Fatigue, counterproductive work behavior and work performance among Nurses at Life link Hospitals, staff at Century Cinemax Uganda and Northern Uganda resilience initiative
Abstract
The study seeked to establish the relationship between fatigue, counterproductive work
behavior (CWB) and work performance among employees. The study gave an insight of how
employee’s fatigue leads to counterproductive work behavior and affecting their work
performance. The objectives examined the relationship between fatigue and counterproductive
work behavior, the relationship between fatigue and work performance and assessed if fatigue
affects the results between Counterproductive work behavior and work performance of
employees. A quantitative research approach was used in data collection and analysis. A simple
random sampling method was also used targeting a sample size of employees.
The study findings helped organizations to formulate new policies as well as modify existing
ones to conclusively support the need of good sleep-in order to enhance better performance. To
achieve these objectives, correlation research was conducted and 87 from respondents were used
as a sample population among nurses at life link referral hospital located at kyaliwajala wakiso,
staff from century cinemas in Kampala, then Northern Uganda resilience initiative. Pearson
correlation was used and the findings show that fatigue has a negative non-significant
relationship with counterproductive work behavior. (r= -.178, p>.05). The result also shows that
there is no significant relationship between Fatigue and work performance (r= .125 and p>.05)
results show that there is no significant relationship between fatigue and task performance
(r=.095 and p>.05), also found that there is no significant relationship between fatigue and
contextual performance. And also there was a positive significant relationship between fatigue
and contextual performance. (r= .946 and p<0.01) therefore it was confirmed and retained.
Employers should know how to overcome fatigue in order to prevent counterproductive work
behaviors from happening among their employees and also improve on their work performance.
Managers or employers can deal with this kind of behavior through hiring carefully, this implies
that they should set clear policies, questions or interviews to see whether the candidate is eligible
for entry, then employers or managers should communicate clearly about consequences of such
behaviors.