Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
MAPA/
JULY 2018
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DECLARATION AND APPROVAL
Declaration by the Student
I declare that this proposal is my original work and has not been presented for a degree in any
other university for any other award
Sign……………………………………………….. Date…………………………………………
MAPA/2016/
I confirm that the work reported in this research proposal was carried out by the candidate under
my supervision
Sign…………………………………………. Date…………………………………………..
Department of Management
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DEDICATION
This work is dedicated to my family especially my mother who encouraged throughout the
course especially in difficult moments, my father for his financial support and brothers and
sisters who were always there for me.
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ACKNOWLEDGEMENT
I acknowledge the support of my supervisor Dr. Jackson Ndolo for his insights and timely
feedback throughout the writing process. I also acknowledge the support of my friend Charles
Kyangu especially on online resources and the financial support from my father Mr. Muthiani.
Ultimately, I thank God for his wonderful strength and blessings throughout the writing of this
proposal.
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LIST OF FIGURES
Figure 2.0 Conceptual Framework……………………………………………………………. 18
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TABLE OF CONTENTS
DECLARATION AND APPROVAL ............................................................................................... ii
DEDICATION ................................................................................................................................ iii
ACKNOWLEDGEMENT................................................................................................................iv
LIST OF FIGURES ......................................................................................................................... v
LIST OF ABBREVIATIONS ......................................................................................................... viii
ABSTRACT .....................................................................................................................................ix
CHAPTER ONE .............................................................................................................................. 1
INTRODUCTION ........................................................................................................................... 1
Introduction................................................................................................................................................... 1
Background of the Study .............................................................................................................................. 1
Statement of the Problem.............................................................................................................................. 3
Purpose of the study...................................................................................................................................... 4
1.4 Specific objectives .................................................................................................................................. 4
1.5 Study Questions ...................................................................................................................................... 4
1.6 Significance of the Study ........................................................................................................................ 5
1.7 Justification of the Study ........................................................................................................................ 5
1.8 Scope of the Study .................................................................................................................................. 6
1.9 Study limitations and delimitations ........................................................................................................ 6
1.9.1 Study limitations .............................................................................................................................. 6
1.11 Operational Definition of terms ............................................................................................................ 8
CHAPTER TWO ............................................................................................................................. 9
LITERATURE REVIEW ................................................................................................................ 9
2.1 Introduction............................................................................................................................................. 9
2.2 Theoretical Literature Review ................................................................................................................ 9
2.2.1 Effort-Reward Imbalance Theory (ERT) ......................................................................................... 9
2.2.3 The Expectancy Theory ................................................................................................................. 10
2.3 Empirical Literature .............................................................................................................................. 11
2.3.1 Influence of working conditions .................................................................................................... 11
2.3.1 Influence of Roles in Organization ................................................................................................ 12
2.3.3 Influence of Work Relationships ................................................................................................... 13
2.3.4 Influence of Organizational Structure............................................................................................ 14
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2.4 Literature Summary .............................................................................................................................. 16
2.4 Conceptual Framework ......................................................................................................................... 17
CHAPTER THREE ....................................................................................................................... 19
RESEARCH METHODOLOGY ................................................................................................... 19
3.0 Introduction........................................................................................................................................... 19
3.1 Research Methodology ......................................................................................................................... 19
3.2 Research Design ................................................................................................................................... 19
3.3 Location of the Study............................................................................................................................ 20
3.4 Target Population.................................................................................................................................. 20
3.5 Sampling Techniques and Procedures .................................................................................................. 20
3.6 Sample Size .......................................................................................................................................... 20
3.7 Methods of Data Collection .................................................................................................................. 20
3.8 Testing Validity and Reliability of the Instrument ............................................................................... 21
3.8.1 Validity .......................................................................................................................................... 21
3.8.2 Reliability ...................................................................................................................................... 21
3.6 Data Collection Procedures .................................................................................................................. 22
3.10 Proposed Data Analysis Techniques................................................................................................... 22
3.11 Ethical Considerations ........................................................................................................................ 22
REFERENCES .............................................................................................................................. 24
APPENDICES ............................................................................................................................... 27
Appendix 1: Study Instrument .................................................................................................................... 27
Appendix II: Research Time Plan............................................................................................................... 30
Appendix III: Research Budget .................................................................................................................. 31
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LIST OF ABBREVIATIONS
viii
ABSTRACT
Teachers play a vital role to students in dissemination of knowledge to learners. However, when
teachers face challenges, it may be difficult to properly deliver to their expectation or the school
expectation due to the incapacitation. This study will be conducted in the light of one of the
difficulties faced which is work-related stress. The study will be informed by four main
objectives which include the influence of working conditions, institutional role, work relations
and organizational structure on their performance. The study will employ both quantitative and
qualitative methodologies and a descriptive survey research design. A sample of 110 teachers
and 38 head teachers of private primary schools which will be selected using stratified random
sampling because of its suitability in selecting a sample from a classified population. Data will
be collected using semi-structured questionnaires so as to collect both qualitative and
quantitative data. The collected data will be subject to qualitative and quantitative analysis
methods. Qualitative data will be analysed using thematic analysis and presented in narrative
form. The quantitative data will be analysed using descriptive statistics of mean, mode and
standard deviation, and inferential statistics which involve regression; and the findings will be
presented in percentages, tables, graphs and pie charts. The computations will involve use of the
Statistical Package for Social Sciences (SPSS) version 24.0. Ethical considerations will be
safeguarded by obtaining letter of approval from Mount Kenya University Ethical Review
Committee and a permit from the National Commission for Science Technology and Innovation
(NACOSTI). Anonymity together with confidentiality will be ensured throughout and after the
research process. The study is useful to both private and public primary school management
because it may be utilized to address job stressors of teachers that hinder their performance.
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CHAPTER ONE
INTRODUCTION
Introduction
This chapter gives the study background, statement of the problem, the purpose of the study,
study objectives, research questions, the study significance and justification, limitations of the
study and delimitations, the justification of the study, the scope of the study, assumptions of the
study as well as the operational definition of key terms used in the study.
Organizational performance can be measured in diverse ways such as looking at the achievement
of the organizational goals and targets, evaluation of the outcomes to customers and adherence
and conformity to that organizational values and ideals as noted by Martz (2008). Teacher
performance may be determined through the teacher effectiveness in relation to the student
performance, attendance, communication skills, coverage of the syllabus, decision making,
professionalism, interpersonal skills and management of the classroom as noted by the Teachers
Service Commission of Kenya [TSC] (2008).This determination of performance encompasses
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the teacher policy, school policy, individual teacher behaviour and interaction with other
teachers.
A working environment requires to be kept in a good condition because it facilitates the delivery
of services. Omari and Okasheh (2017) conducted a study in Jordan while assessing how work
environment influences job performance of engineering workers only to find a positive
relationship. However, they focused more on physical factors of noise, office furniture,
ventilation and light. These conditions are more specific to companies and not to teachers. In
Nigeria, poor working conditions, poor relations and salary delays were found to be major causes
of stress among Nigerian teachers which affected their effectiveness (Ekundayo & Kolawole,
2013). The study however assessed effectiveness in terms of student performance as opposed to
the current which focuses on performance and used a scale to measure the general influence of
stress on performance. Locally, Nduku, Mwenda and Wachira (2015) found that, among other
factors, physical conditions were the major influence on performance of bank employees. The
experiences of bank employees may be different from those of teachers.
Individual’s role in any organization needs to well defined to take away any duty-related
confusion. Almanae (2015) observes this in his study to establish the effect of work stress on
performance in Libyan building companies. In fact, unclear roles were the third after lack of
cooperation (31 percent), work load (27 percent) and poor communications (27) percent.
However this study focused on workers in a building industry rather than teachers. Naidoo,
Botha, and Bisschoff (2013) do not directly identify role in organization in their study, rather,
control, among other causes is identified as a stressor to educators in South Africa. The study
however focuses on the causes of stress among teachers as opposed on the current which focuses
on the influence of stress. In Kenya, Koros, Momanyi and Chakua (2018) find the challenge of
excessive supervision as having negative influence on job satisfaction. However, the study is
specific to occupational stress and job satisfaction rather than performance.
The teaching profession involves interaction of individuals either performing similar or different
duties. Min and Yong (2014) established significant influence of employee relationship stress on
performance in a study conducted in China. The study, however, does not explain how
relationships influence performance. Nigerian bank employees were found to be affected, among
other factors, by co-workers’ relationship stress as reported by Ajayi (2018). The study however
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utilized a different population of bankers whose experiences may be different to those of
teachers. In Kenya, Musyoka, Ogutu and Awino (2012) found a positive influence of employee
stress on performance of companies listed in the Nairobi Securities Exchange. The study focused
on physiological, psychological and behaviour stress which included different stress factors
rather than relationship stress alone. There is thus need for research on specific factors of stress.
Organizational structure facilitates the participation of all employees in the running of that very
organization, meaning any failure in part or in full of that structure means the organizational
failure. Organizational structure was found to have a positive relationship performance of
organization especially more on learning than innovation in a study carried out in Austria and
China by Hao, Kasper and Muehlbacher (2012). The study however looked at the relationship
rather than influence as the current study intends to do. Sibindi (2014) found a relationship
between organizational structure and performance of the National Railways of Zimbabwe.
Precisely, size, command chain, functional specialization and span of control directly affected
performance. The study’s focus was however on relationship between organizational structure
and performance rather than the influence. In Kenya, Kirui and Ongiti (2016) investigated the
influence of organizational structure on academic performance of county secondary schools
where they found a positive effect of organizational structure. Organizational structure was
measured under the constructs of centralization, hierarchy and authority, departmental decisions,
formalization of job specification, strictness and rules. The current study will focus on decision
making, job specification and rules. The current study also targets private primary school
teachers and not secondary school teachers.
Different studies have been conducted to determine the influence of job stress on performance of
employees. Stress from working conditions has been found to influence performance of
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employees although the studies focus on different populations and conditions like those of
physical conditions of dust, rain and the like (Omari & Okashe, 2017; Ekundayo & Kolawole,
2013; Nduku et al., 2015). Stress from employee roles in an organization is effectual on
performance although the studies focus on the causes of stress (Naidoo et al., 2013) and on
occupational stress (Koros et al., 2018). Relationships in the organizations significantly influence
performance, but studies do not explain in which ways they influence it, and most are conducted
on non-teacher populations (Min & Yong, 2014; Ajayi, 2018; Musyoka et al., 2012). Most
studies establish a positive correlation between organizational structure and performance (Hao et
al., 2012; Sibindi, 2014) and others have targeted secondary schools (Kirui & Ongiti, 2016). This
brings in the purpose of the current study to determine how job stress influences the performance
of private primary school teachers in Makueni County, Kenya.
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3. What is the influence of work relationships stress on the performance of private primary
schools in Makueni County?
4. What is the influence of organizational structure-related stress on the performance of primary
school teachers in Makueni County?
Thirdly, the findings of the study may be useful to employers in private organizations because
employees in private may face stress in their daily tasks. By utilizing the findings of this study, it
may be easier to initiate programs that support the wellbeing of employees in order to ensure
sustained positive performance.
The study also may be used to inform policy in the private sector. Most policies may not be
enacted without an evidence base that informs practice. By utilizing studies conducted on private
organizations, this study may inform new policies based on the employees experience to come
up with a policy that addresses their needs.
The study is also useful because it contributes to knowledge base. Once published, it may be
utilized to inform other studies on the state of affairs regarding employee wellness. Furthermore,
the suggestions of this research may be useful because further research can be conducted to
address emergent issues in employee performance.
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managing it. With proper mechanisms in place, the negative impacts are likely to be averted and
with positive inputs, the organizational performance improved.
The time for the study may also be limited because it will be carried out at a particular time of
the year which may be affected by other factors such as climate, current school events and the
like. This is likely to affect the quality of data collected from the recipients.
While it is expected that the respondents will give honest information, some of them may opt to
give wrong information either in fear of victimization or due to gained hostility from previous
experiences. This is likely to affect the responses and thus giving wrong results. However the
researcher will seek their consent, assure them of anonymity and confidentiality throughout the
research exercise.
While the study will be conducted in Makueni County, it will review literature from other
counties in Kenya and even countries within and outside Africa.
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The study will focus of aspects of job stress that may influence performance of private school
teachers in Makueni County which is distinct from other counties in many aspects.
Consequently, care will be taken in generalizing findings to the other counties because the
experiences may be diverse.
The study assumes that working conditions in private primary schools cause stress to the teachers
which affects their performance
It assumes that institutional roles in private primary schools cause stress as teachers strive to
attend to them
It also assumes that work relationships in private primary schools bring about stress to teachers
thus affecting their performance
Finally, it assumes that the organizational structure of private primary schools brings about stress
on teachers which affects their performance.
Finally, it assumes that measures can be put in place to improve the performance of the county
workers.
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1.11 Operational Definition of terms
Job stress will mean any work related distress that affects teachers in the various components of
their work in the school environment.
Organizational roles will refer to the regular duties and assignments of the employees that they
engage in at their work place.
Organizational structure will mean the processes that facilitate the management process of
schools and the general flow of information from the top management to the lower divisions.
Performance This will refer to the output of teachers from their assigned duties and consistency
in achieving the goals of their institutions.
Work relationships will refer to the interpersonal interactions of teachers as they attend to the
duties assigned by their institutions.
Working conditions will refer to the quality of the working space such as the hygiene, work
equipment and the adequacy of the facilities.
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CHAPTER TWO
LITERATURE REVIEW
2.1 Introduction
This chapter covers the empirical literature review, theoretical literature, conceptual framework
and the research gaps.
In this theory, high work efforts are based on high workloads, time pressure, many
responsibilities, overtime along with interruptions. Low rewards are aspects that are associated
with low salary, lack of morale and recognition from the management, scanty promotion aspects
and threats of job insecurity. Siegrist (2012) argues that the effort-reward imbalance has shown
to bring about emotional distress among employees, cardiovascular diseases, low job satisfaction
as well as turnover. According to Unterbink et al. (2007), effort-reward imbalance is likely to
lead to work-related stress as well as high turnover among teachers.
This theory is relevant in this study because it talks of external and internal work characteristics
that bring about low productivity, burnout, early retirement and turnover. The negative outcomes
are reflections of job stress among employees which necessitate the efforts of organizations to
address job related stress in order to improve worker efficiency. Consequently, teachers’ work-
related stress is addressed by this theory.
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2.2.3 The Expectancy Theory
This theory by Victor Vroom (1964) deals with motivation along with management. According
to Parijat and Bagga (2014) the theory assumes that the results of behaviour come from choices
drawn from diverse alternatives. Vroom purported that the relationship between a person’s work
behaviour and their goals was not a simplistic factor, but it is based on personal factors like
personality, knowledge, skills, experience together with abilities. From this observation, Vroom
offered that employees have diverse goals and can be encouraged if they believe that there is a
positive connection between efforts and their performance; that positive performance outcomes
is a desirable reward; that reward gratifies an necessary need; and that the desire to content the
need is robust enough to make a given effort worthwhile (Lunenberg, 2011).
Three key components explain the expectancy theory: expectancy, instrumentality and valence.
Parijat and Bagga (2014) explain that expectancy is the belief that improved efforts produce
better performance. Instrumentality is the cognition that if an employee performs well then a
valued result will come about. Valence denotes the beliefs about the desirability of outcomes.
There are thus differences in the level of value associated with different outcomes the view on
bonuses, recognition, promotion, and the like (Redmon, 2016). This theory addresses the
variable on performance by linking it to outcomes. Subsequently, employees are likely to alter
their behaviour according to reduction of stressors in the workplace. If most employee stressors
are addressed, their performance is likely go up as a result of buffering their motivation.
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2.3 Empirical Literature
Mafini and Pooe (2013) studied the relationship between employee satisfaction and
organizational performance of public organizations in South Africa, precisely the members of
government department. A survey design and a questionnaire were used to collect data from the
272 participants who were conveniently recruited. The research had a response rate of 54.4
percent. The findings showed a positive correlation between factors of teamwork, ability
utilization, creativity, autonomy and working conditions, where teamwork had the top correlation
and working conditions the lowest. Despite the findings, the convenient sampling used in the
study is known to have a weakness of poor representativeness as observed by Mugenda and
Mugenda (2008).
Ndiphethe, Dorasamy and Wallis (2014) carried out a study on the factors associated with job
satisfaction among Royal Swaziland Police Service. The study used a descriptive survey design
where a sample of 345 police officers was purposively selected. Data was collected using
questionnaires along with focus group discussions. The results indicated that work environment,
support and resources influenced performance. Poor structures for assisting police officers
experiencing burnout translated to poor performance. The study was conducted on a non-
teaching population and it used purposive sampling method and measurement which is
judgmental and limits generalization of findings.
Mwirigi, Moguche and Kirimi (2017) carried out a study on the effect of work environment on
the organizational performance of the Kenya Police Service in Laikipia County. A descriptive
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survey research design was utilized and sampling done through census where 86 participants
were selected. The findings showed that a large number of employees had poor housing, that
their training was catered for by their employers and that personal needs of police officers were
catered for as well. The study has important findings but it focuses on a population of police
officers whose experiences maybe different from those of teachers.
Akgunduz (2017) conducted a study on the influence of self-esteem and role stress on job
performance in hotel businesses in Turkey. The study used descriptive survey design and random
sampling in which a population of 280 hotel employees. The findings showed a negative
correlation between role ambiguity as well as role conflict on job performance while self-esteem
and role overload positively correlated with performance. Highest stress was experienced from
role ambiguity compared to role stress and role conflict. Despite these significant findings, the
study was conducted on hotel employees whose experiences may be different from those of
private school teachers. Similar findings are found in a previous exploratory study by Abbas,
Roger &Asadullah (2015) conducted in Pakistan to determine the impact of role stress on faculty
stress and burnout, where role ambiguity was the highest cause of stress and burnout. The study
however focused more on burnout rather than performance.
Olesegun, Oluwasayo & Olawoyim (2014) conducted a study to determine the effects of job
stress on performance of employees in Nigerian tertiary hospitals. The study utilized a
descriptive method in which data was collected using questionnaires and interviews and analysed
using descriptive statistics. The findings indicated that work overload, career development,
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family/work conflicts had the highest disruptive effect on performance with physical, emotional
and psychological effects on the workers. The study however utilized descriptive statistics only
and did not determine the relationship between the variables and was conducted on a non-teacher
population.
Amir & Kihoro (2014) carried out a study on 188 social workers selected through simple random
sampling to determine the work stress and coping strategies among social workers in Northern
Uganda. The research used a descriptive cross-sectional survey design and a perceived stress
scale and a questionnaire used to collect the data. High stress levels at 91 percent were found and
factors like finances, work demand, safety concerns, family as well as violence from rebels were
found to be significant causes of stress. The study however did not focus on performance as the
current study but ways of reducing stress.
Mahiri & Orwa (2015) conducted a study on occupational stress and employee performance of
Kenya National Highways Authority (KeNHA). The study utilized a descriptive research design
and proportionate stratified sampling used to select 200 employees and data collected using a
questionnaire. The data was analysed using descriptive and inferential statistics and the findings
showed a significant positive relationship between occupational stress and performance of
employees. While the study did not directly focus on role stress in organizations, relationship
with supervisors and colleagues affected the productivity of employees. The study’s population
experience may be different from that of teachers because of the nature of their work.
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Rahman & Taniya (2015) carried out a research on the effect of employee relationship
management on employee performance in private commercial banks of Bangladesh. The study
used a descriptive survey design and a random sampling of the study population where 85
participants were selected. Regression analysis as well as Pearson correlation was used to
analyse the data. The findings showed that human resource practices, leadership style, shared
goals and values had the highest influence on performance compared to trust and corporate
communication. This study however will focus on a teacher population whose environment and
experiences may be different from those of the banking industry.
Kirimi, Gikunda, Obara & Kibett (2013) conducted a study on the effect of selected motivational
factors on the performance of secondary school agriculture teaches in Imenti District of Kenya.
The study utilized a descriptive research design and random sampling where 59 teachers and 59
head teachers were selected for the study. The data was analysed using descriptive statistics and
Pearson Product Moment Correlation. The findings showed a negative correlation between
teaching load and performance and a negative correlation between interpersonal relations and
performance. This study focused on motivation rather than work relations of teachers and it was
conducted in a different county from the one proposed for the study.
In another local study, Ngari & Agusioma (2013) carried out a study on the influence of
employee relations on organizational perofmance of private universities in Kenya. The study
utilized a descriptive research design and stratified random sampling to select a sample of 80
respondents and data collected using questionnaires. The findings showed that industrial
relations, employment practices and employee communications influence the performance of
organizations. The study however focused on university staff as opposed to the current study
which focuses on private primary school teachers.
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indicated that there is a significant influence of decision making and reward management on
performance of bank employees. The study however utilized quantitative data as opposed to the
current study which uses both quantitative and qualitative data.
Saha & Kumar (2017) conducted an empirical study on the influence of participation in decision
making on job satisfaction, group learning and group commitment of the public sector in India.
The study used a quantitative research design and convenience sampling to select a sample of
550 participants using a standardized test questionnaire. The response rate of the study was 72.19
percent after rejecting the incomplete questionnaires. The findings showed that participation in
decision making impacted positively and significantly on job satisfaction and group
commitment. The study however used convenient sampling which limits generalizability of
findings. Furthermore, the quantitative data may not give comprehensive results on the employee
experiences compared to the current study which utilizes quantitative and qualitative data.
Khamisa, Oldenburg, Peltzer & Ilic (2015) conducted a study in South Africa on the effect of
work related stress, burnout, job satisfaction and general health of nurses. The study utilized a
Cross-Sectional research design and sampling was done through random sampling where 895
nurses participated in the Study. The data was analysed using multiple linear regressions to
determine the relationship between variables. The findings indicated that staff issues such as
decision making, office politics and delegation caused burnout which accounted for the mental
health of the nurses. The study however utilized a healthcare population and quantitative data as
opposed to the current which focuses on teacher population and utilizes both qualitative and
quantitative data.
Kirui & Ongiti (2015) carried out a study on the effects of organizational structure on the
performance of county secondary schools in Bomet County of Kenya. The study utilized an
exploratory research design and purposive sampling where a sample of 56 teachers was selected.
The data was collected using semi-structured questionnaires and analysed qualitatively and
quantitatively. The findings showed that organizational structure affects the performance of
teachers. Precisely, the factors of hierarchy and authority, centralization, departmental decisions,
formalization of job specification, and strictness and rules affected how teachers performed. The
study however utilized an exploratory research design as compared to the descriptive design of
15
the current study; and the research population was of secondary school teachers as opposed to
the current private primary school teachers.
Wainaina, Iravo & Waititu (2014) conducted a different study on the effect of employee
participation in decision making on the organizational commitment amongst academic staff in
private and public universities in Kenya. The study utilized a descriptive research design and
stratified sampling where a sample of 347 academic staff. Data was collected using
questionnaires and analysed using correlation and regression analysis. The findings indicated that
employee participation in decision making has a significant influence on commitment of
university staff in Kenya. The study population was however comprised of higher education staff
rather than primary school teachers of the current study.
Work relationships significantly affect performance but studies addressing the independent
variable do not directly address the independent variable as the current study. Some focus on
work relationship management and others motivational factors which include the independent
variable. This is the same as the influence of organizational structures where most studies focus
on the influence of decision making, work-related stress and burnout and employee participation.
As for the dependent variable, some studies focus on job satisfaction and organizational
commitment rather than performance. Furthermore, some studies utilize quantitative data as
opposed to the current study which will utilize both quantitative and qualitative data.
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2.4 Conceptual Framework
Maxwell (2005) defines a conceptual framework as a system of concepts, assumptions, beliefs
and theories which supports and informs a research, and forms part of the design. In figure 2.0,
below job stress is hypothesized to influence the performance of teachers. The independent
variable of the study is performance which is indicated by the absenteeism, turnaround times,
resignations and student performance. On the other hand, independent variable is job stress
which is indicated by working conditions stress, organizational role stress, work relationships
stress and organizational structure stress. These are expected to directly influence the
performance of private primary school teachers.
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Independent variable Dependent variable
Enough classrooms
Ventilation of the classrooms
Enough safety gear
Teacher-to-teacher relations
Teacher and pupil relations
Teachers and parent relations
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CHAPTER THREE
RESEARCH METHODOLOGY
3.0 Introduction
This chapter covers the research design, the study population, sampling techniques, sample size,
data collection methods, study instrument, validity and reliability of the instrument, data analysis
and techniques and ethical considerations.
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3.3 Location of the Study
The study will be conducted in Makueni County of Kenya which covers six sub-counties of
Makueni, Kaiti, Mbooni, Kilome, Kibwezi East and Kibwezi West.
3.8.1 Validity
Kothari (2004) explains that validity is a vital criterion of a research instrument that shows the
level to which that instrument measures what it is supposed to measure. The study will use face,
content and construct validity. The face validity will be ensured through ensured through
creation of a tool that augurs with the study topic and also through expert opinion to obtain
suggestions for modification. Content validity, which is concerned with sample population
representativeness, will be ensured through extensive literature review of related items. Factor
analysis will be used to ensure that construct validity of the instrument through consulting of
prior theoretical expectations as offered by Kerlinger and Lee (2000).
3.8.2 Reliability
Reliability is defined as that capacity of a study instrument to give consistent results (Mugenda
& Mugenda, 2003). The index alpha is the most important index of internal consistency because
it consists of the mean of variable correlations, and it does not depend on their arrangement.
Reliability is ensured through the use of different items of measure, testing diverse respondent
samples and using uniform regular testing procedures. Subsequently, a pilot study will be
conducted on 20 respondents selected from the target population in determining the reliability of
the data collection instrument. Furthermore, the index alpha will be computed for all the items
forming the research variables and thus the overall reliability of the questionnaire determined.
Items with a score of 0.7 on Cronbach’s alpha will be retained since they will be considered
reliable for collection of data.
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3.6 Data Collection Procedures
Data collection is described as the process of gathering along with measuring information
regarding targeted variables through an established systematic way that facilitates the researcher
to answer relevant questions and evaluating the outcomes (Kothari, 2004). The researcher will
collect the data through hired assistants who will be trained on the same. The data collection
exercise will be conducted through distribution of the instrument to the respondents. Before
administration, the respondents will have the purpose of the study explained then they will be left
to fill the questionnaire in a period of one week when it will be collected for data analysis.
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collected from the study will be kept under lock and key and after the process of data analysis
and reporting, it will be destroyed.
23
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Wainaina, L., Iravo, M. & Waititu, A. (2014). Effect of employee participation in decision
making on the organizational commitment amongst academic staff in the private and
public universities in Kenya. International Journal of Advanced Research in
Management and Social Sciences, 3(12), 131-143.
Ekundayo, H.T. & Kolawole, A.O. (2013). Stress among secondary school teachers in Ekiti
State, Nigeria. Journal of Educational and Social Research, 3(2), 311-316.
Al-Omari, K. & Okasheh, H. (2017). The influence of work environment on Job performance: A
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Koros, E.J., Momanyi, J.M. & Chakua, C. K. (2018). The impact of occupational stress on job
satisfaction among Kenyan primary school teachers. International Journal of Scientific
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Chaudhry, M.S., Sohail, F. & Riaz, N. (2013). Impact of employee relation on employee
performance in hospitality industry of Pakistan. Academy of Business and Scientific
Research, 1(1), 60-72.
Jayarathna, Y. S. & Weerokkody, W.A (2016). Impact of decision making, reward management
on job performance: mediation of job satisfaction: A case of a private banks in Sri Lanka.
European journal of Business and Management, 8(32), 65-75.
Saha, S. and Kumar, S.P. (2017). Influence of participation in decision making on job
satisfaction, group learning, and group commitment: Empirical study of public sector
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APPENDICES
My name is Caroline Muthiani, a student from Mount Kenya University currently taking my
masters degree in public administration. As part of the requirements for course completion, I am
conducting a research on the influence of job stress on the performance of private primary school
teachers. You have been selected as one of my respondents. Your honest responses are important
in this questionnaire because they assist me in achieving the purpose of this study. I wish to
assure that the information shared here will not be divulged or used against you by any means.
Please respond to them as directed in every section.
4. Please indicate your level of agreement with the following statements working conditions
Where (1 = strongly disagree; 2 = disagree; 3 = neutral; 4 = agree; 5 = strongly disagree)
Item 1 2 3 4 5
I feel disoriented by the few classrooms in my school
The ventilation of the classrooms makes it difficult to
teach
I lack protective gear when handling teaching tasks
According to you, do you think the stress from working conditions affects your
performance? Yes ( ) No ( )
Kindly explain your answer
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
__________________
Section C: Influence of Roles in Institutions
5. Please indicate your level of agreement with the following statements on your role in
your institution where (1 = strongly disagree; 2 = disagree; 3 = neutral; 4 = agree; 5 =
strongly disagree)
Item 1 2 3 4 5
I have many responsibilities in school that stress
27
me
I feel the way roles are distributed burdens me
The low collaboration with other teachers is
stressful
According to you, do you think that stress from your role in the institution affects your
performance? Yes ( ) No ( )
Briefly explain your answer
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
__________________
Section D: Influence of work relations
6. Please indicate your level of agreement with the following statements on the influence of
work relations stress on performance (1 = strongly disagree; 2 = disagree; 3 = neutral; 4 =
agree; 5 = strongly disagree)
Item 1 2 3 4 5
I get stressed by the relations with other
teachers
Handling students in class stresses me
Parents’ demands from me stress me
In your own thinking do work relations stress affect your performance? Yes ( ) No (
)
Kindly explain your answer above
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
_____________
Section E: Influence of Organizational structure stress on performance
7. Please indicate your level of agreement with the following statements on the influence of
organizational structure stress on performance where (1 = strongly disagree; 2 = disagree;
3 = neutral; 4 = agree; 5 = strongly disagree)
Item 1 2 3 4 5
I get stressed by the way decisions are made in my
school
I get stressed by the many restrictive rules in my
school
I get stressed for teaching outside my specialization
According to you, do you think that organization structure stress affects your
performance?
Yes ( ) No ( )
Please explain your answer
________________________________________________________________________
28
________________________________________________________________________
________________________________________________________________________
__________________
Section F: Suggestions for dealing with stress
8. From the stress that you undergo, what are some of the suggestions for reducing stress for
better performance?
Working conditions related stress
________________________________________________________________________
________________________________________________________________________
____________
Role in institutions stress
________________________________________________________________________
________________________________________________________________________
____________
Work relations
________________________________________________________________________
________________________________________________________________________
____________
Organizational structure
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
__________________
Thank you for your participation
29
Appendix II: Research Time Plan
Activity August 2018 September October 2018 November 2018
2018
Ethical Review
and Permit
Application
Permit from
Sub-County
offices
Pilot Study
Data Collection
Exercise
Data analysis
Project Writing
Project
Submission
30
Appendix III: Research Budget
S/No Item Quantity Unit Cost Amount (Kshs)
(Kshs)
1 Travelling 2 weeks 3,000/= 42,000/=
2 Daily Internet bundles 3 months 500/= 4,500/=
3 Field assistants 2 research 2,000/= 56,000/=
assistants
4 Printing and binding costs 10 sets 6,000/= 60,000/=
5 Communications 500/= per day 500/= 7,000/=
Total 169,500
31