The main purpose of this article is to examine the relationship between the stress and labour productivity. It is recognized that high stress levels make a negative impact on the job productivity results – the incidents or errors occur because of stressful situations in the working environment. After performing the analysis of stress models, it can be stated, that stress could be assessed as a process, i.e. researches are oriented more on the person, or as the situation, i.e. researches are oriented on the causes of stress in the working environment. The metaanalysis of stress factors allow us to identificate the main causes of stress at work, whose at least partial elimination is essential for every organization to increase the productivity of employee. Analysis of the content of factors that cause stress showed that these factors can be classified into the individual and situational. The labour productivity of employees can be seen as a result of stress management, and interface among stress and job productivity are modelling.
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Organizations, in order to maximize the utility, are looking for ways on how to manage the work of employees‘ productivity. First of all, we define the concept of labour productivity. Pichardo (1990, 1995), Williams (2002) state that the definition of productivity is multifaceted because the different members of disciplines state the productivity differently. Engineers understand the productivity as how the yield of the system divided by the input to the system. Thus, the productivity of this case is the operation of the system's performance efficiency. Economists understand the productivity of the entire organization or organizational unit of output, divided by the cost of the particular production, which is made when both production and consumption are measured in the monetary value. Managers widely perceived productivity. In this case, the productivity of the organization covers all aspects which are important for the functioning of the organization. It includes not only the efficiency, but also the quality of the result, the division of labour, the absenteeism, the turnover of employee, the satisfaction of the customer. Everything that causes the organization to function better is related to the productivity of labour (Williams 2002).
In order to reveal the concept of labour productivity, it is important to note, that the affirmation may vary depending on whether the company or the productivity of employee are analysing. The productivity of employee can be seen as the actions and behavior, which are controling by the same individual and are contributing to the organization's objectives (Rotundo, Sackett 2002; Côté, Miners 2006). Grant (2008) the labour productivity defines as the employee's behavioral performance, which contributes to the organization's objectives.