We consider organizational stress as negative force which reduces the overall organizational performance by creating unnecessary negativity within individual and team. J.E. Newman defined organizational stress as “a situation originating out from the communication of employees with their jobs and symbolized by changes within employees that stimulate them to alienate from normal functioning”. These milestone studies have dreadfully contributed to spread knowledge on the detrimental effects of stress on the well-being. It is recognized that occupational stress still remnants a milestone as a result of its adverse ramifications on employee’s psychological wellness, work life balance, somatic health and adversely correlated with the results such as organizational commitment, employee turnover, job satisfaction and overall organizational productivity. Some of the noticeable stressors diagnosed at work place have been represented by astounding globalization prospects which is expending cutthroat market competition, mergers and acquisitions emerging. Many people think of stress as a simple problem. In reality, however, stress is complex and often misunderstood. To learn how job stress truly works, we must first define it and then describe the process through which it develops.
Stress has been defined in many ways, but most definitions say that stress is caused by a stimulus, that the stimulus can be either physical or psychological, and that the individual responds to the stimulus in some way. Therefore, we define stress as a person’s adaptive response to a stimulus that places excessive psychological or physical demands on him or her.Organizational stress and organization well-being have become issues of excessive concern over the last few years. Given the value that is given to work in this society, the amount of time consumed by people at work and the current changes that are affecting the nature of work, it is not surprising that work stress appears to be increasing (2018 Cigna 360 Well-Being Survey)
To conclude, Organisational stress arises from a number of factors which lead to emotional and physical pressure on individuals. It not only affects the individual’s performance professionally but also hampers his/her personal relations. It therefore is necessary to understand causes and ways to overcome the same. Very few research studies had been conducted on organizational stress. The conclusion and outcome of the present study will be pragmatic to line managers as well as the human resources managers, as they would be able to understand the level of different role stress among the employees. The outcome will also help the managers to initiate strategies to reduce the overall organizational role stress and can be useful in enhancing the employee’s satisfaction and commitment.