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[147]
5.1 RESULTS AND DISCUSSION
Occupational stress is a pervasive phenomenon which exists at all levels of
organizational hierarchy and in all work setting. An attempt has been made to
study occupational stress and draw a comparison between degree of stress
experienced by male - female employees, public sector - private sector employees
and employees of two income groups. Present study has been carried out in
Guwahati city. Nine organizations covering public and private sector have been
identified and Occupational Stress Index (developed by Srivastava and Singh
1981) with a demographic schedule were distributed among the employees to
identify the extent of occupational stress.
Occupational Stress Index (OSI) developed by (Srivastava & Singh 1981) and a
demographic schedule was administered on equal number of employees’ sector
wise, gender wise and income wise to facilitate logical comparison of data. There
are two groups of income, high income and low income. Low income denotes an
income of equal to or less than rupees fifty thousand but more than twenty five
thousand. High income denotes an income of anything more than fifty thousand
rupees.
The study was conducted in exploratory framework to examine the stress level.
The sample consists of three independent variables namely, sector, gender and
income.
The total sample is 320 employees. Judgemental sampling technique is adopted
and questionnaires (OSI and demographic schedule) are deliberately distributed in
such a way that 160 constitute of public sector employees and 160 constitute of
private sector employees. Again out of total 320 respondents, fifty percent
comprises of male and fifty percent comprises of female employees. Among 160
public and private sector employees, 80 consist of male employees and 80 consist
of female employees for comparison of stress. The male and female employees
have been divided equally in two income groups.
[148]
SAMPLE CLASSICATION
PUBLIC SECTOR (N= 160) PRIVATE SECTOR (N= 160)
Male (N= 80) Female (N=80) Male (N= 80) Female (N=80)
High
Income
(N=40)
Low
Income
(N=40)
High
Income
(N=40)
Low
Income
(N=40)
High
Income
(N=40)
Low
Income
(N=40)
High
Income
(N=40)
Low
Income
(N=40)
To fulfill the second objective of the study which is to identify the existence and
extent of stress among employees, the total score of the Occupational Stress Index
Scale was used. The scale consists of 46 items, each rated on the five point scale.
Out of 46 items some are true keyed and some are false keyed whose marking is
different.
The total score of the individual questionnaires indicate whether the employees
are highly stressed, moderately stressed or low stressed. Scores in between 46-127
indicate low stress; scores in between 128-150 indicate moderate stress and scores
more than 150 indicate high stress.
Table III placed in the annexure shows the existence and extent of stress among
male and female employees in public and private sector organizations under two
income groups. It appears from the table that 34.06 per cent (109/320) of the
employees are low stressed; 37.8 per cent (121/320) of employees are moderately
stressed and rest 28.13 per cent (90/320) is highly stressed. The total sample size
is 320 employees. It is observed that almost similar proportion of employees have
reported to be experiencing stress of low and moderate degree. However, a little
less proportion of employees reported high degree of stress in their job.
The responses of the questionnaires have been analyzed through calculating
mean, standard deviation and independent t-test. The data have been calculated
[149]
through SPSS (statistical package for social science) package. Independent t-test
has been adopted as there is no overlapping of employees in public sector versus
private sector, male versus female and high income versus low income.
Kolmogorov-Smirnov normality test
Kolmogorov-Smirnov(a)
Statistic Df Sig
Stress Index .046 320 0.096
a Lilliefors Significance Correction
Significant level is at P<0.05
Kolmogorov- Smirnov test has been performed on a sample of 320 employees and
the test statistic is found at 0.046. The P value is calculated at 95% of confidence
level. Table 5.1 shows that the significant value so found is 0.096 which is more
than 0.05. Thus it is assumed that the distribution of scores is normal and within
the permissible limits. T-test being a parametric test can be successfully applied in
comparison of stress level between organizational sectors, gender and income
groups.
Table-5.1 Sector wise, gender wise and income wise results of stress levels in
organizations.
Gender N Mean S.D Std.error
mean
T df Sig(2
tailed)
Male
public+private
160 128.23 11.133 0.880
-1.045
318
.297
[150]
Female
public+private
160 129.71 14.046 1.110
Low income
Male+female
160 128.33 12.088 .956
-.904
318
.367
High income
male+female
160 129.61 13.244 1.047
Public sector
male+female
160 130.51 13.122 1.037
2.178
318
.030
Private sector
male+female
160 127.44 12.060
.953
Source: Independent field survey 2010, 2011.
Note: The explanation of the above table (5.1) is presented in table 5.1(a); 5.1(b)
and 5.4 in the later pages.
[151]
Table 5.1(a) Comparative analysis of stress level between public sector and
private sector employees.
Organizational
Sectors N Mean
Std.
Deviation
Std. Error
Mean t df
Sig.
(2-
tailed)
Public Sector 160 130.51 13.122 1.037
2.178
318
.030
Private Sector 160 127.44 12.060 .953
Significant level is at P<0.05
Source: Independent field survey 2010, 2011.
HYPOTHESIS 1: There is no difference in the stress level of employees in
public and private sector organizations.
The above hypothesis has been tested in table 5.1(a) and results are discussed
below.
Table 5.1(a) is a summary description of sample classification shown above. The
table is used to analyze the general stress level experienced by the employees
working in public and private sector organizations. It appears from table 5.1(a)
that the mean score and standard deviation of employees in public sector are
higher than private sector employees. Standard deviation shows how much
variation or dispersion exists from the average (mean, or expected value). A low
standard deviation indicates that the data points are very close to the mean. The
significant value is 0.05 and the calculated value is 0.30. As the calculated value
is less than 0.05, test result is statistically significant (probable difference is 0.015
(0.030/2). Thus, H1 is rejected and concluded that there is difference between
stress level of employees in public sector and private sector organizations.
OBSERVATION AND FINDINGS:
It has been observed that the public sector employees are more stressed than the
[152]
private sector employees. The present study support the observation made by
(Mohan and Chauhan 1999)1, who reported that public sector managers were
more stressed than private sector employees and they perceive the work culture as
unsupportive. This view was supported by (Khurshid et al. 2011)2 who carried out
a study between public sector and private sector university teachers and
concluded that public sector university teachers experience much higher degree of
stress than private sector university teachers. However, opposite trend was found
by (Mishra et al. 1999)3
who found that private sector employees were more
stressed out as compared to public sector employees on grounds of organizational
frustration and alienation. On the same note, (Sankpal et al. 2010)4 found that
private sector bank employees experienced higher organizational role stress than
their public bank counterparts. Looking at various aspects of components of
organizational role stress, it was observed that there was no difference between
the public and private sector employees in certain aspects like role expectation
conflict, role isolation, personal inadequacy and role ambiguity. However, no
stress difference in organizational sectors has been noted by (Macklin et al.
2006)5. They challenged the existing notion that stress is only a private sector
phenomenon.
Table 5.1(b) Comparative analysis of stress level between male and female
employees engaged in both public and private sector organizations.
Gender N Mean
Std.
Deviation
Std. Error
Mean t df
Sig.
(2-
tailed)
Male 160 128.23 11.133 0.880
-1.045
318
.297
Female 160 129.71 14.046 1.110
Significant level is at P<0.050
Source: Independent field survey 2010, 2011.
[153]
HYPOTHESIS 2: No difference exists in the stress level of male and female
employees in public and private sector organizations.
The above hypothesis has been tested in table 5.1(b) and results are presented
below
The mean score of male and female employees is 128.23 and 129.71 respectively.
The standard deviation of male and female employees is 11.133 and 14.046
respectively. Standard deviation measures the way an individual score deviates
from the most representative score (mean). A small standard deviation indicates
little individual deviation or a homogeneous group, and a large standard deviation
indicates much individual deviation or a heterogeneous group. A smaller standard
deviation in table 5.1(b) shows little individual score deviation from the average.
Standard error mean is also very less which indicates less sampling errors
affecting the statistic. The P value of the above table is 0.297. The significant
difference is calculated at 95% of CI level. The test result is found to be
statistically insignificant (ie., p value > 0.05).
Thus, H2 may be accepted and concluded that there is no significant difference in
the stress level of male and female employees across organizations.
OBSERVATION AND FINDINGS:
The present study goes contrary to the observation made by (Tyagi and Sen
2000)6 who found that female managers were more stressed out than male
managers. Females were more likely to adopt positive coping strategies, they had
lower overall job satisfaction scores and were more at risk of mental and physical
ill-health. (Deosthalee 2000)7 concluded that male engineers experienced more
stress than female managers at the workplace. (Gaur and Dhawan 2000)8 noted
that women professionals used active coping stance, playfulness and initiative as
adaptive patterns in the work place. (Aditya and Sen 1993)9 concluded that
women cope with stress better than their male counterparts. The reason attributed
[154]
to it is that
women are more likely to seek emotional support from others in stressful
situations, whereas men try either to change the stressor or use less effective
coping strategy.
Table 5.2 Comparative analysis of Stress level between male and female
employees in public sector organizations.
Gender N Mean
Std.
Deviation
Std. Error
Mean t df
Sig.
(2-tailed)
Male 80 128.19 11.356 1.270
-2.264
158
.025
Female 80 132.83 14.376 1.607
Significant level is at P<0.05
Source: Independent field survey 2010, 2011.
HYPOTHESIS 3: No difference exists in the stress level of male and female
employees in public sector organizations.
The above hypothesis has been tested in table 5.2 and results are discussed below.
It appears from the table above that the mean and standard deviation of female
employees is higher than male employees in public sector (132.83>128.19 and
14.376>11.356). P (probable difference) value is calculated at 95% of CI level. A
low standard deviation indicates that the data points are very close to the mean.
The test result is significant because the P value is 0.0125 which is less than 0.05.
Hence, H3 is rejected and assumed that difference exists in the stress level of
male and female employees in public sector organizations. Female employees in
public sector experience higher levels of stress as compared to male employees of
public sector.
[155]
OBSERVATION AND FINDINGS:
It has been found that female employees in public sector organizations are more
stressed than male employees in public sector. Through personal interaction and
discussions it has been observed that lack of required staff at work place is a
common problem among employees in public sector organizations. Similar results
were found by (Davidson, Cooper and Baldini 1995)10
who reported that female
employees were more stressed than male employees in public sector.
Table-5.3 Comparative analysis of stress level between male and female
employees in private sector organizations.
Gender N Mean
Std.
Deviation
Std. Error
Mean t df
Sig.
(2-tailed)
Male 80 128.28 10.978 1.227
.878
158
.381
Female 80 126.60 13.069 1.461
Significant level is at P<0.05
Source: Independent field survey 2010, 2011.
HYPOTHESIS 4: There is no difference in the stress level of male and female
employees in private sector organizations.
The above hypothesis has been tested in table 5.3 and results are interpreted
below. A smaller standard deviation in table 5.3 shows little individual score
deviation from the average. Standard error mean is also very less which indicates
less sampling errors affecting the statistic. It appears from table 5.3 that the
probable difference is 0.19 (0.381/2), which is higher than 0.05. Thus, there is no
significant statistical difference in stress level between male and female
employees in private sector. Therefore, H4 is accepted and assumed that there is
no difference in the stress level of male and female employees in private sector
organizations.
[156]
OBSERVATION AND FINDINGS:
It has been observed that there exists no difference in the stress level of male and
female employees in private sector organizations. Male and female employees are
more or less equally stressed at job place. The present study does not support the
observation made by (Antoniou, Davidson and Cooper 1986)11
who conducted a
study among 355 male and female doctors in private hospitals in Greece and
found that female doctors were more stressed and less satisfied in their jobs as
compared to male doctors in the same hospitals. Similar results were found by
(Miller et al. 2000)12
who observed that female managers were more stressed than
male managers in private organizations.
Table-5.4 Comparative analysis of stress level between employees of high
income and low income groups in public and private sector organizations.
Income N Mean
Std.
Deviation
Std.
Error
Mean t df
Sig.(2-
Tailed)
Low-income
Upto 50,000
160
128.33
12.088
.956
-.904
318
.367
High-income
Above50000
160
129.61
13.244
1.047
Significant level is at P<0.05
Source: Independent field survey, 2010, 2011.
HYPOTHESIS 5: Discrepancies donot exist in the stress level of employees in
public and private sector among low and high income groups.
The above hypothesis has been tested in table 5.4 and interpretations are stated
below.
It appears from table above that the mean and standard deviation of employees in
[157]
low income group is less than high income group of employees. A small standard
deviation in the table 5.4 indicates little individual deviation or a homogeneous
group. Probable difference is 0.183 (0.367/2) which is greater than 0.05.
Statistically, it may be concluded that there is no difference in the stress level of
employees under two different income groups. Thus, H5 may be accepted and
assumed that discrepancies do not exist in the stress level of employees in public
and private sector among low and high income groups.
OBSERVATION AND FINDINGS:
The calculation has been done for the total sample (N=320). The results interpret
that there lies no significant difference in stress level of employees drawing
different income in organizations. Although researches have been carried out to
study and compare occupational stress between public and private sector and male
and female employees, stress differentials between employees of different income
groups has not been found so far. An attempt has been made in the present study
to fill up the existing gap by identifying the stress differentials, if any, exist
among employees in different income groups in organizations.
Table-5.5 Comparative analysis of stress level between two income groups in
public sector organizations.
Income N Mean
Std.
Deviation
Std.Error
Mean t df
Sig.(2-
tailed)
Low-income
Upto 50000
80
132.13
13.107
1.465
1.568
158
.119
Highincome
Above50000
80
128.89
13.017
1.455
Significant level is at P<0.05
Source: Independent field survey.
[158]
It appears from table 5.5 that the mean score of the low income group of
employees is higher than high income group in public sector organizations. The
standard deviation of low and high income group is more or less equal ie., 13.107
and 13.017 respectively. A low standard error mean indicates less sampling errors
affecting the statistic. Probable difference is found at 0.06 (0.119/2) which is
greater than 0.05 (significant difference is P<0.05)
From the statistical results in table above, it appears that high and low income
group of public sector has no significant difference in case of stress index scores.
OBSERVATION AND FINDINGS:
It has been observed that there is no discrepancy in stress level of employees
drawing high and low income in public sector organizations.
Table-5.6 Comparative analysis of stress level between two income groups in
private sector organizations
Income N Mean
Std.
Deviation
Std.Error
Mean t df
Sig.
(2-
tailed)
Low-income
Upto 50000
80
124.54
9.652
1.079
-3.124
158
.002
High income
Above 50000
80
130.34
13.510
1.511
Significant level is at P<0.05
Source: Independent field survey 2010, 2011.
It appears from the table above that a sharp difference exist in mean and standard
deviation scores of low and high income group of employees in private sector
organizations. The mean score is 124.54 of the former and 130.34 of the later.
Standard deviation is 9.652 of low income group and 13.510 of high income
group. The p value so found is 0.01 which is lower than 0.05 (0.02/2). Hence,
[159]
statistical difference has been registered. It may be assumed that the high income
group employees are more stressed out than low income group employees in
private sector.
OBSERVATION AND FINDINGS:
It has been observed that employees drawing high income are comparatively more
stressed than employees drawing low income in private organizations. Low
income suggest an income of equal to or less than fifty thousand and high income
suggest an income of more than fifty thousand.
Through employee interactions and personal interviews, it has been observed that
employees holding higher positions and drawing more salary in private
organizations experience the pain of executive stress. Employees in supervisory
level experience more of physical stress and managers in middle and top
management experience more of psychological stress. Hence, the findings and
observations are justified on the above grounds.
Further, an attempt has been made to identify and study the correlation between
occupational stress with age of employees, their marital status and spouse
relation. These variables have been studied and responses were collected through
the demographic schedule distributed to the employees. A copy of the
demographic schedule has been placed in the annexure I.
[160]
Table: 5.7 Correlation between age of employees and occupational stress in
organizations.
AGE GROUP RESPONSES NO.OF
RESPONSES
PERCENTAGE
OF RESPONSES
UP TO THE AGE
OF 25.
LOW STRESS 04 67 %
MODERATE STRESS 02 33 %
HIGH STRESS 00 00
26-35
LOW STRESS 11 20 %
MODERATE STRESS 29 53 %
HIGH STRESS 15 27 %
36-45
LOW STRESS 13 11 %
MODERATE STRESS 46 38 %
HIGH STRESS 61 51 %
46 AND ABOVE
LOW STRESS 24 17 %
MODERATE STRESS 64 46 %
HIGH STRESS 51 37 %
Source: Independent field survey, 2010, 2011.
Table 5.7 shows the responses of employees belonging to different age groups in
regard to stress. The respondents of the sample are different aged male and female
employees in public and private sector organizations. There are four categories of
age groups in the study. They are employees up to the age of twenty five (>25),
employees aged twenty six to thirty five (26-35), employees of age in between
thirty six to forty five (36
These four categories of age groups
employees, middle aged employees and upper middle aged employees
respectively. Out of the sample of three hundred a
employees fall in the first category ie., upto the age of 25; fifty
fall in the age group of 26
third category (36-45); and rest one hundred
of 45.
The analyses of employees complaining diverse degree of stress have been
studied under four categories which are shown below with the help of pie
Fig. 5(i)a. Very Young Employees (age up to 25) and Occupational Stress
1 indicate low stress
2 indicate moderate stress
As the study is concentrated on occupational stress
respondents came under first category ie., very young employees. At this age
group, generally employees are at entry level and donot reach the managerial post.
However, through interaction it was observed that couple of private sector
employees has been directly recruited in managerial positions. Majority of the
respondents are middle-aged and upper middle aged employees.
33%
[161]
thirty six to forty five (36-45) and employees of age more than forty five (45+).
These four categories of age groups are termed as very young employees, young
employees, middle aged employees and upper middle aged employees
respectively. Out of the sample of three hundred and twenty employees, only six
employees fall in the first category ie., upto the age of 25; fifty five employees
fall in the age group of 26-35; one hundred and twenty employees reserves the
nd rest one hundred thirty nine employees crossed the age
The analyses of employees complaining diverse degree of stress have been
studied under four categories which are shown below with the help of pie
a. Very Young Employees (age up to 25) and Occupational Stress
moderate stress
As the study is concentrated on occupational stress among managers, hardly six
respondents came under first category ie., very young employees. At this age
group, generally employees are at entry level and donot reach the managerial post.
interaction it was observed that couple of private sector
employees has been directly recruited in managerial positions. Majority of the
aged and upper middle aged employees.
67%
1
2
45) and employees of age more than forty five (45+).
are termed as very young employees, young
employees, middle aged employees and upper middle aged employees
nd twenty employees, only six
five employees
35; one hundred and twenty employees reserves the
employees crossed the age
The analyses of employees complaining diverse degree of stress have been
studied under four categories which are shown below with the help of pie-charts.
a. Very Young Employees (age up to 25) and Occupational Stress
among managers, hardly six
respondents came under first category ie., very young employees. At this age
group, generally employees are at entry level and donot reach the managerial post.
interaction it was observed that couple of private sector
employees has been directly recruited in managerial positions. Majority of the
It has been observed through fig 5(i)
to the age of 25) ie., 67 % are low stressed and 33 % are moderately stressed. No
respondent reported high stress. As very
category so it becomes difficult to draw generalizations.
Fig. 5(i)b. Young Employees (of age group 26
1 indicate moderate Stress
2 indicate high Stress
3 indicate low Stress
The sample of young employees constitute of fifty five respondents. The
responses of the young employees in regard to stress shown in table 5.
analyzed in the above figure. Fig 5(i)b suggest that majority of young employees
are moderately stressed (53 %), some of them are highly stressed (27 %) and few
low stressed (20 %). Through persona
noted that at this age, most of the employees go through role conflict, role
stagnation, work deadline
personal life, job security and the like.
27%
20%
[162]
been observed through fig 5(i)a, that majority of very young employees (up
to the age of 25) ie., 67 % are low stressed and 33 % are moderately stressed. No
respondent reported high stress. As very-very few respondents came under this
category so it becomes difficult to draw generalizations.
Young Employees (of age group 26-35) and Occupational Stress
Stress
The sample of young employees constitute of fifty five respondents. The
employees in regard to stress shown in table 5.7 have been
analyzed in the above figure. Fig 5(i)b suggest that majority of young employees
are moderately stressed (53 %), some of them are highly stressed (27 %) and few
low stressed (20 %). Through personal interaction with employees, it has been
noted that at this age, most of the employees go through role conflict, role
stagnation, work deadlines, need for promotion, pressure of settling down in their
personal life, job security and the like.
53%1
2
3
very young employees (up
to the age of 25) ie., 67 % are low stressed and 33 % are moderately stressed. No
very few respondents came under this
35) and Occupational Stress
The sample of young employees constitute of fifty five respondents. The
have been
analyzed in the above figure. Fig 5(i)b suggest that majority of young employees
are moderately stressed (53 %), some of them are highly stressed (27 %) and few
l interaction with employees, it has been
noted that at this age, most of the employees go through role conflict, role
of settling down in their
Fig. 5(i)c. Middle-aged Employees (of age group 36
Stress
1 indicate high stress
2 indicate moderate stress
3 indicate low stress
The sample of middle aged employees constitute of one hundred and twenty
employees. It appears from fig 5(i)
employees are high stressed (51 %), some of them are moderately stressed (38 %)
and very less proportion of them are low stressed (11 %). At this age, both male
and female employees struggle
Family planning, school admissions, job security, better career options, excessive
work load all contribute heavily to development of stress. Maximum family
liabilities and responsibilities begin at this age.
continuously assailed with family demands, household responsibilities and job
pressures. Some inputs on causes and contributors of stress among employees
have been collected through personal interaction and discussions.
38%
[163]
aged Employees (of age group 36-45) and Occupational
1 indicate high stress
moderate stress
The sample of middle aged employees constitute of one hundred and twenty
It appears from fig 5(i)c that a large proportion of middle
employees are high stressed (51 %), some of them are moderately stressed (38 %)
less proportion of them are low stressed (11 %). At this age, both male
and female employees struggle between their personal and professional life.
Family planning, school admissions, job security, better career options, excessive
work load all contribute heavily to development of stress. Maximum family
liabilities and responsibilities begin at this age. Particularly, female employees are
continuously assailed with family demands, household responsibilities and job
pressures. Some inputs on causes and contributors of stress among employees
have been collected through personal interaction and discussions.
51%
11%
1
2
3
45) and Occupational
The sample of middle aged employees constitute of one hundred and twenty
c that a large proportion of middle-aged
employees are high stressed (51 %), some of them are moderately stressed (38 %)
less proportion of them are low stressed (11 %). At this age, both male
between their personal and professional life.
Family planning, school admissions, job security, better career options, excessive
work load all contribute heavily to development of stress. Maximum family
Particularly, female employees are
continuously assailed with family demands, household responsibilities and job
pressures. Some inputs on causes and contributors of stress among employees
Fig. 5(i)d. Upper Middle
Stress
1 indicate moderate stress
2 indicate high stress
3 indicate low stress
Figure 5(i)d depicts the degree of stress among
years. The sample of upper middle aged employees constitute
thirty nine respondents. It has been observed that upper middle aged
although have revealed high stress (37 %) but their degree of stress have
substantially decreased from middle age
stress (46 %). Employees above 55 or about to retire employees depicted
comparatively moderate stress due to decreased family liabilities and increased
independence of their siblings. Hence, it may be re
increases with increase in age; however, it substantially decreases in the later
professional life of the employees.
The present study supports
who reported that age is posi
study was conducted among 80 executives and observed that employees at young
age are less stressed and their stress increases with increase in age. To the
37%
17%
[164]
d. Upper Middle-aged Employees (of age above 45) and Occupational
stress
(i)d depicts the degree of stress among employees aged more than 45
. The sample of upper middle aged employees constitute of one hundred and
It has been observed that upper middle aged employees,
although have revealed high stress (37 %) but their degree of stress have
from middle age and most of them reported moderate
stress (46 %). Employees above 55 or about to retire employees depicted
comparatively moderate stress due to decreased family liabilities and increased
siblings. Hence, it may be reported that occupational stress
increases with increase in age; however, it substantially decreases in the later
professional life of the employees.
The present study supports the observation made by (Beena and Poduval 1991)
who reported that age is positively correlated with stress among employees. The
study was conducted among 80 executives and observed that employees at young
age are less stressed and their stress increases with increase in age. To the
46%
1
2
3
and Occupational
employees aged more than 45
of one hundred and
employees,
although have revealed high stress (37 %) but their degree of stress have
and most of them reported moderate
stress (46 %). Employees above 55 or about to retire employees depicted
comparatively moderate stress due to decreased family liabilities and increased
that occupational stress
increases with increase in age; however, it substantially decreases in the later
Poduval 1991)13
tively correlated with stress among employees. The
study was conducted among 80 executives and observed that employees at young
age are less stressed and their stress increases with increase in age. To the
[165]
contrary, it was observed by (Ushashree and Jamuna 1990)14
that stress levels
were higher in case of younger female school teachers.
Table-5.8 Correlation between marital status of employees and occupational
stress in organizations.
MARITAL
STATUS
RESPONSES NO. OF
RESPONSES
PERCENTAGE
OF RESPONSES
MARRIED
LOW STRESS 26 13 %
MODERATE STRESS 68 33 %
HIGH STRESS 111 54 %
UNMARRIED
LOW STRESS 34 39 %
MODERATE STRESS 39 44 %
HIGH STRESS 15 17 %
SEPARATED
LOW STRESS 00 00
MODERATE STRESS 14 52 %
HIGH STRESS 13 48 %
Source- Independent field survey, 2010, 2011.
The impact of marital status of employees has also been studied in stress building
among employees in organizations.. Some of the respondents in the study are
married, some are single and few are separated or divorced. A major portion of
them are married and very few are reported cases of separated employees. Out of
three hundred twenty employees, two hundred and five employees are married;
eighty eight of them are unmarried and rests twenty seven of them are living
separate from their partners.
Table 5.8 above shows the correlation between marital status of employees and
occupational stress in organizations.
Fig. 5(ii)a. Married Employees
Organizations.
1 indicate high stress
2 indicate moderate stress
3 indicate low stress
Married employees constitute the highest proportion
and five employees are married in the total sample of three hundred and twenty
employees. 54 % in the sample have expressed high stress; 33 % have expr
moderate stress and rests 13 % have revealed low stress.
Majority of married employees
employees have expressed tense
of them have expressed good relations with
particularly female married employees simultaneously manage work and home.
They fight with stress almost fifteen to twenty ho
between the two ends.
In the studies conducted by (Tache et al.
that female employees are
overactive thyroid, breast cancer, uterine cancer, lung cancer and arthritis as result
of stressful events. (Kumar and Murty 1998
33%
13%
[166]
a. Married Employees (male and female) and Occupational Stress
2 indicate moderate stress
Married employees constitute the highest proportion in the sample. Two hundred
and five employees are married in the total sample of three hundred and twenty
employees. 54 % in the sample have expressed high stress; 33 % have expr
moderate stress and rests 13 % have revealed low stress.
Majority of married employees reported high stress. Some of the
have expressed tense relationship with their spouses. However, many
of them have expressed good relations with their spouses too. Married employees,
particularly female married employees simultaneously manage work and home.
They fight with stress almost fifteen to twenty hours a day to make a balance
conducted by (Tache et al. 197915
; Cooper 198416
), it was observed
emale employees are more exposed to health disorders like diabetes,
breast cancer, uterine cancer, lung cancer and arthritis as result
(Kumar and Murty 199817
) observed that most frequently
54%
13%
1
2
3
and Occupational Stress in
in the sample. Two hundred
and five employees are married in the total sample of three hundred and twenty
employees. 54 % in the sample have expressed high stress; 33 % have expressed
the married
. However, many
their spouses too. Married employees,
particularly female married employees simultaneously manage work and home.
urs a day to make a balance
), it was observed
health disorders like diabetes,
breast cancer, uterine cancer, lung cancer and arthritis as result
) observed that most frequently
stressors among women managers were office politics followed by role conflict
between work and home, commuting to the work place and the problems related
to child care. The major strains experienced by women managers were a
tension, fatigue, lack of concentration, irritation, and physical health problems. In
a study, (Tharakan, 1992)
greater work related stress than non
Fig. 5(ii)b. Unmarried Employees
in Organizations.
1 indicate moderate stress
2 indicate low stress
3 indicate high stress
Fig. 5(ii)b shows the pictorial representation of
different degree of stress.
Comparatively low degree of stress i
eight employees were unmarried in the sample of which only seventeen percent
(17 %) have reported high stress. Thirty nine percent
and forty four percent have stated to be experiencing moderat
of belief and through observation
39%
17%
[167]
stressors among women managers were office politics followed by role conflict
between work and home, commuting to the work place and the problems related
to child care. The major strains experienced by women managers were a
tension, fatigue, lack of concentration, irritation, and physical health problems. In
a study, (Tharakan, 1992)18
found that professional working women experienced
greater work related stress than non-professional working women.
rried Employees (male and female) and Occupational Stress
stress
shows the pictorial representation of unmarried employees reporting
of stress.
ratively low degree of stress is revealed by unmarried employees. Eighty
eight employees were unmarried in the sample of which only seventeen percent
have reported high stress. Thirty nine percent (39 %) reported low stress
forty four percent have stated to be experiencing moderate stress. As a matter
of belief and through observation it can be stated that unmarried employees
44%
1
2
3
stressors among women managers were office politics followed by role conflict
between work and home, commuting to the work place and the problems related
to child care. The major strains experienced by women managers were anxiety,
tension, fatigue, lack of concentration, irritation, and physical health problems. In
found that professional working women experienced
and Occupational Stress
employees reporting
s revealed by unmarried employees. Eighty
eight employees were unmarried in the sample of which only seventeen percent
reported low stress
e stress. As a matter
it can be stated that unmarried employees
channelize higher levels of energy and interest in their profession. They can give
undivided attention to their job and can absorb more work load as a result of
which stress level is within moderate levels.
Fig. 5(ii)c. Separated (from spouse) employees and Occupational Stress
Organizations
1 indicate moderate stress
2 indicate high stress
It appears from fig 5(ii)c, that
employees.
Twenty seven employees are reported cases of ‘separate
sample. None of the employees in the above mentioned category reported low
stress. 52 % revealed moderate stress and 48 %
for high stress may be attributed to absence of support system, isolation, single
parenting, work load etc. Every individual is guided and motivated by both
professional as well as per
carried over to work place and vice
48%
[168]
channelize higher levels of energy and interest in their profession. They can give
n to their job and can absorb more work load as a result of
which stress level is within moderate levels.
(from spouse) employees and Occupational Stress
moderate stress
(ii)c, that moderate to high stress is reported by separate
Twenty seven employees are reported cases of ‘separated from spouse’ in the
None of the employees in the above mentioned category reported low
2 % revealed moderate stress and 48 % revealed high stress. The
for high stress may be attributed to absence of support system, isolation, single
parenting, work load etc. Every individual is guided and motivated by both
professional as well as personal fulfillment. The household anxieties are
carried over to work place and vice-versa.
52%1
2
channelize higher levels of energy and interest in their profession. They can give
n to their job and can absorb more work load as a result of
(from spouse) employees and Occupational Stress in
s reported by separated
from spouse’ in the
None of the employees in the above mentioned category reported low
revealed high stress. The reasons
for high stress may be attributed to absence of support system, isolation, single
parenting, work load etc. Every individual is guided and motivated by both
sonal fulfillment. The household anxieties are usually
[169]
The next observation in the queue is identifying the correlation between spouse
relations among employees with development of occupational stress. In the
previous analysis of identifying correlation between marriage and stress, many
employees have stated tense relationships in their marriages. The researcher has
taken a step further to study whether good or bad spouse relations have any
impact on creation of stress and affect employees at their job place.
Table 5.9 Correlation between spouse relation and occupational stress in
organizations.
SPOUSE
RELATION
RESPONSES NO. OF
RESPONSES
PERCENTAGE
OF RESPONSES
GOOD
LOW STRESS 65 29 %
MODERATE STRESS 118 52 %
HIGH STRESS 43 19 %
TENSE
LOW STRESS 17 18 %
MODERATE STRESS 40 43 %
HIGH STRESS 37 39 %
Source- Independent field survey 2010, 2011.
It appears from table 5.9 that employees nurturing good relations with their
spouses reported to be experiencing low to moderate degree of stress as against
employees experiencing moderate to high degree of stress with tensed relations
with their life partners. Greater proportion of employees have expressed that good
marriages provides a buffer to working partners to manage with job stress. The
reasons may be stronger support system, personal fulfillment, better future
planning etc. Employees developing tensed relationships at home seem to be
experiencing higher degree of occupational stress as found in the present study.
[170]
Fig. 5(iii)a. Good Spouse Relation among employees and Occupational Stress
in Organizations
As discussed in 5(ii)a, two hundred and five employees are married in the sample
of which some share good relationship with their spouses and few have developed
tense relationships with them. In the sample of married employees, one hundred
and sixty six reported good relations and forty one reported tense relations with
their spouses. Fig 5(iii)a shows the degree of stress of employees sharing good
relations with their spouses. 29 % of respondents (59/205) have reported low
stress as against 52 % (107/205) reporting moderate stress and 19 % (39/205)
reporting high degree of stress. This has been observed that majority of
respondents have expressed moderate stress and comparatively less proportion
has complained high stress.
29%
52%
19%
0%
10%
20%
30%
40%
50%
60%
Low Stess Moderate Strees High Strees
Per
cen
tage
of
stre
ss l
evel
Extent of stress
Low Stess
Moderate Strees
High Strees
[171]
Fig. 5(iii)b. Tense Spouse Relation among employees and Occupational
Stress in Organizations.
Fig 5(iii)b shows the stress experienced by employees developing tense
relationships with their spouses. It appears from the fig. above that 17 % of
respondents are low stressed, 44 % of them are moderately stressed and 39 % are
highly stressed. Less proportion of employees have reported low stress where
majority of the respondents have revealed moderate to high stress. Thus, it can
be interpreted from fig. 5(iii)b that spouse relation has significant bearing on
development of stress among employees in organizations. Tense relations with
spouses are positively correlated with stress building among employees.
17%
44%39%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Low Stess Moderate Strees High Strees
Perc
en
tag
e o
f str
ess l
ev
el
Extent of stress
Low Stess
Moderate Strees
High Strees
[172]
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