Effects of Job Stress on Employee Performance Level in the Health Sector of South Africa (Published)
The study investigates the effects of job stress on employee job performance. Quantitative design was employed for the study. The target population comprised of all employees in the selected health institution namely South Rand hospital and Nelson Mandela Children’s’ hospital in South Africa. A sample size of 250 respondents was used to gather data. Simple linear regression and descriptive statistics were used as the main data analysis tool. Findings from the study revealed varied causes of stress among health workers in South Africa. Poor working conditions, new technology, work overload and role conflict were the causes revealed by the study. The study indicated a direct effect of job stress on job performance. It revealed a significant negative relationship which means as job stress increases as a result of the workload, employees (health workers and administrators) performance decreases significantly. The study recommended that management must identify the possible causes of work-related stress employees’ face in the process of performing their duties to help reduce stress level significantly. Also, proper mechanism from both the individual and organizational approach to help manage stress related job like frequent leave, flexible work schedules, reduced working hours and frequent breaks to relax employees
Keywords: Employee Performance, Health, Job Stress, South Africa.
Organizational Cynicism and Employee Performance of Logistics Companies in Southwest Nigeria (Published)
Citation: Dimgba Chidinma M., Ikon Micheal A., and Faith Chidi Onwuchekwa (2022) Organizational Cynicism and Employee Performance of Logistics Companies in Southwest Nigeria, European Journal of Business and Innovation Research, Vol.10, No.1, pp. 18-34,
Abstract: The broad objective is to ascertain the extent of relationship between Organizational Cynicism and Employee Performance of Logistics Companies in South West, Nigeria. The specific objective is to ascertain the extent of relationship between workplace bullying and Employee Turnover. The study was anchored on Social Exchange theory and Conservation of Resources Theory propounded by Stevan Hobfoll in (1989). Sixty Haulage Logistics Companies was selected from Lagos, Oyo and Ogun, the Population of the Study is 4,560, sample size of 380 and Pearson Moment Correlations Co-efficient was used to analyze the data. It was revealed through the findings that there is a significant positive relationship between Workplace Bullying and Employee Turnover since (Cal.r.602 >Crit.r.087). The study concludes that Organizational Cynicism have a significant positive relationship with Employee Performance and the study recommends that, logistics companies should put a control measure in place to checkmate workplace bullying so as to reduce cynicism.
Keywords: Employee Performance, organizational cynicism
Flexible Time and Employee Performance in Manufacturing Firms in Anambra State of Nigeria (Published)
Manufacturing firms are saddled with the problem of timing in terms of production and producing quality goods which leads to poor organizational performance, low employee performance and low commitment on the job. The broad objective is to ascertain the extent of relationship that exists between flexible timing and employee performance in manufacturing firms in Anambra State. The specific objective is to ascertain the relationship between self- roistering and Employee Retention in manufacturing firms in Anambra State. The work was anchored on Attribution Theory by Heider (1958), Descriptive Survey Research Design was adopted. The Population of the Study is 220 and Pearson Moment Correlations Co-efficient was used to analyze the data. It was revealed through the findings that there is a significant relationship between self -roistering and employee retention (Cal.r.935>Crit.r.195), in the manufacturing firms in Anambra State. The study concludes that flexible timing has a significant positive relationship with Employee Performance and the study recommends that the management of the studied manufacturing firm should imbibe self-roistering as part of the flexible timing procedure; it tends to enhance the employees ‘commitment in their jobs which leads to their retentions in the organization, and it brings about good quality products manufactured.
Keywords: Employee Performance, employee retention and attribution theory, flexible time, self-roistering
Team Building and Employee Performance In Selected Breweries in South East, Nigeria (Published)
Individual and socio-cultural differences among team members in breweries in the South East in particular and Nigeria in general constitute a challenge to effective teamwork, thereby giving rise to inconsistencies among team members. It becomes important to ascertain the relationship between harmonization and service delivery in selected breweries in South East, Nigeria. The general objective of the study is to examine team building and employee performance in selected breweries in South East, Nigeria, while the study specifically ascertained the relationship between harmonization and service delivery of the selected breweries in South East, Nigeria. The study used descriptive survey design with a sample size of 262 respondents. Pearson Product-Moment Correlation Coefficient on SPSS ver.22 was used to test the hypothesis at 0.05 level of significance. The study revealed that when there is harmony among the employees of an organization, there is always cohesion, trust, commitment, and understanding of the team dynamics, thereby improving the service delivery of employees of the selected breweries in South East, Nigeria. It was therefore recommended that breweries in South East, Nigeria should employ managers that would be saddled with the responsibility of building harmony through trust among the employees while building teams for effective service delivery; and also ensure that team building should go with policy that would checkmate the excesses of the teams
Keywords: Employee Performance, Harmonization, Service delivery, Team Building
Effect of Scientific Personnel Selection Practices on Employees’ Performance of Kenya Ports Authority (Published)
The main objective of this study was to examine the effect of scientific personnel selection on the performance of employees at Kenya Ports Authority. The study specifically sought to determine the effect of the three components of scientific personnel selection namely: Cognitive ability, Personnel dimensions and psychometric ability on the performance of employees at Kenya Ports Authority.The study was carried out at Kenya Ports Authority where 144 senior managers represented the units of analysis for this study. Quantitative research design was adopted for this study. Specifically a descriptive survey aimed at a targeted population from a representative sample. A structured questionnaire was used to collect data relevant for the study. The questionnaire used Likert scale to collect the quantitative data. The sampling technique used was stratified where the population was subdivided into sub groups. A pilot study was carried out on 26 respondents. A range of methods were employed to summarize the data including descriptive statistics, bivariate and multivariate analysis. Data was analyzed using tables and presented using descriptive and inferential statistics such as mean, standard deviation, correlation and regression analysis. A statistical package for social sciences (SPSS) was used to analyze quantitative data..The results of the study revealed that the correlation between cognitive, personality dimensions, psychomotor ability and employee performance was highly significant at (p-value = 0.000). The regression results indicated that the scientific personnel selection practices explained 17% variation in the employee performance. The study recommends that KPA should adhere to scientific personnel selection practices when recruiting and filling up vacant positions.
Keywords: Cognitive Ability, Employee Performance, Psychomotor Ability And Personality Ability, Scientific Personnel Selection
The Role of Financial Capital Resource Capabilities in Improving Employee Performance in Courrier Companies in Kenya (Published)
Financial capital in organizations is a key form of asset that exists in various sources and characteristics. Financial capital commonly refers to assets needed by a company to provide goods or services, as measured in terms of money value. The most important sources of financial capital are debt and equity. Debt represents credit from a lender, also known as creditor, and is created when a creditor agrees to lend a sum of assets to a debtor (borrower). It is imperative that firms source for financial resources that will enable purchase of tools and other equipment required by employees in discharging their duties. Equity on the other hand is direct investment into an organization. The initial equity is financed by the principal owner and the start-up team, then equity is obtained for their successive growth from high net worth family members, friends called angel market. This paper is an assessment of the role played by financial capital resource capabilities of a firm to improve employee performance. The study used a target population of 2800 from which a sample of 339 respondents was obtained using Cochran’s formula. Simple random sampling and employed explanatory research design were also used.. Data was analyzed using descriptive and inferential statistics. Correlation and moderated regression analysis were used to test the hypotheses. The findings showed that financial capital resource capabilities had a great influence on employee performance, thus played the key role in organization’s performance.
Keywords: Competitive Advantage, Employee Performance, Financial Capital Resource Capabilities