Date of Conferral
2022
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
Michael G. Lavelle
Abstract
Business owners are concerned with employee work-related stress, as it is the most important predictor of employee incentives and employee development practices. Grounded in Siegrist’s theory of effort/reward imbalance, the purpose of this quantitative correlation study was to examine the relationship between employee incentive, employee development, and employee work-related stress. The participants were 88 employees of a private power sector organization who completed the SurveyMonkey link questionnaires and complied with the survey inclusion criteria. The results of the multiple linear regression were significant, F (2, 85) = 7.167, p < 0.05, R2 = 0.144. In the final model, employee development was significant (t = 3.306, p = .001, β = 0.340) and incentive was nonsignificant. A key recommendation is for business leaders and managers to develop their employees by creating development working practices, acknowledging employees’ achievements, and providing the best employee career programs. The implications for positive social change include the potential to mitigate any employee’s work-related stress and thus support the local community workforce.
Recommended Citation
Al Ajaj, Ali Sattea Ali, "Relationship Between the Employee Incentive System, Employee Development System, and Employee Work-Related Stress" (2022). Walden Dissertations and Doctoral Studies. 12612.
https://scholarworks.waldenu.edu/dissertations/12612
