https://cibgp.com/au/index.php/1323-6903 <div class="col-xs-12 col-sm-12 col-md-6 col-lg-6 siteContent"> <div class="row "> <div class="col-xs-12"> <div class="row margin20"> <p><span style="font-family: 'Calibri',sans-serif;" data-sider-select-id="b2f49210-64d8-4396-9dd9-a1e28e0c0850">Welcome to <strong data-sider-select-id="8b2be8b1-fe4f-4c29-b09a-80288c556d8c">The Journal of Contemporary Issues in Business and Government [ISSN: 1323-6903]</strong>, a distinguished open-access platform dedicated to the dissemination of scholarly research with profound implications for business decision-making and government policy. <strong>Published by Ninety Nine Publication</strong>, our journal thrives on the principles of integrity, rigorous scholarship, and the broad dissemination of knowledge under the <strong data-sider-select-id="ec8805f8-79c4-4ee8-84bc-8b5332f90e59">ISSN: 1323-6903.</strong></span></p> <p><strong><span style="font-family: 'Calibri',sans-serif;">ISSN: 1323-6903 | Founded: 1995 (print) &amp; 2006 (Online) | Open Access | Rigorous Peer Review | CC BY 4.0 |Publication Frequency: Quarterly |Digital Archiving: CLOCKSS and LOCKSS | Publisher: Ninety Nine Publication</span></strong></p> <p>As we navigate the future, The Journal of Contemporary Issues in Business and Government continues to serve as a bridge across disciplines, enriching the dialogue between business, government, and academia. We invite you to explore our rich history, contribute your research, and join us in shaping the future of scholarly communication. Visit us at <a href="https://cibgp.com/au/index.php/1323-6903/about" target="_blank" rel="noopener">about us</a> to learn more.</p> </div> </div> </div> </div> Ninety Nine Publication en-US The journal of contemporary issues in business and government 1323-6903 <h2 id="rights">You are free to:</h2> <ol> <li><strong>Share </strong>— copy and redistribute the material in any medium or format for any purpose, even commercially.</li> <li><strong>Adapt </strong>— remix, transform, and build upon the material for any purpose, even commercially.</li> <li>The licensor cannot revoke these freedoms as long as you follow the license terms.</li> </ol> <h2 id="terms">Under the following terms:</h2> <ol> <li class="cc-by"><strong>Attribution </strong>— You must give <a id="src-appropriate-credit" href="https://creativecommons.org/licenses/by/2.0/deed.en#ref-appropriate-credit">appropriate credit </a>, provide a link to the license, and <a id="src-indicate-changes" href="https://creativecommons.org/licenses/by/2.0/deed.en#ref-indicate-changes">indicate if changes were made </a>. You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.</li> <li><strong>No additional restrictions </strong>— You may not apply legal terms or <a id="src-technological-measures" href="https://creativecommons.org/licenses/by/2.0/deed.en#ref-technological-measures">technological measures </a>that legally restrict others from doing anything the license permits.</li> </ol> <h2 class="b-header has-text-black padding-bottom-big padding-top-normal">Notices:</h2> <p>You do not have to comply with the license for elements of the material in the public domain or where your use is permitted by an applicable <a id="src-exception-or-limitation" href="https://creativecommons.org/licenses/by/2.0/deed.en#ref-exception-or-limitation">exception or limitation </a>.</p> <p>No warranties are given. The license may not give you all of the permissions necessary for your intended use. For example, other rights such as <a id="src-publicity-privacy-or-moral-rights" href="https://creativecommons.org/licenses/by/2.0/deed.en#ref-publicity-privacy-or-moral-rights">publicity, privacy, or moral rights </a>may limit how you use the material.</p> https://cibgp.com/au/index.php/1323-6903/article/view/2856 <p>This study examines the impact of stress management on employee performance, with workplace motivation as a mediating variable, in manufacturing industries in North Central Nigeria. The specific objectives are to assess the direct relationship between stress management (independent variable) and employee performance (dependent variable), evaluate the mediating role of workplace motivation, and explore the factors influencing stress management and its effectiveness. Drawing on the Job Demands-Resources (JD-R) model and Herzberg’s Two-Factor Theory, the study provides a theoretical basis for understanding how workplace motivation interacts with stress management to influence performance. A descriptive research design will be employed, using a quantitative methodology. Data was collected through structured questionnaires distributed to employees in selected manufacturing firms across North Central Nigeria. The Structural Equation Modeling (SEM) technique will be applied for data analysis to test direct and indirect relationships among variables. Results reveal that workload management WL (coefficient = 3.5013, SE = 0.0269, z = 130.35, p &lt; 0.001) and work-life balance WB (coefficient = 8.2682, SE = 0.1146, z = 72.15, p &lt; 0.001) significantly enhance Workers’ motivation WM, while support systems SS (coefficient = 0.0395, SE = 1.1592, z = 0.03, p = 0.973) shows no meaningful impact. WM mediates the relationship between WL, WB, and EP, significantly predicting EP (coefficient = 0.9116, SE = 0.2762, z = 3.30, p = 0.001). Indirect effects confirm workload management (coefficient = 3.5038, z = 535.86, p &lt; 0.001) and work-life balance (coefficient = 3.4185, z = 134.15, p &lt; 0.001) as pivotal contributors to Workers’ motivation, which in turn influences employee performance. However, support systems lacks significant direct or indirect effects, suggesting limited relevance in the current model.&nbsp; Workload management and work-life balance are key drivers of workers’ motivation, a critical mediator for improving employee performance. Support systems require reevaluation to enhance their organizational impact.&nbsp; It is recommended among others that business organizations should optimize workload distribution, foster work-life balance, and focus on enhancing workers’ motivation through recognition programs and career growth opportunities.</p> Fabian Terkura Hian Criscent Ike Eya Justin Terris Damsa Copyright (c) 2025 Fabian Terkura Hian PhD, Criscent Ike Eya, Justin Terris Damsa PhD https://creativecommons.org/licenses/by/2.0/deed.en 2025-01-03 2025-01-03 31 1 1 16