationship between job stress and career satisfaction, and as the job
stress increases, the work-life balance decreases. Found that job stress has a direct
effect on career satisfaction, but also has an indirect effect through work-life
balance. The educational organizations need to reorganize the work environment
and conditions that will provide career satisfaction and work-life balance to their
employees. However, while making these arrangements, it is of great importance to
eliminate or even remove the factors that create job stress. Thus, when there is a
misfit between work demands and the individual employee, such individual
experiences stress.Altogether, such studies have yielded to the concept of
administrative/occupational stress, Deardrick and Gardner (2020) define work stress
as the response of employees to job demands and pressures that are not in line with
their knowledge, interest, skills and abilities. Sacramento (2023), showed high levels
of emotional intelligence among workers,, despite room for improvement in stress
management. Furthermore, reported high job satisfaction but were dissatisfied with
the promotion speed. The workload and paperwork were stressful, and concerns
were raised about policy fairness, despite satisfaction with salaries and benefits.
Several factors influenced workers emotional intelligence, job satisfaction, and
organizational commitment, including educational attainment, nature of
appointment, plantilla position, monthly incomet. A complex relationship was found
between emotional intelligence, job satisfaction, organizational commitment, and job

performance. Emotional intelligence negatively correlated with job satisfaction but
positively with job performance. Job satisfaction and organizational commitment
negatively correlated, without significant correlation to job performance. In able to
improve job satisfaction and performance, including promoting gender diversity,
encouraging continuous professional development, reducing workload and
administrative burdens, enhancing supervisor fairness, improving promotion
prospects and recognition, optimizing working conditions, fostering positive co-
worker relationships.
In every work environment, an appreciative level of relationships is often
expected for employees to accomplish assigned tasks effectively. Through work
relationships, ideas, work-related suggestions on how to improve assigned tasks and
helping behaviours are all demonstrated. Just as employees relate cordially with co-
workers, work demands equally position employees to relate with their superiors as
well. When employees cannot effectively relate with their superiors, it naturally
breeds tension each time such superiors are seen by the employees. Avunduk
(2021), significant difference was found in the perceived stress levels and job
performances of the individuals according to their gender and working period in the
workplace. It was found that there was a negative and low-level relationship
between the perceived stress scale and job performance. However, inability to do
so, according to Nelso (2019), results in demoralization and increased stress level
among employees. Employees are rational beings by nature. They expect the
organization to treat them well as they happily engage in any assigned task.
Creating an equitable work environment involves promoting work policies where

employees are treated fairly, receive managerial support, appreciation, recognition
and provisions for growth and advancement in exchange for their efforts).
Accordingly, employees' performance is the ability of employees to complete
assigned tasks in the least possible time using the least amount of resources
(Morison, 2018). Elsewhere, it is the ability of an employee in accomplishing
assigned task within a given period of time. Darsen & Barbin (2020) contend that
employees' performance is the ability and aptitude of an employee that is expressed
in an assigned task.
Statement of the Problem
This study aims to determine the stress level and job performance of
administrative personnels’ of the government offices in the Municipality of Jordan.
Specifically, this study seeks to answer the following questions;
1. What is the stress level among administrative personnel in the Municipality of
Jordan when taken as a whole and when classified according to age, sex, civil
status, educational attainment and nature of employment?
2. What is the job performance of administrative personnel in the Municipality of
Jordan in terms of their age, sex, marital status, educational attainment and working
period?
3. Are there significant differences in the sstress level among administrative
personnel in the Municipality of Jordan when classified according to age, sex, civil

4. Are there significant differences in the job performance of administrative
personnel in the Municipality of Jordan n terms of their age, sex, marital status,
educational attainment and nature of employment?
5. Is there a significant relationship between stress level and job performance of
employees’?
Null Hypothesis
1. Tthere are no significant differences in the sstress level among administrative
personnel in the Municipality of Jordan when classified according to age, sex, civil
2. Tehere are no significant differences in the job performance of administrative
personnel in the Municipality of Jordan n terms of their age, sex, marital status,
educational attainment and nature of employment?
3. There is no significant relationship between stress level and job performance
of employees’?
Theoretical Framework
Theories have been propounded to assess the relationship between
administrative stress and employees' performance. In this section of the study,
Hooke's (1668) law of elasticity was considered. The law is explained hereunder:
Hooke's Law of Elasticity: The law states that, for relatively small
deformations of an object, the displacement or size of the deformation is directly

proportional to the deforming force or load. Simply put, the displacement, stretch or
shift in an object is equal to the weight of the object. This means that, if an object is
stretched, the object returns to its original shape and size upon removal of the load
or weight upon it thereof. In this study, Hooke's usage of the work 'object' extend to
include humans, employees in the organization. In the literature considered in the
course of the study, it has been emphasized that stress that employees encounter in
an organization are of different types, so it is with the individuals. More so, not all
stressors are bad within a work context. Thinking in that continuum, the manner in
which an employee manages stress is sharply different from another employee. Also,
every employee has stress absorption limit. There is a limit to which an employee
can bear stress, beyond that limit, stress becomes unbearable. Within such limit,
negative effects of stress on employees' performance would begin to manifest.
Features such as physical work withdrawal, emotional withdrawal, job
dissatisfaction, turnover intension, employee commitment and loyalty, among
others, become the problem. Hence, Hooke's law of elasticity provides a good
theoretical underpinning for this study.
Conceptual framework
This study will determine the stress level and performance of administrative
personnel of the government offices in the Municipality of Jordan to provide concrete
information. Researchers believe that the stress level and performance of

administrative personnel could really help lot people especially on the government
offices in the Province. As shown in the paradigm the independent variables are the
profile of the respondents' such as age, sex, marital status, educational attainment
and working period while the dependent variables are the stress level and
performance of administrative personnel’s.
The conceptual framework of the research study had discussed the different
kind of variables, relationship and prediction among the variables used Figure 1
depicts the conceptual framework. It depicts an area surrounded by straight lines
that cover the terms or variables of the research, as well as a fine and pointer that
acts as linkages that typify the relationship between variables. The variables acts as
vital parts and serve as the study’s cornerstone. On the diagram, the independent
variables are represented by a single big rectangular box on the left, while the
dependent variables represented by a smaller rectangular boxes on the right.
As of age, the respondents were classified based on their age such as below
30 years old and 30 years old and above. Respondents may differ their stress level
factors and performance.
As to sex, the respondents were classified into male and female. It was
believed that male and female administrative personnel’s stress level and
performance of the government offices in the Municipality of Jordan may also vary.
As to marital status, respondents were classified based on their marital status
such as single and married. The researchers presume that married personnel’s are
likely having a higher stress level compare to single personnel’s which may affect
their performance.
As to Educational attainment, respondents were classified based on their
educational attainment such as Elementary graduate, High school graduate and
College graduate
As to working period, respondents were classified based on their working
period such as less than 1 year, 1-3 years and 4 or more years.
The diagram below presented the concepts and relationship of the variables.
Research Paradigm
Independent Variables Dependent Variables
Stress Level of
Administrative Personnel
Profile of Respondents
Age
Sex
Marital status
Educational Attainment
Nature of employment Job Performance of
Administrative Personnel
Figure 1. A schematic illustration showing the relationship of stress level and
performance of administrative personnel

Significance of the Study
The results of this study will be beneficial to the following:
Administrative personnel. This study can help administrative personnel become
more aware of their stress levels, which is the first step in managing stress
effectively. Understanding their stress levels can contribute to their overall well-
being.The impact of stress on their performance can help administrative personnel
identify areas for professional development and growth. They can learn strategies to
cope with stress, manage their workload, and improve their performance, which can
lead to career advancement.
Residents. Understanding the challenges faced by administrative personnel and
advocating for their well-being can lead to improved services, a more efficient
government, and a healthier, more vibrant community for residents.
Municipality of Jordan. The findings of the study can guide the municipality in
developing and implementing workplace policies and practices that support the well-
being and performance of administrative personnel. This includes measures such as
flexible work arrangements, stress reduction programs, and employee assistance
programs.
The Researchers. This study offers researchers the opportunity to make significant
contributions to scientific knowledge, methodology, and practical applications while
also addressing important issues related to workplace well-being and performance.

This research can benefit not only the administrative personnel but also the field of
research itself and the organizations looking to enhance the well-being and
productivity of their employees.
Future Researchers. Serve as a stepping stone for future researchers, offering
opportunities for further investigation, methodological development, and practical
intervention strategies in the realm of workplace stress and performance. This
research can contribute to the ongoing development of knowledge and solutions in
the field.
Definition of Terms
To have better understanding and clearer comprehension of this study, some
terms were given their conceptual and operational definition.
Administrative Personnel. Employees who are charged by the employer
with the performance of work entailing responsibility for taking decisions of an
administrative nature in the conduct of any activity. (Law insider)
In this study, it refers to employees who are working in the government
offices in the Municipality of Jordan.
Job Performance. Assesses whether a person performs a job well. Job
performance, studied academically as part of industrial and organizational
psychology, also forms a part of human resources management. Performance is an
important criterion for organizational outcomes and success.

In this study, it refers to how administrative personnel’s performs and
provides services.
Stress Level. The level of tangential or hoop stress, usually expressed as a
percentage of specified minimum yield strength.(Infoscipedia)
Lazarus & Folkman (1984) defined that, stress is a mental or physical phenomenon
formed through one’s cognitive appraisal of the stimulation and is a result of one’s
interaction with the environment.
In this study, it refers to personnel’s feeling of tension and pressure towards
their job.
Chapter II
REVIEW OF RELATED LITERATURE AND STUDIES
This chapter deals with the literature and studies relevant to the present
research. This chapter is divided into four major parts: conceptual literature, foreign
studies, local studies and relevance of literature and studies.
Conceptual Framework
On The Concept of Administrative Stress
Administrative stress can be defined as an emotional, cognitive, behavioral
and physiological response to the aggressive and harmful aspects of work, work
environment and organizational climate (McCormick, 2021). It is a condition
characterized by feelings of helplessness in solving tasks. In other words, work-
related stress is people's reaction when they have to face some demands or special
tasks that are out of their abilities or knowledge. Malta (2004) argue that
administrative stress is any discomfort which is felt and seen at an individual level
and triggered by instances, events or situations that are too intense and frequent in
nature so as to exceed an individual's coping capabilities and resources to handle
them adequately. Hebert (2018) as cited in Meyer and Allen (2020) define
administrative stress as a condition arising from the interaction of people and their
jobs ad characterized by changes within people that force them to deviate from their
normal functioning. Olagunju (2010) defines administrative stress as a chronic,

complex and emotional state with apprehension which is characteristic of various
nervous and mental disorders. Among the employees, features of administrative
stress include: high dissatisfaction among the employees, job mobility, burnout, poor
work performance and poor interpersonal relations at work, poor coping strategies
and resources to handle them adequately (Mathieu & Zajac, 2013). From the above
conceptualizations, one could observe that there are some interactive features of
stress that add meaning to the concept. They are: feeling of helplessness, any
symptom of discomfort, among others. With these features, one could, therefore,
point out that stress, whether positive or negative, are simply situations in an
organization that exceed the ability or resources needed to realize a given target of
which the outcome often affects either employees' or organizational performance
(Karunanithy & Ponnampolan, 2013).
On The Concept of Employees' Performance
Campbell (1990) defines performance as those actions or behaviors under the
control of the individual, that contribute to the organization's goals, and that can be
measured according to the individual's level of proficiency, a definition that is
consistent with the others. Simply put, performance of the employee is considered
as what an employee does and what he does not do. In the analysis of performance
in an organization, it has often been difficult to differentiate contextual performance
from extra-role performance. Murphy (1989) defines task performance as the
accomplishment of tasks within an incumbent's job description. According to Borman

& Motowidlo (1993), task performance is the proficiency with which job incumbents
perform activities that are formally recognized as part of their jobs; activities that
contribute to the organization's technical core either directly by implementing a part
of its technological process, or indirectly by providing it with needed materials or
services. Put differently, they are jobs that employees are assigned to do; they are
jobs that are part of employees' job description.
Accordingly, Borman & Motowidlo (1993) describe contextual performance as
discretionary behaviours that apply across all jobs; are not necessarily role
prescribed but contribute to the social and psychological environment of the
organization. Organ (1988) formally defines contextual performance as behaviours
that are discretionary in nature and are not part of employees' formal role
requirements, but promote the effective functioning of the organization. Briefly,
contextual performance entails: behaviours (i) performed by a member of an
organization (ii) directed toward an individual, group, or organization with whom he
or she interacts while carrying out his or her organizational role, and (iii) performed
with the intention of promoting the welfare of the individual, group, or organization
toward which it is directed (Morrison, 2018). From the above conceptualizations, two
facts are obvious: task performance are employees' workrelated behaviours that are
expressed as part of assigned tasks while contextual performance are discretionary
in nature; they are expressed out of altruism as the employees are happy seeing
other employees progress. While explaining employees' performance, both

performance aspects are very vital. Since employees are recruited in an organization
for core tasks purposes, they equally extend helping behaviours as they see the
organization progress. But to engage in contextual work performances, an employee
requires proficiency in an assigned task as task performance propose. That is, an
employee cannot engage-in helping behaviour when he/she lacks the ability and
capability. Thus, for overall understanding of employees' performance, task and
contextual performances are very crucial.
On Effects of Administrative Stress on Employees' Performance
Past studies on the effects of stress have often been centered on individual
performance. According to Morrison (2018), there is an inverted U relationship in
most studies on stress and performance. AKSU Journal of Administration and
Corporate Governance (AKSUJACOG) Volume 2 Number 1, April, 2022 115
Buttressing this assertion, McCormick (2021) contends that the inverted U pattern
may also describe the reaction to stress overtime as well as to changes in stress
intensity. It means too low or too high stress influence performance negatively.
Accordingly, the notion that stress has detrimental effects on individuals, and
subsequently affects the performance of organizations, is shared by a several
researchers.
Thus, the effects of administrative stress on employees’ performance are ubiquitous.
Administrative stress reduces the morale of the employees. Workplace events such
as heavy layoffs, the cancellation of overtime, cancelling benefits programs, and the
lack of union representation, play a large part in changing employee morale. Other
events can also influence workplace morale, such as sick building syndrome, low
wages, and employees being mistreated. Factors influencing morale within the
workplace can be illustrated through the following attributes: job security,
management style, staff feeling that their contribution is valued by their employer,
realistic opportunities for merit-based promotion, the perceived social or economic
value of the work being done by the organization as a whole, the perceived status of
the work being done by the organization as a whole, team composition, and work
culture. According to Lambert (2004), stresses is a major contributing factor to
corporate inefficiency, high staff turnover, absenteeism, decreased quality and
quantity output and increased health care cost for staff. Also that organization
consequences are many and varied, as well as share one common feature. Ongori &
Agolla (2008) mention that greater stress encountered by the employees in their life
tend to reduce the performance of the employees.
Related Studies
Local Studies
In the study of Chico et al. (2018) entitled, “ Impact Of Stress And Job
Performance Among Employees In Dole Philippines In Panabo City”, the study aimed
to determine the relationship between impact of stress and job performance among
employees in Dole Philippines. The independent variable of the study is impact of

stress. The indicators of impact of stress were role ambiguity, role conflict, work
overload, work -family conflict, family -work conflict and emotional intelligence. On
the other hand, the dependent variable of the study is job performance. The
researcher used descriptive correlation method in determining the relationship
between impact of stress and job performance. 40 employees from Dole Philippines
in Panabo City,took part in this study. This study used a survey questionnaire that
was individually delivered to the intended respondents and gathered by the
researchers for the analysis of the study's findings. Moreover,the statistical tools
used for interpretation were mean and person-r. the overall mean for impact of
stressis 3.73 descriptive equivalent of high, while the job performance had an over-
all mean of 4.35 with thedescriptive equivalent of very high. The results yielded an r-
value of 0.004 and P-value of 0.541, whichwas less than 0.05 level of significance.
Therefore, the null hypothesis (Ho) is rejected.
Another study of Yapo K. (2017) entitled “Level of Stress Among Employees
in the Local Government Unit of Batac: Basis for Intervention Programs” study
determined the Level of Stress among Employees in the Local Government Unit of
Batac: Basis for Intervention Programs. This study used a descriptive research
design, and it described the profile of LGU employees in terms of the following
personal and professional variables: name, age, gender, civil status, number of years
in service, highest educational attainment, job title, employment status, and
stressors along with the job, organizational, and individual factors. It also
investigated the relationship between the profile and the level of stress. Likewise, it
also determined the relationship between stressors and the level of stress. The
statistical tools used to treat the data gathered are frequency, percentage, mean,
and correlation analysis. The following conclusions were drawn: most respondents
are 41–50 years old, male, single, and college graduates. A significant percentage
hold positions as administrative assistants with permanent/regular employment
status. The employees of the Local Government Unit of Batac have a favorable
feeling of satisfaction with their quality of working life, the policies and practices of
the organization, and their personal lives. However, there are still potential stressors
along with job, organizational and individual factors such as heavy workload,
interpersonal relationships with co-workers, and health concerns. The stressor on
job factors is a heavy workload, stressors on organizational factors are employees’
perception of working with persons of their liking, and stressors on individual factors
are health concerns like headache, migraine, and fatigue. Age, civil status, years in
service, highest educational attainment, job title, and employment status have no
significant relationship with employees’ stress levels. In contrast, gender has a
significant relationship with employees’ stress levels.
Foreign Studies
Past studies have been conducted to assess the relationship between
administrative stress and employees' performance. In this section of the study, few
of such studies are considered: McCormick (2021) carried out a study on effect of
stress management strategies on employees' performance in the public service in

Kenya. The target population comprised of seven hundred thousand (700,000)
respondents from the Public Service with a sample size of four hundred (400).
Random sampling techniques was used in selecting a sample size from 21
ministries within the Public Service. The primary data gathered was analyzed using
descriptive analysis and multiple linear regression. Results from the analysis
indicated that there was a positive relationship between employees' performance
and the factor variables studies of relaxation techniques and counselling services. It
was concluded that all variables studied indicated a significant effect on employees'
performance in Public Service. Based on the findings, it was recommended, among
others, that the management of the organization under study should create
awareness to the employees to enable them be aware of utilization of stress
management strategies available in the organization that can result in improved
performance. Malaysia et al. (2015) examined effect of stress management
strategies on employees' commitments in family bank branches in Nairobi County,
Kenya. The target population therefore was 347 employees working in the 3 levels
of management while 69 of the employees were chosen as sample size for the
study. The primary data generated was analyzed using descriptive statistics and
multiple regression. Results from the analysis showed that the variables considered
had significant effects of employees' job commitment in family bank branches in
Nairobi County, Kenya. It was concluded that psychological support, job redesign,
training and development and employees' welfare program all had effects on
employees' job commitment.

Chapter III
RESEARCH METHODOLOGY
This chapter consists of five parts; Research Design, Respondents of the
Study, Data - gathering Instruments, Procedures, and Statistical Data Analysis.
Research Design
Descriptive research design will be use in this study. Descriptive research
aims to accurately and systematically describe a population, situation, or
phenomenon. It can answer what, where, when and how questions, but not why
questions. A descriptive research design can use a wide variety of research method
to investigate one or more variables.
Quantitative research method is further defined as the process of collecting
and analyzing numerical data. It can be used to find patterns and averages, make
predictions, test causal relationships, and generalize results to wider population.
Quantitative research is the opposite of qualitative research, which involves
collecting and analyzing non-numerical data.
Respondents of the Study
The respondents of this present study will be purposively selected
administrative personnel’s in the government offices in the Municipality of Jordan.
The Municipality of Jordan Guimaras Island will be the locale of the study.
The respondents will be selected using the purposive sampling in order to
determine the number of respondents in every department.
Data Gathering Instruments
The researcher - made questionnaires will be used in order to gather the
necessary data needed in this study.
The validity and reliability testing will be conducted. For the validity, the modified
instruments were submitted to the three (3) experts in the field of research, Arts
and Sciences teachers. The experts will conduct the face and content validity to
ensure the physical appearance of the content and the congruency of the items to
the objectives of this study. The corrections, comments, and suggestions of the
experts will be incorporated to develop the final research instrument.
Once the instrument is finalize, the instrument will be administer to the 30
administrative personnel who were not the respondents of the study. After gathering
the answered questionnaires, the researchers then tallied and seek the assistance of
statistician to analyze and process the data using the Cronbach Alpha test.
Validity of the Research Instrument
The research instrument will be validated by the panel of experts to
determine if it is correct or if it needs revision. The validators will analyze the 30-
item survey questionnaire. They will make suggestions and corrections in order to
improve the questionnaire. Validity will give assurance to the researchers that the
items measured what it intends to measure.
Reliability of the Research Instrument
The instrument will be pilot tested to 30 administrative personnel of the
Municipality of Buenavista, but these administrative personnel are not included in the
final study. The reliability level scale of Cronbach's Alpha test is less than 0.59-
unacceptable, 0.5-0.59-poor, 0.6-0.69-questionnable, 0.70-0.79-acceptable, 0.80-
0.89-good more than 0.90-excellent.
Data Gathering Procedure
Prior to the conduct of the study, the researchers will send a letter to the
Municipal Mayor to ask permission for the conduct of the study. Once the permit is
secured, the approved letter will be forwarded to the different schools where the
instrument will be administer in person to secure a schedule for the conduct of the
study to the target respondents.
Before the research instrument is administered to the respondents, the
intention and content of the research study will be disclose and the researchers will
ask the respondents if they willing to participate in the study using consent form.
The respondents will be asking to answer the items with all honesty. After the
consent is secure and the orientation is done, the hard copy of the research
instrument will be distributed to the respondents. Research instrument is also

produce in soft copy using the Google Form for those respondents who are
unavailable during the face-to-face conduct of the survey.
Data Analysis Procedure
When all responses online are gather, the data will be tabulated and
computed using the appropriate statistical tools, analyze, and interpret using the
Statistical Package for Social Sciences (SPSS).
Responses from the questionnaire will also be analyze using the descriptive
statistics like frequency count, percentage, and mean, and inferential statistics such
as Mann Whitney U-Test, and Chi- Square. Descriptive statistics will be use in
analyzing the level in terms of their demographic variables while the inferential
statistics will be use to test the stated hypotheses regarding the level of significance.
Statistical Tools to be Use
To interpret the data gather, the following statistical tools will be use;
Frequency count, mean, Mann Whitney U-test and chi -square.
Frequency Count. This is use to determine the number of respondents who
answered the particular statement in determining the of stress and job performance
of the respondents.
Mean. This is use to determine the status of Secondary Administrative
personnel’s in the Municipality of Jordan, Guimaras.

Chi -Square. This is use in a statistical test commonly used to compare observed
data with the data expect to obtain by the researchers.
Mann Whitney U-test. This will employ to determine the significant deferences of
the level of stress and job performance of the respondents when classified according
to age, sex, marital status, educational attainment and working period.

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Republic of the Philippine

State Universities and Colleges

Stress Level and Job Performance of Administrative Personnel

College of Arts and Sciences

Guimaras State University

Mclain, Buenavista, Guimaras

In Partial Fulfillment of the Requirements of the Course

Bachelor of Public Administration

Palermo, Charles Joshua

Gamarcha, Christian Jay

Background of the Study

The concept of stress has gradually become a global phenomenon in different

business organizations. Kargar (2018) sees the predominance of stress across

force of globalization and the increasing innovation in Information and

Communication Technology (ICT) that have virtually enhanced knowledge, product

awareness and usability across customers in different industries. As applicable in the

telecommunication industry, the Nigerian business landscape generally is believed to

be characterized by stress (Jackson and Rothmann, 2021).

Globalization, and the dynamic business landscape have been described as

hypercompetitive that possibly increase stress among employees in different

business organizations. To measure up in such business setting, business

employees, attempts to meet organizational demands in such business environment

balance. The educational organizations need to reorganize the work environment

employees. However, while making these arrangements, it is of great importance to

experiences stress.Altogether, such studies have yielded to the concept of

administrative/occupational stress, Deardrick and Gardner (2020) define work stress

of emotional intelligence among workers,, despite room for improvement in stress

Several factors influenced workers emotional intelligence, job satisfaction, and

organizational commitment, including educational attainment, nature of

appointment, plantilla position, monthly incomet. A complex relationship was found

between emotional intelligence, job satisfaction, organizational commitment, and job

performance. Emotional intelligence negatively correlated with job satisfaction but

positively with job performance. Job satisfaction and organizational commitment

negatively correlated, without significant correlation to job performance. In able to

improve job satisfaction and performance, including promoting gender diversity,

encouraging continuous professional development, reducing workload and

administrative burdens, enhancing supervisor fairness, improving promotion

prospects and recognition, optimizing working conditions, fostering positive co-

In every work environment, an appreciative level of relationships is often

expected for employees to accomplish assigned tasks effectively. Through work

relationships, ideas, work-related suggestions on how to improve assigned tasks and

Creating an equitable work environment involves promoting work policies where

employees are treated fairly, receive managerial support, appreciation, recognition

Accordingly, employees' performance is the ability of employees to complete

(Morison, 2018). Elsewhere, it is the ability of an employee in accomplishing

employees' performance is the ability and aptitude of an employee that is expressed

Statement of the Problem

administrative personnels’ of the government offices in the Municipality of Jordan.

Specifically, this study seeks to answer the following questions;

1. What is the stress level among administrative personnel in the Municipality of

status, educational attainment and nature of employment?

2. What is the job performance of administrative personnel in the Municipality of

3. Are there significant differences in the sstress level among administrative

status, educational attainment and nature of employment?

4. Are there significant differences in the job performance of administrative

educational attainment and nature of employment?

5. Is there a significant relationship between stress level and job performance of

1. Tthere are no significant differences in the sstress level among administrative

status, educational attainment and nature of employment?

2. Tehere are no significant differences in the job performance of administrative

educational attainment and nature of employment?

3. There is no significant relationship between stress level and job performance

Theories have been propounded to assess the relationship between