Job Stressors and Employee Performance in County Governments in Kenya.

Abstract

In the majority of devolved County Governments, there has been an increased focus on employee well-being compared to previous years. However, it is crucial to acknowledge the significant impact of the trauma experienced by employees, as they continue to face exceptional demands in order to meet organizational expectations. Consequently, there has been a corresponding rise in performance expectations placed upon employees. The study focused on investing the relationship between job stressors and employee performance in Kenya. The study was anchored on the following specific objectives; -to explore the influence of workplace conflict stress, work ambiguity stress, time stress and workload stress on employee performance in Kenya. The study adopted Hertzberg Two Factor Theory, Mwelford’s performance and Demand theory, Relational theory and Michigan theory. The study targeted 166 employees from selected County Governments. The unit of observation was chief officers, and selected public service board members. The unit of analysis was 166 employees. The study adopted Yamane and stratified random sampling technique to get a sample size of 177 respondents. The researcher used questionnaires as the research instrument. Then data was analysed both qualitatively and quantitatively according to the study objectives. Qualitative data was presented in a descriptive form while quantitative data through statistical tables of percentages and frequency. Data analysis was conducted using the statistical programme SPSS V.22. The study results established that workplace conflict stress have a statistically significant and positive effect on employee performance. The results of the regression analysis that are provided that work ambiguity stress has a statistically significant positive effect on employee performance. The findings of the regression analysis indicated a statistically significant positive effect of between time stress and employee performance. The study findings of the regression analysis, there is a statistically significant and positive association between workload stress and employee performance. The study recommends that several factors that contribute to stress, as highlighted in the study. These factors include workplace conflict stress, work ambiguity stress, time stress and workload stress. The study recommends that the provision of assistance and encouragement from head of departments, supervisors and coworkers plays a significant role in mitigating stress related to management and work relationships. This study recommends that using formal corporate communication practices might effectively reduce relationship strain and alleviate management stress by minimizing work ambiguity. The presence of open communication offers a distinct advantage in the resolution of conflicts that may arise between supervisors and subordinates.