OCCUPATIONAL STRESS AND EMPLOYEES PERFORMANCE A CASE OF KENYA DISCIPLINED SERVICES

Abstract

Stress has a considerable negative impact on job performance. If not dealt with effectively, stress can have detrimental impact on staff and organizations performance. The aim of this study was to investigate the level of occupational stress among the employees of the Kenya disciplined services. The study target population comprised of all employees of NYS in all the six Nairobi Stations. Survey was carried out to identify their perceived job stressors and measure degree of impact of job related stress and organizations performance.  The survey method was used to help determine the level of workplace stress of the staff and the impact on staff and organizations performance. Stratified random sampling was utilized in drawing a representative sample of 111 employees from a population of 557 for the study. Structured questionnaires administered by research assistant were the main data collection instrument for the research. The researcher used statistical package for Social Scientists (SPSS) data analysis program to help generate statistical analysis further. The study findings indicated that 50.5% of staff were exposed to stress arising from excessive work pressure. In conclusion, NYS staff were largely exposed to stress arising from quantitative and qualitative work overload working during odd hours, over enrolment of students in various courses, working under strict deadlines; inadequate reward system (pay/promotion/recognition);” unnecessary” and frequent transfers especially to hardship areas; inadequate tools and equipment, bullying by senior officers (harassment, degradation, humiliation, shame, intimidation, coercion and threats of transfers); unclear task definition, guidelines, scheduling and job definition; lack of training opportunities irrelevant training not matched to skill requirements; poor placements (role not matched to competence); poor working relation (lack of staff cooperation, arguments and quarrels); and unsupportive working environment from both co-worker and supervisors in that order. The study recommended that there was need for NYS to realign its vision, mission and long-term objective for the challenges of becoming a premier disciplined Service would be reflected on the quality of service delivery, corporate image, staff productivity and efficiency in service delivery. Achieving these organization performance indicators calls for among others a stress free working environment among staff and a comprehensive stress policy to monitor, manage and prevent work stress.