RELATIONSHIP BETWEEN WORK STRESS AND DEVIANT WORKPLACE BEHAVIOUR AMONG CONTRACT BANK EMPLOYEES IN LAGOS STATE

Abstract

This study was on relationship between work stress and deviant workplace behavior among contract bank employees in Lagos state. Three objectives were raised which included: To establish the relationship between work stress and deviant workplace behaviours among contract bank employees in Lagos state, to deduce a theoretical framework that could be used to effectively address workplace deviant behaviours in the Nigerian banking industry and to find out whether stress of contract bank employee reduce job satisfaction and increases deviant workplace behavior in the banking sector. The total population for the study is 75 staffs of first bank. The researcher used questionnaires as the instrument for the data collection. Descriptive Survey research design was adopted for this study. The data collected were presented in tables and analyzed using simple percentages and frequencies. The findings revealed that work stress has a statistically positive significant relationship with workplace deviant behaviours in the Nigerian banking industry. Moreover, the results of this investigation have major implication for organisational behaviour, managerial decisions, and harmonious employee employment relationship in the Nigerian banking industry. Increased work stress significantly increases workplace deviant behaviours in the Nigerian banking industry. Hence, the Nigerian banking industry can minimise workplace deviant behaviours through a decrease or reduction in the level of work stress. There have been little, if any studies done to ascertain the relationship between work stress and workplace deviant behaviours in the Nigerian banking industry

 

Chapter one

Introduction

• Background of the study

Organisations operate according to instructions, guidelines and principles, and there is an expectation for every member of an organisation to act in line with the rules. As stated by Robinson and Bennett (1995), workplace deviant behaviour is a controlled action by employees, which is in contrast to key organisational values that threatens the organisation and its member’s well-being. Workplace deviant behaviour may either be negative or positive. As stated in Appelbaum, Iaconi and Matousek (2007), positive deviant behaviour, as noted by Spreitzer and Sonenshein (2003), is a deliberate behaviour set apart from the norm of a group of individuals in a decent manner. Appelbaum et al. (2007) posited that, previous researches have focussed mainly on negative behaviours, which are perceived as deviant, for instance, concealing effort, absenteeism, withdrawal, and behaviours that result in inequity in the workplace. The prevalence of deviant behaviour, for example, fraud, sexual harassment, theft, suppression of efforts and hostile behaviours pose great challenges to organisations (Lawrence & Robinson, 2007; Peterson, 2002a; Aquino, Galperin & Bennett, 2004). Hence, this study is concerned with the negative aspect of workplace deviant behaviour, also known as negative deviant behaviour (Appelbaum, et. al., 2007). In fact, workplace deviant behaviours seem to have become more and more visible concern for both academicians and practitioners, as they have become considerably disturbing, owing to their damaging effects on employees and their organisations. Hence, in recent times, organisational behaviour researchers have picked interest in addressing deviant organisational behaviour (Greenberg & Baron, 2003). This is because it can become a difficult and expensive problem with regards to the monetary toll that it takes on organisations, as well as the emotional toll that it takes on employees (Greenberg & Baron, 2003). The costs of workplace deviant behaviours are severe, as they could affect the organisation’s rankings, including decision-making, costs and efficiency (Appelbaum, Iaconi, & Matousek, 2007).

An increased interest in the workplace deviant behaviours has been nurtured over the past ten years, as huge corporations such as Tyco and Enron have made public, the characteristic menaces of workplace deviant behaviours (Appelbaum, Deguire & Lay, 2005). Hence, workplace deviant behaviours, such as, withholding efforts, fraud, maltreatment of co-workers, and absenteeism, remain a tenacious concern for a lot of organisations across the globe (O’Neill, Lewis & Carswell, 2011; Restubog, Garcia, Wang & Cheng, 2010).

In fact, the approach or nature of business activities undertaking in the Nigerian banking industry, predicts the occurrence of corrupt practices in the industry, as banks and other allied institutions deal with finances and monetary transactions, which make bank employees more susceptible to fraudulent practices (Owolabi & Babalola, 2011). There are often apprehensions about disreputable practices and fraud within the Nigerian banking industry, irrespective of regulations and examination by the Chartered Institute of Bankers of Nigeria, as well as by the Central Bank of Nigeria (Chiezey & Onu, 2013). As posited by Ajayi (2003), fraud is endemic in Nigeria, and reflects in many areas of business activities in the country. In fact, the deviant behaviours that prevail in the Nigerian banking industry include offensive dressing and sexual harassment. This trend could be linked to the aftermath of the capitalization policy, introduced by the Central Bank of Nigeria (CBN) in 2009. This policy resulted in increased awareness by all existing banks, forcing banks to transform into a more vicious monetary institution that could be able to meet up with the new challenges triggered by the CBN capitalisation policy (Ilupeju, 2008). This new arrangement precipitated unjustified conditions for employees, particularly the female ones, who were coerced to woo and accommodate depositors at all cost, and even at times, to the detriments of their personal wellbeing (Ilupeju, 2008). Olufayo (2011) also claims that in recent times in the Nigerian banking industry, instructions were given to marketing departments to recruit mainly young, elegant and attractive female employees, who could use their bodies to solicit funds from willing customers. In addition, bullying is also seen as common in the Nigerian banking industry. Ayodele and Bello (2008) stated that beyond being hostile, bullying is directed to cause damage or pain, which occurs repeatedly, and happens in a situation where there is an imbalance of control or strength. An investigation by Oghojafor, Muo and Olufayo (2012) discovered that 91% of the respondents agreed that bullying incidents are escalating in Nigerian workplaces, particularly in the banking industry

Statement of the problem

As a nexus, studies have identified factors, such as job stressors, (Fox, Spector & Miles, 2001; Ahsan, Abdullah, Fie and Alam, 2009) as causes of workplace deviant behaviour. Hence, this factor could be potent enough to render companies to become more susceptible to deviant behaviours, which are exhibited by their employees. Akingunola and Adigun’s (2010) pragmatic investigation of the presence of work stress in the Nigerian banking industry mention that, a higher level of stress exists amongst executive employee in Nigerian bank, than non-executive employees. Akingunola and Adigun (2010) further posit that banking in Nigeria is fundamentally a profession that is stressful, characterised by ethical dilemmas, long working hours, regulatory bottlenecks and problematic customers. They also state that workers in human service professions, for example, banking in Nigeria, are frequently mandated to use a significant amount of time in engaging with other individuals. When the problems of customers are not resolved instantly, the condition may turn out to be a frustrating one, leading to behaviours such as co-employee harassment. Moreover, Chovwen (2013) argues that an undue amount of work stress leads to a lack of productivity, loss of confidence, and increased error. He further noted that excessive amounts of work stress can stimulate deviant workplace behaviours such as absenteeism and increased conflict with others. Furthermore, Obiora and Iwuoha (2013) opine that work stress in the Nigerian banking industry can force bank employees especially contract ones to adopt tendencies and dispositions towards corruption. Hence, this study aims to examine the current state of the relationship between work stress and deviant workplace behavior among contract bank employees, with an intention to propose mechanisms to reducing work stress, as well as workplace deviant behaviours in the workplace, predominantly in the Nigeria’s banking industry.

Objective of the study

The following objectives were determined;

1. To establish the relationship between work stress and deviant workplace behaviours among contract bank employees in Lagos state
2. To deduce a theoretical framework that could be used to effectively address workplace deviant behaviours in the Nigerian banking industry.
3. To find out whether stress of contract bank employee reduce job satisfaction and increases deviant workplace behavior in the banking sector

Research question

The following research questions were formulated

1. Is there any relationship between work stress and deviant workplace behaviours among contract bank employees in Lagos state?
2. Can theoretical framework be used to effectively address workplace deviant behaviours in the Nigerian banking industry?
3. Does stress of contract bank employee reduce job satisfaction and increases deviant workplace behavior in the banking sector?

Research hypotheses

The following research hypotheses were formulated

H0: there is no relationship between work stress and deviant workplace behaviours among contract bank employees in Lagos state

H1: there is relationship between work stress and deviant workplace behaviours among contract bank employees in Lagos state

H0: No theoretical framework can be used to effectively address workplace deviant behaviours in the Nigerian banking industry

H2: theoretical framework be used to effectively address workplace deviant behaviours in the Nigerian banking industry

H0: stress of contract bank employee does not reduce job satisfaction and increases deviant workplace behavior in the banking sector

H3: stress of contract bank employee reduces job satisfaction and increases deviant workplace behavior in the banking sector

 

Significance of the study

The study will be very beneficial to students, employees especially bank. The study will give a clear insight on the relationship between work stress and deviant workplace behavior among contract bank employees in the Lagos state. The result of the study will make the organization to know effect of deviant behavior in organization and the study will serve as a reference to other researcher that will embark on the related topic

Scope of the study

The scope of the study covers relationship between work stress and deviant workplace behavior among contract bank employees in Lagos state. The study will be limited to staffs of first bank, Lagos state

Limitation of the study

The researcher encounters some constraints which limit the scope of the study namely:

The research material available to the researcher is insufficient, thereby limiting the study

The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.

Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).

Definition of term

Work stress: Job stress can be defined as the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or needs of the worker. Job stress can lead to poor health and even injury.

Deviant behavior: Deviant behavior is any behavior that is contrary to the dominant norms of society. There are many different theories on what causes a person to perform deviant behavior, including biological explanations, sociological explanations, as well as psychological explanations

Employee: a person employed for wages or salary, especially at non-executive level

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