Frustration at Work, Developmental Experience, Perceived Team Support and Employee Performance: Evidence from Emerging Economies

Abstract

The study seeks to examine the effect of workplace frustrations on employee performance. It assesses the moderating effects of developmental experience and team support on the workplace frustrations and employee performance relationship. The study sampled 232 employees in various companies in Ghana. Moderated hierarchical regression analysis was utilized as the main statistical procedure. The results show that workplace frustrations negatively relate to employee performance. Developmental experience moderates the negative relationship between workplace frustrations and employee performance such that employee performance increases with developmental experience. Similarly, team support moderates the negative relationship between workplace frustrations and employee performance such that employee's performance increases with team support. Future studies should explore how an organization could minimize workplace frustrations by examining the influence of job design and workplace planning. The study suggests that managers should develop teamwork among employees and also place emphasis on proper job designs that will expose employees to multiple knowledge, skills, and abilities over the course of their work life which will aid them to acquire developmental experience. To the best of the authors' knowledge, this study provides new evidence from Sub-Saharan Africa to support the workplace frustrations and employee performance relationship with developmental experience and team support as moderators.