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STRESS AND JOB PERFORMANCE AMONG NON-
ACADEMIC STAFF AT IIUM: A CASE STUDY
BY
RAMLI
A dissertation submitted in fulfilment of the requirement for
the degree of Master of Education in Educational
Psychology
Institute of Education
International Islamic UniversityMalaysia
JULY 2013
ii
ABSTRACT
The purpose of this study is to review the reciprocal relationship between stress
factors and job performance of selected non-academic staff of IIUM. Descriptive
analysis, ANOVA and correlation statistics were administered in this study. Data were
collected using scale of Job stress measured by a PerceivedStress Scale with the 14-
items scale developed by Cohen. S, KamarckT,&Melmetstein (1983). The population
of this study was 1161 of non-academic staff within nine facultiesof Gombak campus
of IIUM. Using cluster sampling method, 103 of non- academic staff of IIUM were
selected. The general findings regarding the perceived stress and job performance
among the non-academic staff of IIUM is that, the majority of respondents believe that
their present job is very convenient for them. Besides, there was no significant
relationship found between stress factors and job performance, though the correlation
between perceived stress and job performance was strong. On the issue of gender, age,
and educational background among the non-academic staff of IIUM, the study
revealed that there were no significant differences reported on those factors.
iii
ملخص البحث
دف هذه الدراسة إلى مراجعة العلاقة بين عامل الضغط النفسي والأداء الوظيفي ،لعينة
وقد استخدمت هذه . مختارة من غير الطاقم الأكاديمي في الجامعة الإسلامية العالمية بماليزيا
أما معطيات هذه الدراسة . ANOVAالدراسة الإحصاء الوصفي، عامل الارتباط، اختبار
وقد تم . بندا 14اء على مقياس الضغط النفسي الوظيفي، الذي يشتمل على فقد جمعت بن
نة هذه الدراسة كانت مكونة عي).1983(و مليمستن ) كامريك(و) كوهين(تطويره من قبل
كليات بحرم الجامعة الإسلامية العالمية ماليزيا؛ 10عامل من الأكاديميين ضمن 1164من
عاملا من غير الأكاديميين بالجامعة 303ثم اختيار . ة العينة العنقوديةباستعمال طريق
فيما يخص نتائج اختبار التوتر أثناء أداء العمل، فقد أظهرت النتائج أن غالبية . الإسلامية
ايبين يعتقدون أن عملهم الحالي ملائم جدا، وأنه لا توجد علاقة بين الضغط المترتب عن
فيما يخص الجنس، . التوتر وأداء العمل كان قويا العمل وأداء العمل، رغم أن الرابط بين
العمر، والخلفية العلمية بين العمال غير الأكاديميين؛ اظهرت النتائج أنه لا يوجد فارق كبير
. بين هذه المتغيرات
iv
APPROVAL PAGE
I certify that I have supervised and read this study and that in my opinion it conforms
to acceptable standards of scholarly presentation and is fully adequate in scope and
quality, as a thesis for the degree of Master of Education in Educational Psychology.
………….................……………
Syed AlwiShahab
Supervisor
I certify that I have read this study and that in my opinion it conforms to acceptable
standards of scholarly presentation and is fully adequate in scope and quality, as a
thesis for the degree of Master of Education in Educational Psychology.
………… .............. ……..………
Nik Ahmad HishamIsmail
Examiner
This thesis was submitted to the Department of Educational Psychology and is
accepted as a fulfilment of the requirement for the degree of Master of Education in
Educational Psychology.
………… �............. ……………
HanizaRais
Head, Department of Counseling
and Psychology
This thesiswas submitted to the Institute of Education and is accepted as a fulfilment
of the requirementfor the degree of Master of Education in Educational Psychology.
…………..............……………...
RosnaniHashim
Dean, Institute of Education
v
DECLARATION
I here declare that this thesisis the results of my own investigation, except where
otherwise stated. I also declare that ithas not been previously or concurrently
submitted as a whole for my other degree at IIUM or other institutions.
Ramli
Signature……………………… Date……………………..
vi
INTERNATIONAL ISLAMIC UNIVERSITY MALAYSIA
DECLARATION OF COPYRIGHT AND AFFIRMATION
OF FAIR USE OF UNPUBLISHED RESEARCH
Copyright © 2013 by RamliAljaberi.All right reserved.
STRESS AND JOB PERFORMANCE AMONG NON-ACADEMIC STAFF
AT IIUM: A CASE STUDY
No part of this unpublished research may be reproduced, stored in a retrieval
system, or transmitted, in any form or by any means, electronic, mechanical,
photocopying, recording or otherwise without prior written permission of the
copyright holder except as provided below.
1. Any material contained in or derived from this unpublished
research may only be used by others in their writing with due to
acknowledgement.
2. IIUM or its library will have the right to make and transmit copies
(print or electronic) for institutional and academic purposes.
3. The IIUM library will have the right to make, store in a retrieval
system and supply copies of this unpublished research if requested
by other universities and research libraries.
Affirmed by Ramli
………………….……
Signature
………………………
Date
vii
ACKNOWLEDGEMENTS
All praise is due to Allah, who thought by the pen, thought man that he knew not. First
and fore most, I sincerely thank to Allah Almighty for his countless bounties that He
lavishes upon me throughout my life, especially the ability to accomplish this task.
In addition, I could not have finished this study without any support of my
family, friends, teacher, lecturers and professors for my life long learning journey.
At the outset, the compilation of this research would not be possible without
the encouragement and assistance of my academic advisor who turn out to be my
supervisor Assoc. Prof. Dr. Syed AlwiShahab who made himself available for
questions and consistently supportive. May Allah reward his painstaking guidance and
part of this work. I would also like to thank Prof. Nik Ahmad Hisham Ismail, the
examiner, for his invaluable advice and comments on how to improve my thesis.
I would ilke to thank my entire family for their patience and understanding
over the years of this masters program. Above all, I thank to my wife AndiSumiati my
son ZukhrofiAbbar, my mother Zaharah, sisters and brothers.
I never forget to express my gratitude to my Indonesian and International
friends collectively who always supported me to complete my study.
Finally, I deeply thank to the people who gave me encouragement, love and
affection, understanding, cooperation in completing my thesis. Thank you does not
seem sufficient, but it is said with appreciation and respect.
viii
TABLE OF CONTENTS
Abstract .................................................................................................................... ii
Abstract in Arabic .................................................................................................... iii
Approval Page .......................................................................................................... iv
Declaration Page ...................................................................................................... v
Copyright Page ......................................................................................................... vi
Acknowledgements .................................................................................................. vii
List of Tables ........................................................................................................... x
List of Charts ............................................................................................................ xi List of Abbreviations .......................................................................................................... xii
CHAPTER ONE: INTRODUCTION .................................................................. 1
Background of the study .............................................................................. 1
Statement of the problem ............................................................................. 4
Objective of the study .................................................................................. 5
Hypotheses ................................................................................................... 5
Significance of the research ......................................................................... 6
Limitation of the study ................................................................................. 6
Definition of operational terms .................................................................... 7
CHAPTER TWO: LITERATURE REVIEW ..................................................... 8
Introduction .................................................................................................. 8
Definition of Stress ............................................................................... 8
Factorinfluencing Stress ........................................................................ 10
Source of Stress ..................................................................................... 11
Interpersonal relationship ...................................................................... 15
Job environment .................................................................................... 15
Role characteristics ............................................................................... 16
Type of Stress ........................................................................................ 17
Signs and symptoms of Stress ............................................................... 19
Job performance .................................................................................... 20
Stress and Job Performance .................................................................. 21
Gender Differences in Relation to Stress .............................................. 24
CHAPTER THREE: METHODOLOGY AND PROCEDURES ..................... 27
Introduction .................................................................................................. 27
Population ............................................................................................. 27
Sample ................................................................................................... 29
Instrument ............................................................................................. 33
Pilot Study .................................................................................................... 34
Validity Test ................................................................................................. 35
Data Collection ............................................................................................. 36
ix
Data Analysis ............................................................................................... 36
CHAPTER FOUR: ANALYSIS AND FINDINGS ............................................. 38
Introduction .................................................................................................. 38
Socio-Demographic Characteristics of Respondents ............................ 38
Descriptive Analysis .................................................................................... 42
Research Findings ........................................................................................ 47
Summary ...................................................................................................... 51
CHAPTER FIVE: SUMMARY, CONCLUSION, AND RECOMMENDATION
............................................................................................................................ 53
Introduction .................................................................................................. 53
Summary of the Study .................................................................................. 53
The Finding of the Study .............................................................................. 55
Conclusion .................................................................................................... 56
Recommendation .......................................................................................... 57
Recomemendation for Further and Future Study ......................................... 58
REFERENCES ....................................................................................................... 59
APPENDIX: QUESTIONNAIRE ........................................................................... 63
x
LIST OF TABLES
Table No.Page No.
3.1 Population of Sample 28
3.2 The table for determining the sample size based on confidence level needed
from a given population was provided by Krejcie and Morgan
(1970). 30
3.3 Sample of Study 32
3.4 Reliability Statistics Per Construct 34
3.5 Total Reliability Statistics 35
4.1 Respondent Gender 39
4.2 Respondent Age 40
4.3 Respondent Educational Degree 41
4.4 Working Experience 41
4.5 Non-Academic Staff Responses on Their Job Perceived Stress 43
4.6 Job Performance Scale 46
4.7 The Relationship between Stress Factor and Job Performance amongNon-
Academic Staff 47
4.8 The Correlation between Stress Factors and Job Performance with
respect to gender ofNon-Academic Staff 48
4.10 The Differences between Stress Factors and Job Performance with
respect to Age of Non-Academic Staff 49
4.11 The Differences between Stress Factors and Job Performance with
respect to Educational Background of Non-Academic Staff 50
4.12 The Differences between Stress Factor and Job Performance with
respect to the Working Experience of Non-Academic Staff 51
xi
LIST OF CHARTS
Chart No.Page No.
4.1 Respondent Gender 39
4.2 Respondent Age 40
4.3 Respondent Working Experience 41
xii
LIST OF ABBREVIATIONS AND ACRONYMS
AMAD : Academic Management and Admissions Division
ANOVA : Analysis of Variance
AIKOL : Ahmad Ibrahim Kulliyyah of Laws
ACSD : Alumni and Career Services Division
CB : Central Budget
CELPAD : Centre for Languages and Pre-University Academic
CPS : Centre for Postgraduate Studies
CPD : Centre for professional Development
CI : Centre for Islamisation
CCD : Corporate Communication Division
CSD : Counseling Services Department
DD : Development Division
FFSD : Facilities, Food and Services Department
FD : Finance Division
IIUM EF : IIUM Endowment Fund
IIUM GSM : IIUM Graduate School of Management
IIUM HWC : IIUM Health and Wellness Centre
ITD : Information Technology Division
INSTED : Institute of Education
IIBF : Institute of Islamic Banking and Finance
IAU : Internal Audit Unit
ICEO : International Cooperation and Exchange Office
IIMU : International Institute for Muslim Unity
IIAC : International Institute for the Alliance of Civilization
ISTAC : International Institute of Islamic Thought and Civilization
IIW : International Institute of Wassatiyyah
KAED : Kulliyyah of Architecture and Environmental Design
KEMS : Kulliyah Economics and Management Sciences
KE : Kulliyyah of Engineering
KICT : Kulliyyah of Information and Communication of Technology
KIRKHS : Kulliyyah of Islamic Revealed Knowledge and Human Sciences
LIB : Library
MSD : Management Services Division
OCSQA : Office of Corporate Strategy and Quality Assurance
ODPPKH : Office of Distinguished Professor Prof, M. Kamal Hasan
RMC : Research Management Centre
PSS : Perceived Stress Scale
xiii
SD : Standard Deviation
SPSS : Statistical Packages for Social Sciences
SRC : Sports and Recreational Centre
SADD : Student Affairs and Development Division
SSD : Student Services Division
SLEU : Students Learning Enhancement Unit
SHASM : Sultan Haji Ahmad Shah Mosque
1
CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
Stress is defined as the non-specific response of the body to any demand, which
requires the person to re-adapt patterns of behaviour (Selye, 1998). Some people may
even experience physical symptoms that are associated with being under stress
includinginsomnia, headaches, hatred, boredom, irritability or short-temperedness,
experiences of nausea or other forms of stomach distress. Stress is a usual reaction but
can become a problem when environmental demands exceed one’s ability to cope
(Marmot & Wilkinson, 2003). Positive events can be regarded as stressful as negative
events. In contrast, most people are capable of coping with such events, which may in
fact be temporary.
Component of life is always competitive in living standard and could not be
avoided. As a result, the speed to fulfil it is taking place and overwhelming, and
furthermore, time passes very fast, nobody free from stress and no profession is stress
free. Everybody experiences stress, whether it is in social activities, organisation and
workplace, study and other businesses even within in the family.
In this modern era, job stress is becoming part of the life and getting a lot of
attention especially in recent years. And it has become the main concern in everyone’s
life, however everybody wants stress-free life. Stress is something hard to avoid.
Stress is a part of day-to day living. Every individual is subjected to stress either
knowingly or unknowingly (Karnataka, 2008).
2
There are several factors that increase prevalence of stress environmental
factors such as air pollution,crowding, violence in social life, violence in work place,
noise pollution and lack of loyalty by companies and employees(Antain and Otong,
2001). Additional factors Almeida (2005) included thatdaily life stressors and routine
challenges of living such as the everyday concern of work, taking care of and loving
other people, commuting between work and home. unexpected small occurrences that
disturb daily life much as debate with children, unexpected work deadlines and
damage computers and other major life stressors include job loss, marital disruption,
or the death of a loved one are considered as daily stressors.
Job life is one of the important parts of our daily lives which cause a great deal
of stress. Due to the competitive nature of the job environment, most of the people in
the world are spending their time for job related work purposes resulting ignore the
stressor those are influencing their work and life. University academic staff tends to
face more problems in their job as the managements face competitive pressure from
other universities.
Management role of an organization is one of the aspects that affect work-
related stress among workers (Alexandros et al., 2003).Workers in an organization can
face occupational stress through the role stress that the management gave. Role stress
means anything about an organizational role that produces adverse consequences for
the individual (Kahn and Quinn, 1970).
Job performance is the result of three factors working together: skill, effort and
the nature of work conditions. Skills include knowledge, abilities and competencies
the employee brings to the job.However, effort is the degree of motivation the
employee puts forth toward getting the job done and the nature of work conditions is
3
the degree of accommodation of these conditions in facilitating the employee’s
productivity (RubinaKazmi, 2008).
Job stress can be defined as individual’s reaction to characteristics of the work
environment that seem emotionally and physically threatening (Jamal, 2005). It points
a poor fit the individual’s capability and his or her work environment, in which
excessive demands are made of the individual or the individual is not fully prepared to
handle a particular situation (Jamal, 1985). In general, the higher imbalance between
demands and the individual’s ability, the higher the stress perceived by the individual
will be (Jamal, 2005).
Job performance can be viewed as an activity in which an individual is able to
accomplish successfully the task assigned to him or her, subject to the normal
constraints of the reasonable utilization of available resources (Jamal, 1984).
Nowadays, some universities are now setting new goalto compete with other
universities and affect non-academic staff involved in achieving the goal. This might
cause the university non-academic staff experiencing a lot of stress and this, therefore,
influences their job performance and even their physical or mental health. And the
other side, the change of demand is increasing the pressure of workforce to perform
high output and enhance competitiveness. As a result, to perform better to their job,
there is a requirement for workers to do a lot of and multiple tasks in their job to keep
following of changing technologies (Cascio, 1995; Quick, 1997). The important
factors influencing job stress in their work have clearly seen in the result of the
pressure workforce (Cahn et al., 2000).
4
STATEMENT OF THE PROBLEM
The introduction above can be reviewed as factors which contribute stress level of
non-academic staff at IIUM. This force does not affect staff. However, when the staff
perceives them as a stress and this stress can impact them in their job performance.
Non-academic staff of a University may become overwhelmed easily with too
many factors and limited resources of energy and time that they have. The factor of
stress that one perceives may be different from other staff.The amount of stress that
individual perceived during past semesters can be measured with The Perceived Stress
Scale developed by Cohen and Mermeisteinas cited in Calderon et al.(2001) with a
14-item scale designed to measure the degree to which situations in one’s life are
assumed as being stressful.
The factors that can be perceived by some staff such as routines sleep habit,
social activities, eating habit,exercise and work as stressors that they require to
overcome so that they can achieve a higher performance. In contrast, other staff may
not perceive these situations as stress factors at all. Due to many factors affecting
stressful for staff, this study focuses on to investigate the correlation between Stress
factors and job performance among University non-academic staff in IIUM. To
investigate this study, there are three research questions as follows:
1. Is there any relationship between stress factors and job performance
among non-academic staff of IIUM?
2. Is There any relationship between stress factors and job performance with
respect togender of non-university academic staff of IIUM?
3. Is there any difference between stress factors and job performance with
respect to age of non-academic staff of IIUM?
5
4. Is there any difference between stress factors and job performance with
respect to educational background of university non-academic staff of
IIUM?
5. Is there any difference between stress factors and job performance with
respect to working experience of non-academic staff of IIUM?
OBJECTIVE OF THE STUDY
Increasing the pressure of workforce to perform maximum output has become one of
the important factors that influencing job stress in their work. Thus, the main purpose
of this study was to review the reciprocal relationship between stress factors and job
performance. Besides, it is to examine demographic factors (age, gender, working
experience, and educational background) that may have influence the relationship
between stresses perceived and job performance of university non-academic staff in
IIUM.
HYPOTHESES
The following null hypotheses are tested for significance at the .05 level.
1. Hο1. There is no statistically significant correlation between stress factors
and job performance of university non-academic staff of IIUM.
2. Hο2. There is no statistically significant correlation between stress factors
and job performance with respect to gender of university non-academic
staff of IIUM.
3. Hο3. There is no statistically significant difference between stress factors
and job performance with respect to age of non-university non-academic
staff of IIUM.
6
4. Hο4. There is no statistically significant difference between stress factors
and job performance with respect to educational background of university
non-academic staff of IIUM.
5. Hο5.There is no statistically significant difference between stress factors
and job performance with respect to job experience of university non-
academic staff of IIUM.
SIGNIFICANCE OF THE RESEARCH
1. Theoretically, the results of this study are capable of enriching the theory
of stress factors by relating to job performance.
2. Practically, the result of this study is expected to give the university non-
academic staff more understanding about the stress management.
LIMITATION OF THE STUDY
1. Stress factors are determined by one measurement; Perceived Stress Scale.
2. Only university non-academic staff of IIUM is included in the study.
3. Lastly, more factors or variables can also be included in the questionnaire
as stress can be caused by many different aspects of the working
environment. With and increased sample size, a more detailed empirical
study among independent variables and the variables that have multiple
categories can be performed. Potential correlation between some of the
independent variables needs to be reported in a future study.
7
DEFINITION OF OPERATIONALTERMS
a) Stress is defined as “the non-specific response of the body to any demand,
which requires the person to re-adapt patterns of behaviour (Selye, 1998).
b) Job performance can be viewed as an activity in which an individual is
able to accomplish successfully the task assigned to him or her, subject to
the normal constraints of the reasonable utilization of available resources
(Jamal, 1984).
c) Perceived Stress Scale; In order to evaluate the amount of stress that staff
perceive to be under, the researcher used the Perceived Stress Scale,
developed by Cohen andMermeistein in 1983 as cited by Almeida (2002)
The Perceived Stress Scale is a fourteen-item scale that asks the
respondents to answer a series of questions as they pertained to them in
the last month. I filled in the words, during last semester, to be able to
evaluate their level of perceived stress at that point in time.
d) Non-academic staffare defined as those that do not have an academic
employment function such as managers, non-academic professionals,
student welfare workersand secretaries.
8
CHAPTER TWO
LITERATURE REVIEW
INTRODUCTION
Examining the relationship between stress factors and job performance among
university non-academic staff in IIUM is the focus of this study. And this investigates
to universitynon-academic staff. For clarification, literature review of this study will
discuss seven different sections that are correspondent to stress factors and university
non-academic staff performance in IIUM.
Definition of Stress
There are different ways on how to define stress throughout the years. Basically,
pressure from the environment was experienced, then as strain within the person.
Definition of stress today as general is one of the interactions between the situation
and the individual. It is the psychological and physical condition that results when the
resources of the individual are not sufficient to fulfil demands and pressures of the
situation. And therefore Ayub, Med Colland Abbottabad (2008) said that stress is
more likely in some situations than others and in some individuals than others.
Definition of stress explained bySpielbenger(1979) was divided into different
ways.He argued that stress is harmful potentiality. Firstly, dangerous and external
situation/conditions (stressors) that cause stress reaction and secondly to the internal
thinking, judgement, emotional state and psychological process that are caused by
stressful stimuli.
9
Lazarus(1966) stated that definition of stress was as dynamic condition within
an organism that is gainedby an actual and perceived difference between the
organism’s capacity and environmental factor to cope with these demands and is
indicated through various psychological, emotional and behavioural responses.
Selye (1956) difined stress is as any external event or internal force which
threatens to upset the organism equilibrium. McGrath (1970) stated that stress is a
perceived imbalance between demand and response capacity under conditions where
failure to cater demand that has important role.In addition, Wolf and Goodell (1968)
revealed that stress is as a dynamic condition of within an organism in response to a
demand and adaptation.Cofer and Appey (1968) also found that stress is a state of
organism where someone perceives that his wellbeing is endangered and that he must
direct all his power to be protected.
Stress is the sum total of all non specific biological phenomenon described by
different external impact. Someone perceives stressed when he is confronted with
unexpected condition. It is a concept that has multi dimensions and various usages in
different fields which differ according to certain focus and purpose (Karnataka, 2008).
Stress is defined as the result of stressors, which are, role ambiguity, role
overload and role conflict. The bigger the amount of stressors, the bigger the stress is
(Kahn et al., 1964). Job stress arises when high job demands (especially work
overload and time pressure) are combined with low job control. Job control is defined
as the ability employees have, to take decisions themselves about how they will
achieve their job demands (Karasek, 1979).
Stress is defined as an adaptive response in which the body's reaction to an
event that is seen as emotionally disturbing, disquieting, or threatening. When
someone feels such an event, he experiences what stress researchers call the fight or
10
flight response. To prepare for fighting or fleeing, his body increases its heart rate and
blood pressure; more blood is sent to his heart and muscles, and his respiration rate
increases (Carmines, 1981).
Stress is difficult to define; partly it means different things to different people.
The overall experience of stress can include instigating causes or stimuli followed by
various stress responses, as well as our perception of what is stressful to us as
individuals. Those that emphasize the stimuli or instigating factors describe stress in
terms of stressors- the variety of external and internal stimuli that evoke stress, such as
a highly competitive work environment conflicts.
Factorinfluencing Stress
Rhyal and Singh revealed in their study that from the sample of 100 faculty members,
30 professors, 31 associate and 39 assistant professors. The study indicated that 26-35
years experience academic staff had higher job stress than those with teaching
experience of 16-25 years. Those who with 16-25 years experience had higher job
stress than those with teaching experience of 5-15 years.
Another study from Bhagawan (1997) on 100 teacherswere selected from 20
schools in Orissa consisting of 100 teachers (53 male and 47 female teachers) in the
samples. The results showed that higher the teaching experience, lesser the
experienced burn out.
Ansari and Singh (1997) in their research indicated on investigating the
contribution of demographic variables to the nature of stress experienced by the
teachers in an agriculture university. The study consisted of sample of 235 faculty
members (23 professors, 74 associate and 138 assistant professors). The associate
professor’s total service experience was positively related to stress.
11
Bhatia and Kumar (2005) conducted a study on occupational stress and burn
out in industrial employees. There were 100 employees belonging to supervisor and
below supervisor level. Their experience length of service was different from 2-6 and
7-12 years. Industrial employees at supervisor rank and below supervisor rank with
more experience of service perceived more occupational stress due to more feeling of
depersonalization and more emotional exhaustion.
Blix et al. (1994) also discussed on occupational stress among university
teachers. They revealed that faculty had less than 10 years of experience had higher
stress than that with more than 20 years of experience.
Source of Stress
People’s performance and quality of life can be enhanced by a certain point of stress
which is healthy and essential that they should face challenges within their lives
(Tehrani, 2008), however if pressure which they have becomes excessive, it loses its
beneficial effect and becomes dangerous (Cooper, 1988). Because, it is the reaction of
people under pressure or other types of demands for them and goes up when they are
afraid that they cannot cope (Health and safety executive, 2001).
People always feel stressful. This is reality that stress comes with the territory
of living in our world. No matter how powerful they are a person, stress always ends
up the victor in a long-term battle. Process to cope with stress is a problem that they
have to face. It starts to take a serious toll upon their emotions, relationships, health
and other important aspects of their lives. Everyone has stress, but not everyone
manages his stress in the same way. Some people only do their best to manage their
stress while others figure out what makes them stressful and eliminate it to the best of
their ability (Performance Clinic Communication Health Centre, 2010).
