The Relationship of Job Stress

to the Work Performance of

Employees in Plaridel Airport :
(Basis for action Plan.)
INTRODUCTION
-Related Literature & Studies
-Conceptual Framework
-Research Theories
-Statement of the Problem
-Hypothesis
-Definition of Terms
-Significance of the Study
-Scope and Delimitation of the study
METHODOLOGY
-Population and Sample of the
Study
-Research Instrument
-Data Gathering Procedure
-Data Processing And
Statistical -Treatment.
-Presentation, Analysis, and
Interpretation of data
 CHAPTER 1
THE PROBLEM AND ITS BACKGROUND
INTRODUCTION
Job Stress is a condition where there is a tension that results in changes to physical conditions and ways
of thinking, as well as emotions (Adiguzel & Kucukoglu, 2019). Hamali (2018) states there are four
indicators of Job Stress, namely: Physical Environment is used to describe the external surroundings and
conditions that we live in and that have an impact on a person's health Stress due to Role or Task long
hours, a demanding workload, job uncertainty, and disagreements with coworkers or superiors are just a
few of the many factors that contribute to stress at work. Causes of Interpersonal Stress are stressful
situations involving two or more people that involve quarrels, disagreements, unfavorable attitudes or
behaviors, an uneasy environment during a conversation or activity, and worry about offending others.
Organization a mental, behavioral, and emotional reaction to the negative and hostile elements of the job,
workplace culture, and organization.
Moreover, Philippines was also one of the most stressed countries worldwide, as shown in
the global economic report which shared the list of the most stressed countries
worldwide. Greece, the Philippines, Tanzania, Albania, Iran, Sri Lanka and the USA have
the highest stress level. A recent study suggested that management, workload, deadlines,
and occasionally coworkers are the major stressors in the Filipino workforce (Ansis,
2017). These investigations demonstrate the responsibility for the pressures and have
shown the ineffective management in the aforementioned nations.

For this study, the researcher chose to focus on the Plaridel Airport (Filipino: Paliparan
ng Plaridel) which is an airport serving the Plaridel area in the Philippines' province of
Bulacan. The Civil Aviation Authority of the Philippines, a Department of Transportation
agency in charge of 81 of 85 government-owned airports, manages the facility and
classifies it as a community airport. It is the only public airport in Metro Manila
dedicated solely to general aviation. It is one of the few community airports with taxiways
that extend to the ends of runways. Plaridel Airport provides employment opportunities
for aspiring pilots and flight attendants.

The purpose of this research is to investigate the effect of job stress to the work
performance among employees working in Plaridel Airport, to measure the level of stress
being experience by employees of Plaridel Airport and to examine the relationship
between job stress and work performance among employees of Plaridel airport.
 REVIEW OF RELATED LIERATURE AND
STUDIES
TYPES OF STRESS

According to Bilgili & Tekin (2019: 2169), Stress is a byproduct of modern living and is
mostly brought on by a culture of intense competition, changes in the social and economic
structure, and technological improvements. Every second of a person's life is stressful, which
has an adverse effect on both their daily and professional lives. Hence, it is more important
than ever for businesses and their employees to handle stress. There are two forms of
organizational stress, each of which is brought on by unfavorable aspects of the position, the
environment, and the culture of the company. Stress is a physiological, emotional, cognitive,
behavioral, and behavioral response to these undesirable characteristics. I Eustress is a form
of constructive stress that improves a person's vigor, inventiveness, and competitiveness
while also aiding in performance.
THE EFFECT OF JOB STRESS ON EMPLOYEE PERFORMANCE

Mwila (2020) conducted a study to analyze the effect of job stress on employee performance at
Zambia Police Paramilitary Battalion in Lusaka. The study revealed that there was a moderate
prevalence of job stress among employees at this Battalion. Mwila established that the leading
causes of job stress at the Paramilitary Battalion were staff shortage, work schedules, role
ambiguity, lack of resources, bureaucratic and red tape, inconsistent promotion and
disciplinary practices as well as unequal distribution of work responsibilities. Mwila used
Pearson’s Correlation and Linear Regression analyses to prove that a negative significant
relationship exists between job stress and employee performance. Therefore, the study
established that police officers at Paramilitary Battalion encounter unpredictable and
potentially volatile situations caused by job stress factors, which makes them fail to execute
self-initiated investigations, arrest lawbreakers or appear in courts to testify. The study
recommended that there was need for the Police High Command to identify job stress
management interventions that focus on enhancing employee performance by providing
adequate resources, equal promotional/career development opportunities for all staff and
effective communication or feedback.study concluded that as employee stress increases, their
job performance also tends to increase and vice versa. This implies that stress to an extent
enhanced job performance among employees at this company.
FACTOR CAUSING STRESS AMONG EMPLOYEES

According to Vijayan (2018), there are different causes of job stress prevailing in an employee’s
everyday life like workload, job security, autonomy, role conflicts, and low salaries. In the present
paper, the major factors considered are workload, and job security. The paper investigates the
causes of job stress related factors, workload, job security, and work shift on employees’ job
performance. An attempt was made to bring out the job stress mitigating strategies that can be
followed by employees and the employers to overcome their job stress and to improve their
performance. The management can take necessary steps to control the job stress levels of employees
hence increase their job performance. They may provide counseling, meditation programme, and
incentives, which improve the performance of the employees in the long run

STRATEGIES THAT CAN BE USED TO REDUCED STRESS AMONG EMPLOYEES

Kihara and Mugambi (2018) suggested 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. Themes to reduce
workplace stress including; adequate work resources, work-life balance, and sound management
responsibilities. Findings from this study indicate that business managers using these themes could
mitigate some of the negative consequences of organizational stress.
FACTORS THAT TRIGGER JOB STRESS OF EMPLOYEES IN TOURISM AND HOSPITALITY

Bayor and Herbig (2019) studied stress among flight crews. They introduced reduced energy and
mental health as the main stress outcomes, leading to job burnout. Meymand et al. (2012)
evaluated the effects of stress of the flight performance. The results demonstrated that different
factors are involved in a safe and secured light, among which the human factor accounted for
the greatest portion. The analysis of the results show that emotional and physiological stress
play essential roles in the operational performance of flights. However, the effects of
environmental stress on the operational performance of flights were not included in the case
study.

Irving (2017) showed that the leadership style of a manager impacts the rate of job stress.
Another organizational factor is the support of supervisors. The job stress model of the novice
pilots was developed according to klick and Yusler (2019). The model showed that the managers’
support impacted the job stress of novice pilots
ADAPTATION OF EMPLOYEES TO JOB STRESS IN TOURISM AND HOSPITALITY INDUSTRY

Bora P. (2017) concluded that effective stress management programme is key for an
organisation to improve the performance level of their employees. The study further stated that
employees in the hotel industry at the individual level uses different approaches to manage stress
such as going to a hill station, sharing problem with others to get the solution, watching TV
programmes, playing indoor or outdoor games, doing physical exercise, yoga, going on holiday,
taking alcohol, sleeping, etc.
 SYNTHESIS
Based on the brief literature and studies review, it can be seen that the stress in the work place
can be caused by long working hours, conflicts with other people at work, harrassment, excessive
work pressure, job insecurity and retrenchment have significant relationship woth stress among
employees, despite them, job stress can be triggering factor that affect employee performance, In
Africa, job stress is an outcome or response to certain stimuli in the environment, due to the
spirited environment of the job surroundings most of the people in the world (Vijayan, 2018, In
the Philippines, A recent study suggested that management, workload, deadlines, and
occasionally coworkers are the major stressors in the Filipino workforce (Ansis, 2017). It can also
be seen that job stress has positive/negative effect on employee Performance and there are
strategies that can be used to address and better handle job stress.
 THEORETICAL FRAMEWORK

The Stress Response Curve

To better understand the effects of stress to performance, Nixon, P. (1979) created the
following graph of the stress performance curve explaining how stress affects performance in
theoretical terms.
The curve shows that as the level of stress increases, the performance level also
increases, to the point of eustress, or healthy tension. Near the point of fatigue, an identified
area called the Comfort Zone indicates the range of stress levels that we can absolutely
manage and facilitates good performance levels.
As stress begins to be perceived as overwhelming or excessive, the person reaches a fatigue
point wherein the performance levels starts to decline. The ultimate end of overwhelming
stress, called burnout, can be exhaustion, ill-health or breakdown.
 CONCEPRUAL FRAMEWORK
The conceptual framework that was used in the study is the Input-Process-
Output Model as shown in figure 1. The IPO model provided the general
structure and guide for the direction of the study

Input Process Output

 STATEMENT OF THE PROBLEM
The main aim of the study is to identify the relationship between the Job stress and Work
Performance of employees in Plaridel Airport.
Specifically this study seek to answer the following questions:
1. What is the demographic profile of the respondents in terms of:
1.1 Sex
1.2 Age
1.3 Marital Status
1.4 Socioeconomic Status
1.5 Job Positions
2. What is the level of job stress of the employees?
2.1 Eustress
2.2 Distress
3. Is there a significant relationship between the job stress and performance of employees?
4. What is the level of jobstress on work performance of employee in Plaridel airport?
5. What is the level of work performance of employees in Plaridel airport
 HYPOTHESIS OF THE STUDY

The Key Hypothesis of this study is:

Ho: There is no significant relationship between the job stress

and work performance of the employees of Plaridel airport.
H1: There is a a significant relationship between the job stress
and work performance of employees of Plaridel Airport.
 Definition of terms
AMBIGUITY. doubtfulness or uncertainty of meaning or intention. to speak with
ambiguity. an ambiguity of manner. 2. an unclear, indefinite, or equivocal word,
expression, meaning, etc.

AVIATION. The design, development, production, operation, and use of aircraft,

especially heavier-than-air aircraft. military aircraft.

CORRELATION. is a statistical measure that expresses the extent to which two

variables are linearly related (meaning they change together at a constant rate). It's a
common tool for describing simple relationships without making a statement about
cause and effect.

DATA REDUCTION. A communication process used by science communicators

(researchers, reporters, writers etc.).

EMPLOYEES PERFORMANCE. Employee performance is defined as how an

employee fulfills their job duties and executes their required tasks. It refers to the
effectiveness, quality, and efficiency of their output. Performance also contributes to
our assessment of how valuable an employee is to the organization.
EMPLOYEE PRODUCTIVITY. “Employee productivity is an assessment of the efficiency
of a worker or group of workers. In actual terms, productivity is a component that
directly affects the company’s profits” (Hanaysha, 2016:63). For this study,productivity
is defined as the positive impact of employee performance on work output.

EFFECTIVENESS. Assessing whether research is effective simply means finding out if

it produced any outputs, outcomes and/or societal benefits or impact. The main unit of
analysis required is simply a measure of outputs (or outcomes and/or impact).

FAMILY CONFLICT. Any situation wherein family issues tax the person's ability to
cope with the circumstances while inducing fear, anger, anxiety, and other unhealthy
health conditions.

HYPOTHESIS. A supposition or explanation(theory) that is provisionally accepted in

order to interpret certain events or phenomena and to provide guidance for further
investigation. A hypothesis may be proven correct or wrong, and must be capable of
refutation. is a statement of expectation or prediction that will be tested by research.

INDUSTRY. An industry is a group of businesses that make or sell similar products

and services. The easiest way to think about your industry is to think about who your
competitors are. For example, if you're starting a restaurant, your competition is other
restaurants. So, you're in the restaurant (or food service) industry.
INTERVENTION. Is an intended, planned, and targeted operation in a system or process
which aims at removing or preventing an undesirable phenomenon.

JOB. Is 'a set of tasks and duties performed, or meant to be performed by one person for a
single economic unit'. – can be formal or informal and can refer to work in employment or in.
other forms of work, such as volunteer work, trainee work, or. production of goods and
services for own consumption.

JOB STRESS. Can be defined as the harmful physical and emotional responses that occur
when the requirements of the job do not match the capabilities, resources, or needs of the
worker. Job stress can lead to poor health and even injury.

METHODOLOGY. Is the specific procedures or techniques used to identify, select, process,

and analyze information about a topic. In a research paper, the methodology section allows
the reader to critically evaluate a study's overall validity and reliability.

PHENOMENON. A fact or situation that is observed to exist or happen, especially one whose
cause or explanation is in question.

QUESTIONNAIRE. A researcher instrument that consists of set of questions for the purpose
of gathering information from respondents through survey.
ROLE AMBIGUITY. Role ambiguity is the degree of certainty the employee has about
what his or her functions and responsibilities are”. According to conventional theories,
any role in an organization chart should have a specified set of tasks or responsibilities,
and role ambiguity indicates the extent of an employee's uncertainty about appropriate
actions for one's job. For example, role ambiguity can result when an employee is not
clear about having the authority to make decisions or about job performance
expectations. Due to uncertain role expectations, employees might hesitate to make
decisions and meet expectations through trial and error.

STRATEGY. Is an action that managers take to attain one or more of the organization's
goals. Strategy can also be defined as “A general direction set for the company and its
various components to achieve a desired state in the future. Strategy results from the
detailed strategic planning process”.

STRESS AT WORK. The situation threatens the employees' ability to cope with the
scenario and induces any characteristics of stress.

UNDER-PERFORMANCE. Is when an employee is performing their duties below the

required level that has been set and is expected of them.

WORK LOAD. The number of work assigned to the workers during the work period.
Variance- a statistical measurement of the spread between numbers or data set.
WORK STRESS. Work stress can be defined as a dilemma that affects employees’
psychological and physical well-being within an organization due to work
demands, working environment, and structures at the workplace. Work stress is
believed to impact both the individual and organization in a negative manner
although. There is a positive side of it which can help to improve innovativeness
and creativity among employees in performing an assigned task.

WORK FAMILY CONFLICT. Multiple role conflicts or family conflict are often
experienced by employees in a company that can cause work stress on these
employees. Work family conflict is one form of inter role conflict, namely the
pressure or imbalance of roles between roles at work and roles in the family. Long
working hours and heavy workloads are a direct sign of work family conflict,
because excessive time and effort used to work results in a lack of time and energy
that can be used to carry out family activities.
 Significance of the study
The findings of the study are deemed significantly to the following:

For the Employees.

For the management of Plaridel Airport.

For Students and School.

For Future Researchers.

For the Residents.

For Government.
 Scope and Delimitation of the Study
This research is designed to have a thorough investigation of the effect of job stress to
the job performance of employees in Plaridel Airport.The selection of the given area as a
case study due to the fact that there are some indication of factors associated with job
stress like increase of absenteeism, operation cost for paying overtime, personal
problems, and lack of employment contract to casual worker. Thus, this study also
aims to know what are the sources of job stress that could possibly affect their
performance, as well to know what are the action plans they need to devise to prevent
job stress in the workplace and subsequently improve their work performance. This
study covered 20 employees that are currently working in Plaridel Airport year 2022-
2023, the respondents who participated in the study was randomly selected.
 CHAPTER 2
RESEARCH METHODOLOGY
OVERVIEW: This chapter outlined the research methods used in conducting this study. It
included the research design used, Population and sample of the study, research instrument,
data gathering procedure, data processing and statistical treatment.
RESEARCH DESIGN The present study utilized Quantitative research approach. It employs the
use of questionnaire as the research instrument. The data collection was based on the
questionnaire distributed to the respondents and this served as the primary instrument, the
questionnaire was designed in order to accumulate enough information pertaining to the
objectives of the study. Furthermore,This research study employed the descriptive-correlational
approach. Descriptive research involves gathering data that describes events and then
organizes, tabulates, depicts, and describes the data collection(Glass and Hopkins, 1984).three
main purposes of this research design are to describe, explain, and validate findings. It will
include the processes of gathering of data, induction, analysis, classification, enumeration,
measurement and assessment of the data. It is very significant in this study that descriptive
method should be used since the study itself demands for the description of such as the effect
of job stress, sources of job stress and the relationship of job stress to job performance.
Correlational type of research will incorporate the need to look for relationships between job
stress and job Performance. It could give three possible results, namely positive correlation,
negative correlation, or no correlation.
The study drew its target population from Plaridel Airport that included the general manager,
supervisors, customer service assistants,Pilots, maintenance personnel, and the general
workers.
POPULATION AND SAMPLE OF THE STUDY
The specified target population that is available for this study comprises 20 employees
that are currently working at Plaridel Airport. This includes the general manager,
supervisors, customer service assistants,Pilots, maintenance personnel, and the general
workers.
The Sampling technique used was non-probability judgemental sampling method. The
researchers used a non-probability technique since the population of the potential
respondents is relatively small in number. Judgemental sampling is a method of
purposely handpicking individuals from the population based on the researcher's
knowledge and judgement.
RESEARCH INSTRUMENT The tool employed is a research-based questionnaire that
collects the necessary information for the employee profile, such as age, gender, and
name. The survey will be used in the study to determine the effect of job stress on
employee work performance. Also we used other internet tools to construct a research
paper such as google classroom, google form.
PART 1:Demographic Information
1. How old are you? (please tick (√) as appropriate)

4. Marital status(please tick (√) as

(a) 18-25 appropriate)
(b) 26-33
(c) 34-41 (a) Married
(d) 42- 49 (b) Single
(e) Above 50 (d) Widow
(e) Widower
2. What is your level of education? (please tick (√) as
appropriate) 5. Working experience(please tick (√) as
appropriate)
(a) Primary Education
(b) Secondary Education (a) 0 – 3
(c) High school (b) 4 – 7
(d) Diploma (c ) 8 – 11
(e) Bachelor Degree (d) Above 12
(f) Master’s Degree

3. What is your gender?(please tick (√) as appropriate)

(a) Male
(b) Female
PART 2 :Questionnaire

1.When stress occur, do you chat the situation with your friends, colleagues and
family to reduce stress?
Yes No

2. Do you manage your feelings and emotions as the way to reduce stress?
Yes No

3. Did you used to understand, control and develop your problem to reduce stress in
the organization?
Yes No

4. Have you reduce stress in the organization by eating a health diet and keeping my
health in a check?
Yes No

5.Do you exercise regularly to reduce stress?

Yes No
PART 3 :INTERVIEW GUIDELINES

1. In your opinion, what do you think should be done to get rid of the stress in
this organization?

2. Can you explain what causes stress when you are at work?

3. In your opinion, what do you think is the connection between job stress and
employees performance?

4. To what extent do you think stress affect your performance in this

organization?

5. What do you think should be done to alleviate this problem?

DATA GATHERING PROCEDURE
Questionnaires were used to collect data for this study.The questionnaire had five
sections. The first section included information regarding respondents’
demographic features such as age, gender and marital status. The second section
covered information regarding causes of job stress in organization. In this section,
respondents were asked to identify causes of stress. The third section covered
information regarding the relationships between job stress and employees
performance. Respondents were provided with sets of questions for them to
indicate their agreement or disagreement regarding those statements in a 5 point
likert scale ranging from 1 (strongly disagree) to 5 (strongly agree).
DATA PROCESSING AND STATISTICAL TREATMENT
Descriptive statistics, which depicts the connection between the variables in a
population, was utilized in this study as a statistical tool. Personal information such
as gender and age were among the categories that should be reported. The formula for
the statistical approach that was employed was shown in figure.
Percentage = n (number of frequency in the category) X 100 Total number of
participants
n= number of frequency

CAUSES OF JOB STRESS AT WORK

The following statements identified the main causes of job stress at workplace, please
indicate your level of agreement/disagreement by ticking the most appropriate answer
that applies to you in a 5 point likert scale ranges from 5 (Strongly Agree) to
1(Strongly Disagree).Please choose only one option from the list given by ticking where
appropriate
ITEM OPINION
OPINION StronglyDis Disagree Neutral Agree StronglyAgr
agree ee
I am working long hours
I came late at work
I get conflicting with other people at work

I have been treated unfairly at work by the

supervisor
I am working under excessive work pressure

I have been harassed at work

I don’t have job security
I have been thinking of being retrenched from
my job
I seek permission to leave during working
hours for personal matters
I have a problem with my family
Because of poor leadership I have been
working poorly
EMPLOYEES PERFOMANCE

The following statements cover information regarding employee’s performance.

Please, indicate your level of agreement/disagreement by ticking the most
appropriate answer that applies to you in a 5 point likert scale ranges from 5
(Strongly Agree) to 1(Strongly Disagree).

ITEM RATINGS

OPINION Stronglydisa Disagree Neutral Agree Strongly

gree agree
1. Stress has contributed to low productivity

2. Stress has caused low working morale

3. Stress has caused the level of absenteeism

to be high
4. Stress has caused loss of interest in work

5. Stress has caused poor work relations

THANK YOU