Stress Management, Employee Engagement, Transformational Leadership And Organizational Performance Of Unicef – Uganda

Abstract

The study aimed to investigate the influence of stress management, employee engagement, and transformational leadership on organizational performance in UNICEF-Uganda. The specific objectives were to examine the relationships between stress management, employee engagement, transformational leadership, and organizational performance and to study the factor structure of these variables. The study employed an explanatory and descriptive design, utilizing both quantitative and qualitative research approaches. The findings showed that stress management, employee engagement, and transformational leadership contribute positively to organizational performance in UNICEF-Uganda. The study involved a total of 160 respondents. Among them, 66 respondents (41.3%) identified as male, while 94 respondents (58.8%) identified as female. The correlation analysis revealed significant findings: stress management had a Pearson correlation coefficient of 0.675** with organizational performance, indicating a moderate to strong positive relationship. Employee engagement showed a correlation coefficient of 0.342**, also indicating a significant positive relationship. Transformational leadership had a correlation coefficient of 0.260**, suggesting a relatively smaller impact on organizational performance. The coefficients and p-values indicate the significance of these relationships. The conclusions drawn from the study were that stress management highly predicts organizational performance, employee engagement highly predicts organizational performance, and transformational leadership averagely predicts organizational performance. Based on these conclusions, the researcher provided recommendations for UNICEF-Uganda. The recommendations included developing and implementing stress management programs, creating a supportive work environment, investing in leadership development, promoting work-life balance, and providing resources for employees to manage stress effectively. In terms of employee engagement, the recommendations suggested prioritizing effective communication and feedback channels, involving employees in decision-making processes, prioritizing employee development initiatives, and creating a positive work environment through supportive and inclusive practices. In summary, the study emphasized the importance of stress management, employee engagement, and transformational leadership for improving organizational performance in UNICEF-Uganda. The recommendations provided actionable strategies for UNICEF-Uganda to enhance these factors and ultimately enhance organizational performance.