Main Article Content
Abstract
This study investigates the impact of stress management interventions on employee performance within the Ghana Commercial Bank (GCB) in Cape Coast. Recognizing the increasing prevalence of workplace stress, this research evaluates the effectiveness of four key interventions: welfare programs, job redesign, psychological support, and training and development. Using a quantitative approach, data were collected through structured questionnaires from a census sample of 45 GCB employees. The Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis revealed significant relationships between each intervention and employee performance, with training and development showing the highest positive impact, followed by psychological support, job redesign, and welfare programs. The findings demonstrate that training interventions not only improve employees' skills but also enhance their psychological resilience, enabling them to manage work demands effectively. Psychological support programs were also shown to reduce stress and improve job satisfaction, highlighting the critical role of mental health resources in performance enhancement. Job redesign, by aligning roles with individual skills, effectively alleviates role-related stress, further supporting employee productivity. Welfare programs that provide flexible work conditions and health resources contribute to a supportive work environment, positively influencing overall job performance. These findings align with the Job Demands-Resources (JD-R) model, which suggests that organizational resources can buffer the effects of work demands, reducing burnout and fostering productivity. This research fills a gap in literature by applying the JD-R model to the banking sector in Ghana, where high-stress conditions are prevalent. The study’s implications emphasize the need for Ghanaian banks to adopt a holistic approach to stress management, incorporating diverse interventions to enhance employee well-being and organizational success. Future research should consider longitudinal studies and explore employee perspectives to refine these interventions further.
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References
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- Asare, O., & Darko, M. (2019). Stress management interventions and employee satisfaction in Ghanaian banks. African Journal of Business Management, 13(4), 108–117. https://doi.org/10.5897/AJBM2019.8712
- Campion, M. A., & McClelland, C. L. (1993). Follow-up and extension of the interdisciplinary costs and benefits of enlarged jobs. Journal of Applied Psychology, 78(3), 339–351. https://doi.org/10.1037/0021-9010.78.3.339
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- Ford, M. T., Heinen, B. A., & Langkamer, K. L. (2011). Work and family satisfaction and conflict: A meta-analysis of cross-domain relations. Journal of Applied Psychology, 96(1), 57–80. https://doi.org/10.1037/a0021294
- Ganster, D. C., & Fusilier, M. R., & Mayes, B. T. (2011). Role of social support in the experience of stress at work. Journal of Applied Psychology, 61(1), 102–110. https://doi.org/10.1037/h0076656
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- Huang, Y., Xu, S., Hua, J., & Zhu, D. (2016). Health-related welfare programs and employee work engagement. Journal of Health and Social Behavior, 57(1), 58–68. https://doi.org/10.1177/0022146515614581
- Lamontagne, A. D., Keegel, T., Louie, A. M., Ostry, A., & Landsbergis, P. A. (2007). A systematic review of the job-stress intervention evaluation literature, 1990–2005. International Journal of Occupational and Environmental Health, 13(3), 268–280. https://doi.org/10.1179/oeh.2007.13.3.268
- Leka, S., Griffiths, A., & Cox, T. (2004). Work organization and stress: Systematic problem approaches for employers, managers and trade union representatives. World Health Organization. https://doi.org/10.1136/oem.2003.010194
- Nielsen, K., Randall, R., & Christensen, K. (2010). Developing new ways of evaluating organizational-level work stress interventions. Work & Stress, 24(3), 271–287. https://doi.org/10.1080/02678373.2010.519376
- Oerlemans, W. G. M., & Bakker, A. B. (2018). Employee well-being in the banking sector: A study on training interventions. European Journal of Work and Organizational Psychology, 27(5), 567–579. https://doi.org/10.1080/1359432X.2018.1477853
- Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more. Annual Review of Psychology, 65(1), 661–691. https://doi.org/10.1146/annurev-psych-010213-115208
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- Richardson, K. M., & Rothstein, H. R. (2008). Effects of occupational stress management intervention programs: A meta-analysis. Journal of Occupational Health Psychology, 13(1), 69–93. https://doi.org/10.1037/1076-8998.13.1.69
- Sonnentag, S., & Frese, M. (2002). Performance concepts and performance theory. In S. Sonnentag (Ed.), Psychological management of individual performance (pp. 3–25). John Wiley & Sons. https://doi.org/10.1002/9780470753415.ch1
- Sonnentag, S., & Fritz, C. (2007). The recovery experience questionnaire: Development and validation of a measure for assessing recuperation and unwinding from work. Journal of Occupational Health Psychology, 12(3), 204–221. https://doi.org/10.1037/1076-8998.12.3.204
- Van der Klink, J. J., Blonk, R. W., Schene, A. H., & Van Dijk, F. J. (2001). The benefits of interventions for work-related stress. American Journal of Public Health, 91(2), 270–276. https://doi.org/10.2105/ajph.91.2.270
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- Charles Ephrim: Department of Finance, Faculty of Economics and Business Administration, Catholic University of Ghana, Sunyani, Ghana
- Vida Korang: Department of Management, Faculty of Economics and Business Administration, Catholic University of Ghana, Sunyani, Ghana
- Clement Damoah Ababio: Department of Finance, Faculty of Economics and Business Administration, Catholic University of Ghana, Sunyani, Ghana
References
Abor, J. (2005). The effect of capital structure on profitability: An empirical analysis of listed firms in Ghana. Journal of Risk Finance, 6(5), 438–445. https://doi.org/10.1108/15265940510633505
Asare, O., & Darko, M. (2019). Stress management interventions and employee satisfaction in Ghanaian banks. African Journal of Business Management, 13(4), 108–117. https://doi.org/10.5897/AJBM2019.8712
Campion, M. A., & McClelland, C. L. (1993). Follow-up and extension of the interdisciplinary costs and benefits of enlarged jobs. Journal of Applied Psychology, 78(3), 339–351. https://doi.org/10.1037/0021-9010.78.3.339
Czabala, C., Charzyńska, K., & Mroziak, B. (2011). Psychosocial interventions in workplace mental health: An overview. International Journal of Occupational Medicine and Environmental Health, 24(3), 239–246. https://doi.org/10.2478/s13382-011-0033-y
Danso, M., & Boateng, F. (2020). The impact of stress management on employee performance in the banking sector of Ghana. Journal of Management Studies, 28(1), 54–67. https://doi.org/10.1007/s11301-020-00281-1
Ford, M. T., Heinen, B. A., & Langkamer, K. L. (2011). Work and family satisfaction and conflict: A meta-analysis of cross-domain relations. Journal of Applied Psychology, 96(1), 57–80. https://doi.org/10.1037/a0021294
Ganster, D. C., & Fusilier, M. R., & Mayes, B. T. (2011). Role of social support in the experience of stress at work. Journal of Applied Psychology, 61(1), 102–110. https://doi.org/10.1037/h0076656
Ganster, D. C., & Rosen, C. C. (2013). Work stress and employee health: A multidisciplinary review. Journal of Management, 39(5), 1085–1122. https://doi.org/10.1177/0149206313475815
Goetzel, R. Z., Ozminkowski, R. J., Sederer, L. I., & Mark, T. L. (2002). The business case for quality mental health services: Why employers should care about the mental health and well-being of their employees. Journal of Occupational and Environmental Medicine, 44(4), 320–330. https://doi.org/10.1097/00043764-200204000-00013
Huang, Y., Xu, S., Hua, J., & Zhu, D. (2016). Health-related welfare programs and employee work engagement. Journal of Health and Social Behavior, 57(1), 58–68. https://doi.org/10.1177/0022146515614581
Lamontagne, A. D., Keegel, T., Louie, A. M., Ostry, A., & Landsbergis, P. A. (2007). A systematic review of the job-stress intervention evaluation literature, 1990–2005. International Journal of Occupational and Environmental Health, 13(3), 268–280. https://doi.org/10.1179/oeh.2007.13.3.268
Leka, S., Griffiths, A., & Cox, T. (2004). Work organization and stress: Systematic problem approaches for employers, managers and trade union representatives. World Health Organization. https://doi.org/10.1136/oem.2003.010194
Nielsen, K., Randall, R., & Christensen, K. (2010). Developing new ways of evaluating organizational-level work stress interventions. Work & Stress, 24(3), 271–287. https://doi.org/10.1080/02678373.2010.519376
Oerlemans, W. G. M., & Bakker, A. B. (2018). Employee well-being in the banking sector: A study on training interventions. European Journal of Work and Organizational Psychology, 27(5), 567–579. https://doi.org/10.1080/1359432X.2018.1477853
Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more. Annual Review of Psychology, 65(1), 661–691. https://doi.org/10.1146/annurev-psych-010213-115208
Quick, J. C., & Henderson, D. F. (2016). Occupational stress: Preventing suffering, enhancing wellbeing. International Journal of Environmental Research and Public Health, 13(5), 459. https://doi.org/10.3390/ijerph13050459
Richardson, K. M., & Rothstein, H. R. (2008). Effects of occupational stress management intervention programs: A meta-analysis. Journal of Occupational Health Psychology, 13(1), 69–93. https://doi.org/10.1037/1076-8998.13.1.69
Sonnentag, S., & Frese, M. (2002). Performance concepts and performance theory. In S. Sonnentag (Ed.), Psychological management of individual performance (pp. 3–25). John Wiley & Sons. https://doi.org/10.1002/9780470753415.ch1
Sonnentag, S., & Fritz, C. (2007). The recovery experience questionnaire: Development and validation of a measure for assessing recuperation and unwinding from work. Journal of Occupational Health Psychology, 12(3), 204–221. https://doi.org/10.1037/1076-8998.12.3.204
Van der Klink, J. J., Blonk, R. W., Schene, A. H., & Van Dijk, F. J. (2001). The benefits of interventions for work-related stress. American Journal of Public Health, 91(2), 270–276. https://doi.org/10.2105/ajph.91.2.270
......................................................................................................................................................................
Charles Ephrim: Department of Finance, Faculty of Economics and Business Administration, Catholic University of Ghana, Sunyani, Ghana
Vida Korang: Department of Management, Faculty of Economics and Business Administration, Catholic University of Ghana, Sunyani, Ghana
Clement Damoah Ababio: Department of Finance, Faculty of Economics and Business Administration, Catholic University of Ghana, Sunyani, Ghana