Abstract:
Stress has become a worldwide phenomenon in today's culture, showing up in various
forms in every place of work. Employees often work longer hours in the modern
workplace due to the growing responsibility levels that require them to put in more
effort in order to meet the increasing standards of work performance. This study aimed
at the following objectives; to determine how staff members of the ministry of finance
department of pension affected organizational performance as a result of job demands,
role overload, role uncertainty, role control, and ultimately, individual responses. The
study was informed by Palmer & Cooper theory of Work Stress. The study employed
explanatory research design to hypothesize the relationships between variables. A
sample size of 322 employees of the ministry of finance department of pension was
obtained from a target population of 2000 employees using the formula Mugenda
Mugenda (2003). The sampled respondents were chosen using simple random
technique. Data was obtained using a structured questionnaire, and analyzed using
descriptive and inferential statistics. The effect of the postulated factors were tested
using a multiple regression equation. Findings showed that Job demand (β1 = -0.218, p
= 0.000<0.05),role overload (β2= 0.311, p=0.004 < 0.05), role control (β4 = 0.299, p=
0.001 < = 0.05), and individual response (β5 = 0.118, p= 0.007< = 0.05) had significant
and positive effect on employee performance of pensions department, ministry of
finance. In addition, results revealed that role uncertainty (β3 = 0.049, p-value = 0.507>
= 0.05) had insignificant effect on employee performance of pensions department,
ministry of finance. Based on these findings, it is concluded that job demand has a
positive effect on employee performance. This suggests that when employees are faced
with high levels of job demand, such as a heavy workload or demanding job duties,
they are less likely to perform well on the job. Also on the findings the study concludes
that role overload enhances employee performance. The study also infers that role
control improves employee performance. Finally the results suggest that individual
responses, such as communication and feedback, have a significant positive effect on
employee performance. This study also recommends that Pensions Department of the
Ministry of Finance needs to take steps to increase role overload, role control, and
individual response. This could be done by providing employees with more resources,
training, and support. By making these changes, the department could improve
employee performance and achieve its goals.
