Domestic violence, Psychological Wellbeing and Employee Performance among staff members Salena bakery Kasangati, Wakiso district

Abstract

The study aimed at investigating the impact of domestic violence, psychological wellbeing and employee performance among staff members Salena Bakery Kasangati, Wakiso district. The study adopted a correlation study design with a population of 100 employees from the entire organization. Simple random sampling technique was used to draw a sample of 80 respondents from the population. Data was collected from respondents using self-administered standard questionnaire and through Statistical Package for Social Science (SPSS) data was entered and analysed. Descriptive statistics showed that majority 60.3% female were followed by males with 39.7% of the total population, majority were degree holders (38.3%). Results from Pearson product-moment correlation coefficient (r) further indicated that there was a significant relationship between domestic violence and psychological wellbeing (r=.734, p=.000), significant relationship between psychological wellbeing and employee performance (r =.439, p=.000) p=0.01 and negative significant relationship between significant relationship between domestic violence and employee performance (since r =-.081, p=.498). Thus, the findings of this study provide several recommendations to address employee performance issues in a direct and timely manner. This suggestion is frequently difficult to accomplish whether or not domestic violence is suspected. Plan what you will say. Develop an agenda and decide how you may wish to conduct the meeting. Managers and supervisors are in a unique position to observe employees' day-to-day performance, appearance, and attendance and, therefore, may recognize behavior that signals the presence of a possible personal problem including domestic violence. Balance observations and discussion with the employee's privacy rights. Avoid the appearance of interfering in an employee's private life and/or creating potential problems by presuming the employee is impaired in some way.