THE ASSOCIATION BETWEEN WORKPLACE LONELINESS, PERCEIVED STRESS AND JOB-PERFORMANCE AMONG MANAGERS IN CORPORATE SETTINGS

Abstract

Workplace loneliness has emerged as a significant psychosocial factor influencing employee well-being and organizational outcomes. This study examined the association between workplace loneliness, perceived stress, and job-performance among managers in corporate settings. A cross-sectional survey design was employed with a sample of 200 managers.  Data were collected using the UCLA Loneliness Scale (Russell, Peplau, & Ferguson, 1978), Perceived Stress Scale (Cohen, Kamarck, & Mermelstein, 1983) and Role Based Performance Scale (Welbourne, Johnson & Erez, 1998). The data were analyzed using SPSS by applying descriptive statistics and regression analysis to investigate the association between workplace loneliness, perceived stress, and job performance. Findings revealed a significant positive association between workplace loneliness and perceived stress (r = .478, p < .001), indicating that higher level of loneliness was linked to greater psychological strain. Furthermore, workplace loneliness demonstrated a significant negative relationship with job performance (r = −.160, p < .05). Additional findings revealed that there is no significant gender difference between workplace loneliness, perceived stress, and job performance among managers in corporate settings. The findings suggest that workplace loneliness may undermine managerial effectiveness by increasing stress and reducing performance. These results highlight the importance of fostering supportive workplace relationships and organizational practices that promote social connectedness, employee well-being, and optimal job performance.