manager's job

Sustainable Work Performance: The Roles of Workplace Violence and Occupational Stress

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Early research discussed the impact of violence at work (WV) on sustainable work performance (SWP). However, findings regarding employee-related occupational stress have not been discussed in the literature. Stressful events in all aspects of normal life (work, friends, and family) represent a high degree of psychological stress and can have a negative impact on work performance. Although some people face the challenge of such pressures, others try to escape them. In this era, many people who are under daily stress have allowed themselves to endure

violence in the workplace. This article looks at the effects of occupational stress (OS)

interventions between WV and SWP to determine the impact on academics and practitioners.

 

Interactions between employees at work are obvious, and they can be pleasant or harmful. People's interactions, whether favorable or negative, usually result in varied outcomes. They can result in a productive working atmosphere in some situations, but they can also result in toxicity among working professionals.

 

The goal of this research is to look into the links between workplace violence, occupational stress, and long-term job performance. This study looked at multiple aspects of workplace violence (harassment, mobbing, ostracism, and stalking). The findings of this study show that workplace violence has a negative impact on long-term work performance in both direct and indirect interactions. The following are the study's findings: For starters, harassment lowers employee morale, which leads to worse work performance. Second, workplace mobbing diminishes productivity, increases stress, anxiety, sadness, and irritation, and increases low job engagement, absences, and destruction of work. Third, workplace ostracism lowers employee and organizational motivation, resulting in decreased productivity. Stalking at work has a

negative impact on work performance because it generates a negative image and fosters toxicity among coworkers and peers. Fourth, among employees who are stressed at work, occupational stress is viewed as a stigma. We can conclude that happy and healthy employees can be their most productive. As a result, businesses must create a culture in which employees may perform at their best and flourish.