Stress as a Method of Increasing Performance and Stimulating Innovation: A Synthesis of Literature

Nino Paresashvili; Eka Avsajanishvili

doi:10.2478/eb-2023-0015

Stress as a Method of Increasing Performance and Stimulating Innovation: A Synthesis of Literature

Authors

Nino Paresashvili Ivane Javakhishvili Tbilisi State University https://orcid.org/0000-0001-7645-6491
Eka Avsajanishvili Ivane Javakhishvili Tbilisi State University https://orcid.org/0000-0002-7110-825X

DOI:

https://doi.org/10.2478/eb-2023-0015

Keywords:

Innovation, Job satisfaction, Performance, Stress, Stressors

Abstract

Constantly changing environment, rapid pace of technological development and increased competition have a significant impact on the working environment and the psycho-emotional state of employees. Stress, a human response to unpleasant environmental factors, is one of the most common problems. It affects the physiological and psychological states, and a long-term stressful environment may even cause irreparable damage. From an organisational point of view, it affects performance, job satisfaction, motivation, social relationships, and overall success and goal achievement. The aim of the paper is to present organisational stress in a positive context, which stimulates new ideas and methods, increases performance and professionalism of employees. To explore the issue, recent literature and research papers are discussed. The main conclusion is that coping with stress depends on the management and the employee’s personality. If appropriately managed and on time, it can become a stimulator of innovation and new ways of dealing with various challenges; moreover, it can increase performance. Organisations must have pre-defined approaches and methods, as well as relevant knowledge, to respond in a timely manner and promote both employee and organisational development.

References

Abbas, M., & Raja, U. (2018). Challenge-hindrance stressors and job outcomes: The moderating role of conscientiousness. Journal of Business and Psychology, 34(2), 189–201. https://doi.org/10.1007/s10869-018-9535-z

Abramis, D. J. (1994). Relationship of job stressors to job performance: Linear or an inverted-U? Psychological reports, 75(1), 547–558. https://doi.org/10.2466/pr0.1994.75.1.547

Adriaenssens, J., De Gucht, V., & Maes, S. (2015). Determinants and prevalence of burnout in emergency nurses: a systematic review of 25 years of research. International journal of nursing studies, 52(2), 649–661. https://doi.org/10.1016/j.ijnurstu.2014.11.004

Albort-Morant, G., Ariza-Montes, A., Leal-Rodríguez, A., & Giorgi, G. (2020). How does positive work-related stress affect the degree of innovation development? International Journal of Environmental Research and Public Health, 17(2), 520. https://doi.org/10.3390/ijerph17020520

Bani-Melhem, S., Zeffane, R., & Albaity, M. (2018). Determinants of employees’ innovative behavior. International Journal of Contemporary Hospitality Management, 30(3), 1601–1620. https://doi.org/10.1108/ijchm-02-2017-0079

Bhagat, R. S., Krishnan, B., Nelson, T. A., Moustafa Leonard, K., Ford Jr, D. L., & Billing, T. K. (2010). Organisational stress, psychological strain, and work outcomes in six national contexts: a closer look at the moderating influences of coping styles and decision latitude. Cross Cultural Management: An International Journal, 17(1), 10–29.

Briner, R. B., & Reynolds, S. (1999). The costs, benefits, and limitations of organisational level stress interventions. Journal of Organisational Behavior, 20(5), 647–664.

Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., & Boudreau, J. W. (2000). An empirical examination of self-reported work stress among US managers. Journal of Applied Psychology, 85(1), 65–74. https://doi.org/10.1037/0021-9010.85.1.65

Colquitt, J. L., Wesson, M. J., & Lepine, J. A. (2012). Organisational Behavior: Improving Performance and Commitment in the Workplace. McGraw-Hill Education.

Dodanwala, T. C., Shrestha, P., & Santoso, D. S. (2021). Role conflict related job stress among construction professionals: The moderating role of age and organisation tenure. Construction Economics and Building, 21(4), 21–37. https://doi.org/10.5130/AJCEB.v21i4.7609

Dodanwala, T. C., & Shrestha, P., (2021). Work–family conflict and job satisfaction among construction professionals: the mediating role of emotional exhaustion. On The Horizon, 29(2), 62–75. https://doi.org/10.1108/oth-11-2020-0042

Greenberg J. S. (2017). Comprehensive stress management, Fourteenth edition. McGraw-Hill Education, 481.

Halawi, A. H. (2014). Stimuli and effect of the intention to leave the organisation. European Scientific Journal, 184–197.

He, P. X., Wu, T. J., Zhao, H. D., & Yang, Y. (2019). How to motivate employees for sustained innovation behavior in job stressors? A cross-level analysis of organisational innovation climate. International Journal of Environmental Research and Public Health, 16(23), 4608. https://doi.org/10.3390/ijerph16234608

Horan, K. A., Nakahara, W. H., DiStaso, M. J., & Jex, S. M. (2020). A review of the challenge-hindrance stress model: Recent advances, expanded paradigms, and recommendations for future research. Frontiers in Psychology, 11, 560346. https://doi.org/10.3389/fpsyg.2020.560346

Junça-Silva, A., & Freire, M. (2022). The role of organisational climate, and work–family conflict in burnout: The case of teachers. Sustainability, 14(21), 13871. https://doi.org/10.3390/su142113871

Klammer, A., Grisold, T., & Gueldenberg, S. (2019). Introducing a ‘stop-doing’ culture: How to free your organisation from rigidity. Business Horizons, 62(4), 451–458. https://doi.org/10.1016/j.bushor.2019.03.002

Landells, E. M., & Albrecht, S. L. (2019). Perceived organisational politics, engagement, and stress: The mediating influence of meaningful work. Frontiers in Psychology, 10, 1612. https://doi.org/10.3389/fpsyg.2019.01612

LePine, J. A., LePine, M. A., & Jackson, C. L. (2004). Challenge and hindrance stress: relationships with exhaustion, motivation to learn, and learning performance. Journal of Applied Psychology, 89(5), 883–891. https://doi.org/10.1037/0021-9010.89.5.883

LePine, J. A., LePine, M. A., & Jackson, C. L. (2004). Challenge and Hindrance Stress: Relationships with Exhaustion, Motivation to Learn, and Learning Performance. Journal of Applied Psychology, 89(5), 883–891. https://doi.org/10.1037/0021-9010.89.5.883

McShane, S. L., & Von Glinow, M. A. (2018). Organisational Behavior 8e. McGraw-Hill Higher Education.

Montani, F., & Staglianò, R. (2022). Innovation in times of pandemic: The moderating effect of knowledge sharing on the relationship between COVID-19-induced job stress and employee innovation. R&D Management, 52(2), 193–205. https://doi.org/10.1111/radm.12457

Munir, R. I. S., Rahman, R. A., Malik, A. M. A., & Ma’amor, H. (2012). Relationship between transformational leadership and employees’ job satisfaction among the academic staff. Procedia-Social and Behavioral Sciences, 65, 885–890. https://doi.org/10.1016/j.sbspro.2012.11.215

Parker, D. F., & DeCotiis, T. A. (1983). Organisational determinants of job stress. Organisational Behavior and Human Performance, 32(2), 160–177. https://doi.org/10.1016/0030-5073(83)90145-9

Podsakoff, N. P., LePine, J. A., & LePine, M. A. (2007). Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: A meta-analysis. Journal of Applied Psychology, 92(2), 438–454. https://doi.org/10.1037/0021-9010.92.2.438

Razinskas, S., Weiss, M., Hoegl, M., & Baer, M. (2022). Illuminating opposing performance effects of stressors in innovation teams. Journal of Product Innovation Management, 39(3), 351–370. https://doi.org/10.1111/jpim.12622

Ren, F., & Zhang, J. (2015). Job stressors, organisational innovation climate, and employees’ innovative behavior. Creativity Research Journal, 27(1), 16–23. https://doi.org/10.1080/10400419.2015.992659

Robbins, S. P., & Judge, T. A. (2019). Organisational behavior. 18th ed. Pearson.

Singh, A. P., & Singh, S. (2009). Effects of stress and work culture on job satisfaction. ICFAI Journal of Organisational Behavior, 8(2), 52–62.

Tarasco, J. A. (2013). Move Out of the Comfort Zone and into the RedZone. CPA Prac. Mgmt. F., 9, 15.

Tavakoli, M. (2010). A positive approach to stress, resistance, and organisational change. Procedia-Social and Behavioral Sciences, 5, 1794–1798. https://doi.org/10.1016/j.sbspro.2010.07.366

Thoits, P. A. (2010). Stress and health: Major findings and policy implications. Journal of health and social behavior, 51(1_suppl), S41–S53. https://doi.org/10.1177/0022146510383499

Tomaschek, A., Lütke, S. S., Melzer, M., Debitz, U., & Buruck, G. (2018). Measuring work-related psychosocial and physical risk factors using workplace observations: a validation study of the “Healthy Workplace Screening”. Safety Science, 101, 197–208. https://doi.org/10.1016/j.ssci.2017.09.006

Tufail, M., Shahzad, K., Gul, A., & Khan, K. (2017). The Impact of Challenge and Hindrance Stressors on Job Satisfaction: Moderating Role of Islamic Work Ethics. Journal of Islamic Business and Management, 7(1), 100–113. https://doi.org/10.26501/jibm/2017.0701-008

Wallace, J. C., Edwards, B. D., Arnold, T., Frazier, M. L., & Finch, D. M. (2009). Work stressors, role-based performance, and the moderating influence of organisational support. Journal of Applied Psychology, 94(1), 254–261. https://doi.org/10.1037/a0013090

Weehuizen, R., Sanditov, B., & Cowan, R. (2011). Productivity effects of innovation, stress and social relations. Journal of Economic Behavior and Organization, 79(3), 165–182. https://doi.org/10.1016/j.jebo.2011.01.028

White, A. (2009). From comfort zone to performance management: understanding development and performance. White & MacLean Publishing.