Fatigue, counterproductive work behavior and work performance among Nurses at Life link Hospitals, staff at Century Cinemax Uganda and Northern Uganda resilience initiative
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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.