Organizational stress factors and employee performance in NGOs in Uganda

Abstract

Organizational stress continues to be a problem in many organizations and very rampant among employees. This has been one of many challenges facing organizations; it is widely regarded as a complex problem because of its impact on both the employees’ health and the organizational outcomes. This has cost organizations billions over the year. It is therefore on this ground that the researcher conducted the study. This study is a quantitative research and the major purpose was to assess the effect of organizational stress factors on performance of employees in NGO in Uganda. The study aimed specifically to establish the effect of job design, management style, interpersonal relationship and job security on employee performance in NGO in Uganda, most precisely IRC in Moroto district. The research design used was descriptive and correlation research design. The target population was 40 employees got using Krejice and Morgan approach and they included the functional managers and the operational managers of the organization. Simple random sampling and convenience sampling technique were used to choose the sample size. Data was collected using interviews, observation and questionnaire method and analyzed using descriptive statistics such as frequencies and percentages and Pearson correlation coefficient analysis technique was used to establish the relationship between various organizational stress factors and employee performance. Data was presented in form of percentages, tables and bar graphs. Findings revealed that there is a positive relationship between organizational stress and employee performance. Favourable Job design, job security, management style and interpersonal relationship have got an effect of increasing employees’ level of performance while unfavourable job design, management style, interpersonal relationship and job security reduces performance. Based on the finding, the researcher concludes that organizations should ensure that organizations stress is kept to a very minimal level in order to reduce the negative effect of stress on employees. The researcher therefore recommends basing on the findings and conclusion that organizational effective job design, communication, training, EAPs, performance appraisals, career development should be incorporated in the organization to reduce organizational stress and improve employee performance