| dc.description.abstract | The aim of managing resources is ensuring that employees and organizations achieve high levels of performance. However, in many organizations the performance of workers in different working conditions is less compared to their full potential in terms of skills, abilities and capacities. Despite having this biggest health facility in Kenya, in 2018 Kenyans rated hospitals as the worst performers in terms of service delivery. This research analyzed the effect of work related stress on performance of nurses in Kenyatta national hospital. Specifically the effect of workplace conflict stress, overwork stress, time stress and role ambiguity stress on employee performance was determined. Transactional theories of work-related stress, Relational theory and Welford’s performance and demand theory were used to build the theoretical argument in the study. This research targeted nurses since they are the majority in Kenyatta National Hospital. According to the Report on health workforce mapping at Kenyatta National Hospital in June 2019 the nurses were 2453 in total. From this population of 2453 a sample size of 332 respondents was determined using Yamane method. The respondents were selected randomly. A questionnaire was adopted as a tool for collecting the primary data. The study obtained a Cronbach alpha value of 0.811 which showed that the questionnaires were reliable. Multiple regression model was employed to analyze the data so as to achieve the objectives. The study found that workplace conflict stress, overwork stress, time stress and role ambiguity had a positive significant relationship with employee performance. On work conflict stress, the study concluded that workplace conflict had psychological as well as the physiological effects on both workers and managers, impacting their health and job efficiency. On overwork stress, the study concluded that when an employee is overworked exceeds its ability to cope and starts causing damage to their mind and body as well as their job satisfaction. On time stress, the study concluded that employee time management improves their efficiency and helps them to meet their desired goals with less commitment and more successful methods. On role ambiguity, the study concluded that employees who experience role ambiguity are uncertain about which behaviors are and are not appropriate. On the other hand, they may wonder whether they are failing to engage in appropriate work behaviors. On work conflict stress, the study recommended that Managers must understand and realize that the value they add to the company is in their dealings with people in order to cope with stress more effectively. On overwork stress, the study recommended that the organization should help protect workers from the negative effects of job stress, organizations should develop a strong support system at work. On time stress, the study recommended that the organization should allocate a finite time period to tasks to help the employees complete them on time and manage their workload in the most effective way. On work role ambiguity, the study recommended that the employees should be assisted in clarifying their roles, and then conditions should be created in which those responsibilities can be carried out efficiently | en_US |
