ASSESSMENT OF STRESS MANAGEMENT FACTORS ON EMPLOYEE

PERFORMANCE: A CASE OF ALLIANCE ONE TOBACCO (T) LIMITED

EDWIN GASPER SONG’ORA

Master of Human Resource Management of the Institute of Accountancy Arusha.

September, 2023
 ASSESSMENT OF STRESS MANAGEMENT FACTORS ON EMPLOYEE

PERFORMANCE: A CASE OF ALLIANCE ONE TOBACCO (T) LIMITED

EDWIN GASPER SONG’ORA

MHRM-02-0044-2022

A Research Proposal submitted in partial fulfilment of the requirements for the

degree of Master of Human Resource Management of the Institute of Accountancy

Arusha.

September, 2023
 CERTIFICATION

The undersigned certifies that he has read and hereby recommends for acceptance by Institute of

Accountancy Arusha, a research proposal titled “ASSESSMENT OF STRESS MANAGEMENT

FACTORS ON EMPLOYEE PERFORMANCE: A CASE OF ALLIANCE ONE TOBACCO (T)

LIMITED ” in partial fulfillment of the requirements for the award of Master of Institute if Account

Arusha.

__________________________________________

(Supervisor’s signature)

Supervisor

Prof. William D. Tieng’o (Phd)

Date ___________________________________

1
 DECLARATION

I, EDWIN GASPER SONG’ORA declare that this Research Proposal is my own original work and

that it has not been presented and will not be presented to any other higher learning Institution for a

similar or any other academic award.

Signature________________________________

Date_______________________

2
 ACKNOWLEDGEMENT

I give thanks to the Almighty God for his love, care and blessing while undertaking my studies. I

further thank my course lecturers and co-students of MHRM for close collaborations in undertaking

ground assignments to the course. In a special way I would like to appreciate and thank my

proposal supervisor Prof. William D. Tieng’o (Phd) for his continued coaching and guidance while

preparing this Dissertation. He really saw me through and greatly helped me in shaping this

proposal to its current look.

3
 COPYRIGHT @2023

This proposal should not be reproduced by any means, in full or in part, except for short extract in a

fair dealing, for research or private study, critical scholarly review or discourse with an

acknowledgement. No part of this proposal may be reproduced, stored in any retrieval system, or

transmitted in any form or by any means without prior written permission of the author or The

Institute of Accountancy Arusha.

4
 TABLE OF CONTENTS
CERTIFICATION i
DECLARATION ii
ACKNOWLEDGEMENT iii
COPYRIGHT @2023 iv
LIST OF FIGURE vii
LIST OF ABBREVIATION viii
CHAPTER ONE 1
INTRODUCTION 1
1.1 Introduction 1
1.1 Background to the problem 1
1.2 Statement of the problem 3
1.3 Research objectives 4
1.3.1 Main research objective 4
1.8 Summary 6
CHAPTER TWO 7
LITERATURE REVIEW 7
2.0 Overview 7
2.1 Definition of key terms 7
2.1.1 Stress 7
2.1.2 Work related stress 7
2.1.3 Stress management 8
2.1.4 Employee performance 8
2.2 Theoretical literature review 8
2.2.1 Transactional theory of stress 8
2.2.2 Relevance of the theory to the study 9
2.3 Empirical literature review 10
2.3.1 To determine the influence of management and co-worker support as stress management
factor on employee performance 10
2.3.2 To examine the influence of stress coping trainings as stress management factor on employee
performance 14

5
2.3.3 To assess the influence of counselling as a stress management factor on employee
performance 17
2.4 Research gap 20
2.5 Conceptual framework 20
CHAPTER THREE 22
RESEARCH METHOLOGY 22
3.0 Overview 22
3.1 Study area 22
3.2 Study approach 22
3.3 Study design 23
3.4 Target Population 23
3.5 Sample size 24
3.6 Sampling procedures 25
3.7 Data collection methods 25
3.8 Data analysis 25
3.9 Reliability and Validity 26
3.9.1 Credibility 26
3.9.2 Transferability 26
3.9.3 Dependability 27
3.9.4 Confirmability 27
3.10 Ethical consideration 27
3.11 Summary 27
REFERENCES 28
APPENDICIES 30
APPENDIX I: QUESTIONNAIRE 30
Appendix 2: Budget 33
Appendix 3: Work Schedule 34

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 LIST OF FIGURE

Figure 2. 1: Conceptual framework 21

7
 LIST OF ABBREVIATION

SPSS- Statistical Package for Social Science

ISCO - International Standard Classification of Occupations

IAA - Institute of Accountancy Arusha

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 CHAPTER ONE

INTRODUCTION

1.1 Introduction

This chapter covers several sections including the background to the problem, statement of the

problem, research objectives and research questions. The rest of sections described in this

chapter are such as scope of the study, limitation and delimitation of the study, significance of the

study and summary of the issues covered in this chapter.

1.1 Background to the problem

Stress is a psychological matter that has been described by different scholars in more than a

century. For instance, Hans Selye (1936), who is known as the "father of stress research",

described stress as the “nonspecific response of the body to any demand." In his early work on the

topic of stress, Selye (1936) conceptualized two categories, namely good or desirable stress

(eustress) and bad or undesirable stress ( distress). For instance, the stress of thrilling, successful

work is good, whereas the stress of failure, humiliation, or infection is bad. Stress affects people

differently and for different reasons. This typically occurs at work when there is a mismatch

between the requirements of the job and the resources or talents of a particular employee to meet

those requirements. Occasionally, stress from outside the workplace, such as family-related stress,

contributes to increased stress at work (Chali, 2019).

Stressed-out employees are also more likely to be unwell, unmotivated, underproductive, and

insecure at work (Chen, Wang and Liu, 2022). Their businesses have a lower chance of being

profitable in a cutthroat industry. Stress management can be defined as interventions designed to

reduce the impact of stress in the work place. These can have an individual focus aimed at

increasing an individual’s ability to cope with stress (Matalisi, 2022).

1
Although there are many interventions used by organizations to manage stress, primary,

secondary, and tertiary interventions are the most often employed interventions. An example of

primary intervention is management and co-worker support, secondary intervention’s example is

stress coping training, while the tertiary intervention’s example is counseling (Di Fabio, 2017).

Finding potential sources of employee stress and the hazards that go along with it receives a lot of

attention during primary intervention (Kilby et al., 2018). The focus of secondary interventions is on

providing employees with training, such as seminar programs, to assist them detect and manage

stress and identify organizational stressors (Di Fabio, 2017). Individual workers who had previously

experienced the impacts of stress were the focus of tertiary interventions. To help employees cope

with stress, these interventions include counseling, employee assistance programs, consulting with

stress managers or mental health professionals (Nyunza, 2020).

There have been various research done worldwide on the subject of stress management. For

instance, Berber & Lekovic (2018) did research in the United States and emphasized that stress is

typically an inevitable aspect of everyone's existence in this world. This displays a negative thought

that can have an effect on one's mental and physical well-being (Iskamto, 2021). Therefore, it is

crucial to assist people in comprehending the symptoms of stress and creating coping

mechanisms.

In developing nations, stress management is of utmost importance, particularly in Africa where

workplaces frequently experience overwork, job instability, low levels of job satisfaction, and a lack

of organizational autonomy (Rostam, 2020). Even at the national level, Tanzania has relatively little

information on stress management, and there is no formal policy regulating stress management in

workplaces.

People in all types of professions and organizations can feel stress, although some job types and

organizations put greater stress on specific employees than others. For instance, the issue of

2
stress is especially prevalent in the manufacturing sector and is greatly influenced by the

workplace. Workers in industrial industries are frequently subjected to a variety of stressors,

including loud noise, inadequate illumination, high temperatures, stuffy environments, and

mechanical (physical) danger (Kefelew et al. 2023). Fear of being exposed to the chemical and

physical risks present in industrial settings can also contribute to stress. Stress at work can also be

brought on by overly demanding manual labor and work overload in industrial industries

(Mwakasangula and Mwita, 2020). In this situation, industrial workers need require effective stress

management strategies to preserve their psychological well-being and boost productivity. For the

purpose of this study, Alliance One Tobacco (T) Limited, Morogoro Region, Tanzania is an

appropriate area for carrying out this study. This is because it is a manufacturing industry and its

workers are vulnerable to different kinds of stressors such as extreme noise, high temperature,

stuffy atmosphere and mechanical (physical) menace.

1.2 Statement of the problem

There is a rising concern about work related stress as it has been linked with affecting the

performance of employees in organizations (Grace, Leonard and Nnaemeka, 2023). The debate

about whether there is a problem with stress at work is no longer relevant; what matters most now

is how actively companies and managers want to contribute to finding a solution by using effective

stress management techniques (Rostam, 2020). A lot of studies on work stress have been

conducted outside of Tanzania, few in private sectors. Yet, there is no specific policy guiding stress

management in public and private sectors in Tanzania. Also, there is no proof on the availability

psychology specialists who could monitor psychological health of employees in human resource

departments of both public and private organizations. This is a gap that this study intends to

address; there is a need to conduct an assessment on stress management and its impact on

employee performance at work place. Hence, this study will assess stress management and its

3
contribution on employee performance at Alliance One Tobacco (T) LTD. Although employees can

come at work with stress from home, this study will focus on work related stress.

1.3 Research objectives

1.3.1 Main research objective

The main objective of this research is to assess stress management factors on employee

performance at Alliance One Tobacco (T) Limited

1.3.2 Specific research objectives

a) To determine the influence of management and co-worker support as stress management

factor on employee performance at Alliance One Tobacco (T) Limited

b) To examine the influence of stress coping trainings as stress management factor on

employee performance at Alliance One Tobacco (T) Limited

c) To assess the influence of counselling as a stress management factor on employee

performance at Alliance One Tobacco (T) Limited

1.4 Specific research questions

a) What is the influence of management and co-worker support as stress management factor

on employee performance at Alliance One Tobacco (T) Limited?

b) What is the influence of stress coping trainings as stress management factor on employee

performance at Alliance One Tobacco (T) Limited?

c) What is the influence of counselling as a stress management factor on employee

performance at Alliance One Tobacco (T) Limited?

1.5 Scope of the study

This study will base at Alliance One Tobacco (T) LTD found in Morogoro Municipal, which implies

that all necessary information concerning stress management and its impact on employee

4
performance will be gathered within the study scope. The study will focus on studying stress

management and its contribution on employee performance at the selected industry.

1.6 Limitation and delimitation of the study

There is number of limitations that the study may encounter while carrying out this study. In this

study, the utilization of questionnaire as data collection instrument pose some few constraints on

respondent’s comprehension of the questions. After noting this limitation, piloting of the

questionnaire to 10% of respondents will be done before the full scale deployment of the

questionnaires to be done. The study also may encounter some barriers related to resources

including time, money and manpower. In order to address these limitations, the researcher will

employ research assistants in data collection so as to complete the task on time.

1.7 Significance of the study

This study on “stress management and its contribution on employee performance” is very

significant in terms of policy, practice and for academic reasons. This study will bring about policy

implications taking consideration that there is no policy guiding stress management at work place

in the country. This study is important in organizational practices as it will provide evidence on the

proper ways of dealing with stress at organization level and its contribution to employee

performance. This study will also provide baseline information concerning stress management and

its contribution to employee performance for future researchers and anyone interested to study

stress management at work place.

1.8 Summary

This study seek to assess stress management and its contribution on employee performance at

Alliance One Tobacco (T) Limited. This study will specifically be guided by three objectives

including to determine the influence of management and co-worker support as stress management

factor on employee performance at Alliance One Tobacco (T) Limited, to examine the influence of

5
stress coping trainings as stress management factor on employee performance at Alliance One

Tobacco (T) Limited and to assess the influence of counselling as a stress management factor on

employee performance at Alliance One Tobacco (T) Limited. This study will base at Alliance One

Tobacco (T) LTD found in Morogoro Municipal, which implies that all necessary information

concerning stress management and its impact on employee performance will be gathered within

the study scope. The study is concerned with limitations such as time and the use of questionnaire

as the mode of data collection. This study is very significant in providing useful data to

academicians and researchers and improving the real practice including to help employees cope

with stress, as a result to improve employee performance in manufacturing industries like Alliance

One Tobacco (T) Limited.

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 CHAPTER TWO

LITERATURE REVIEW

2.0 Overview

This chapter covers the theoretical literature review and empirical literature review. Definition of

key terms are described first, then, stress related theory is discussed in theoretical part of literature

review. In empirical literature review is where previous studies related to this topic under study are

discussed and come out with the research gap. This chapter winds up with a conceptual

framework which will guide this study.

2.1 Definition of key terms

2.1.1 Stress

According to Selye (1976) who is known as the “father of stress research”, stress on human is

explained as “the nonspecific response of the body to any demand”. There are numerous factors

that cause the human body and physiology to react in an unspecific manner. These factors include

being unhappy with a job, having long working hours or heavy workloads, family matters, being

unsecure and many other factors (Rawal & Mhatre, 2018).

2.1.2 Work related stress

Work related stress is defined as the perception of a discrepancy between environmental demands

(stressors) and individual capacities to fulfill these demands (Topper, 2007; Vermunt & Steensma,

2005; Ornelas & Kleiner, 2003; Varca, 1999). Christo & Pienaar (2006) for example, argued that

the causes of occupational stress include perceived loss of job, and security, sitting for long

periods of time or heavy lifting, lack of safety, complexity of repetitiveness and lack of autonomy in

the job.

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2.1.3 Stress management

Stress management can be defined as interventions designed to reduce the impact of stress in the

work place. These can have an individual focus aimed at increasing an individual’s ability to cope

with stress (Suramardhini, 2013).

2.1.4 Employee performance

Employee Performance is a very critical factor in every organization. It is the basis of the success

of an organization which, in all aspects, is dependent on individual employee performance. In other

words, if an individual performs according to the expected standards, then organization

performance will be enhanced and improved (Chegini, 2010).

2.2 Theoretical literature review

This study will be guided by transactional theory of stress which is discussed in this section,

followed by the discussion of the relevance of the theory to the study.

2.2.1 Transactional theory of stress

The transactional theory of stress was developed by Lazarus & Folkman in 1984. The author of

this theory created the theory in order to help people cope with stressful situation by using

objective appraisal. This theory states that; stress is direct product of transaction between an

individual and the environment which may tax their resources and threaten wellbeing (Lazarus,

1986; Lazarus & Folkman, 1987).This theory according to Lazarus & Folkman, (1984) can be

broken down into three steps which are Primary appraisal which involve limiting employees from

exposure to stress, secondary appraisal which involve training employees about stress coping and

tertiary appraisal which involve using coping strategies. For the purpose of this study, the theory

variables which include primary appraisal/intervention, secondary appraisal/intervention and

tertiary intervention will be adopted as stress management variables. An example of primary

8
intervention is management and co-worker support, secondary intervention’s example is stress

coping training and an example of tertiary intervention is counselling.

Yet a more recent version of this theoretical model suggest that it is the appraisal of this

transaction that offers a causal pathway that may better express the nature of the underlying

psychological and physiological mechanisms which underpin the overall process and experience of

stress (Lazarus, et al, 2001). In this case, any aspect of the work environment can be perceived as

a stressor by the appraising individual. Yet the individual appraisal of demands and capabilities

can be influenced by a number of factors, including personality, situational demands, coping skills,

pervious experiences, time lapse and any current stress state already experienced (Prem, et al,

2017).

One multidisciplinary review provides a broad consensus that stressors really only exert their

effects through how individual perceives and evaluates them (Ganster & Rosen, 2013). As such,

the experience of work place stress according to the transactional theory is associated with the

exposure to particular workplace, scenarios and personal appraisal of a difficult in coping. This

experience is usually accompanied by attempts to cope with the underlying problem and by

changes in psychological functioning behavior and function (Aspinwall & Taylor, 1997).

2.2.2 Relevance of the theory to the study

This study deals with stress management at work place to see how employees cope with stress

and how organizations and managers help their employees cope with stress. The transactional

model of stress will guide this study because it represents the sources of stressor, the perceptions

of those stressors in relation to his/her ability to cope, the psychological and physiological changes

associated with the recognition of stress, arising, including perceived ability to cope, the

consequences of coping, and all general feedback that occurs during this process. The study will

use the theory variables including primary appraisal/intervention, secondary appraisal/intervention

9
and tertiary intervention as stress management variables to assess its impact on employee

performance.

2.3 Empirical literature review

This section describes the previous studies related to the current study. This section is arranged in

respect to the study’s specific objectives including to determine the influence of management and

co-worker support as stress management factor on employee performance, to examine the

influence of stress coping trainings as stress management factor on employee performance and to

assess the influence of counselling as a stress management factor on employee performance.

2.3.1 To determine the influence of management and co-worker support as stress management

factor on employee performance

Nyunza, (2020) conducted a study on the effects of job stress on employee performance: A Case

of Kilimanjaro International Airport. The study also explored the stress coping strategies to mitigate

job related stress. The study employed a case study design and adopted a systematic random and

purposive sampling to generate a sample of 71 respondents from a population of 250 staff.

Questionnaires and interviews were the main data collection instruments used. Data were

analyzed using descriptive statistics as well as Pearson Correlation Method with the aid of SPSS

programme (Version 20). The study findings suggested that KIA needs to make sure that

management and co-worker support, responsibility, recognition, opportunity for achievement and

advancement, or improving core job characteristics, such skill variety, task identity, task

significance, autonomy, and feedback may lead to motivation, feeling sense of responsibility, and

utilizing maximum capability are in place so as to reduce work stress. Hence, it is noticed that

support from management and co-worker is one of the strategies that may help employees cope

with stress, and finally lead to improvement of employee performance in the organization.

10
Chali, (2019) conducted a study on the implication of work related stress among secondary school

teachers in Tanzania. The Case of Tanganyika district in Katavi. The study also explored the

stress management strategies which can be effective in addressing work related stress among

employees. This study employed mixed approach whereby cross-sectional explanatory sequential

design was used; Simple random and purposive sampling was used where 92 respondents were

used as sample size; Questionnaire, interview and documentary were used for data collection;

Descriptive analysis were employed for quantitative data while content analysis were for qualitative

data. The study results indicated that professional counseling, administration support and physical

exercises were the main techniques in solving the stress problem. In addition, head of schools

employed mentoring and counseling techniques to assist their subordinates to curb work related

stress; it is therefore recommended that heads of schools should employ mentoring and

counseling techniques to curb unnecessary stress to their subordinates in order to raise the school

productivity for the success of all students.

Kihara & Mugambi, (2018) conducted a study on the effect of stress management strategies on

employees’ performance in the public service. Descriptive research design was adopted. The

target population comprised of seven hundred thousand (700,000) respondents from the Public

Service with a sample size of four hundred (400). Random sampling techniques was used in

selecting a sample size from 21 ministries within the Public Service. Questionnaires method was

used as data collection instrument which was self-administered. The data was analyzed using

Statistical Package for Social Scientists (SPSS) version 20 and the output presented using tables

and graphs. Multiple linear regression model to study the relationship between Stress

Management Strategies and employees’ performance was used. Descriptive Statistics included

frequencies distribution tables and percentages to present and interpret data. The study would

benefit the Human Resource Personnel in Public Service in making strategic decisions relating to

11
formulation of stress management strategies. The Government ministries would also use the

results from the study to review policies to incorporate stress management measures. The study

would also be of importance to academicians and scholars as it would provide reference materials

for future research. From the findings of the analysis of the study, all variables studied indicated a

significant effect on employees’ performance of Public Service, explained by a 91.1% variation.

The regression model also indicated that there was a positive relationship between employees’

performance and the factor variables studies of relaxation techniques and counselling services.

The study revealed that the Management of the organization under study should create awareness

to the employees to enable them be aware of utilization of stress management strategies available

in the organization that can result in improved performance.

Matalisi, (2022) conducted a study on the effect of strategic stress management on employees’ job

performance: A Case Study of Parastatal Pension Fund in Tanzania. The study adopted a case

study design. It used stratified and purposive sampling procedures to select 150 respondents

included in the study. Questionnaires, semi-structured interviews and literature review methods

were used for data collection. The findings of the study show that stress management strategies

implemented by PPF have had positive effects on employees’ work performance. These findings

highlight a strong relationship between stress management strategies implemented at workplaces

including administration support and co-worker support and employee work performance. The

study further shows that the implementation of strategic stress management initiatives at PPF have

contributed to corporate effectiveness by enabling the organization to achieve its key performance

targets such as reduction in staff turnover, increased quality and quantity of services, reduction in

health care cost of staff, increasing staff performance and morale. The study recommends for the

organization to continuously conduct surveys on stress levels to determine the effectiveness of

current strategies and craft and implement better ones.

12
Chen, Wang & Liu, (2022) conducted a study on work stress, mental health and employee

performance. This study explored the relationship between work stress and employee

performance. This study also focused on investigating the strategies for stress management in

order to mitigate the problem of work related stress. Using a sample of 196, the study found that

servant leadership provides a friendly internal environment to mitigate negative effects of work

stress on employees.

Sime, Hailesilassie & Alenko, (2022) conducted a study on work-related stress and associated

factors among employees of Hawassa industrial park, southern Ethiopia. An institutional-based

cross-sectional study was employed among 419 employees of Hawassa industrial park using an

interviewer-administered structured questionnaire. Study participants were selected using simple

random sampling technique. Data was collected by face-to-face interview. A workplace stress

scale (WPSS) was used to assess work-related stress. The collected data were coded and entered

into EPI data 4.6 and exported to SPSS version 26 for analysis. Multivariable logistic regression

analysis was conducted to identify associated factors. The statistical significance was considered

at P-value <0.05. The Overall prevalence of work-related stress was 47.5, 95% CI (43.2, 52.1).

Variables such as temporary employment [AOR=0.41, 95% CI (0.26–0.64)], poor working condition

[AOR=2.12, 95% CI (1.32–3.43)], work experience less than two and half years [AOR=3.11, 95%

CI (1.95–4.96)], poor learning opportunity [AOR=1.82, 95% CI (1.10–2.30)], poor organizational

support [AOR=1.70, 95% CI (1.10–2.62)], current use of khat [AOR=2.52, 95% CI (1.28–4.99)] and

current use of alcohol [AOR=2.27, 95% CI (1.44–3.58)] were significantly associated with work-

related stress. The study found high prevalence of work-related stress among employees of

Hawassa industrial park. Temporary employment, poor working conditions, work experience <

21 /2 years, poor learning opportunities, poor organizational support, current khat use, and current

use of alcohol were significantly associated with work-related stress. The study findings revealed

13
that enhancing stress management skills and primary prevention on identified risk factors to

industry employees. The study indicated that one of the significant primary intervention towards

stress management is support from organization leaders and co-workers.

2.3.2 To examine the influence of stress coping trainings as stress management factor on

employee performance

Luvara, (2017) conducted a study on factors and coping strategies for workplace stress among

construction workers in Dar es Salaam, Tanzania. A cross-sectional descriptive study, whose

sample was made up of 31 building projects and selected construction workers with different skills

levels as classified by International Standard Classification of Occupations (ISCO) were used. The

study findings suggested that actions to reduce stress at workplaces should be given first priority

by every stakeholder, every construction firm should make provision for the management of stress

of construction workers and organizations in the construction industry should arrange for regular

training of coping strategies of stress to construction workers as well as discouraging workers to

use negative coping strategies to deal with their stresses which may harm their health and working

performance.

Grace, Leonard & Nnaemeka, (2023) conducted a study on the effects of stress management

techniques on employee job performance in manufacturing firms in Nigeria. This study assessed

the strategies which can be used in stress management. The research design was descriptive

survey methods. Study Area was Enugu State. Enugu State, South-East of Nigeria. The sample

size of 378 respondents was drawn from the population of 657 employee of four manufacturing

firms namely Nigeria Breweries 9th mile corner Enugu, Innoson technical and industrial company

Ltd Emene Enugu, Juhel pharmaceutical company Emene Enugu, Aqua Rapha water company

9th mile Corner Enugu. Research questions of the study were answered using mean score and

standard deviation. The hypotheses stated were tested using regression analysis which comprises

14
of t-statistic, f-statistic and correlation analysis. The empirical results show that meditation

technique has significant effect on employee effectiveness of manufacturing firms in Nigeria (t-

statistics = 5.292; P-value = 0.000 < Sig-value 0.005) and relaxation technique has significant

effect on employee job satisfaction of manufacturing firms in Nigeria (t-statistics = 6.491; P-value =

0.000 < Sig-value 0.005). Therefore, the study findings suggested that management should

arrange regular trainings on stress coping strategies such as relaxation technique in order to

improve the performance of employees. The study concluded that there was positive and

significant effect of stress management techniques on performance of employee of manufacturing

firms in Nigeria. The study recommends that: management of manufacturing firms in Nigeria

should invest in the different stress dimension management strategy such as meditation technique

and relaxation technique so as to improve employee performance.

Matalisi, (2022) conducted a study on the effect of strategic stress management on employees’ job

performance: A Case Study of Parastatal Pension Fund in Tanzania. The study adopted a case

study design. It used stratified and purposive sampling procedures to select 150 respondents

included in the study. Questionnaires, semi-structured interviews and literature review methods

were used for data collection. The findings of the study show that stress management strategies

implemented by PPF have had positive effects on employees’ work performance. These findings

highlight a strong relationship between stress management strategies implemented at workplaces

and employee work performance. The study further shows that the implementation of strategic

stress management initiatives like training and counselling at PPF have contributed to corporate

effectiveness by enabling the organization to achieve its key performance targets such as

reduction in staff turnover, increased quality and quantity of services, reduction in health care cost

of staff, increasing staff performance and morale. The study recommends for the organization to

15
continuously conduct surveys on stress levels to determine the effectiveness of current strategies

and craft and implement better ones.

Chen, Wang & Liu, (2022) conducted a study on work stress, mental health and employee

performance. This study explored the relationship between work stress and employee

performance. This study also focused on investigating the strategies for stress management in

order to mitigate the problem of work related stress. Using a sample of 196, the study found that

servant leadership provides a friendly internal environment to mitigate negative effects of work

stress on employees. The findings also indicated that organization leaders should conduct training

programs to employees in order to help them cope with stress and improve their job performance.

Iskamto, (2021) conducted a study on stress management and its impact on employee

performance. The purpose of this study was to determine The Effect of Job Stress and coping

strategies on Employee Performance. The research uses quantitative methods. For data analysis

and hypothesis testing, SPSS version 26 is used. The test results show that work stress has a

significant and negative effect on employee performance. Based on the coefficient of determination

test (R2), the contribution of work stress to employee work performance is 0.783, or 78.3%. The

study findings also suggested stress management through training and psychological support have

positive impact on employee performance. Hence, organizations should work on developing good

stress coping strategies in order to increase employee performance

Mwakasangula & Mwita, (2020) conducted a study on the relationship between occupational stress

and job satisfaction and performance among teachers in Tanzanian Public Primary School. The

study used a sample of 618 teachers from 51 public schools located in Morogoro Municipality.

Multiple regression analysis was used which involved stress related to working conditions, stress

related to leadership and stress related to workload as independent variables. Age, gender and

education level were used as control variables. It was found that stress related to working

16
environment (β= -.198, p=.001), stress related to leadership (β= -.141, p=.015) and stress related

to workload (β= -.270, p=.042) have a significant negative relationship with job satisfaction and

performance. Two control variables; gender (female) (β= -1.735, p=.000) and education level (β =

-.501, p=.046) were also found to have a significant negative relationship with job satisfaction and

performance while age (β= .705, p= .004) was found to have a significant positive relationship. The

study recommends provision of leadership training to heads, deputy heads and all people holding

leadership positions in public primary schools, employing more teachers in schools, allocation of

manageable workloads to teachers and improvement of teachers’ working environment to help

them increasing job satisfaction and performance.

2.3.3 To assess the influence of counselling as a stress management factor on employee

performance

Kefelew et al. (2023) conducted a study on prevalence and associated factors of stress and

anxiety among female employees of Hawassa industrial park in Sidama regional state, Ethiopia.

Institution-based cross-sectional study design was conducted among 417 female employees using

structured interviewer-administered questionnaires and depression, Anxiety, and Stress scale

(DASS) 21 items. A simple random sampling technique was used through the computer-generated

random method. The outcome variables were work related stress and anxiety. Work related stress

and anxiety were ascertained using the DASS 21(stress≥15 &anxiety8 – 14). Bivariate and

multivariable logistic regression analyses were done. The significant factors identified in this study

can be targeted to reduce the occurrence of work related stress and anxiety among women

through designing preventive programs and strategies which includes acknowledging the

importance of mental health services for the welfare of the public, screening for work related stress

and anxiety, counselling, and the provision of support for women as well as lifestyle modification.

17
Hence, counselling is one of the important stress coping strategies that enables employees to

manage stress and improve employee performance.

Chali, (2019) conducted a study on the implication of work related stress among secondary school

teachers in Tanzania. The Case of Tanganyika district in Katavi. The study also explored the

stress management strategies which can be effective in addressing work related stress among

employees. This study employed mixed approach whereby cross-sectional explanatory sequential

design was used; Simple random and purposive sampling was used where 92 respondents were

used as sample size; Questionnaire, interview and documentary were used for data collection;

Descriptive analysis were employed for quantitative data while content analysis were for qualitative

data. The study results indicated that professional counseling and physical exercises were the

main techniques in solving the stress problem. In addition, head of schools employed mentoring

and counseling techniques to assist their subordinates to curb work related stress; It is therefore

recommended that heads of schools should employ mentoring and counseling techniques to curb

unnecessary stress to their subordinates in order to raise the school productivity for the success of

all students.

Chen, Wang & Liu, (2022) conducted a study on work stress, mental health and employee

performance. This study explored the relationship between work stress and employee

performance. This study also focused on investigating the strategies for stress management in

order to mitigate the problem of work related stress. Using a sample of 196, the study found that

servant leadership provides a friendly internal environment to mitigate negative effects of work

stress on employees. In addition, the study findings also indicated that provision of counselling

services to employee that undergone stress is important as it enable employees to manage stress

and uplift employee performance.

18
Iskamto, (2021) conducted a study on stress management and its impact on employee

performance. The purpose of this study was to determine The Effect of Job Stress and coping

strategies on Employee Performance. The research uses quantitative methods. For data analysis

and hypothesis testing, SPSS version 26 is used. The test results show that work stress has a

significant and negative effect on employee performance. Based on the coefficient of determination

test (R2), the contribution of work stress to employee work performance is 0.783, or 78.3%. The

study findings also suggested stress management through counselling have positive impact on

employee performance. Hence, organizations should work on developing good stress coping

strategies such as counselling and relaxation technique in order to increase employee

performance

Kihara & Mugambi, (2018) conducted a study on the effect of stress management strategies on

employees’ performance in the public service. Descriptive research design was adopted. The

target population comprised of seven hundred thousand (700,000) respondents from the Public

Service with a sample size of four hundred (400). Random sampling techniques was used in

selecting a sample size from 21 ministries within the Public Service. Questionnaires method was

used as data collection instrument which was self-administered. The data was analyzed using

Statistical Package for Social Scientists (SPSS) version 20 and the output presented using tables

and graphs. Multiple linear regression model to study the relationship between Stress

Management Strategies and employees’ performance was used. Descriptive Statistics included

frequencies distribution tables and percentages to present and interpret data. The study would

benefit the Human Resource Personnel in Public Service in making strategic decisions relating to

formulation of stress management strategies. The Government ministries would also use the

results from the study to review policies to incorporate stress management measures. The study

would also be of importance to academicians and scholars as it would provide reference materials

19
for future research. From the findings of the analysis of the study, all variables studied indicated a

significant effect on employees’ performance of Public Service, explained by a 91.1% variation.

The regression model also indicated that there was a positive relationship between employees’

performance and the factor variables studies of relaxation techniques and counselling services.

The study recommended that the Management of the organization under study should create

awareness to the employees to enable them be aware of utilization of stress management

strategies available in the organization that can result in improved performance.

2.4 Research gap

After a thorough literature review, the researcher noticed that a lot of studies concerning stress

management in manufacturing industries such as Kefelew et al. (2023), Grace, Leonard &

Nnaemeka, (2023) and Sime, Hailesilassie & Alenko, (2022) have been conducted outside of

Tanzania. The less is known about stress management in manufacturing industry like Alliance One

Tobacco (T) LTD in Tanzania. There are some indicators implying that stress management in

public and private sectors is not well managed. For instance, there is no specific policy guiding

stress management at work place in Tanzania. There is no evidence showing that in organizations

both private and public have appropriate stress management interventions in place to overcome

the problem of stress at organization level. Therefore it is important to have this study conducted in

order to see how stress is managed in organizations and assess its contribution on employee

performance at Alliance One Tobacco (T) LTD as a manufacturing industry.

2.5 Conceptual framework

In research, different scholars have shown the way they understand the term “conceptual

framework”. For instance, Faustini, (2011) defined a conceptual framework as a visual or written

product which explained either graphically or in narrative of the main things to be studied and the

presumed relationship among them. Through the conceptual framework, the study envisage that

20
management and co-worker support as stress management factor have positive and significant

influence on employee performance. Additionally, the study hypothesize that stress coping training

as stress management factor have positive and significant influence on employee performance.

Furthermore, the study envisage that counselling as stress management factor have positive an

significant influence on employee performance. Figure 2.1 below presents the conceptual

framework of this study.

Figure 2. 1: Conceptual framework

Independent variables Dependent variable

Employee performance
Stress management factors
1) Absenteeism
1) Management and co-
2) Employee turnover
coworker support
3) Employee satisfaction
2) Stress coping training
4) Quality of service delivery
3) Counselling

Source: Researcher’s own construct (2023)

21
 CHAPTER THREE

RESEARCH METHOLOGY

3.0 Overview

This is a practical part which highlights how the researcher practically used research methods.

Therefore, this chapter covers research approach, research design, study area, study population,

sampling procedures and sample size, data collection methods, data analysis, reliability, validity

and ethical consideration.

3.1 Study area

This study will be carried out at Alliance One Tobacco (T) Limited, Morogoro Municipal. Cohen et

al. (2007) pointed out that; it is very important for any researcher at the planning stage to clearly

specify and define the area under which the research will be conducted. The researcher is certain

that all important and necessary information concerning stress management and its contribution on

employee performance can be gathered from this study area. The study will be carried out in four

departments including administration, production, business and marketing and engeneering and

maintanance.

3.2 Study approach

The quantitative approach will be deployed in this study which will involve deployment of

quantitative method. Through this approach, the study will use quantitative methods including

questionnaires in data collection and descriptive statistics and inferential analysis in data analysis

with the aid of softwares like Statistical Package for Social Science (SPSS). This research

approach will enable the study to determine the externt of the problem, that is, the extent to which

22
factors such as management and co-worker support, stress coping training and counselling

influences employee performance.

3.3 Study design

According to Norman, (2010), research design is an integrated statement and justification for the

technical decision involving in planning a research project or is the process of making all decision

related to the research project before they are carried out. Kothari, (2004) state that, research

design is divided into various categories such as case study design, observation design, survey

design and experimental design.

In order to answer the questions provided under the research goals, a descriptive survey design

will be used in this study. This design will enable the researcher determine the influence of

independent variables (management and co-worker support, stress coping training and

counselling) on dependent variable (employee performance). The technique also creates empirical

data and is less expensive. The design also permits the use of various data collection tools, such

as questionnaires. In general, choosing this strategy helps to provide the most information, but it

will also help to solve budgetary limits because the funding source is internal and comes from no

outside sources.

3.4 Target Population

Study population is a group of individuals selected on the basis of inclusion and exclusion criteria

which relate to the variables being studied (Mugenda & Mugenda, 2003). In this study, study

population will be employees of Alliance One Tobacco (T) Limited drawn from the organizational

departments such as administration, production, business and marketing and engineering and

maintenance. The population size which constitute a total number of employees working at the

23
factory is 1775 (Alliance One Tobacco (T) LTD, 2023). The researcher targets this population in

order to get sufficient information as they are directly or indirectly involved in the problem under

study. For instance, employees from administration department dealing with human resource

management have a big role to play in providing leadership in stress management and monitoring

employee performance. Workers dealing with processing plays significant role in achieving the

company’s production targets, hence, they are always working under pressure in meeting those

targets which may result to work related stress.

3.5 Sample size

Sample size is a number of sampling units which are to be included in a sample (Kothari, 2004).

Sample size should be optimum. According to Kothari (2006) an optimum sample is the one, which

fulfills the requirements of efficiency, representative reliability and flexibility. The sample size of 95

respondents out of the population size of 1775 employees (Alliance One Tobacco (T) LTD, 2023)

will be optimum in gathering reliable information concerning stress management and its

contribution on employee performance. The study reach to this sample size with the aid of Slovin’s

formula and the workings are as shown below (Slovin, 2007).

.
N
n=
1+ N (e)2

Source: (Slovin, 2007)

Where

N = sample size for a finite population

N= size of the population (Number of employees at Alliance One Tobacco (T) LTD)

P= Population reliability or frequency estimated for where the value of p= 0.5 taken from developed

countries where p + q= 1

24
e=margin of error considered variable is 5 percent for this study

Z = Normal reduced variable at 0.05 level of significance

Z= 1.96

1775
n= 2
1+1775 (0.1)

1775
n=
1+17.75

1775
¿ =94.66667 ≈ 95
18.75

3.6 Sampling procedures

In this study, stratified random sampling technique will be used for sample selection. This is an

unbiased sampling method of grouping heterogeneous populations into homogenous subsets then

making a selection within the individual subset to ensure representativeness (Andale, 2014). This

type of sampling method is useful in this study because respondents will be drawn from more than

one department. This method is suitable because every employee at the selected department has

an equal chance of being selected and it is convenient to be used in a small population.

3.7 Data collection methods

In this study, data will also be collected through questionnaire, the method that is less costly and

enables the researcher to collect data in a short period of time ( Mugenda, 2003). In this technique

a set of written questions will be prepared and self-administered by respondents. Questionnaire

method will be adopted in order to collect data from employees in organizational departments.

Only, closed ended questions will be included in the questionnaire. This type of primary data

collection technique will be suitable because it is less costly and will enable the researcher to

reach large number of respondents within a short period of time.

25
3.8 Data analysis

This part describes the way quantitative data will be analysed. Quantitative data collected through

questionnaire will be analysed through descriptive statistics and inferential statistics with the aid of

Statistical Package for Social Science (SPSS version 20.0). Descriptive statistics will be presented

in tables comprising of frequencies and percentage. The inferential statistics will include multiple

regression analysis, correlation analysis and ANOVA. The multiple regression equation will be as

follows:

Y= β1X1 + β2X2 + β3X3 + e

Where: Y= employee performance;
β1, β2, β3 and β4 are constants or unknown parameters;
X1= management and co-worker support;
X2= stress coping training;
X3= counselling;
e = Error term
3.9 Reliability and Validity

3.9.1 Reliability

Reliability means the extent to which result is consent overtime (Mugenda & Mugenda, 2003).

Cronbach’s Alpha Test will be used to measure the reliability of data. It is important to measure the

reliability of these items so as to be assured that the study variables measure the same underlying

hypothesis. The interpretation of the Cronbach’s Alpha Test scores are; a > 9 (excellent); a > 8

(Good); a > 7 (Acceptable); a > 6 (Questionable); a > 5 (Poor) and a < 5 (Unacceptable) ( George

and Mallerly, 2003)

3.9.2 Validity

Validity of the data in all cases is there to determine whether the research indeed achieved what

was intended. In order to ensure the validity of data, the researcher will conduct a pilot study in

26
order to test the tools for data collection before the actual data collection. In this study, before the

actual data collection, questionnaires will be administered to 10% of the samples so as to test the

relevance of the questions. Through this, the researcher will determine that respondents accurately

understand the questions and they understand them in the same way.

3.10 Ethical consideration

The researcher will adhere to confidentiality by ensuring that the provided data will be used only for

the purpose of this study. This study will adhere to this by providing special identity number in each

questionnaire. This will give freedom respondent to provide the information required without being

known in person. Ethics will be assured in this research by obtaining permission letter from the

university and sent to the selected study area in order to have research permission. Also, other

researchers’ works used in this study will be acknowledged using the APA referencing style.

3.11 Summary

This study will adopt a quantitative approach in which the responsive design will be descriptive

survey research design. The study will be conducted at the Alliance One Tobacco (T) LTD as a

study area and the employees working at the factory will be treated as the study population. A

number of 95 respondents obtained through the Slovin’s formula will participate in this study,

whereby stratified sampling method will be used in sample selection. The method for data

collection which will be employed in this study is questionnaire method. Descriptive statistics and

inferential analysis will be used to analyse quantitative data collected through questionnaire with

the aid SPSS.

27
 REFERENCES

Berber, N.; Lekovic, B. (2018).The impact of HR development on innovative performances in

central and easternEuropean countries.Empl.Relat. 40, 762–786. [CrossRef]

Di Fabio, A. (2017). Positive Healthy Organizations: Promoting Well-Being, Meaningfulness, and

Sustainability inOrganizations. Front. Psychol.8, 1938. [CrossRef] [PubMed]

Fried, Y.; Shirom, A.; Gilboa, S.; Cooper, C.L. (2013).The mediating effects of job satisfaction and

propensity to leaveon role stress-job performance relationships: Combining metaanalysis

and structural equation modeling.In From Stress to Wellbeing Volume 1; Palgrave

Macmillan: London, UK, pp. 231–253.

Fulcheri, M.; Barzega, G.; Maina, G.; Novara, F.; Ravizza, L. (1995).Stress and managerial work:

Organizationalculture and technological changes: A clinical study. J. Manag. Psychol.10, 3–

8. [CrossRef]

Ganster, D.C. (1991); Schaubroeck, J.Work Stress and Employee Health. J. Manag, 17, 235–271.

[CrossRef

Kilby, C.J.; Sherman, K.A.; Wuthrich, V. (2018).Towards understanding interindividualdi_erences in

stressorappraisals: A systematic review. Personal.Individ.Di_er, 135, 92–100. [CrossRef]

Kossek, E.E.; Hammer, L.B.; Kelly, E.L.; Moen, P. (2014). Designing work, family & health

organizational changeinitiatives. Organ.Dyn, 43, 53.

Lourel,M.; Ford,M.T.; EdeyGamassou, C.; Guéguen,N.;Hartmann, A. (2009).Negative and positive

spillover betweenwork and home: Relationship to perceived stress and job satisfaction.

J.Manag. Psychol. 24, 438–449. [CrossRef]

Mohammad Mosadeghrad, A. (2014). Occupational stress and its consequences: Implications for

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Rostam F.A. (2020). Stress management: How to reduce, Prevent and Deal with Stress: Islamic

Azad University

Siegrist, J. (2008). Chronic psychosocial stress at work and risk of depression: Evidence from

prospective studies.Eur. Arch. Psychiatry Clin. Neurosci. 258 (Suppl. 5), 115–119.

[CrossRef] [PubMed]

Udayar, S.; Fiori, M.; Thalmayer, A.G.; Rossier, J. (2018).Investigating the link between trait

emotional intelligence,career indecision, and self-perceived employability: The role of career

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29
 APPENDICIES

APPENDIX I: QUESTIONNAIRE

Dear Respondent,

My name is EDWIN GASPER SONG’ORA, Master student from The Institute of Accountancy

Arusha. I am conducting a study on the Assessment of Stress Management Factors on Employee

Performance: A Case of Alliance One Tobacco (T) Limited. Please note that the information

provided are for academic purposes, they will be treated as confidential and be assured that there

will be no section of the report that will expose your identity.

A: CHARACTERISTICS OF RESPONDENTS

S/N Questions/Variable Response Code

1 Age 18-28 1
29-39 2
40-50 3
51-60 4
2 Gender Female 1
Male 2
3 Department Administration 1
Processing 2
Business and 3
marketing 4
Engineering and
Maintenance
4 Work experience Less than one year 1
1 to 5 years 2
6 to 10 years 3
Above 10 years 4

30
 B. MANAGEMENT AND CO-WORKER SUPPORT

Kindly indicate the extent to which you agree with the following statements concerning

management and co-worker support as a stress management factor. Use the scale of (1-

Seldom 2-Sometimes 3-Reguraly 4-Often 5-Always).

STATEMENT 1 2 3 4 5
a) Is there good communication between managers and workers as
well as among co-workers at your organization as a means of
helping employees to cope with stress?
b) Is there good relationship at your organization as a means of
helping employees cope with stress?
c) Is there good working environment at your organization so as to
help employees cope with stress?
d) Does the management perform screaming of work related
stressors as a way of helping employees manage stress?

C. STRESS COPING TRAINING

Kindly indicate the extent to which you agree with the following statements concerning stress

coping training as stress management factor. Use the scale of (1-Seldom 2-Sometimes 3-

Reguraly 4-Often 5-Always).

STATEMENT 1 2 3 4 5

31
a) Does the leaders provide training to employees about how to
cope with stress?
b) Does your organization have professional psychologists who
provide training to employees about how to cope with stress?
c) Does your organization arrange study tours to employees so as
to relax and forget about things at work that stress them?
d) Does your organization provide coaching to its employees as a
way of helping employees cope with stress?
e) Does your organization offer mentoring to its employees so as to
help employees master their duties and avoid stress at work
place?

D. COUNSELLING

Kindly indicate the extent to which you agree with the following statements concerning

counselling as a stress management factor. Use the scale of (1-Seldom 2-Sometimes 3-

Reguraly 4-Often 5-Always).

STATEMENT 1 2 3 4 5
a) Does your managers in the organization provide counseling so
as to help employees who undergo stress to have the ability to
cope with stress?
b) Does your co-workers provide counseling as a way of helping
employees who undergo stress to have the ability to cope with
stress?
c) Does the organization have professional psychologist who
provide counselling as a way of helping employees who undergo
stress to have the ability to cope with stress?
d) Does your organization hire the professional psychologist in
order to help employees cope with stress

32
E: EMPLOYEE PERFORMANCE

S/N Statements Strongly Disagree Neutral Agree Strongly

Disagree Agree
a. Is the rate of absenteeism in
this factory high?
B Is the work quality of
employees in this factory
good?
C Are employees of this factory
have positive behavior traits?
D Does workers complete their
duties on time in this factory?
E Are workers of this factory
creative?
F Does communication
between employees in
different levels in this factory
good?

33
 Appendix 2: Budget

The research will use financial resources amounting to Tanzanian shillings (TZS) 2,000,000.00 in

conducting the study

S/N Activities Amount (TZS)

1 Proposal typesetting, printing and 600,000

binding

2 Data collection cost 400,000

3 Stationaries 500,000

4 Dissertation typesetting, printing and 500,000

binding

TOTAL AMOUNT 2,000,000

34
 Appendix 3: Work Schedule
DURATION DEC - MAY JUNE – SEPT- OCT NOV

AUG

ACTIVITIES 1 2 3 4 5 6 7 8

1. Proposal writing

2. Presentation &
submission
3. Data collection

4. Data analysis &

interpretation
5. Dissertation report
writing
6. Dissertation report
submission for plagiarism

7. Dissertation report
defence
8. Dissertation report
submission

The chart below shows the estimated time for each activity from December 2022 to November

2023 as stipulate

35