CHAPTER – I RESEARCH DESIGN AND EXECUTION OF THE STUDY 1.1 INTRODUCTION Stress is a common problem and a burning issue in modern society. The effect of stress is a deviation from the existing physical and psychological condition of human life. Stress is regarded as an inevitable consequence of employee functionality. Hans Selye first introduced the concept of stress in the field of life science in 1936. He defined stress as “the force, pressure, or strain exerted upon a material, object or person which resist these forces\and attempt to maintain its original state." The word “stress” is derived from the Latin word “ stringer”, meaning to draw tight. From the viewpoint of Physical Sciences, the phenomena of stress are evident in all materials when they are subjected to “force, pressure, strain or strong-front”. Every material-steel, rock or wood has its own limit up to which it can withstand stress without being damaged. Similarly human beings can tolerate certain level of stress. Stress is highly individualistic in nature. Some people have high levels of stress tolerance and thrive very well in the face of several stressors in the environment. In fact, some individuals will not perform well unless they experience a level of stress which activates and energizes them to put forth their best results. For every individual, there is an optimum level of stress under which he or she will perform to full capacity. If the stress experience is below the optimum level, then the individual gets bored, the motivational level of work reaches a low point and it results in careless mistakes, forgetting to do things and thinking of things other than work during working hours and also leads to absenteeism which may ultimately lead to turnover. If on the other hand, stress experience is above the optimum level, it leads to too many
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CHAPTER – I
RESEARCH DESIGN AND EXECUTION OF THE STUDY
1.1 INTRODUCTION
Stress is a common problem and a burning issue in modern society. The effect of stress is a
deviation from the existing physical and psychological condition of human life. Stress is
regarded as an inevitable consequence of employee functionality. Hans Selye first
introduced the concept of stress in the field of life science in 1936. He defined stress as “the
force, pressure, or strain exerted upon a material, object or person which resist these
forces\and attempt to maintain its original state."
The word “stress” is derived from the Latin word “stringer”, meaning to draw tight. From
the viewpoint of Physical Sciences, the phenomena of stress are evident in all materials
when they are subjected to “force, pressure, strain or strong-front”. Every material-steel,
rock or wood has its own limit up to which it can withstand stress without being damaged.
Similarly human beings can tolerate certain level of stress. Stress is highly individualistic in
nature. Some people have high levels of stress tolerance and thrive very well in the face of
several stressors in the environment. In fact, some individuals will not perform well unless
they experience a level of stress which activates and energizes them to put forth their best
results. For every individual, there is an optimum level of stress under which he or she will
perform to full capacity. If the stress experience is below the optimum level, then the
individual gets bored, the motivational level of work reaches a low point and it results in
careless mistakes, forgetting to do things and thinking of things other than work during
working hours and also leads to absenteeism which may ultimately lead to turnover.
If on the other hand, stress experience is above the optimum level, it leads to too many
conflicts with the supervisor or leads to increase of errors, bad decisions and the individual
may experience insomnia, stomach problems, and psychosomatic illness. The present world
is fast changing and there are lots of pressures and demands at work. These pressures at
work lead to physical disorders. Stress refers to individual’s reaction to a disturbing factor in
the environment. It is an adaptive response to certain external factor or situation or what can
be called environmental stimuli as reflected in an opportunity, constraint, or demand the
outcome of which is uncertain but important.
In short, stress is a response to an external factor that results in physical, emotional,
behavioural deviations in a person. Stress is an all pervading modern phenomenon that takes
a heavy toll of human life. Different situations and circumstances in people personal life and
in their job produce stress. They can be divided into factors relating to organization and
factors related to person which include his experience and personality traits. Job related
factors are work overload, time pressures, poor quality of supervision, insecure political
climate, role conflict and ambiguity, difference between company values and employee
values. Person related factors are death of a spouse, or of a close friend, family problems,
change to a different line of work, prolonged illness in the family, change in social activities
and eating habits.
1.1.1 Occupational Stress
Occupational stress can be defined as the harmful physical and emotional responses that
occur when the requirements of the job do not match the capabilities, resources, or needs of
the worker.
Selye [1936] defines stress as “a dynamic activity wherein an individual is confronted with
an opportunity, constraint or demand”. The concept of occupational stress is often confused
with challenge, but these concepts are not the same. Challenge energizes workers
psychologically and physically, and it motivates workers to learn new skills and master their
occupations. When a challenge is met, workers feel relaxed and satisfied (NIOSH,1999).
Thus, challenge is an important ingredient for healthy and productive work. The importance
of challenge in people’s work lives is probably what people are referring to when they say a
little bit of stress is good. Occupational stress is that which derives specifically from
conditions in the work place. These may either cause stress initially or aggravate the stress
already present from other sources. In today’s typical workplace, stress is seen as becoming
increasingly more common. People appear to be working longer hours, taking on higher
level of responsibilities and exerting themselves even more strenuously to meet rising
expectations about occupational performance.
According to United States National Institute of Occupational Safety and Health, Cincinnati,
(1999), Job stress can be defined as “the harmful physical and emotional responses that
occur when the requirements of the job do not match the capabilities, resources, or needs of
the worker. Job stress can lead to poor health and even injury. According to a discussion
document presented by United Kingdom Health and Safety Commission, London, (1999),
“Stress is the reaction people have to when excessive pressures or other types of demand
placed on them”.
On the basis of experience and research, NIOSH favours the view that working condition
plays a primary role in causing Occupational stress. However, the role of individual factors
is not ignored. According to NIOSH view, exposure to stressful working conditions (called
Occupational stressors) can have a direct influence on worker safety and health.
1.1.2 Causes of occupational stress
Nearly everyone agrees that occupational stress results from the interaction between worker
and the conditions of work. Views differ, however, on the importance of worker
characteristics versus working conditions as the primary cause of occupational stress. These
differing viewpoints are important because they suggest different ways to prevent stress at
work. According to one school of thought, differences in individual characteristics such as
personality and coping style are more important in predicting whether certain occupational
conditions will result in stress. In other words, what is stressful for one person may not be a
problem for someone else. This viewpoint leads to prevention strategies that focus on
workers and the ways to help them cope with demanding occupational conditions. Although
the importance of individual differences cannot be ignored, scientific evidences suggest that
certain working conditions are stressful to most people. Such evidence argues for a greater
emphasis on working conditions as the key source of Occupational stress, and for
Occupational redesign as a primary prevention strategy.
The workplace is an important source of both demands and pressures causing stress and
structural and social resources to counteract stress. The workplace factors that have been
found to be associated with stress and health risks can be categorized as those to do with the
content of work and those to do with the social and organizational context of work.
These factors that are intrinsic to job include long hours, work overload, time pressure,
difficult or complex tasks, lack of breaks, lack of variety and poor work conditions (for
example, space, temperature, light). Under work or conflicting roles and boundaries can
cause stress. The possibilities for job development are important buffers against current
stress, with under promotion, lack of promotion, lack of training and job insecurity being
stressful. There are two other sources of stress or buffers against stress, relationship at work
and the organizational culture. Managers who are critical, demanding, unsupportive create
stress, whereas a positive social dimension of work and good team working reduces it
(Causes and Management of Stress at Work, Michie, 2002).
1.1.3 Symptoms of work-related stress
Defining a clear link between occupational causes, and the resulting symptoms is much
harder for a condition. Because many of the symptoms of stress are generalized such as
increased anxiety, or irritability, it is easy for them to be ascribed to a characteristic of the
worker, rather than to a condition of the work. However, there is a mounting scientific and
medical evidence that certain types of work and work organization do have a measurable
and verifiable impact on the health of workers.
The range of symptoms includes physical symptoms, mental health symptoms,
psychological symptoms, asthma, irritability, smoking, ulcers, depression, heavy drinking,
n = required sample size (minimum size) t = Confidence level at 95% (standard value of 1.96) p = Estimated fractional population of subgroup, expressed as
decimal (0.5 used for sample size needed) m = Margin of error at 5% (standard value of 0.05)
n = 1.962 x 0.5 x (1-0.5) ∕ 0.052 = 384
Correction for Finite Population
SS New SS = -----------------
SS-1 1 + --------- Pop
Where: pop = population
SS = Sample size
384New SS = ------- = 265
384-1 1 + --------
855
As per the formula the required total sample size is 265, which constitutes 31 per cent of the
total population. Therefore, 31 per cent from each category is drawn on the basis of
stratified random sampling method. The universe and sample size is given below.
TABLE - 1.1
LIST OF PUBLIC SECTOR BANKS FUNCTIONING IN THIRUVARUR
DISTRICT
S.No. Name of the Bank No. of Branch01 Allahabad Bank 0102 Bank of Baroda 0103 Bank of India 0204 Canara Bank 0105 Central Bank of India 0106 Indian Bank 1907 Indian Overseas Bank 2008 Punjab National Bank 0109 State Bank of India (SBI) 1810 Syndicate Bank 0111 Vijaya Bank 01
Total 66 168 76 310 96Grand Total 177 444 234 855 265
1.9.5 Required data set
In order to achieve the objectives of this research, data were collected both from the primary
and secondary sources. The primary data were collected from the respondents through a
structured questionnaire. A well developed and widely used Occupational Stress Index
(OSI) in the Indian context (Srivastava and Singh, 1981) was chosen to assess the
occupational stress of the sample. The questionnaire consisted of 48 statements with five
alternative responses e.g., 5 scores for absolutely true, 4 for almost true, 3 for partially true,
2 for almost false and 1 for absolutely false. The statement with asterisk should be scored
inversely, e.g., 5 for absolutely false and 1 for absolutely true.
Job Descriptive Index developed by Smith and Kendal (1966), was used to assess the job
satisfaction of the sample. The job descriptive index contains a series of statements for each
of these five areas and the individuals were asked to mark “Yes” (Y) or “No” (N) or
doubtful (?) related to job. Positive statements get a score of 2 for yes, 1 for doubtful and 0
for No. Negative statements get 2 for No, 1 for doubtful and 0 for yes. Only the total score
obtained for the five areas was considered as a measure of job satisfaction. High score
indicates high job satisfaction.
Subjective wellbeing inventory (SWBI) by Nag Pal and Sell (1984) was used for gauging
the subjectively perceived mental and physical health status of employees. Wellbeing was
used as one of the constituent factors in the measurement of success of the organization.
The subjective wellbeing is scored by attributing the values 3, 2, 1 to response categories of
the positive items and 1, 2 and 3 to the negative items. The minimum and maximum scores
that can thus be obtained are 40 and 120 respectively.
The total score can be interpreted summarily in the light of three broad score ranges: 40 –
60, 61 – 80 and 81-120 to have an overall picture of wellbeing status. If the respondents
secure the mean score between 40 and 60 their status of wellbeing is low, the mean score
between 61 and 80 indicates the moderate status of wellbeing and the mean score between
81 and 120 expresses higher status of wellbeing.
The secondary data have been collected from the sources like books related to stress
management, previous research studies, national and international journals and online
journals.
1.9.6. Statistical Analysis
Descriptive and inferential techniques such as cross tabulations, chi-square test, correlation,
and t-test were used for the analysis of data and testing the hypotheses in accordance with
the objectives.
1.9.7 Pilot study
Before the field survey was conducted, the consistency of the information has become
essential and a pilot survey was conducted for this purpose. In this study, widely used
structured questionnaires were used. So, the validation of the questionnaire is not required.
The researcher also has conducted a pilot study, for which the standardized questionnaire
was supplied to 25 respondents and this was tested for extracting the tentative results. The
results of the pilot study indicate that the respondents have experienced stress to a certain
extent, which induced the researcher to conduct the full fledged research on this topic.
1.9.8 Period of the study
The study was conducted from 2009 to 2012.
1.10 CONCEPTUAL DEFINITIONS
1.10.1 Stress
In medical terms, stress is described as, "a physical or psychological stimulus that can
produce mental tension or physiological reactions that may lead to illness."
Stress is defined as "the result produced when a structure, system or organism is acted upon
by forces that disrupt equilibrium or produce strain"1.
Hans Selye is one of the founding fathers of stress research. In his view, (1956) stress is not
necessarily something bad – it all depends on how you take it. The stress of exhilarating,
creative successful work is beneficial, while that of failure, humiliation or infection is
detrimental. Selye believed that the biochemical effects of stress would be experienced
irrespective of whether the situation was positive or negative. According to Shanmugham
(1981) stress is any condition that strains the coping capacities of the person.
1.10.2 Occupational stress
Beehr and Newman (1978) define occupational stress as "A condition arising from the
interaction of people and their jobs and characterised by changes within people that force
them to deviate from their normal functioning."
The occupational stress refers to "the harmful physical and emotional responses that occur
when the requirements of the job do not match the capabilities, resources, or needs of the
worker. Job stress can lead to poor health and even injury"2
It simply means that workplace stress generally arises when there is a mismatch between the
1 Taber's Cyclopedic Medical Dictionary2 United States National Institute of Occupational Safety and Health, Cincinnati, 1999
nature or magnitude of the job to be done and the employee’s desires and capabilities.
Further, the definition also categorizes workplace stress into physical stress and
psychological or emotional stress.
1.10.3 Perceived stress
Perceived stress refers to an individual’s perceived response to interaction with his or her
social environment.3
1.10.4 Job satisfaction
The Harvard Professional Group (1998) sees job satisfaction as the key radiant that leads to
recognition, income, promotion, and the achievement of other goals which ultimately leads
to a general feeling of fulfillment. Job satisfaction has been defined as a pleasurable
emotional state resulting from the appraisal of one’s job.4
1.10.5 Subjective wellbeing
"Wellbeing has been defined by individual characteristics of an inherently positive state
(happiness). It has also been defined as a continuum from positive to negative, such as how
one might measure self-esteem. Wellbeing can also be defined in terms of one's context
(standard of living), absence of wellbeing (depression), or in a collective manner (shared
understanding)." 5
Subjective wellbeing can be simply defined as the individual’s current evaluation of
happiness. Such an evaluation is often expressed in affective terms; when asked about
3 A Robin L. Walton “Comparison of Perceived Stress Levels and Coping Styles of Junior and Senior Students inNursing And Social Work Programs” (2002)4 Locke, 1976 cited in Brief, A. P., & Weiss, H. M. (2001). 5 Pollard and Lee (2003) p.60.
subjective wellbeing, participants will often say, I feel good” Subjective wellbeing is thus, at
least in part, a proxy for a global affective evaluation.6
1.11 LIMITATIONS OF THE STUDY
The research study has the following limitations:
The study is carried out in selected public sector banks, i.e. Indian Bank and State Bank of
India in Tiruvarur District of Tamilnadu. Thus, its findings cannot be generalized for other
public sector banks and private sector banks.
In the study, the researcher has not developed any scale. Instead readily available structured
and standardized scales are used as these are widely and universally accepted for measuring
occupational stress and job satisfaction.
The study is purely based on the respondents’ opinion. The researcher felt that the
respondents might express biased opinions which limit the validity of the study.
Individuals’ stress susceptibility varies over time. The environment can also vary in its
conditions. Since stress is a complex and dynamic process presented in different areas of
life, this research focuses only on the stress at work place due to occupational stress. In this
study an attempt to identify basic stress management strategies is applied to public sector
bank employees in a work situation. However, this approach restricts the findings to a
specific kind of experience in the given work environment.
Respondents’ opinion may change from time to time and the responses are also subject to
variations depending upon the situation and attitude of the respondents at the time of the
survey. In this study, occupational stress experienced by the employees, is alone considered
and the perceived stress (arising from outside the working place) is not taken into account.
6 Schwartz & Strack, 1999.
In this study, primary data were collected only from the permanent workers, the opinion of
the temporary, causal and contract workers was not taken into account.
In this research, the researcher has mainly focused on occupational stress, and the level of
job satisfaction of the employees in the study unit. The impact of stress on work related
behaviour of employees, such as absenteeism, loss of judgment, employee conflicts and
work place accidents is not analyzed in this study. It is directed for future research.
1.12 ORGANISATION OF THESIS
This study is organized into six chapters.
Chapter I: This chapter describes the empirical aspect of this study including scope,
objectives, methodology used to collect data, sample parameters and limitations.
Chapter – II: This chapter examines the state of the existing literature. This chapter
reviews the literature relating to occupational stress, job satisfaction and subjective
wellbeing.
Chapter III: This chapter describes the stress management strategies and techniques
practiced by the public sector banks.
Chapter IV: This chapter analyses the occupational stress and job satisfaction of the
employees.
Chapter V: This chapter deals with the subjective wellbeing and its relationship with stress
and job satisfaction.
Chapter VI: This Chapter summarizes the findings of the study and presents suggestions
to cope with the employees’ stress and to improve the mental and physical health of the
workforce for the betterment of the banking industry.
1.13 CONCLUSION
This chapter examined the key dimensions of occupational stress index and relationship
between Job satisfaction and occupational stress. The background for the research is
discussed and the research questions in this study raise the propositions to be tested.
Research problem is discussed with the objectives for the study and the variables associated
with hypothesis, significance of the study are defined and the following chapter will review