Occupational stress, employee motivation and turnover intentions: a case study of cancer institute Mulago

Abstract

This study aims to determine the relationship among Occupational Stress, Employee Motivation and Turnover Intentions; a Case Study of Uganda Cancer Institute Mulago. The specific objectives of the study are, i) to find out the relationship between occupational stress and employee motivation, ii) to determine the relationship between occupational stress and employee turnover intentions, and iii) to explore the relationship between employee motivation and employee turnover intentions. The study applied a cross-sectional quantitative design to analyze data. The population of this study included workers at the Uganda cancer institute Mulago. The sample size required for this study was 77 respondents. Results in table 2 indicate that there is a positive significant relationship between occupational stress and employee motivation. Results in table 3 indicate that there is no significant relationship between employee motivation and employee turnover intentions. Hypothesis 1, states that there is no significant relationship between occupational stress and employee turnover intentions. There is a positive significant relationship between employee occupational stress and employee turnover intentions among employees. It was concluded that there is no significant relationship occupational stress and employee turnover intentions and there is a significant relationship between occupational stress and employee turnover intentions among employees. This means that employee motivation has an impact and turnover intentions and hence an influence. It was recommended that the institute should learn to motivate the workers and curb occupational stress to reduce on the level of turnover intentions and the medical practitioners can learn to employ self-motivation tactics as well.