肯尼亚县政府工作压力源与员工绩效。

Dorine Nyoero Morara, Dennis Juma,
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摘要

与前几年相比,在大多数已下放权力的县政府中,对雇员福利的关注有所增加。然而,重要的是要承认员工所经历的创伤的重大影响,因为他们继续面临着特殊的要求,以满足组织的期望。因此,对员工的绩效期望也相应提高了。本研究的重点是研究工作压力源与肯尼亚员工绩效之间的关系。这项研究以下列具体目标为基础:-探讨肯尼亚工作场所冲突压力、工作模糊性压力、时间压力和工作量压力对员工绩效的影响。本研究采用了赫茨伯格的双因素理论、Mwelford的绩效与需求理论、关系理论和密歇根理论。这项研究的对象是来自选定县政府的166名雇员。观察的单位是首席官员和选定的公共服务委员会成员。分析的单位是166名员工。本研究采用Yamane和分层随机抽样技术,样本量为177人。研究者使用问卷作为研究工具。然后根据研究目的对数据进行定性和定量分析。定性数据以描述性的形式呈现,定量数据通过百分比和频率统计表呈现。数据分析采用SPSS V.22统计程序。研究结果表明,职场冲突压力对员工绩效有显著的正向影响。回归分析结果表明,工作模糊性压力对员工绩效有显著的正向影响。回归分析结果显示,时间压力对员工绩效有显著的正向影响。对研究结果进行回归分析,发现工作压力与员工绩效之间存在显著的正相关关系。该研究建议,有几个因素会导致压力,正如研究中强调的那样。这些因素包括工作场所冲突压力、工作模糊性压力、时间压力和工作量压力。研究建议,部门主管、主管和同事提供的帮助和鼓励在缓解管理和工作关系方面的压力方面发挥了重要作用。本研究认为,正式的企业沟通实践可以有效地减少关系紧张,并通过减少工作歧义来缓解管理压力。开放沟通的存在在解决主管和下属之间可能出现的冲突方面提供了明显的优势。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Job Stressors and Employee Performance in County Governments in Kenya.
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.
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