Estrés laboral y su influencia en el desempeño de los trabajadores
de la empresa Almxpress, Guayas, Ecuador
J. Manage. Hum. Resour. (January - June 2025) 3(1): 8-15
https://doi.org/10.5281/zenodo.15490952
ISSN: XXXX-XXXX
ORIGINAL ARTICLE
Workplace stress and its influence on employee performance at
Almxpress, Guayas, Ecuador
Noriela L. Mera
Universidad Técnica de Manabí, Ecuador.
Received: 08 September 2024 / Accepted: 06 November 2024 / Published online: 21 January 2025
© The Author(s) 2025
Noriela L. Mera
1
·
Karen Y. Veliz
1
·
Yadira M. Valle
2
·
Flavia M. Vargas
3
Abstract Human talent is the foundation of every organi-
zation, and its success depends not only on its clients but also
on the commitment and dedication of its employees. This
research aimed to identify the causes of work-related stress
and its impact on the performance of employees at Almx-
press, located in the city of Guayaquil, Guayas province. A
eld research methodology was applied, with a non-experi-
mental, cross-sectional design and a quantitative approach.
Surveys were conducted using the Likert scale, and analyt-
ical, deductive, and statistical methods were used to pro-
cess the data. The results show that work-related stress is
a growing problem that aects employees’ well-being and
organizational performance. Consequences include reduced
productivity, increased errors, workplace accidents, and a
deteriorated work environment. These issues lead to signif-
icant nancial losses for the company. As a recommenda-
tion, the study proposes strategies to strengthen employee
engagement, improve working conditions, and provide psy-
chological support. Additionally, it suggests evaluating each
proposed approach in detail to ensure its eectiveness and
real adaptation within the organizational environment.
Keywords work-related stress, job performance, productiv-
ity, human talent.
Resumen El talento humano es la base de toda organi-
zación, y su éxito no depende únicamente de sus clientes,
sino también del compromiso y la dedicación de sus traba-
jadores. Esta investigación tuvo como objetivo identicar
las causas del estrés laboral y su impacto en el desempeño
de los empleados de la empresa Almxpress, ubicada en la
ciudad de Guayaquil, provincia del Guayas. Se aplicó una
metodología de investigación de campo con un diseño no
experimental y de corte transversal, bajo un enfoque cuanti-
tativo. Las encuestas se estructuraron utilizando la escala de
Likert, y se emplearon métodos analítico, deductivo y esta-
dístico para el análisis de los datos. Los resultados eviden-
cian que el estrés laboral es un problema creciente que afecta
la salud de los trabajadores y el rendimiento de las empre-
sas. Se observaron consecuencias como disminución de la
productividad, incremento de errores, accidentes laborales
y deterioro del clima organizacional. Estos factores generan
pérdidas económicas signicativas para la empresa. Como
recomendación, se plantea la implementación de estrategias
enfocadas en fortalecer el compromiso laboral, mejorar las
condiciones de trabajo y ofrecer apoyo psicológico. Asimis-
mo, se sugiere evaluar detalladamente cada propuesta para
asegurar su efectividad y lograr una adaptación real dentro
del entorno organizacional.
Palabras clave desempeño laboral; estrés laboral; producti-
vidad, talento humano.
How to cite
Mera, N. L., Veliz, K. Y., Valle, Y. M., & Vargas, F. V. (2025). Workplace stress and its inuence on employee performance at Almxpress, Guayas, Ecuador.
Journal of Management and Human Resources, 3(1), 8-15. https://doi.org/10.5281/zenodo.15490952
1
Universidad Técnica de Manabí, Ecuador.
2
Dirección Distrital 13D01 Portoviejo, Manabí, Ecuador.
3
Universidad de Alicante, España.
J. Manage. Hum. Resour. (January - June 2025) 3(1): 8-159
Introduction
At the moment phenomena as the globalization, the com-
petitiveness, the Modications in the work environment after
the pandemic have generated changes in the organizational
structure and the conditions of the positions work, as well as
situations personal that they have intervened in he perfor-
mance of the workers, along with other psychosocial factors
that aect the safety and health of sta, as well as the pro-
ductivity of the companies.
Work stress is a serious problem at a social and econo-
mic level. It aects the health of the worker and minimises
company productivity, making them less protable and com-
petitive in the more up-to-date and forefront market, where
human resources are a fundamental part of the company’s
success (Cortés, 2022).
In this way, work stress becomes a problem that needs
to be addressed. It is investigated and addressed to identi-
fy areas for organizational improvement. Workplace stress
aects the workers’ health and directly aects the company
because the worker lowers their productivity and work per-
formance, and has diculty relating to others. In turn, this
generates greater absenteeism, sick leave, and the need for
replacement, which are many reasons that make timely treat-
ment necessary (Zúñiga, 2019).
Work-related stress aects workers’ mental and physical
health and has economic consequences for the companies
where they work (Fuentes, 2022).
He stress labor is the one who promotes the idea in he
worker of not being up to the daily activities of his position,
causing this sensations of anxiety, fear, frustration and anger
it which undoubtedly low the performance and in occasions
causes diseases and accidents, this plays a dynamic scenario
complete of mergers, reorganization of human resources and
exponential technological development, where the need to
reduce costs, increase productivity and customer satisfaction
prevails (Cortés & Bedolla, 2022).
The aforementioned causes work pressure, as these factors
are also inuenced by other social factors that have changed
and are an added factor in this system, such as lower levels of
autonomy, a greater burden due to a reduction in the number
of employees, greater emotional demands, or work objecti-
ves that are not clearly dened, clear, or accepted.
Work stress has also been the subject of study in Ecuador.
Concern. According to a report by the National Institute of
Statistics and Census (Ecuador in gures, 2021), a worrying
trend is observed in the country. The data reveals that a sig-
nicant percentage of Ecuador’s working population reports
high stress related to their employment.
In another order of ideas, performance labor is a discipline
HE has been studying occasionally. Organizations are inte-
rested in studying this term to understand and explain va-
rious aspects that aect company growth and eectiveness.
It turns out that it is essential to know performance labor
(Bautista & Cienfuegos, 2020).
Therefore, job performance is one of an organization’s
main strengths, becoming necessary for obtaining sustaina-
ble results. It is a set of behaviors and attitudes observed in
collaborators who intervene with the company’s objectives
(Koopmans, 2015).
He performance Labor is the value that each individual
adds to the company individually in a given period, in the
search for the objectives set, in such a way that the measure-
ment and performance of the collaborator, the most success-
ful companies in the world place performance management at
the rst on their list and invest nancial resources and much
time to maintain Good performance, good management can
improve the productivity of each employee (Argoti, 2020).
In this line, it should be considered that one of the key
factors that inuences Sta performance is the remuneration
received and the company’s stability. In this way, it seeks
to create a framework that is labor-ecient and favorable
for the realization of labor-intensive activities, through the
signature of collective contracts and negotiations carried out
in compliance with legal and regulatory standards, incorpo-
rating remunerations that satisfy employees, leading to an
improvement in labor performance by some of these. It is
fundamental that, as part of the evaluation process and de-
nition of the job’s tasks, employee performance parameters,
job stability that the organization can provide, and the inte-
raction (Waves &Villafuerte, 2014) are determined.
Labor performance is a process that determines the suc-
cess of an organization in achieving its work activities and
objectives; in general, at the organizational level, the me-
asurement of labor performance provides an assessment of
the compliance with the organization’s strategic goals at the
individual level (Cerrón & Valerio, 2018).
Job performance is the worker’s behavior in pursuing the
set objectives; this constitutes the individual’s strategy to
achieve the objectives. Performance labor complements the
determination, as one of the beginning fundamentals of the
psychology of performance is the xation of goals, which
actively inuences behavior and improvement in performan-
ce because it aids the person to focus their eorts on challen-
ging goals when the goals are easy (Guevara, 2016).
J. Manage. Hum. Resour. (January - June 2025) 3(1): 8-15 10
According to Mejía et al. (2019), it has been observed that
the conditions of job challenging in Latin America. The in-
crease in labor responsibilities contributes to high stress le-
vels among regional workers. Factors such as job insecurity,
lack of recognition, long working hours, and lack of emotio-
nal support can intensify stress in the Latin American work
environment. These factors can have negative consequences
for the physical and mental health of workers, as well as their
general welfare.
This raises questions about working conditions, the balan-
ce between personal and professional life, as well as the need
to implement strategies eective of prevention and manage-
ment of the stress in he around labor Ecuadorian, is a factor
that HE presents by the demands labor in he position of job
associated to the shortage of resources physicists, materials
and he interact in environments of strain (Chiang et al.,
2017). It aects workers physically and mentally, causing
chronic illnesses and mental disorders.
This research aims to analyze the inuence of work stress
on workers’ Performance at the Almxpress company in Gua-
yaquil, province of Guayas.
Methodology
According to Arias (2012), research can be of two types:
documentary and eld. Documentary research is a process
based on the search, recovery, analysis, critique, and inter-
pretation of secondary data, that is, data obtained and recor-
ded by other researchers in documentary sources: printed,
audiovisual, or electronic. Field research consists of collec-
ting data directly from the subjects being researched, or from
the reality where the events occur (primary data). This re-
search was eld research.
Hernández-Sampieri and Mendoza (2018)indicated that
the design of a research project can be experimental or
non-experimental. The experimental research design has ini-
tial and nal correlational and explanatory scopes. While the
design Non-experimental is carried out without deliberately
manipulating the independent variables, it is based on cate-
gories, concepts, variables, events, phenomena, or contexts
that have already occurred or occurred in their natural con-
text without the direct intervention of the researcher. The la-
tter can be cross-sectional, when data is collected at a single
moment or time, or longitudinal, a study that collects data
at dierent points to make inferences about the evolution of
the research problem or phenomenon, its causes, and eects.
This research had a non-experimental, cross-sectional de-
sign.
According to Hernández-Sampieri and Mendoza (2018),
the population is the set of all cases that meet a series of
specications. This research’s population will consist of the
10 employees at the company under study and 50 regular
customers selected for the survey.
The sample is a subgroup of the population or universe of
interest, from which the relevant data will be collected, and it
must be representative of that population (Hernández-Sam-
pieri & Mendoza, 2018). No sampling was performed since
the entire population of 50 clients was assessed.
Likert-scale surveys were administered to diagnose
work-related stress among workers at the Almxpress com-
pany, and another to determine their job performance. A
structured survey with closed questions: “It consists of a
set of questions regarding one or more variables that con-
tain categories or response options that have been previous-
ly delimited”. The response options were limited so that
participants could choose based on their opinion (Hernán-
dez-Sampieri & Mendoza, 2018). The instruments used are
a questionnaire on a Likert scale with ve response alternati-
ves and their respective values.
In this research, the following methods were applied:
analytical, deductive, and statistical.
According to Hernández-Sampieri and Mendoza (2018),
research can take three approaches: quantitative, qualitati-
ve, or mixed. The quantitative approach oers the possibili-
ty of broadly generalizing results, provides control over the
phenomena, and provides a perspective based on counts and
magnitudes. It also oers greater repeatability and focuses
on specic elements of these phenomena, facilitating com-
parisons between similar studies.
The qualitative approach provides depth to the data, dis-
persion, interpretive richness, contextualization of the envi-
ronment or surroundings, details, and unique experiences. It
also provides a fresh, natural, and comprehensive perspecti-
ve. The mixed approach utilizes the strengths of both types
of inquiry, combining them and attempting to minimize their
potential weaknesses (Hernández-Sampieri & Mendoza,
2018). This research had a quantitative approach.
Results and discussion
This section presents the results of applying the instru-
ments directed to the workers and clients of the company
Almxpress to determine the inuence of stress and diagnose
the workers’ work performance. Finally, the section proposes
guidelines for reducing the stress of labor and improving the
performance of the workers of the company Almxpress City
of Guayaquil, province of Guayas.
Results corresponding to the specic objective: Diagnose
J. Manage. Hum. Resour. (January - June 2025) 3(1): 8-1511
the performance labor of the workers of the company Almx-
press in the city of Guayaquil, province of the Guayas.
Table 1 shows that 40% of Almxpress employees report
familiarity with work-related stress in their roles. In compar-
ison, 30% rarely experience it, 20% report little awareness,
and 10% only experience it occasionally.
In this sense, the company needs to raise awareness about
this critical issue among its employees, be able to diagnose
how many suer from it, and provide them with immediate
support.
Table 1. Work stress
Worth
Response
categories
N Percentage
Cumulative
percentage
5 Always 4 40 40
4
Almost
always
2 20 60
3 Sometimes 1 10 70
2
Hardly
ever
3 30 100
1 Never 0 0 0
Table 2 shows that 70% of Almxpress employees state that
they always perform their assigned monthly duties, each ful-
lling an important role in the company’s optimal function-
ing. Another 20% complete their duties almost constantly,
while the remaining 10% only occasionally.
In this way, observing that the majority does comply, it
could be said that the administrative part is being managed
well internally.
Table 2. Completion of assigned tasks
Worth
Response
categories
N Percentage
Cumulative
percentage
5 Always 7 70 70
4
Almost
always
2 20 90
3 Sometimes 1 10 10
2
Hardly
ever
0 0 100
1 Never 0 0 0
According to Table 3, 50% of Almxpress employees state
they have always experienced stress; 20% have experienced
stress almost always, the other 20% have experienced it oc-
casionally, while 10% have rarely experienced this situation
within the company. The results clearly show that if a prob-
lem within the company aects employees, its growth re-
quires that tasks be divided among more employees.
Table 3. Experience work stress
Worth
Response
categories
N Percentage
Cumulative
percentage
5 Always 5 50 50
4
Almost
always
2 20 70
3 Sometimes 2 20 90
2
Hardly
ever
1 10 100
1 Never 0 0 0
According to Table 4, 30% of the workers of the company
Almxpress arm that they have always managed their stress
situation correctly, 20% indicated almost constantly, and the
other 40% believe that they sometimes managed it. Finally,
10% mentioned that they have rarely controlled the situation,
a worrying scenario in that they do not know how to do it, the
company does not help them or does not make them aware of
it and in the same way does not provide them with sucient
support in this aspect, which although many do not know it,
is also important like any other disease that aects health
and functions.
Table 4. Stress situation control
Worth
Response
categories
N Percentage
Cumulative
percentage
5 Always 3 30 30
4
Almost
always
2 20 50
3 Sometimes 4 40 90
2
Hardly
ever
1 10 100
1 Never 0 0 0
According to Table 5, 70% of Almxpress employees indi-
cate that their level of performance in their work activities
has always been high, 20% mention it almost constantly, and
the other 10% indicate it is sometimes, taking a role of hon-
esty in the survey applied. Considering that the majority con-
sider themselves to have a high level of performance, which
is necessary in a company that primarily works in customer
service nationwide, they provide condence in their duties
and meet the company’s objectives.
With the data collected in Table 6, 50% of Almxpress
workers state that their colleagues always perform well in
their duties, 20% say they almost always perform well, the
other 10% sometimes, 10% mention that they rarely, and
nally the other 10% responded that they have never seen
their colleagues perform well at work, which reects that the
majority do believe they are doing a good job.
J. Manage. Hum. Resour. (January - June 2025) 3(1): 8-15 12
Table 5. Level of performance of work activities
Worth
Response
categories
N Percentage
Cumulative
percentage
5 Always 7 70 70
4
Almost
always
2 20 90
3 Sometimes 1 10 100
2
Hardly
ever
0 0 0
1 Never 0 0 0
It is always necessary to take into account the needs of
workers, as well as the way they relate to each other, whether
positively or negatively.
Table 6. Good work performance of colleagues
Worth
Response
categories
N Percentage
Cumulative
percentage
5 Always 5 50 50
4
Almost
always
2 20 70
3 Sometimes 1 10 80
2
Hardly
ever
1 10 90
1 Never 1 10 100
According to Table 7, 50% of Almxpress workers say they
can continually improve or raise their work performance.
Twenty percent almost continuously, since they say they
complete their eight daily tasks with great eort and mention
that they already perform at their best, and the other twenty
percent sometimes. In comparison, 10% rarely, since they
are in doubt.
The company has few workers for the number of functions
they must perform.
Table 7. Incentives from managers improve job perfor-
mance
Worth
Response
categories
N Percentage
Cumulative
percentage
5 Always 7 70 70
4
Almost
always
1 10 80
3 Sometimes 2 20 100
2
Hardly
ever
0 0 0
1 Never 0 0 0
According to the table 7, 70% of Almxpress workers ac-
cept that an incentive from management would always help
them signicantly improve their performance within the
company, since they have a basic salary. 10% mentioned that
it is almost always, and the other 20% indicated that some-
times an incentive is necessary because they spend more
than 8 hours working.
A survey conducted among ALMXPRESS employees
revealed that 50% are aware of workplace stress, demon-
strating the need to educate their employees more about this
issue, diagnose how many suer from it, and provide imme-
diate support. A high percentage also fully fulll their duties,
a positive result for the company. Based on the responses, it
is clear that there is a good relationship between colleagues,
and everyone’s work performance is successful. They also
agree that they would like incentives from management to
encourage them to achieve even better results. They receive
a base salary, but work more than eight hours daily.
This happens because organizational decisions are often
made with management involvement, which somewhat re-
duces the satisfaction of employees willing to contribute to
improvement proposals. Stress also causes a strong physio-
logical reaction, disrupting normal bodily function. Further-
more, emotions and cognitive abilities control exposure.
Qualitative data support this conclusion from the survey,
indicating that problems are a potential stressor because they
slow down company processes, foster poor communication,
and aect the work environment. Furthermore, the authori-
ties stated that the inuence and support of leaders are essen-
tial to prevent stress. Finally, based on all the shortcomings
and needs identied after the survey and physical visits to
the company, it is concluded that they need to design strat-
egies that serve as a guide to ensure adequate job perfor-
mance and thus guarantee a stress-free work environment.
Through the survey carried out on the 50 clients of the com-
pany Almxpress, which were obtained from the list that rests
in the company’s system, precise information could be col-
lected according to stress and work performance, detailing
that 60% of those surveyed do not know about work perfor-
mance, likewise they mentioned that they would like to have
a better experience with their shipments, a very encouraging
fact is that 90% of the Almxpress clients surveyed answered
yes I would recommend the company to my friends.
Work pressure can leave workers exhausted and physical-
ly or mentally impaired, aecting the balance between mind
and body. When one is aected, the other is aected, result-
ing in more serious problems for the individual in the work-
place, society, and individuals. Early warning of work-relat-
ed stress can help prevent work-related stress and maintain
good health.
In short, the eects of stress are medium—to long-term,
with physiological consequences, such as gastrointestinal
problems and pain, muscle aches, headaches, etc.; they also
J. Manage. Hum. Resour. (January - June 2025) 3(1): 8-1513
have emotional consequences, such as anxiety, depression,
irritability, sleep problems, and other symptoms such as poor
memory and a tendency to make mistakes in assigned tasks.
Constant exposure to work-related stress can lead to a vari-
ety of health conditions. As mentioned above, managers and
human resources departments must take measures and strat-
egies to ensure employees do not fall into these situations. A
healthy, energetic employee will perform better, greet cus-
tomers enthusiastically, and close eective sales.
All of this is necessary for the Almxpress company to op-
erate correctly. It must ensure that its customers are always
happy with the service they receive and can resolve any con-
cerns, such as the virtual mailbox where their purchases ar-
rive and are then shipped to their locations.
Conclusions
Based on the ndings obtained during the research on
work-related stress and its inuence on the performance of
employees at the Almxpress company in Guayaquil, the fo-
llowing fundamental conclusions can be drawn. It was found
that a high percentage of workers experience constant stress,
which demonstrates that this phenomenon is rooted in or-
ganizational culture. This stress is directly related to work
overload, lack of control over assigned tasks, and insucient
institutional attention to sta mental health.The relationship
between high stress levels and decreased job performance
was evident. Although most workers claim to be performing
their duties, they also report high levels of burnout, which
can translate into errors, lower productivity, and higher tur-
nover in the medium and long term. Factors such as sta
shortages in the face of business growth, a lack of incentives,
and low sta participation in decision-making increase the
emotional burden on employees and reduce their motivation.
The current structure is unsustainable if it does not adapt to
new operational demands. Research shows that employees’
emotional and physical well-being is key to achieving e-
cient performance. Neglecting this aspect leads to nancial
losses and deteriorates the organizational climate. The lack
of clear strategies for stress management represents a critical
institutional weakness. Despite the stress, employees make
a notable eort to maintain high standards in their work.
However, this positive perception could be unsustainable
without structural improvements, as constant overexertion
often leads to chronic burnout. It is concluded that designing
and implementing a comprehensive human talent manage-
ment strategy that includes hiring more sta, mental health
programs, stress management training, precise role deni-
tions, and adequate incentives is vital. These measures will
improve productivity, job satisfaction, and customer service.
Almxpress faces a strategic opportunity: recognizing wor-
kplace stress as a management priority. Addressing it is not
only a matter of social responsibility but also a decisive ac-
tion to sustain business growth, optimize sta performance,
and build customer loyalty.
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Conicts of interest
The authors declare that they have no conicts of interest.
Author contributions
Conceptualization: Veliz, K. Y., Valle, Y. M., & Vargas, F.
V. Data curation: Veliz, K. Y., Valle, Y. M., & Vargas, F. V.
Formal analysis: Veliz, K. Y., Valle, Y. M., & Vargas, F. V.
J. Manage. Hum. Resour. (January - June 2025) 3(1): 8-1515
Research: Mera, N. L., Veliz, K. Y., Valle, Y. M., & Vargas,
F. V. Methodology: Mera, N. L., Veliz, K. Y., Valle, Y. M.,
& Vargas, F. V. Supervision: Mera, N. L., Veliz, K. Y., Valle,
Y. M., & Vargas, F. V. Validation: Veliz, K. Y., Valle, Y. M.,
& Vargas, F. V. Visualization: Mera, N. L., & Veliz, K. Y.
Writing the original draft: Mera, N. L., Veliz, K. Y., Valle,
Y. M., & Vargas, F. V. Writing, review and editing: Veliz,
K. Y., Valle, Y. M., & Vargas, F. V.
Data availability statement
The datasets used and/or analyzed during the current study
are available from the corresponding author on reasonable
request.
Statement on the use of AI
The authors acknowledge the use of generative AI and
AI-assisted technologies to improve the readability and cla-
rity of the article.
Disclaimer/Editor’s note
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butors and not of Journal of Management and Human Ro-
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Journal of Management and Human Rosources and/or the
editors disclaim any responsibility for any injury to people
or property resulting from any ideas, methods, instructions,
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