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A CRITICAL STUDY ON THE EFFECTS OF JOB STRESS ON THE PERFORMANCE OF BANKERS IN NIGERIA (CASE STUDY: UNION BANK, CALABAR)

ABSTRACT
This study critically examines the effects of job stress on the performance of bankers in Nigeria, with a focus on Union Bank, Calabar branch. Job stress in the banking sector arises from intense workloads, tight deadlines, economic instability, and interpersonal dynamics, which can lead to reduced productivity, burnout, and diminished job satisfaction. Drawing on recent empirical research, the investigation highlights how stressors impact key performance indicators and overall employee well-being in an emerging economy context. Utilizing a case study approach, data will be collected through surveys and interviews from Union Bank employees in Calabar to assess stress sources, performance correlations, and potential mitigation strategies. Findings are expected to reveal significant negative associations between high stress levels and performance metrics, while proposing organizational interventions like enhanced support systems and workload management. This research contributes to occupational health literature in Nigeria, offering practical recommendations for banks to foster a healthier work environment and sustain performance amid ongoing sector challenges.

CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
The Nigerian banking sector has undergone rapid transformation in recent decades, shaped by liberalization policies, digital advancements, and global economic pressures. These developments have intensified competition, compelling bankers to adapt to dynamic work environments characterized by extended working hours, performance targets, and evolving customer expectations. Consequently, job stress has emerged as a significant concern, manifesting in physical, emotional, and psychological strains that compromise employee effectiveness (Kenneth & Okoro, 2023). In Nigeria, macroeconomic volatility, including inflation and currency fluctuations, compounds workplace uncertainty, exacerbating role overload and ambiguity among bankers. This often results in diminished motivation and increased error rates.

Globally, research indicates that occupational stress in banking yields divergent performance outcomes. During the COVID-19 pandemic, for example, work-related stress temporarily boosted short-term performance through heightened focus, yet prolonged exposure undermined job commitment and long-term productivity (Roy et al., 2023). Within Nigeria, empirical studies demonstrate that job stress accounts for a substantial proportion of performance variance among bankers. A Lagos-based study found that stress explains 45.3% of employee performance fluctuations, highlighting its significant impact in commercial banking (Akindoyin & Oladiji, 2025). This phenomenon is particularly salient in regional contexts such as Calabar, Cross River State, where Union Bank operates amid localized challenges including infrastructural deficits, seasonal tourism pressures, and security concerns, all of which intensify stress factors.

Banking performance encompasses multiple dimensions, including transaction accuracy, customer satisfaction, sales achievement, and innovation capacity. Elevated stress levels can impair cognitive functioning, decision-making abilities, and interpersonal skills, leading to increased absenteeism and staff turnover. Research conducted in Southwest Nigeria reveals that 77.1% of bankers experience moderate stress levels, which correlate with declines in quality of life indicators such as social relationships and environmental well-being, ultimately affecting professional output (Adekeye et al., 2024). Preliminary observations at Union Bank, Calabar suggest comparable patterns, where stressors including inadequate staffing and technological disruptions contribute to suboptimal service delivery. This study critically examines these dynamics, synthesizing contemporary academic perspectives to analyze the stress-performance relationship and propose context-specific interventions for Nigeria’s banking sector.

The theoretical framework incorporates established models such as the Job Demands-Resources (JD-R) theory, which suggests that excessive job demands coupled with insufficient resources generate stress and hinder performance. In Nigerian banks, resource deficiencies, particularly in training initiatives and mental health support systems, intensify this imbalance. Pre-pandemic research findings corroborate this perspective, demonstrating that stress adversely affects adaptive performance in banking contexts, with employees exhibiting reduced capacity for innovation under pressure (Oluyemi, 2023). By concentrating on Union Bank, Calabar, this research addresses a gap in localized studies, generating insights applicable beyond major urban centers like Lagos to include peripheral regions.

1.2 Statement of the Problem
Job stress represents a significant challenge to the sustainability of the Nigerian banking sector, wherein employees contend with persistent pressures stemming from economic instability, regulatory compliance, and competitive performance targets. These stressors contribute to adverse health outcomes, including heightened anxiety and fatigue, which subsequently lead to diminished employee performance and organizational inefficiencies (Kenneth & Okoro, 2023). Within Union Bank, Calabar, regional factors such as recurrent power outages, transportation difficulties, and culturally influenced workplace norms exacerbate these challenges, potentially resulting in increased operational errors and reduced customer satisfaction.

Unmanaged stress substantially reduces performance variance, with consequential effects on both individual and institutional productivity (Akindoyin & Oladiji, 2025). Post-pandemic research further demonstrates divergent stress trajectories, revealing that while acute stress may not immediately impair performance metrics, it significantly erodes employee commitment, fostering disengagement and attrition (Roy et al., 2023). The lack of comprehensive stress management frameworks within Nigerian financial institutions perpetuates elevated turnover rates, skill depletion, and declining service quality. This study seeks to address these gaps by conducting an in-depth analysis of Union Bank, Calabar, with the aim of identifying stress-inducing mechanisms and proposing empirically grounded, region-specific interventions.

A compounding factor is the intersection of personal and professional stressors, wherein work-life imbalances magnify the detrimental effects on employee well-being. Research conducted in Delta State banking institutions confirms that stress directly impedes job performance, with excessive workload and perceived job insecurity identified as primary contributing factors (Oghenero & Efebeh, 2025). Without targeted interventions, these trends pose a systemic risk to the stability of Nigeria’s financial sector, underscoring the necessity for rigorous investigation to guide policy formulation and organizational best practices.

1.3 Objectives of the Study

The general objective of this study is to critically analyze the effects of job stress on the performance of bankers in Nigeria, with a specific focus on Union Bank, Calabar.

The specific objectives are:

1. To identify the primary sources of job stress among bankers at Union Bank, Calabar.
2. To examine the impact of job stress on key performance indicators such as productivity, job satisfaction, and adaptive performance.
3. To recommend strategies for stress management to enhance banker performance in the Nigerian context

1.4 Research Questions

1. What are the main sources of job stress experienced by bankers at Union Bank, Calabar?
2. How does job stress affect performance metrics like productivity and job satisfaction in this setting?
3. What stress control strategies can be implemented to improve employee performance in Nigerian banks?

1.5 Significance of the Study

This research offers multifaceted benefits. For Union Bank and similar institutions, it provides data-driven insights into stress-performance linkages, facilitating policies that mitigate burnout and boost efficiency. Regulators in Nigeria’s Central Bank can leverage findings to enforce wellness standards, enhancing sector resilience.

Academically, it enriches occupational psychology discourse in developing economies, extending pandemic-focused analyses on stress trajectories. Employees gain awarenessof coping mechanisms, potentially elevating well-being. Broadly, it advocates for integrated stress management, aligning with sustainable development goals for decent work in Nigeria.

The study’s emphasis on Calabar offers novel regional perspectives, contrasting urban-centric research and highlighting geospatial variations in stress impacts. Ultimately, it fosters a paradigm shift toward proactive human resource strategies in banking.

1.6 Scope of the Study

This investigation is confined to job stress effects on performance at Union Bank, Calabar, encompassing full-time staff across operations, customer service, and management. It incorporates contemporary data (2023-2026) for timeliness, while referencing national and international contexts for depth. The case study design ensures focused analysis, though informed by broader Nigerian banking trends.

1.7 Limitations of the Study

Self-reported measures may introduce response biases, skewing stress and performance perceptions. The single-branch focus restricts generalizability beyond Calabar. Evolving economic conditions post-2026 could alter relevance, mitigated via rigorous controls and longitudinal elements.

1.8 Definition of Terms

• Job Stress: Strain from mismatched work demands and resources, encompassing emotional exhaustion and role conflicts.
• Performance: Quantifiable achievements in banking tasks, including efficiency, accuracy, and client engagement.
• Bankers: Professionals at Union Bank, Calabar, handling financial operations and services.
• Union Bank, Calabar: A regional outlet of Union Bank of Nigeria Plc in Cross River State, serving as the empirical focal point.

REFERENCES

Adekeye, O. A., Adefulu, A. D., Aigbavboa, C. O., & Aigbedion, I. M. (2024). Perceived work stress and quality of life among bankers in Southwest Nigeria. Indian Journal of Occupational and Environmental Medicine, 28(1), 77–82. https://doi.org/10.4103/ijoem.ijoem_30_23

Akindoyin, E. O., & Oladiji, T. O. (2025). Job stress and performance of bankers in Lagos, Nigeria. ESUT Journal of Social Sciences, 10(2). https://esutjss.com/index.php/ESUTJSS/article/view/284

Kenneth, A., & Okoro, C. B. (2023). The effects of work stress on employees performance in the commercial banking sector in Nigeria. GOUNI Repository. http://eprints.gouni.edu.ng/4272

Oghenero, O. E., & Efebeh, V. E. (2025). Effect of stress on employees’ job performance of commercial banks in Delta State, Nigeria. ResearchGate. https://www.researchgate.net/publication/381544338_Effect_of_Stress_on_Employees’_Job_Performance_of_Commercial_Banks_in_Delta_State_Nigeria

Oluyemi, B. F., & Khairuddin, I. (2023). Impact of stress on employees job performance: A study on banking sector of Nigeria. International Journal of Management and Applied Science, 9(11). https://ijmas.iraj.in/paper_detail.php?paper_id=10999

Roy, P. K., Haque, M. A., Wang, W., Hassan, M. M., & Hemel, N. S. (2023). Bankers’ job stress, job performance, and job commitment trajectories during the COVID-19 pandemic. Journal of Entrepreneurship, Management and Innovation, 19(3). https://www.jemi.edu.pl/vol-19-issue-3-2023/bankers-job-stress-job-performance-and-job-commitment-trajectories-during-the-covid-19-pandemic