Stress is a factor in seven out of the top 10 causes of death worldwide, and the workplace is an important contributor (Quick & Henderson, 2016). According to a poll conducted by the American Psychological Association, 31% of employees reported feeling stressed at work. Assistance is on hand. Wellness initiatives and workplace stress management can assist replenish an employees exhausted psychological reserves and lessen the severity and effects of stress (Nur et al., 2021; Tetrick & Winslow, 2015).

Stress is typically described as a deviation from the bodies and minds typical functioning. A company may experience stress for a variety of reasons, including management style and control over operations. When stress levels are low, both the organization and the employee benefit. It aids in achieving both individual and organizational objectives. However, excessive stress can have negative impacts on workers bodies, minds, and psyches (Panigrahi, 2016).

While the common understanding of resilience focuses on recovering from hardship or stressful events, Neenan, (2018) contends that developing resilience necessitates facing hardship, overcoming it, and eventually emerging stronger. Above all, everyone can be resilient and have the ability to cope with stress; it is not just for the exceptional few. The Bureau of Internal Revenue (BIR), as a national government agency, does a lot of work when it comes to collecting taxes.  Having bureaucratic control in nature, its employees are inclined to experience different stress levels in the workplace.  Meeting deadlines and collection targets, serving taxpayers due service all at the same time needs superfluous effort given the time to meet all of them.  Resiliency should always be a part of an employee training because people can develop this kind of skill. Having greater resilience could also mean employees can work well even under pressure and even manage stress (Kona et al., 2023).

The researcher wanted to assess the level of stress of the Bureau of Internal Revenue (BIR) employees, its causes, and how do they handle it accordingly. Through this study, the researcher could also identify key points, leading to coping mechanisms of employees and low-stress level environment that they could work on. With this study, the agency could create measures on how to handle stress and how they were able to cope in the workplace suitable for the organization, making its employees more productive and efficient public servants, catering the needs of the public. This study determined the level of stress encountered and coping mechanism of the employees of the Bureau of Internal Revenue (BIR), specifically as to harm, threat, and challenges; and personal and environmental demands to provide insights on workplace resiliency.

The study used the descriptive-correlational research design. This was conducted at the BIR. This involved employees of the BIR in different Revenue District Offices under Revenue Region No. 11 – Iloilo City, which comprised the RDO No. 71 – Kalibo, Aklan, RDO No. 72 – Roxas City, RDO No. 73 – San Jose, Antique, RDO No. 74 – Iloilo City, and RDO No. 75 – Zarraga, Iloilo as respondents. 

Sample is the part of the population that helped the researcher to draw inferences about the population. Collecting data from the entire population was not possible, considering the time frame of this study. Also considering the entire population of 292 employees of the BIR in Revenue Region No. 11 – Iloilo City was proved time consuming. Thus, the researcher decided to determine the sample size to make inferences about the population based on that sample. Using the formula, the computed sample size was 169. After considering the sample size, the researcher used the stratified random sampling technique to ensure that every member of the popula-tion could participate in the study. The stratification was based on the employees of each Revenue District Offices employees assigned. Employees assigned from different municipalities and within each section were selected by random sampling.

Before commencing on the data gathering, a courtesy call to the Revenue District Officers was made to formally introduce the study and personally secured a permit to conduct the same in their respective Revenue District Offices in the Bureau of Internal Revenue (BIR), Revenue Region No. 11, Iloilo City. A formal letter was prepared to affix signature as a proof of approval. After the approval of permit, coordination was made with the respondents to facilitate the data gathering activities. The researcher followed the ethical guidelines, obtained the respondents consent, and all data and information gathered were kept with highest level of confidentiality. The questionnaires with detailed instructions were provided to the respondents. The researcher decided to create a Google Form, which the respondents answered the questions since some of them were from different districts. Some questionnaires were administered personally, particularly for those who were within the reach and those who were not able to answer virtually. The questionnaires were collected by the researcher as soon as the respondents answered the instrument but they were given ample time to answer the items.

The data needed were gathered with the use of a validated and reliability tested researcher-made questionnaire. The data were computer-processed using a licensed IBM SPSS Statistics 28 program. The frequency, percentage, means, and multiple linear regressions were the statistical tools used to analyze and interpret the gathered data.

The result revealed that when all the 169 respondents were taken as a whole group, the stress level they encountered was moderate. The result showed that the respondents were less stressed as to harm, stressed as to threat, and less stressed as to challenges. 

The result implies that the respondents encountered less stressed as to harm and challenges, and stressed as to threat. This stress level infers serious health issues, reduced productivity, increased turnover, poor workplace morale, safety risks, and potential damage to an organizations reputation. Addressing stress requires promoting work-life balance, providing mental health support, and fostering a positive work environment to create a healthier and more productive workplace. 

According to Mark and Smith, (2018) all participants reported experiencing stress at work, demonstrating its widespread prevalence. The variety of stimuli presented highlights the complexity and number of academic professionals may encounter difficult situations during their work. Participants reported anxiety and other negative effects as a result of workplace stress. Other indications of worry. Sleeping difficulties and work-related stress were prevalent challenges. Also, Williams, (2021) posited that workplace stress can manifest as various threats that impact employees emotional and psychological stability. One major threat is workplace harassment, which includes bullying, discrimination, and verbal abuse. Employees subjected to these stressors often experience heightened anxiety, decreased self-esteem, and an overall decline in job satisfaction. Saram et al. (2024) pointed out that there are several best practices that companies can implement to prevent and address workplace harassment, including having clear policies and procedures, providing training to employees, and encouraging respect and inclusivity culture. 

The stress coping mechanism of the respondents as to personal demands showed that they always utilize time management techniques such as scheduling and task prioritization in their daily work. However, they sometimes have nutritional strategies like meal planning, and eating healthy snacks. On the other hand, they often set limitations between their personal life and work; seek support from colleagues or supervisors; use their time off and vacation days for personal demands; seek external support from support groups or friends; and set goals and targets to stay focused on their work.

The result implies that the respondents consistently prioritize time management in their daily work through scheduling and task prioritization. They are proactive in organizing their tasks and responsibilities. It indicates that they plan their activities, set priorities, and allocate time efficiently to ensure productivity and meet deadlines. This approach helps them manage their workload effectively, minimize stress, and maintain a balanced work-life routine. But, they are less consistent with their nutritional strategies, such as meal planning and eating healthy snacks. Overall, it indicates that while they are highly organized and goal-oriented in their work tasks, there is a room for improvement in maintaining their consistent healthy eating habits.  Additionally, they also value a balanced work-life integration and actively seek support to manage personal demands. 

The result of the study aligned with what Lazarus and Folkman, (2023) asserted that transactional model of stress and coping emphasizes the significance of cognitive appraisal in the stress process.  According to this model, stress arises from how individuals perceive and interpret events, rather than the events themselves.  This framework emphasizes the significance of comprehending and managing stress through efficient appraisal and coping strategies. The model distinguishes two main types of appraisal: primary appraisal (evaluating the significance of the event) and secondary appraisal (evaluating the ability to deal with the event). Individuals use problem-focused coping (which addresses the problem) or emotion-focused coping (managing the emotional response) based on these appraisals.

The stress coping mechanism of the respondents as to environmental demands showed that they always communicate with their co-workers and supervisors to find solutions and organize their workspace efficiently to minimize clutter. However, they sometimes experienced lack of personal space and overcrowding in their workplace and create a calming workspace like putting plants, painting soothing colors. On the other hand, they often take short breaks and walks to refresh themselves and seek for support or collaboration with their coworkers. Moreover, they rarely use noise-canceling headphones to avoid distractions and to focus better.

The result implies that the respondents have a mix of consistent and inconsistent behaviors when managing their work environment and stress. They consistently communicate with co-workers and supervisors for solutions and organize their workspace efficiently to minimize clutter. However, they only sometimes address environmental challenges like lack of personal space and overcrowding, and occasionally create a calming workspace.  They often take short breaks and collaborate with co-workers to manage stress, but rarely use noise-canceling headphones to avoid distractions and improve focus. 

The result supported Lazarus, (2020) who found that a good theory of psychological stress must be able to explain the differences in how people evaluate adaptational interactions with their surroundings. Statistics showed that the respondents stress coping mechanism as to personal demands influenced their level of stress encountered as to harm, threat, and challenges, while their stress coping mechanism as to environmental demands did not influence their level of stress encountered as to harm, threat, and challenges.

The result implies that respondents stress coping mechanisms have a significant influence on the level of stress they encountered across different dimensions: harm, threat, and challenges. Specifically, effective coping mechanisms for personal demands help respondents manage stress more effectively, reducing the stress experienced. This underscores the importance of developing and promoting effective stress coping strategies to improve overall well-being and stress management. 

The result corroborated to Junker et al. (2021) that the effectivity of cognitive-behavioral coping in helping individuals deal with stress. In addition, the incidence of burnout syndrome decreases with the use of problem-oriented coping mechanisms, social integration, and the use of religion (Algorani & Gupta, 2021). Likewise, Kar et al. (2021) argued that there is a need to develop a mental health support system that can meet the needs of the general community. The authors also advised that the general population be taught on stress and coping strategies. However, Pagtalunan and Valcos, (2022) argued that there is a moderate level of correlation between the respondents causes of stress and coping mechanisms. The most common coping mechanisms employed by the respondents were the following: religiosity, problem solving, and cognitive reappraisal.

The result was inconsistent with what Angioha et al. (2020) asserted that the employees worldwide are under a great deal of pressure and expectations due to the demanding and evolving environment of todays workplace, which is causing an increase in employee burnout and stress related to the job. Additionally, Gatersleben and Griffin, (2017) noted that the physical environment affects people in many ways, how they feel, what they think and how they act. Coping with stress can involve physical environments. People are more protected from the effects of environmental stressors and experience physiological, emotional, and attentional repair when they are in natural settings as opposed to urban ones. Restorative environments are natural settings where individuals can replenish their adaptive capacities to meet the demands of daily living. Their vision is generally less affected by the physiological signs of stress, and they experience more relaxing reactions in natural settings than in metropolitan ones. By lowering depressive mood states and, most importantly, elevating happy emotions, exposure to natural settings mitigates the detrimental consequences of stress. Furthermore, the positive effects of nature viewing can help one regain the cognitive performance loss linked to stress, which is particularly evident in concentration activities.

Moreover, Langurayan and Coldovero, (2024) asserted that when environmental demands change, mutual trust is strengthened and all stakeholders are receptive to each others needs and concerns. They found that respondents are adaptable in their skill set and can take on new roles and jobs when necessary. High congruence indicates that all stakeholders have a common goal and work together to solve issues brought on by shifting environmental demands. This ability to work together is essential in a constantly shifting environment. They suggest that The Human Resource Development Office may initiate self-awareness, conceptualization, and values reorientation workshops and bonding sessions to help personnel/ employees better understand themselves.

Being aware of safety protocols and procedures is crucial for maintaining a safe work environment. It helps to minimize risks and ensures that everyone knows how to handle emergencies and prevent accidents. Improving communication of safety measures is also essential for ensuring that everyone in the workplace understands and follows protocols. Open communication is encouraged between the management and employees to create an environment where employees feel comfortable discussing their stressors and seeking support from colleagues and supervisors. This can help identify common stressors and develop collective coping strategies.

Organization that cultivate resilience among employees contribute to long-term productivity and job satisfaction. Employees who feel valued and heard are more likely to develop coping strategies that help them navigate workplace challenges. Creating a culture where feedback is encouraged and employees feel safe discussing stress-related concerns enhances resilience. Building resilience at work is not about bouncing back from challenges; it is about thriving despite them. It is essential for organizations to implement effective stress management programs, promote a supportive work culture, and provide resources for mental health and well-being to mitigate the stress the employees encountered in the workplace.

Organization also have to implement policies that support a healthy work-life balance, such as flexible working hours, remote work options, and regular breaks. This can help employees manage personal and professional demands more effectively. Providing training and resources by offering training programs on stress management and resilience-building techniques is also essential. Providing resources like mindfulness sessions, physical activity programs, and mental health support can help employees develop effective coping mechanisms. Likewise, the management of every organization needs to enhance their physical work environment, improving the physical workspace by addressing issues like overcrowding, noise levels, and lack of personal space. Creating a calming and organized workspace can reduce environmental stressors; fostering a supportive culture encourages teamwork, collaboration, and peer support. Building a strong sense of community within the organization can help employees feel more connected and resilient in the face of challenges.

Leaders should model adaptability and foster a surrounding, where workers are inspired to develop new skills, rethink old habits, and embrace change. Resilience is strengthened through support networks. Encourage team building and peer support to support the workers feel supported and connected and; address stress from all angles emotional, physical, and mental. Providing resources for mindfulness, physical activity, and mental health can create lasting positive changes; and equip employees with the knowledge and tools to handle stress and adapt to change. Training sessions focused on emotional regulation, problem-solving, and stress management can make a big difference. By focusing on these areas, the employees will help the team handle stress more effectively and create a work environment, where everyone can thrive. After all, a resilient team is a strong team, and by implementing the strategies, the Bureau of Internal Revenue (BIR) can enhance the resilience of its workforce, helping employees manage stress more effectively and maintain productivity and well-being.

Promoting safety awareness at work is an ongoing commitment to workers health and wellbeing, not just a box to be checked. In the end, putting safety awareness first not only reduces risks and avoids accidents, but it also fosters employee empowerment and a sense of responsibility, making the workplace safer and more productive for everyone. The respondents feel confident in their organizations ability to maintain a safe and respectful work environment. A place of work that prioritizes safety and respect not only fosters trust among employees but also enhances overall well-being and productivity. They face challenges in adjusting to new or modified tasks and duties at work. It highlights the need for effective change management strategies and support systems to help employees transition smoothly and adapt to evolving roles within the organization. The respondents take an organized approach to managing their tasks and responsibilities. By planning their activities, setting priorities, and allocating time efficiently, they enhance their productivity, reduce stress, and ensure they meet deadlines. This method to time management contributes to a more balanced and effective work routine. They consistently communi cate with co-workers and supervisors to find solutions and organize their workspace efficiently, indicating effective stress management behaviors. However, they only sometimes address environmental challenges such as the lack of personal space and creating a calming workspace. They frequently take short breaks and seek collaboration with co-workers to manage stress. The study also demonstrates a significant relationship between respondents stress coping mechanisms and the stress level encountered due to personal demands. Effective coping strategies are crucial in managing stress levels, highlighting the need for interventions and support systems that promote healthy coping mechanisms to help individuals better handle personal demands and reduce stress. The respondents stress coping mechanisms related to environmental demands did not significantly influence their level of stress encountered as harm, threat, or challenges. The respondents coping strategies for environmental demands have no meaningful effect on their stress levels in these areas.

The researcher wishes to express gratitude to everyone who assisted in this project, particularly the participants and the Capiz State University Main Campus.

The author confirms no conflict of interest.