Work Stress And Staff Performance In Kampala International Universitymain Campus, Kampala - Uganda

ABSTRACT

This study set out to determine the degree of effectiveness of work stress on staff

perfonnance of in Kampalaintemational University, main Campus, Kampala - Uganda. It

was based on both cross sectional and descriptive correlation survey designs. The

researcher used a self-administered questionnaire to collect primary data from 172

employees, using simple random sampling. Data analysis was done using SPSS's relative

frequencies, means, standard deviations and Pearson's Linear Correlation Coefficient.

The study was based on five specific objectives: (i) to detennine the profile of

respondents in tenns of gender, age, marital status, level of education, position in the

organization, length of service, (ii) to determine the extent of work stress among KIU

staff, (iii) to detennine the level of staff performance in KIU (iv) to detennine if there is a

significant relationship between work stress and staff performance in KIU and (v) to

recommend strategies that will further enhance employee performance basing on the

findings of the study. The findings showed that majority of the respondents were male,

with age range of 26 - 39 years, more than half of the respondents were single; and still

more that half were holders of Master's degree and above, lecturer dominated the study

and majority had expb-ience of more than three years. It went ahead to revealed that the

level of work stress at mean "'2 (low level). On the other hand the level of staff

performance in stands at a mean "'3 (high level). The findings from PLCC showed a

positive relationship between work stress and staff perfonnance at (r = 0.000), however,

the sig. value indicate that though positive, this relationship is not significant (sig. =

0.995 > 0.05). The researcher concluded that there is low work stress in KIU, Staff

perfo1mance is high, and that there is no significant relationship between work stress and

staff performance in KIU ((r = 0.000, and sig. = 0.995). The researcher recommended

that if staff performance is to be improved in KIU, management should; a) ensure that

employee salary is paid in time, (b) improve/ increase on the salary scale, ( c) introduce a

system of giving employees fringe benefits and ( d) ensure that there is gradual introduction of new university policies and programs among others.