THE RELATIONSHIP BETWEEN OCCUPATIONAL STRESS FACTORS AND EMPLOYEE ENGAGEMENT AMONG NON-ACADEMIC STAFF OF UNIVERSITIES IN KATSINA STATE: MODERATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT

Abstract

Occupational stress remains a significant organizational concern because excessive workload, unfavorable work environments and problematic interpersonal relations may undermine employees’ capacity to remain engaged in their work. This study examined the relationship between occupational stress factors and employee engagement among non-academic staff of universities in Katsina State, with perceived organisational support as a moderating variable. Specifically, the study examined the relationship between occupational stress factors and employee engagement, determined the relationship between perceived organisational support and employee engagement, and assessed whether perceived organisational support moderates the relationship between occupational stress factors and employee engagement. A descriptive, quantitative survey design was adopted. The population comprised 3,251 non-academic staff from Federal University, Dutsin-Ma, Umaru Musa Yar’adua University and Al-Qalam University, Katsina, from which 343 respondents were selected using proportionate allocation and simple random sampling. Primary data were collected through a structured questionnaire administered mainly through Google Forms, with paper copies provided where necessary. Data were analysed using descriptive statistics, Pearson correlation and ordinary least-squares regression, with an interaction term used to test moderation at the 5% significance level. The findings showed that occupational stress factors were significantly and negatively associated with employee engagement (B = -.303, β = -.288, p < .001), while perceived organisational support was significantly and positively associated with employee engagement (B = .330, β = .294, p < .001). The interaction between occupational stress factors and perceived organisational support was positive and statistically significant (B = 1.581, β = .299, p < .001), confirming a moderating effect. Simple-slope analysis further showed that the negative relationship between occupational stress factors and employee engagement was significant at low and mean levels of perceived organisational support but became non-significant at high levels of support. The study concludes that perceived organisational support buffers the negative relationship between occupational stress factors and employee engagement. Universities should therefore strengthen workload management, staffing, workplace facilities, supervisory support, fairness, recognition and employee welfare to sustain employee engagement