EVALUATION OF MANAGEMENT OF OCCUPATIONAL STRESS IN NASARAWA STATE’S TERTIARY EDUCATION SYSTEM

Abstract

The present paper examines stress, its sources, types, and symptoms, with an emphasis on job-related stressors and their negative impact on both employees and the organization or tertiary education. A set of questionnaires, the Occupational Stress Indicator was distributed to 70 higher education, individuals and staff in Nasarawa State, Nigeria. Participants were stratified and randomly selected by age, marital status, and years in the present job. Fifty questionnaires were returned and two were disqualified. There was a 71% response rate.  A total of 48 questionnaires were used for the statistical analysis. The result found among other things that factors like pressure in the job is another important source of stress for employees and it is directly related to factors like work overload, job insecurity, lack of management support, lack of communication, technological and innovative challenges, ambiguity like job role and having too long hours of work. Of the two main stresses personality types A and B, it has been identified that the type ‘A’ group is highly predisposed to stress. Regarding smoking and drinking habits, encouraging consumption which denotes that employees of tertiary education keep good habits in their lives and do not resort to alcohol or smoking to solve their stress or work-related problems. The T-test showed significant difference of the ages between 37 – 55 years and above, and correlated with the years of service in the job, and showed that they have more pressure on the job. Testing for the difference according to marital status, there is significant differences exist as the source of pressure on the job. Married people often face increased pressure at work, often due to the additional responsibilities that come with marriage. The following are recommended; Institutions should develop and implement comprehensive occupational stress management policies. Increased budgetary allocation for staff welfare and mental health services is crucial. Leadership and managerial staff should be trained in recognizing and mitigating workplace stress. Conduct periodic staff satisfaction and stress audits to inform policy and flexible working hours and remote work options should be considered where feasible.