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2.5.4 The Effects Job Stress on Job Performance
Job stress has become a serious threat to pshycal and psychological health of individuals, especially those serving as policemen, fire fighters, medical
personnel, and rescue-team members Mitani et all. 2006. It has been shown in previous studies that some types of stress can have desirable consequences and
there are certain types that are commonly associated with positive work out- comes, for example, Lepine, Podsakof 2005 observed that when a stressor is
appraised primarily as a challenge it may lead to internal arousal and better performances outcomes.
The most widely studied pattern in the stress-performance literature is inverted-U relationship Robbin, 2003. This is shown in figure 2.1
Figure 2.1 Inverted-U relationships between stress, and job performance
The logic underlying the inverted U is that to modearte levels of stress stimulate the body and increase its ability to react. Individuals then often perform
their tasks better, more intensely, or more rapidly. But too much stress places unattainable demands or constraints on a person, which result in lower
performance.
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Although some researchers have indicated that the relationship between stress and performance is either positive linear or an inverted U-shape, most have
found a negative stress-performance relationship eg Gilboa et all 2008. Job stress is often seen as dysfunctional in effect in that it decades both quality and
quantity of job performance. Job stress also wastes the time and energy that an individual spends dealing with the stressor, limiting cocentration on the task at
hand and thereby affecting performance Siu. 2003. Strenghten by Chen 2009 investigated the relationship between the relationship between job stress and job
performance. There was a significant negative relationship between job stress and job performance, higher job stress led to lower job performance. This study also
support by Wu 2011 which did present study examined the relationship between Job stress and job performance among employees in the Taiwanese Finance
sectors. It’s found that job stres and job performance were negatively correlated
with employees in the Taiwanese finance sector. Thus, research proposes the following hypothesis:
H4: the higher level job stress in workplace, the lower level job Performance H6: Job satisfaction has a role in mediating the relationship between job stress and
job performance.
2.5.5 The Effects Organizational Support on Job Performance