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Start date: 2020Subject: search.filters.subject.Employee performance

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    An Investigation Of The Relationship Between Occupational Stress And Employee Performance: A Case Of INDO Zambia Bank
    (University of Lusaka, 2024) YVONNE NZALA
    The study aimed to investigate the relationship between occupational stress and employee performance at the Indo Zambia Bank. Quantitative methods were used relying on objective measurements and statistical analysis of data collected through questionnaires. Of the 189 questionnaires distributed to employees of the Indo-Zambia Bank, 180 were returned, corresponding to a high response rate of 95.23%. The main goals of the study included evaluating the correlation between workload and employee performance at Indo Zambia Bank; exploring the relationship between task ambiguity and employee performance; analysing the impact of time pressure on employee performance at Indo Zambia Bank; and studying the link between role conflict and employee performance within the same bank. The study provided solid evidence indicating that professional stress significantly affects employee performance. It highlighted a strong negative correlation (-0.91) between work stress and employee performance. The correlation coefficient of -0.91 reveals a strong negative relationship between work stress and employee performance. As work stress increases, performance tends to decrease significantly. This suggests a consistent inverse association between the two variables, highlighting the detrimental impact of work stress on productivity. Addressing and reducing work-related stressors could lead to significant improvements in employee performance. According to the results, an increase in occupational stress is directly linked to a notable decrease in employee performance at Indo Zambia Bank. This negative correlation underscores the need for the organization to focus on reducing professional stress to create an optimal work environment for employees. Therefore, the study recommends that the management of the Indo Zambia Bank re-evaluates and reorganizes the distribution of workloads among employees. The study identified that high workloads are a major factor in occupational stress, having a negative impact on employee performance. Furthermore, management needs to establish a regulatory framework focused on employee well-being. The framework needs to include guidelines for stress management programs, regular assessments of working conditions, and incentives for organizations committed to the welfare of their employees.
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    An Assessment On The Effect Of Motivation On Employee Performance In The Public Sector In Ndola, Zambia.
    (University of Lusaka, 2023) CAROL CHONDOKA
    The success or failure of a corporation hinges largely on its workforce, underscoring the pivotal role played by human resources in driving prosperity, productivity, and overall performance within an organisation. One could define motivation as the engine that propels someone to perform or behave a certain manner. The relationship between organisational personnel and management is described as poor, leading to potential demotivation among employees due to a lack of a socially appealing work environment. This can negatively affect their performance, as the organisation may not meet their needs for love, belongingness, and affiliation, ultimately impacting the effectiveness of the public sector. Employing a descriptive quantitative approach, the research utilized a probability design with simple random sampling to gather opinions from 150 public sector employees in Ndola's central business district. The collected data underwent analysis using SPSS version 27, primarily relying on primary data obtained through a well-structured questionnaire administered to respondents. The findings highlighted a significant correlation between factors such as remuneration, staff welfare, rewards, promotion, and employee performance. The study concluded that effective management efforts to motivate staff are crucial for enhancing their performance. It is therefore important for organisations to improve their staff welfare programs and effectively work on implementing mechanisms for gathering employee feedback. Organisations should work at optimizing the remuneration practices and perform a regular evaluation of the remuneration structures. Despite limitations associated with sample specificity and self-reported data, this research contributes to our comprehension of motivation's role and provides valuable insights for future studies in the realm of motivation and employee performance.