Relationship Between Motivation interest gender and job stress

Relationship Between Motivation interest gender and job stress

 

 

 

 

 

 

Abstract

This paper investigated the relationship between motivation, interest, gender and job stress among lecturers of tertiary institutions in Rivers State. The designs of the study were correlational and ex-pose factor designs. The sample was 397 lecturers who were drawn from three tertiary institutions in Rivers State. The instruments used for the data collection were Relationship of Job Stress Questionnaire (RJSQ) and the Job Stress Inventory (JSI) which was developed by the researchers. The relationship of job stress questionnaire was used to gather information on the independent variables such as motivation, interest and gender while the job stress inventory was used to identify the stress level of lecturers in the three tertiary institutions. Reliability index was 0.87 for RJSQ and 0.84 for JSI using Cronbach via SPSS. Three research questions and three null hypothesis were stated to guide the study.  The research questions were answered using simple regression, mean and standard deviation while the null hypothesis were tested using Analysis of variance (ANOVA) associated with the regression for hypotheses 1 and 2 and t-test for hypothesis 3 at 0.05 level. The results show that motivation (p=0.027<-0.05) had significant relationship with job stress while interest (p=0.985>0.05) had no significant relationship with job stress. On the other hand, although female lecturers showed a slight higher response to job stress than their male counterparts, it is not significant. These results were discussed and some recommendations were also stated. One of the recommendations is that government and other employers of labour especially in tertiary institutions should ensure that lecturers are properly motivated through good salaries, fringe benefits and welfare packages.

Keywords: Relationship, Motivation, Interest, Gender and Job Stress

 

 

Introduction

It is a known fact that everybody experiences stressful situation from time to time irrespective of the individual’s age, gender, educational qualification, tribe, nationality, profession or economic status, since from to time to time we face different challenges as a result of losses, changes and conflicts. Basically, there are two types of stress the good stress known as eustress which motivate individuals to complete or accomplish a given job. The bad stress is known as distress which is the outcome of an unpleasant event and result in sadness or anger. Generally, stress is uncomfortable and unhealthy because what affects the “mind” also affects the body (McEwen, 1998). Stress is a phenomenon that affects all, when an individual perceives danger and the response to that danger is stress especially when the individual is unable to cope. So the inability of one being able to adjust effectively to the demands expected of him either internally or externally will make one to fall under stress.

Weiten (2004,pg.522) defined stress as any circumstances that threaten or are perceived to threaten one’s well-being and that thereby taxes one’s coping abilities, these circumstances may be things that an individual values like reputation, self-esteem and his safety. It also includes everyday events like unpaid bills, standing on a queue, being in a traffic jam and misplacing one’s phone. There are different sources of stress which includes frustration. This occurs when one is unable to get what he wants like ideal job, loss of employment and others. Conflict is another source of stress that results when two things compete for attention at the same time and the individual is torn between whether to do it or not. Change in life circumstances which may require adjustment like change in residence and other changes can also be stressful and the pressure to behave in a particular way can become stressful too.

Specifically, job stress is related to an individual’s work and comes into play when unexpected responsibilities and pressures that are not in agreement with one’s knowledge, skills or expectation occurs in a work environment and the person is unable to cope (World Health Organization 2017). This implies that when a worker comes in contact with unexpected curves in his place of work and he is unable to cope, it will result to job stress. In addition, job stress can also be as a result of conflicting demands in one’s job or the amount of control employees have over their workflow, the level of job stress they experience, if they have little or no control over their job or work load, the higher their job stress will be. Trenberth in Babatunde (2013) explains that job stress occurs when there are discrepancies between the physiological demands. Work related stress has to do with the adverse reaction workers have when excessive pressures and other demands are placed on them at work and the person is unable to cope.

Though stress is not a sickness but a state or condition, when it becomes too much and continuous it can cause mental and physical illness, it can also lead to high level of sickness resulting in absence from work, staff turnover and more errors in the place of work. (Health, Safety and Environment, 2014). Judging from the above, it can be seen that job stress is unavoidable and inescapable in life so since it is impossible to eliminate stress, it is imperative to cope with it so as to reduce the negative effects and lecturers of tertiary institutions are not left out. However, there are other factors that may affect job stress these include motivation.

 

MOTIVATION

Lahey (2007) define motivation as an internal state that activates and give direction to our thoughts. This implies that the force within us that spurs us and directs our thoughts before we act or do anything is motivation. On the other hand, Bernstein et al., (2006) sees motivation as anything that ensures that a particular behavior is initiated, directed, intensified and persisted. From this, it is deduced that for someone to start or begin anything he is to be motivated to do it and for that project or assignment to be successful, the motivation must still be there since it also direct and intensify the action. Motivation can also be seen as the need or desire that energizes behavior and directs it toward a goal (Myers, 2009). So that desire that strengthens a behaviour and gives it direction in other to attain a set goal is motivation. Motivation is the reason for people’s actions, desires and needs. It is also that which directs a person’s behaviour and the reason why a person wants to repeat a behaviour (Wikipedia, 2017). From these various definitions, it is clearly observed that motivation is very important in every aspect of our lives including our jobs without it nothing can be done and we will be unable to set and attain goals and if one is unable to set, meet and achieve goals, this may result in job stress. So the lack of motivation may be a factor that could influence job stress.

Hoboubi et al., (2016) carried out a study to investigate job stress, job satisfaction and workforce productivity levels, the study examined the effects of job stress and job satisfaction on workforce productivity and to identify factors associated with productivity decrement among employees of an Iranian Petrochemical industry. Data were collected using demographical questionnaire, osipow occupational stress questionnaire to investigate the level of job stress, job descriptive index to examine job satisfaction and Hersey and Goldsmith questionnaire to investigate productivity in the study using 125 employees of an Iranian petrochemical company who were randomly drawn. Statistical analyses were performed using SPSS Version 19 (IBM, Armomk, NY, USA) and Pearson correlational analysis while the significant level was set at 0.05 the results revealed that there is no significant relationship between the mean scores of job stress and job satisfaction and productivity while the levels of employees perceived job stress and job satisfaction were moderate, high and moderate respectively and their productivity was evaluated as moderate.

Also Olaniyi (2013) carried out a study on effects of job stress and motivation on performance of employees in hotel industry at hotels in Dublin airport. Two techniques were used to collect data, interview and questionnaire while random sampling technique was used to select a sample size of 40 employees. To analyze the results, frequency distribution and Pearson correlation were used. The findings revealed that monetary compensation is the most dominant factor that motivates people to work also promotions significantly added value to their work.

INTEREST

Interest is perceived to be another factor that could cause job stress. The feeling of wanting to give your attention to something or wanting to be involved with and to discover more about something is interest while vocational or job interest is the degree to which individuals prefer certain career choices or activities (Virgil & Todd 2016). This means that the desire to engage in activities that arouses an individual’s curiosity, captures his attention and satisfies his need to accomplish things is interest. An individual whose career includes activities that he enjoys doing will be more satisfied with his career than a person whose career does not involve things he loves doing (Alberta Education, 2017). When a career matches one’s overall interests, the person is more likely to enjoy his job and he is more likely to be successful in his chosen career. The center for Autism Research (2016) states that people naturally gravitate to those things they like to do and when they do, they are better at it. The job choices individual chose based on his personal preferences and interest are the ones he does better. Individuals’ interest at times may be apparent while others may be less clear. To determine interest in a job some do this through experience after sampling different types of work. Others may have had the opportunity to take aptitude test or filled interest inventories that help them learn where their interests are in relation to their job interest area while still in secondary schools. For those who are already in a particular job and did not have the opportunity to experiment with various jobs before settling for the one that interest them, they can still find their present job interesting if they focus on aspects of the job that they enjoy. Changing their attitude towards their job can assist them to gain a sense of purpose and control also such ones can find meaning and satisfaction elsewhere like in hobbies, after work interest, fun weekend activities and vacation (Smith et al., 2017).

Srivatava and Sen (1995) undertook a study on role stress job anxiety, job involvement and job satisfaction among three groups of employees in a private sector organization. The sample consisted of 50 top managers, 50 middle managers and 50 workers. The tools used to collect data from the respondents were: the organizational role stress, developed by Pareek (1993), the job involvement scale by Lodhal and Keyner (1965), job anxiety scale by sunwastava and Sinha (1977) and the job descriptive index developed by Smith, Yulin and Kendal (1969). The data were analyzed using factor analytic technique and discriminate function analysis. The findings showed that the three groups differ in terms of their job anxiety, job involvement and job satisfaction. Job stress emerged as the most important dimension for top managers and middle managers, whereas job anxiety was the most important dimension for the workers.

GENDER

Gender is all the characteristics both biological and socially in which people or the society at large defines as male or female. There is difference in both genders when it comes to physical strength and skills. It is observed that men have greater upper-body strength than women while it is only women that can be pregnant, give birth and breast feed infants. When it comes to the differences in cognitive ability and achievement, overall, women and men are similar in terms of cognitive ability and academic achievement but there are some specific areas in which women excel more than men. In the area of mathematics, science and social studies men do better than women while women performed better than men in the areas like language skills, verbal memory, perceptual speed and fine motor skills. Gender identity includes our personalities, a major component of our self-concept or subjective experiences of being a male or female while gender role involves all the behaviours that tell others nonverbally the degree to which we are either masculine or feminine. These behaviours are basically defined by our culture (Lahey in Essien, 2018). Further studies show that women are more likely to suffer from depression, low self-esteem and anxiety while men are more likely to engage in risky behaviors commit most kind of crimes and engage in physical aggression (Bjorklund & Kipp, 1999; Eagly & Wood, 1999; keenan & Shaw in Lahey 2009).

Rivera- Torres, Araque-Padila and Montero- Simo (2013) studied job stress across gender; the importance of emotional and intellectual demands and social support in women with the aim of analyzing whether any differences exist in behaviour between genders with respect to the effect of perceived job demands, control and support using (JDCS model) on how individuals reach high levels of job stress. It was carried out in Australasia Spain, the instrument used was a questionnaire on health and safety in the work place. The population was all workers living in towns and the sample size was 5, 496 men and 2779 women while the data were analyzed using z-test. The finding shows that support reduces job stress and it has a significantly stronger impact on levels of job stress in the workplace but no differences exists between the group with regards the level of perceived support. Also Adeoye and Okonkwo (2010) studied Gender and school types as factors responsible for job stress in Nigeria universities.The paper examined gender and school types as factors responsible for job stress. The sample for the study was 250 workers (male and female) drawn randomly from 2 Nigeria universities, private (Babcock university) and public (Olabisi Onabanjo University). The instrument used was job stress questionnaire (JSQ) which was designed by the researchers and contained 24 structured items. The research design was the ex-post facto while the data analysis was done using analysis of variance (One-way), independent t-test and Pearson Product Moment Correlation findings show that there is no significant difference between gender and job stress; on the other hand, school type had a significant difference with job stress.

 

Statement of the Problem

            Lecturers like every professional have a lot of responsibilities that are related to their profession, these include lecturing students, giving students assessment tests, examinations and supervising students who are writing their project, dissertations and thesis. Lecturers also need to grow in their chosen profession so they need to attend conferences and workshops both locally and internationally. They are expected to do a lot of writing in other to publish without which they will not be able to climb their professional ladder. Added to these they are mothers, fathers, wives, husbands, grandfathers, grandmothers, aunties, and uncles, so they are needed to carry out their family responsibilities. In a bid to handle all these responsibilities, there may be deficiencies while carrying out their lecturing job like not going for lectures, not keeping appointment with their supervisees and being short tempered when relating with their students. Therefore the researchers will examine if these could be connected to job stress among lecturers of the University of Port Harcourt, Rivers State University and the Ignatius Ajuru University of Education in Rivers State.

 

 

Aim and Objective of the Study

            The aim of this study was to investigate the relationship between motivation, interest, gender and job stress among lecturers of tertiary institutions in Rivers State. Specifically, the objectives of this study were to.

1.      Ascertain the extent motivation relates to job stress among lecturers in          tertiary institutions in Rivers State.

2.      Investigate the extent interest relates to job stress among lecturers in tertiary institutions in Rivers State

3.      Determine the extent gender influences job stress among lecturers in tertiary institutions in Rivers State.

Research Questions

The following research questions were formulated to guide the study:

1.         To what extent does motivation relates to job stress among lecturers in       tertiary institutions in Rivers State?

2.         To what extent does interest relates to job stress among lecturers in             tertiary institutions in Rivers State?

3.         To what extent does gender influence job stress among lecturers in             tertiary institutions in Rivers State?

Hypotheses

The following null hypotheses were postulated to guide this study

1.         There is no significant relationship between motivation and job stress         among lecturers of tertiary institutions in Rivers State.

2.         There is no significant relationship between interest and job stress among lecturers of tertiary institutions in Rivers State.

3.         There is no significant difference in job stress of male and female   lecturers of tertiary institutions in Rivers State.

 Research Methodology

            The research designs for this study are correctional design and ex-post facto, it is correlation because the researchers attempt to measure relationship and association of two or more variables not to provide information on the cause and effect of two variables rather the researchers attempted to find out the relationship between the dependent variable job stress and independent variables like motivation, interest and gender. Also the ex-post facto design is used to ascertain the influence of gender on job stress and it involves collecting and analyzing data about some variables that are already in place without manipulating any of them. ( Nwankwo 2016). The population of the study consisted of lecturers in three tertiary institutions in Rivers State which is 2448. The population of the University of Port Harcourt was 1,433 lecturers (ASUU secretariat 2018), River State University 576 (0ffice of the Registrar 2018) and Ignatius Ajuru University of Education 439 (Office of the Registrar 2018). A sample size of four hundred and two lecturers 402 were drawn for the study applying the Taro Yemen formula while the non-proportionate sampling technique was used to draw 134 lecturers from each of the three major Universities in the state but 397 questionnaires were returned. 176 males and 221 females. Two self- developed instruments named the relationship of job stress questionnaire (RJSQ) and the job stress inventory (JS1) were used for the data collection. While the RJSQ was used to elicit responses on motivation and interest, JSI was used to gauge the stress level of lecturers. The RJSQ is a 4-point liket type scale that contains two sections (A&B), section A contains gender information and instructions on how to respond to the instrument while section B contains 2 sub sections that contains items designed to elicit responses from the respondent on motivation and interest. The 4-point likert type scale of strongly agree, agree, disagree and strongly disagree (SA, A, D, SD) carries weight of 4, 3, 2 and 1 for positively keyed items and reverse for negatively keyed items. The validity of both instrument were determined by giving copies of the questionnaires to three experts in measurement and evaluation. The suggestions, corrections and modifications given by these experts were implemented. Reliabilities of both RJSQ and JS1 were determined using Cronbach alpha. Thirty copies of the instruments were given to 30 lecturers who were not part of the targeted sample but with similar job description characteristics, after their responses, the researchers subjected their scores to Cronbach analysis via SPSS and a reliability index of 0.87 was realized for RJSQ and 0.84 was realized for JS1. The researchers administered the instrument to the respondents with the help of a research assistant on a one- to-one basis in their offices and the researchers returned within a week to collect the filled instruments. To answer research questions 1 and 2 simple regression was used while mean and standard deviation were used to answer research question 3. Analysis of variance(ANOVA) associated with regression was used to test hypotheses 1 and 2 while t-test was used to test hypothesis 3 at 0.05  level of significance.

Results

            Analysis of the data in this study was done in line with the research question and hypotheses.

 Research question one: To what extent does motivation relate with job stress among lecturers in tertiary institutions in Rivers State?

Hypothesis One: There is no significant relationship between motivation and job stress among lecturers in tertiary institutions in Rivers State. The result of statistical analysis is presented in table 1.

Table 1 simple linear regression of relationship between motivation and stress among lecturers in tertiary institutions in Rivers state.

R 0.111		R2Adj  0.012	R2 0.010		Std. Error 6.45
	Sum of sq	Dof	ANOVA Mean sq.	F	a     significant      Result
Regression	204.438	1	204.438
Residual	16476.318	395	41.712	4.90	0.05  0.027         significant
Total	16680.75	396			Rejected

 

Table 1 shows calculated R= 0.111, R²= 0.012, adjusted R² = 0.010 while the standard error= 6.45. Through the R² value, it is seen that the level of motivation account for 1.2% of job stress among lecturers in tertiary   institutions. From the ANOVA table, calculated f=0.90 while the sig value = 0.027. hence since sig (P = 0.027<0.05) is less them 0.05 the null hypothesis is rejected meaning that motivation has a significant relationship with job stress among lecturers in tertiary institutions in Rivers State.

Research Question Two:  To what extent does interest relate to job stress among lecturers in tertiary institutions in Rivers State?

Hypothesis Two: There is no significant relationship between interest and job stress among lecturers in tertiary institutions in Rivers State. The result of statistical analysis is presented in table 2.

Table 2 simple regression analysis of relationship between interest and job stress among lecturers.

R 0.001	R2Adj  0.000		R2 0.003		Std. Error 6.498
	Sum of sq	d.f	ANOVA Mean sq.	F	a significant   result
Regression	0.015	1	0.015
Residual	16680.740	395	42.230	0.00	0.05  0.985  in significant
Total	16680.756	396			Accepted

 

The analysis in table 2 above reveals that R=0.001 R² =0000 adjusted R² =- 0.003 while the standard error = 6.498. The R value reveals a relationship value of 0.001, the R² value also indicate that the relationship is 0% from the ANOVA, calculates F= 0.000 while sig value was 0.985. hence, since sig value (P=0.985>0.05) is greater than actually, there is no significant relationship between interest and job stress among lecturers in tertiary instructions in Rivers State.

Research Question Three: To what extent does gender influence job stress among lecturers in tertiary institution in Rivers State?

Hypothesis Three: There is no significant difference in job stress of male and female lecturers in table 3 mean and standard deviation on the influence of job stress on male and female lecturers. The result is statistical analysis is presented in table 3.

 

 

Table 3: t-test analysis of the influence of job stress on male and female lecturers.

Gender	N	X	Std. D	d.f	t-cal	A	t-crit	Sig
Male	176	38.75	6.40
Female	221	39.67	6.51	395	-1.404	0.05	1.960	0.161

 

   From table 3, it is seen that male lecturers that responded were 176 while females were 221. Their mean and standard deviation values stood at 38.75, 6.40 and 39.67, 6.51 respectively from their high mean values, it is seen that female lecturers are being influenced by job stress more than their male counterparts but the calculated t of. 1.404 was realized against a critical of 1.960. sig value was 0.61 hence since sig value (P=0.161> 0.05) was alpha at 395 degrees of freedom, the null hypothesis is retained meaning that actually, there is no significant difference in job stress pattern between the male and female lecturers in tertiary institutions in Rivers State.

Summary of Findings

1.        Motivation has a significant relationship of about 1.2% with job      stress among lecturers of tertiary institutions in Rivers State.

2.        Interest has no significant relationship at all with job stress among    lecturers of tertiary institutions in Rivers State.

3.        Female lecturers are prone to more job stress than their male counterparts. However, the mean difference of 0.92 realized does not have any significant difference in job stress pattern among lecturers of tertiary institutions in Rivers State.

Discussion

The first findings revealed that motivation has a significant relationship with job stress among lecturers in tertiary institutions, the finding means that the level of motivation individuals receive is determined by the Perception of their job as stressful or not. In relation to the present study the finding implies that the level of motivation the lecturers receive in terms of salary, fringe benefits allowances, conducive working conditions, cordial relationship with colleagues, etc. determines if they will feel stressed or not. The finding may also have a negative implication that most rely on external rewards and benefits in the course of carrying out their job. This shows that lecturers are aware of their need for motivation both financially, morally. Physically and otherwise. Proving that if the welfare of the workers is considered irrespective of their work load they may not feel stress the same way they feel it if such motivations are not available. The finding here is very much expected by the researcher because motivation is the key in any organizational or industrial settings as noted by most organizational psychologists. Like Taylor (2009) employees will feel the sense of belonging if their welfare in every angle is put into consideration. This finding is also in line with that reported earlier by Hobboubi et al (2016) who noted that without motivation a worker cannot be satisfied with his job. Also the work of Olaniyi (2013) who noted the importance of motivation on job stress is in support of the current findings. So these shows, that employees including lecturers work with less stress if they are properly motivated.

The second finding revealed that there is no significant relationship between interest and job stress among lecturers in tertiary institutions in Rivers State. This means that regardless of the job interest level of lecturers, it cannot determine the level of job stressed they experience. The finding also connotes that an individual who may how high interest on the job all still face or have job stress same as an individual who may have low interest in his or her job this finding is practical because there are lots of lecturers today who entered the teaching profession with high hopes born out of genuine interest who may be experiencing job stress that their interest level may not be able to influence thereby leading to the outcome here. However, this finding is somehow perplexing to the researchers because to the best of their knowledge, Interest is a very big factor in determining the perception of an individual towards a course of action. To the researchers it could be that lecturers with much interest toward their work may perceive deviations as less stressful then those whose interests are not in the work. To her, people who complain and wail most may be those who may not have genuine interest in their job. For the purpose of clearing any misunderstanding, the researchers are not emphasizing that if lecturers have interest in their jobs than they should not complain, rather she is saying that such negative perceptions may be less in those with genuine interest and higher in those without such interest. The findings of the study did not   meet the expectation of the researchers who thought that interest in the job should determine how much job stress a lecturer has. The present study is in disagreement with that reviewed earlier by strivatara and Sen (1995) who noted   that without interest, workers will not be fully involved in their job and this will definitely affect their job stress level.

Finally, research finding on research question three reveals that female lecturers are prone to job stress than their male counterparts the finding here discussed is not surprising to the researchers because as females they are quite aware of the fact that females in general especially in the family have more stress compared to the male gender because they are expected to care for the welfare of their families in addition to their chosen careers. The finding also revealed that regardless of these difference in job stress between male and female lecturers, it is not significant. This means that there is higher tendency that the male lecturers perceive stress with respect to their job the same way the female lecturers perceive. This is not also surprising to the researchers because they are quite aware that stressors at work place do not discriminate, irrespective of the gender, persistent stress at work will produce similar result just like any other thing. This finding is in disagreement with the finding that when it comes to strains experienced by men and women in terms of mental and physical well- being men exhibited better mental and physical well-being than women but Rivera- Torries et al., (2013), but Adeboye et al., (2010) agreed that there is no significant difference between gender and job stress.

In conclusion, while job stress may affect lecturers in tertiary institutions, it is possible for them to cope with this stress if they are motivated in various ways like improve salary, fringe benefits, reduced work load and flexible work hours.

Recommendations

1.        Government and other employers of labour especially in tertiary institutions should ensure that lecturers are properly motivated through good salaries, fringe benefits, welfare packages etc. This will help them in managing job stress among then.

2.        Lecturers should be counselled by professional psychologists and counselors to develop more interest in their job as this can also help them enjoy the lecturing job more thereby reducing the perception of the stressful nature of lecturing.

3.        If possible female lectures should be given additional incentives in terms of motivation by government and other employers of lecturers of tertiary institutions.

 

 

 

References

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Olaniyi, A.A. (2013). Effects of job stress and motivation on performance of  Employees in Hotel industry. Submitted to National College of Ireland Effects of job stress and motivation on performance of….. This email address is being protected from spambots. You need JavaScript enabled to view it., ie.>aolaniyi

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