CHAPTER FOUR

DATA ANALYSIS, PRESENTATION AND INTERPRETATION OF FINDINGS

4.1 Introduction

This chapter contains findings of the stress management strategies in church ministries at

Homabay Sub County, Homabay County. A general analysis of data generated from response

of the targeted respondents was done and discussed in this chapter. In analyzing the data, the

responses to the items in the questionnaire, the researcher assigned each response a number.

The data collected were then analyzed, by use of descriptive statistics where there was

frequency distribution. Percentages were calculated and displayed in tabular form.

4.2 Response rate

85 questionnaires were distributed to respondents at Homabay Sub County, Homabay

County and 80(90%) questionnaires were returned indicating that the questionnaires were

well structured and were able to get the information needed by the researcher. The findings

are presented in Table 4.1

Table 4.1 Response Rate

Response rate Frequency Percentage

Questionnaires returned 80 92.47

Questionnaires not returned 5 7.53

Total 85 100

Source: Researcher, (2021)

4.2.1 Gender of the Respondents

The researcher carried out the research to determine the gender of the respondents as it

plays a major role in the employment in many church ministries. The gender of the

respondents was analyzed in Table 4.2

Table 4.2 Gender of the respondents

Gender Frequency Percentage

Male 70 81.40
 Female 10 18.60

Total 80 100

Source: Researcher, (2021)

From the findings it’s evident that the majority of the respondents are male 70 (72%) and

the remaining 10 (28%) are female. In spite of high gender disparity in the church

ministries, gender does not affect the stress management strategies in church ministries as a

whole, the reason is that the management and decisions making are on the employee

competence and qualifications

4.2.2 Age of the Respondents

The researcher established the age of the respondents so as to know the age of the

employees in the church ministries. Age determined the technical knowhow of a person.

The researcher was also able to know what kind of person he was dealing with in terms of

old, mature or young. The specific information was analyzed and presented in table 4.3

Table 4.3 Ages of the respondents

Age Frequency Percentage

21-40years 36 41.80

41-60years 24 34.88

60 and above years 20 23.26

Total 80 100

Source: Researcher, (2021)

This therefore implies that majority 36 (41.80%) of the respondents are aged between 21-

40years followed by 24 (34.88%), 20 (23.26%). This therefore explains the fact that the

employees are mature and are capable of knowing the stress management strategies in

church ministries. Moreover, it is evident that the majority of the employees are in their

productive years. This facilitates efficiency in management as well as efficiency in church

ministries goals.
4.2.3 Level of Education of the Respondents

It was important to establish this information so that the researcher could establish

employee understanding on the effect of stress management strategies on performance of

church ministries in Kenya. The findings are shown in table 4.4

Table 4.4 Level of education

Level Frequency Percentage

Primary 0 0.00

Secondary 26 30.23

College 36 46.51

University 20 23.26

Total 80 100

Source: Researcher, (2021)

From the above table, it is evident that most of the employees are educated. Those with the

certificate and diplomas from colleges were 36 (54%), university graduates with the degree

were 20 (20%), and those with the secondary certificates were 26 (26%). None of the

employees had primary level of education.

4.2.4 Working experience

The researcher wanted to establish working experience of the employees so as to verify

whether the employees indeed distinguish the concept of procurement management. The

information was presented in table 4.5

Table 4.5 Working Experience

Years Frequency Percentage

Less than 6 months 16 18.60

6 months- 1 year 24 34.88

2-3 years 36 41.80

3 years and above 4

4.65
 Total 80 100

Source: Researcher, (2021)

From the above table it shows that a good number of employees have a working experience,

36 (41.80%) of employees has a working experience of 2-3 years, followed by 24(34.88%)

of employees whom have worked for 6 months-1 year, 16% of the employees have working

experience of less than 6 months and 4 employees have experience of 3 years and above.

Most of the employees have a working experience of 2-3 years and they have knowledge on

effects of stress management strategies on attainment of church ministries objective in

service industry.

4.3 Descriptive Analysis

This section presents findings of the study in line with the specific objectives. The

respondents were required to indicate their level of agreement/ disagreement with statement

on a five-point likert scale shown bellow; 1=S.A:-Strongly Agree 2=A:- Agree 3=U:-

Undecided 4=D:- Disagree 5=S.D:- Strongly Disagree. Data was analyzed using frequencies

and percentages.

4.3.1 Nature of stress in church ministries

The researcher found it necessary to find out the nature of stress in church ministries with an

aim to establish if there is nature of stress in church ministries or not. The findings are

shown in table 4.6

Table 4.6 Nature of stress in church ministries

Nature of stress in church ministries SA A U D SD Total

The time demands of my ministry are Fre 35 15 21 6 4 80

overwhelming % 40.70 17.44 30.23 6.98 4.65 100

Financial compensation is inadequate Fre 50 10 16 2 2 80

to meet my needs % 65.12 11.63 18.60 2.33 2.33 100

 There is currently serious conflict Fre 30 20 24 6 4 80

within my congregation % 41.80 23.26 27.91 6.98 4.65 100

I have few to no close friends with Fre 35 15 21 6 4 80

whom I can spend time without having

to be “the minister” % 40.70 17.44 30.23 6.98 4.65 100

moving from one appointment to Fre 50 10 16 2 2 80

another has been hard on me (and my

family, if applicable) % 65.12 11.63 18.60 2.33 2.33 100

Source: Researcher, (2021)

From the above table 4.6, it was established that 35 (40.70%) of the respondents strongly

agreed that the time demands of my ministry are overwhelming, was that financial

compensation is inadequate to meet my needs, 15 (17.44%) of the respondents agreed that

the nature of stress in church ministries was that financial compensation is inadequate to

meet my needs, 21 (30.23%) of the respondents were undecided that the nature of stress in

church ministries was that financial compensation is inadequate to meet my needs, 6

(6.98%) of the respondents were undecided that the nature of stress in church ministries

was that financial compensation is inadequate to meet my needs and 4 (4.65%) of the

respondents were undecided that the nature of stress in church ministries was that financial

compensation is inadequate to meet my needs. It was determined that 10 (11.63%)

respondents generally disagreed that financial compensation is inadequate to meet my

needs.

From the results 50 (65.12%) of the respondents strongly agreed that financial compensation

is inadequate to meet my needs, from the results 10 (11.63%) of the respondents agreed that

financial compensation is inadequate to meet my needs, 16 (18.60%) of the respondents were

undecided that financial compensation is inadequate to meet my needs, 2 (2.33%) of the

respondents strongly disagreed that financial compensation is inadequate to meet my needs

and 2 (2.33%) of the respondents strongly disagreed that financial compensation is

inadequate to meet my needs. It was determined that 6 (4.66%) respondents generally

disagreed that financial compensation is inadequate to meet my needs

According to the study findings, 30 (41.80%) of the respondents strongly agreed that there is

currently serious conflict within my congregation, 20 (23.26 %) of the respondents agreed

that there is currently serious conflict within my congregation, 24 (27.91%) of the

respondents were undecided that there is currently serious conflict within my congregation, 6

(6.98%) of the respondents disagreed that there is currently serious conflict within my

congregation whereas 4 (4.65%) of the respondents strongly disagreed that there is currently

serious conflict within my congregation. It was determined that 10 (11.63%) respondents

generally disagreed that there is currently serious conflict within my congregation.

From the above table 4.6, it was established that 35 (40.70%) of the respondents strongly

agreed that the nature of stress in church ministries, was that I have few to no close friends

with whom I can spend time without having to be “the minister”, 15 (17.44%) of the

respondents agreed that the nature of stress in church ministries was that I have few to no

close friends with whom I can spend time without having to be “the minister”, 21 (30.23%)

of the respondents were undecided that the nature of stress in church ministries was that I

have few to no close friends with whom I can spend time without having to be “the minister”,

6 (6.98%) of the respondents were undecided that the nature of stress in church ministries

was that I have few to no close friends with whom I can spend time without having to be “the

minister” and 4 (4.65%) of the respondents were undecided that the nature of stress in church

ministries was that I have few to no close friends with whom I can spend time without having

to be “the minister”. It was determined that 10 (11.63%) respondents generally disagreed that

I have few to no close friends with whom I can spend time without having to be “the

minister”.
 From the results 50 (65.12%) of the respondents strongly agreed that moving from one

appointment to another has been hard on me (and my family, if applicable), from the

results 10 (11.63%) of the respondents agreed that moving from one appointment to

another has been hard on me (and my family, if applicable), 16 (18.60%) of the

respondents were undecided that moving from one appointment to another has been hard

on me (and my family, if applicable), 2 (2.33%) of the respondents strongly disagreed that

moving from one appointment to another has been hard on me (and my family, if

applicable) and 2 (2.33%) of the respondents strongly disagreed that moving from one

appointment to another has been hard on me (and my family, if applicable). It was

determined that 6 (4.66%) respondents generally disagreed that moving from one

appointment to another has been hard on me (and my family, if applicable)

4.3.2 What are the types of stress in church ministries

Table 4.7 what are the types of stress in church ministries

S.A:-Strongly Agree A: - Agree U:-Undecided D:- Disagree S.D:- Strongly Disagree

What are the types of stress in church ministries

SA A U D SD Total

Fre 30 20 30 0 0 80

The minister cannot tell if his work is having any

results % 38.37 23.26 38.37 0.00 0.00 100

Fre 40 30 6 0 6 80

% 46.51 41.80 6.98 0.00 6.98 100

The work of the clergy is repetitive

Dealing constantly with people’s expectations Fre 40 30 8 0 2 80

 % 46.51 41.80 9.30 0.00 2.33 100

Fre 30 20 30 0 0 80

% 38.37 23.26 38.37 0.00 0.00 100

The clergy and spouse must work with the same

people year in and year out

Fre 40 30 6 0 6 80

because the pastor works with people in need, there % 46.51 41.80 6.98 0.00 6.98 100

is a great drain of energy

Source: Researcher, (2021)

From the findings, table 4.7 shows that 30 (38.37%) of the respondents strongly agreed that

the minister cannot tell if his work is having any results, 20 (23.26%) of the respondents

agreed that the minister cannot tell if his work is having any results, 30 (38.37%) of the

respondents were undecided that the minister cannot tell if his work is having any results, 0

(0%) of the respondents disagreed that the minister cannot tell if his work is having any

results and 0 (0%) of the respondents strongly disagreed that the minister cannot tell if his

work is having any results. It was determined that 0 (0%) respondents generally disagreed

that the minister cannot tell if his work is having any results

The results also showed that the work of the clergy is repetitive where 40 (46.51%) strongly

agreed to the opinion, where 30 (41.80%) agreed to the opinion that the work of the clergy is

repetitive, 6 (6.98%) were undecided to the opinion that the work of the clergy is repetitive, 0

(0.00%) disagreed to the opinion that the work of the clergy is repetitive and 6 (6.98%)

strongly disagreed to the opinion that the work of the clergy is repetitive. It was determined

that 6 (6.98%) respondents generally disagreed that the work of the clergy is repetitive.
Finally 40 (46.51%) of the respondents strongly agreed that online customer service support

offers different form of contact channels, 30 (41.80%) of the respondents agreed that online

customer service support offers different form of contact channels, 8 (9.30%) of the

respondents were undecided that online customer service support offers different form of

contact channels, 0 (0.00%) of the respondents disagreed that online customer service support

offers different form of contact channels and 2 (2.33%) of the respondents strongly disagreed

that online customer service support offers different form of contact channels. It was

determined that 2 (2.33%) respondents generally disagreed that online customer service

support offers different form of contact channels.

From the findings, table 4.7 shows that 30 (38.37%) of the respondents strongly agreed that

dealing constantly with people’s expectations, 20 (23.26%) of the respondents agreed that

dealing constantly with people’s expectations, 30 (38.37%) of the respondents were

undecided that dealing constantly with people’s expectations, 0 (0%) of the respondents

disagreed that dealing constantly with people’s expectations and 0 (0%) of the respondents

strongly disagreed that dealing constantly with people’s expectations. It was determined that

0 (0%) respondents generally disagreed that dealing constantly with people’s expectations.

The results also showed that the clergy and spouse must work with the same people year in

and year out where 40 (46.51%) strongly agreed to the opinion, where 30 (41.80%) agreed to

the opinion that the clergy and spouse must work with the same people year in and year out, 6

(6.98%) were undecided to the opinion that the clergy and spouse must work with the same

people year in and year out, 0 (0.00%) disagreed to the opinion that the clergy and spouse

must work with the same people year in and year out and 6 (6.98%) strongly disagreed to the

opinion that the clergy and spouse must work with the same people year in and year out. It

was determined that 6 (6.98%) respondents generally disagreed that the clergy and spouse

must work with the same people year in and year out.
4.3.3 What are the impacts of stress in pastoral life

Table 4.8 What are the impacts of stress in pastoral life

S.A:-Strongly Agree A:- Agree U:-Undecided D:- Disagree S.D:- Strongly Disagree

What are the impacts of stress in pastoral

life SA A U D SD Total

It has led to disparity between idealistic 54 8 14 2 0 80

expectations and reality Fre

way the website carries out transactions % 69.77 9.30 16.28 2.33 0.00 100

Lacks of clear defined boundaries-tasks never Fre 27 27 12 6 6 80

get done, workaholic, “I have to do

everything” mentality % 34.88 34.88 13.95 6.98 6.98 100

Fre 4 67 4 0 2 80

Conflict in being a leader, trying to please % 4.65 80.05 4.65 0.00 2.33 100

everyone

Fre 54 8 14 2 0 80

Trying to be a “servant” to everyone % 69.77 9.30 16.28 2.33 0.00 100

Fre 27 27 12 6 6 80

Time management problems % 34.88 34.88 13.95 6.98 6.98 100

Source: Researcher, (2021)

Table 4.8 shows that 54 (69.77%) of the respondents strongly agreed that It has led to

disparity between idealistic expectations and reality way the website carries out transactions,

8 (9.30%) of the respondents agreed that It has led to disparity between idealistic

expectations and reality way the website carries out transactions, 14 (16.28%) of the

respondents were undecided that It has led to disparity between idealistic expectations and

reality way the website carries out transactions, 2 (2.33%) of the respondents disagreed that It

has led to disparity between idealistic expectations and reality way the website carries out
transactions and 0 (0.00%) of the respondents strongly disagreed that It has led to disparity

between idealistic expectations and reality way the website carries out transactions. It was

determined that 2 (2.33%) respondents generally disagreed that It has led to disparity

between idealistic expectations and reality way the website carries out transactions.

From the results 27 (34.88%) strongly agreed that Lacks of clear defined boundaries-tasks

never get done, workaholic, “I have to do everything” mentality, 27 (34.88%) agreed that

Lacks of clear defined boundaries-tasks never get done, workaholic, “I have to do

everything” mentality, 12 (13.95%) were undecided that Lacks of clear defined boundaries-

tasks never get done, workaholic, “I have to do everything” mentality, 6 (6.98%) disagreed

that Lacks of clear defined boundaries-tasks never get done, workaholic, “I have to do

everything” mentality and 6 (6.98%) strongly disagreed that Lacks of clear defined

boundaries-tasks never get done, workaholic, “I have to do everything” mentality. It was

determined that 12 (13.96%) respondents generally disagreed that Lacks of clear defined

boundaries-tasks never get done, workaholic, “I have to do everything” mentality.

Finally, 4 (4.65%) strongly agreed that Conflict in being a leader, trying to please everyone,

67 (80.05%) agreed that Conflict in being a leader, trying to please everyone, 4 (4.65%) were

undecided that Conflict in being a leader, trying to please everyone, 0 (0.00%) disagreed that

Conflict in being a leader, trying to please everyone and 2 (2.33%) strongly disagreed that

Conflict in being a leader, trying to please everyone. It was determined that 2 (2.33%)

respondents generally disagreed that Conflict in being a leader, trying to please everyone

Table 4.8 shows that 54 (69.77%) of the respondents strongly agreed that trying to be a

“servant” to everyone, 8 (9.30%) of the respondents agreed that trying to be a “servant” to

everyone, 14 (16.28%) of the respondents were undecided that trying to be a “servant” to

everyone, 2 (2.33%) of the respondents disagreed that trying to be a “servant” to everyone

and 0 (0.00%) of the respondents strongly disagreed that trying to be a “servant” to everyone.
It was determined that 2 (2.33%) respondents generally disagreed that trying to be a “servant”

to everyone.

From the results 27 (34.88%) strongly agreed that time management problems, 27 (34.88%)

agreed that time management problems, 12 (13.95%) were undecided that time management

problems, 6 (6.98%) disagreed that time management problems and 6 (6.98%) strongly

disagreed that time management problems. It was determined that 12 (13.96%) respondents

generally disagreed that time management problems.

 CHAPTER FIVE

SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS

5.1 Introduction

This chapter presented the summary of findings, conclusions, recommendations and project for

further studies made. This followed the conclusion made from the discussion. Recommendations

under study were then drawn and finally suggestions for further research were made.

5.2 Summary of Findings

5.2.1 Background Information of the Respondents

From the findings it’s evident that the majority of the respondents were male at 70 (72%) than

the female. Therefore the study revealed that more male respondents participated in the study

than the female. In spite of high gender disparity in the church ministries, gender does not affect

the stress management strategies in church ministries as a whole, the reason is that the

management and decisions making are on the employee competence and qualifications.

The age of the respondents revealed that majority 36 (41.80%) of the respondents are aged

between 21-40 years. This therefore explains the fact that the employees are mature and are

capable of knowing the stress management strategies in church ministries. Moreover, it is

evident that the majority of the employees are in their productive years. This facilitates

efficiency in management as well as efficiency in church ministries goals.

From the results, it is evident that most of the employees are educated. The findings showed that

a majority of the respondents attained that college level of education at 36 (54%) followed by

secondary certificated and university graduates with the degree. None of the employees had

primary level of education.

From the findings, it showed that a good number of employees have a working experience.

Majority of the respondents 36 (41.80%) of employees‟ had a working experience of 2-3 years,

followed by 24(34.88%) of employees whom have worked for 6 months-1 year. The least of the

respondents have working experience of less than 6 months and 3 years and above. Most of the

employees have a working experience of 2-3 years and they have knowledge on effects of stress

management strategies on attainment of church ministries objective in service industry.

5.2.2 Nature of stress in church ministries

It was determined that 50 (58.63%) respondents generally agreed that financial compensation is

inadequate to meet my needs. It was determined that 10 (11.63%) respondents generally

disagreed that financial compensation is inadequate to meet my needs.

It was determined that 60 (76.75%) respondents generally agreed that financial compensation is

inadequate to meet my needs. It was determined that 6 (4.66%) respondents generally disagreed

that financial compensation is inadequate to meet my needs.

It was determined that 50 (66.06%) respondents generally agreed that there is currently serious

conflict within my congregation. It was determined that 10 (11.63%) respondents generally

disagreed that there is currently serious conflict within my congregation.

5.2.3 What are the types of stress in church ministries

It was determined that 50 (61.63%) respondents generally agreed that online customer service

support re always willing to help. It was determined that 0 (0%) respondents generally disagreed

that the minister cannot tell if his work is having any results.

It was determined that 70 (88.31%) respondents generally agreed that the work of the clergy is

repetitive. It was determined that 6 (6.98%) respondents generally disagreed that the work of the

clergy is repetitive.
It was determined that 70 (88.31%) respondents generally agreed that online customer service

support offers different form of contact channels. It was determined that 2 (2.33%) respondents

generally disagreed that online customer service support offers different form of contact

channels.

5.2.4 What are the impacts of stress in pastoral life

It was determined that 62(79.07%) respondents generally agreed that internet banking

gives satisfaction with the way the website carries out transactions. It was determined that 2

(2.33%) respondents generally disagreed that It has led to disparity between idealistic

expectations and reality way the website carries out transactions.

It was determined that 54 (69.76%) respondents generally agreed that lacks of clear defined

boundaries-tasks never get done, workaholic, “I have to do everything” mentality. It was

determined that 12 (13.96%) respondents generally disagreed that lacks of clear defined

boundaries-tasks never get done, workaholic, “I have to do everything” mentality.

It was determined that 71(84.7%) respondents generally agreed that Conflict in being a leader,

trying to please everyone. It was determined that 2 (2.33%) respondents generally disagreed that

Conflict in being a leader, trying to please everyone

5.2.5 Effects of online marketing on performance of church ministries

It was determined that 34 (39.24%) respondents generally agreed that online marketing is

convenience and quick service. It was determined that 26 (37.12%) respondents generally

disagreed that online marketing is convenience and quick service.

It was determined that 37 (50%) respondents generally agreed that online marketing is low cost

for operations. It was determined that 33 (23.13%) respondents generally disagreed that online

marketing is low cost for operations.

It was determined that 47 (54.65%) respondents generally agreed that online marketing measure

and track results. It was determined that 22 (25.58%) respondents generally disagreed that online

marketing measure and track results.

5.3 Conclusions

It was concluded that indeed the time demands of the ministry are overwhelming

In general it was concluded that indeed the minister cannot tell if his work is having any results,

is a recommend to other people and offers different form of contact channels.

In general it was concluded that indeed it has led financial compensation is inadequate to meet

my needs

It was concluded that indeed moving from one appointment to another has been hard on me (and

my family, if applicable)

It was concluded that indeed the minister cannot tell if his work is having any results.

5.4 Recommendations

Following the study findings it is clear that the stress management strategies are the best system

to adopt in order to enhance performance of church ministries. To achieve maximum benefits

from stress management strategies, the researcher recommends the following recommendations;

the researcher recommends that churches should ensure that stress management strategies is

available in the church ministries to help in meeting church ministries. The researcher also

recommends that stress management strategies should be enhanced in church ministries to

achieve success. The researcher also recommends that factors affecting stress management

strategies should be identified to enhance performance.

5.5 Suggestions for Further Studies

Further studies should be conducted on; the factors affecting stress management strategies on

performance, role of stress management strategies on management in church ministries and

effects of stress management strategies on church mission goals.