A project for BBA 8th

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Factors of job stress effecting the banking sector in Pakistan
By
GULFAM SHAHZD
2014-GCUF-XXXXX
Thesis submitted in partial fulfillment of the requirements for the degree of
NAME OF DEGREE
(HRM)
COLLEGE OF MANAGEMENT AND ADMINISTRATIVE
SCIENCES GOVT.COLLEGE UNIVERSITY, FAISALABA

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DEDICATION
This modest effort is dedicated to,
My Parents
And
My Teachers
They made me, who I am!

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ACKNOWLEDGEMENT
Words are bound and knowledge is limited to praise ALLAH, The most
Beneficent and The Merciful.
I am grateful to my supervisor Dr. Muhammad, Assistant Professor in
Department of Management Sciences at G.C University, Faisalabad for their
valuable guidance, suggestions and encouragement to complete this work.
I would also like to thank my parents and colleagues who enabled me to
perform and successfully complete this final year, research project.

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Certificate by the Supervisory Committee
To
The Controller Examination,
Government College University,
Faisalabad.
We, all the supervisory committee, certify that the contents and form of research project
submitted by (Name of author & Registration number) have been found satisfactory and in
accordance with the prescribed format. We recommend it to be processed for the evaluation
by Examiner for the award of degree.
Supervisory Committee:
Project Supervisor
Name ____________________________________
Signature _____________________________________
Member
Name ____________________________________
Signature _____________________________________
Name ____________________________________
Signature _____________________________________

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Abstract
This study is distinguish distinctive sorts of occupation anxiety among representatives amid
employment in managing an account division. This study is quantitative. The information of
this study was gathered from 163 representatives by survey. Target of this study is figure out
relationship between ward variable and free variables. In this study subordinate variables as
occupation anxiety and autonomous variables part equivocalness, work over-burden, work
family strife and employment rewards. This study demonstrates the outcome employment
anxiety is fundamentally and absolutely related with the free variable: part vagueness, work
over-burden, work family struggle and occupation rewards.
Key words:
Employment stress, part uncertainty, work over-burden, work family strife, Job Reward

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Table of Contents
Chapter 1
1. Introduction …………………………………………………………………8
1.1 Research Question……………………………………………………….....9
1.2 Problem Definition………………………………………………………….9
1.3 Research Objectives………………………………………………………..9
Chapter 2
2.1 Literature review……………………..…………………………………….11
2.2.1 Theoretical Framework …………………………………………………16
2.3.1Hypothesis Formulated …………………………………………………..17
Chapter 3
3. Research Design ……………………………………………………………19
3.2 Sampling Design and Data Collection Method………………………….. 19
3.1 Measures ………………………………………………………………….20
3.4 Data Analytic Techniques Used…………………………………………..21
Chapter 4
4. Results ……………………………………………………………………..23
4.1 Descriptive Results………………………………………………………..24
4.2 Hypothesis accept/reject…………………………………………………..26
Chapter 5
5.1 Conclusion………………………………………………………………..27
5.2 Managerial implications/ Recommendations…………………………….27
7. References ………………………………………………………………..28
Appendix…………………………………………………………………….31

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Chapter No 1

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1.Introduction
Most recent fifteen years, stress in occupation is getting to be obvious as blasting issue in
saving money industry. Workers can be gotten and endured in anxiety at each progression of
hierarchical chain of command and business from base to beat. The word stretch first was
instituted in normal sciences and after that it acquired to and began utilizing as a part of
sociologies and generally in Psychology. In addition, in any association, the noteworthiness
of occupation anxiety can't be disregarded; the significance of study on employment anxiety
rises all the more strikingly, when listening to and perusing about technique disappointment,
expanding in operational expense, expanding non-attendance, issues in controlling the
arrangement, companions question and execution weight, and so on. The vast majority of the
association occupation stress as a creating from collaboration of representatives and their
undertakings, credited by movements inside of workers that cause them to veer off from their
auxiliary errands. As indicated by Yenhuui Ouyang (2009) occupation related anxiety
impacts of worker's execution and profoundly affects on association of representative's
employment in keeping money segment. Employment anxiety is exceptionally extravagant
issue in any industry and effects on straightforwardly and in a roundabout way industry. The
majority of the business feels negative impacts of anxiety that reasons of specifically cost
bear on partnership are non-attendance, pardoned leave, peers issues and postponement. By
implication expense bear on partnership are not fulfilled client, terrible administrations
dispersion, poor client obligation and unsuccessful collaboration (Alluissii and Fleishman,
1982). Nidhi Dhawan (2013) contended that part push influences the representatives amid
employment in banks and reason figure out that make the anxiety in occupation, for example,
work over-burden, part vagueness, part stagnation, part separate. In Pakistan, numerous
variables in managing an account part influence in employment, because of occupation
anxiety. For example, work family strife, part vagueness, remunerates, and work over-
burden. Muhammad Arif Khatak et al (2013) contended that part equivocalness impact the
occupation in keeping money industry. He presumed that the reason of employment anxiety
in banks was part vagueness and its effect on fulfillment of occupation. In the event that
occupation anxiety builds then the employment fulfillment diminishes.
Sofia Ali et al (2014) contended that part over-burdens impact the occupation in association
and if work stack high in association then the representatives is not fulfilled by their
employment, who reason of anxiety in association. Warraich Usman Ali et al, (2014)

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expressed prizes; over-burden, part struggle sways on execution of laborers and these
elements make the anxiety in employment. If not appropriately pay to compensation,
motivations, and bobs then affect the working condition and lessening the specialist's
execution, build the level of anxiety in employment. In past research, this model was not used
to uncover employment stress in managing an account division. This examination may do
advantage to banks and representatives on the grounds that numerous workers feel anxiety
amid occupation.
1.1 ResearchQuestions:
 Does job stress affect the employees in banking sector?
 Do different factors of stress affect the job in banks?
1.2 Problem Definition:
The banking sector is particularly well-deserved of a specific and thorough analysis, in view
of the recent increase in psycho-social disorders of employees. This may be related to the
major organizational changes affecting this sector and, in particular, to the restructuring
processes resulting from the global economic crisis. Our aim is to assess the scale of the
phenomenon and how far it relates specifically to the processes of bank organization. With
this in mind, through a review of the literature, we selected the main studies dealing with
work-related stress in banking, so that we could reach a better understanding of the
phenomenon as it relates specifically to this set of workers.
1.3Objective:
 Investigate the variables that cause the weight on occupation in banks.
 Explore the relationship between the employment stretch and elements effecting in
occupation stress.

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Chapter No2

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Literature Review:
2.1 Job Stress:
Most recent couple of year’s anxiety in banks is extremely significant issue on the grounds
that it effects on representative's capacity. Employment Stress is subordinate variable in my
examination. Corner (2002) contended that occupation stretch direct influence
representative's mentally capacity in keeping money segment that who reason the misery and
who power the homicide himself. What's more, he depicts that Michel smith was officers in
Australia and New Zeeland bank in 2000. He was killed himself, the issue of killed himself in
light of the fact that he was psycho tolerant. The reason of psycho patient that he was not
picks up the objective. As per corner (2002) bank said that we are not in charge of smith's
suicide but rather Michel smith's family in charge of the bank in light of the fact that as a top
priority that bank realize that smith was sick and would not accomplished the objective.
Richard McElroy expounds the reason of psycho that the Michel was ceaselessly attempting
to acquire assignment and toward the end when smith was no get the errand then smith
suicide (corner, 2002). As per the selye (1974) p.14, characterized that stretch is "the non-
particular reaction of the body to any interest". He called attention to that amid the anxiety
workers physically and rationally responses not well. As indicated by the McGrath (1976)
characterized occupation stress as a" condition in which representatives are have to satisfy the
obligations that surpass the individual's capacity and the assets which are obliged to perform
these obligations, under the circumstance where there is an enormous contrast in the middle
of prizes and the interest for satisfying the obligations". Anxiety is immediate connection
with occupation in saving money industry and he portrays that work over-burden, part
struggle, part equivocalness, and attempts to family strife the reason of anxiety in banks. In
any case, part struggle is not the reason of employment anxiety, and he outlined a model to
fight that work over-burden, part vagueness, part strife and work to family strife is free
variables and occupation anxiety is indigent variable. Consequence of occupation anxiety
expands the nonappearance of workers and toward the end representatives left the
employment of bank (Rizwan et al, 2014). Consequences of the working environment stress
in banks that is terrible state of representatives on the grounds that worker's mentally
included the sorrow then representatives' burnout in banks (Jam shed et al, 2011). P.
Vanishree (2014) reported that three noteworthy reason of anxiety that bring employment
stress part strife, work over-burden and part vagueness. Ways on representative's choice
making capacity and decline concentrate on occupation. Khatak et al, (2013) contended

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occupation stretch straightforwardly influence the employment fulfillment, If occupation
anxiety increment in banks then fulfillment of occupation is abatement, he outlined a model
that employment anxiety directing variable between the occupation fulfillment and part
uncertainty, the reason of occupation anxiety is part equivocalness. Shahid et al, (2011)
examined on work push and reported primary reason of anxiety in employment was over
burden, Poor relationship among associates, work unreliability and long time working with
make issue in occupation. Because of over burden, and long meeting expectations time load
the workers are not ready to handle work existence with their life of crew. Sways on workers
that diminish the execution of representatives, then disappointed with their occupation. He
outlined a model that in which absence of managerial bolster, family and work life
equalization, risky client connection associate's relationship, intemperate work request, and
occupation instability is directing variables between the worker execution and employment.
2.1.2Work-familyConflict:
Work family strife implies that representatives don't deal with their family's obligation and its
effect on workers and industry. In this examination Work-family struggle is autonomous
variable. Iraj sultan et al, (2013) contended that part equivocalness the reason of work-family
struggle in light of the fact that when expected set of responsibilities (working hour and pay)
are not unmistakably characterized then representatives don't dealt with their family's
obligation. Because of work-family strife emerge the occupation push and effects on
representatives' execution negative. Khan et al, (2014) expressed that work to family strife
influences the employment. The aftereffect of work family strife, when the work family
struggle is high then push in occupation and worker's left their place of employment
dependably increments. Furthermore, he called attention to that Work family strife has
profoundly proportional impact with the movement of representative's occupation. Ahmad et
al, (2014) work family strife is fundamentally connected with weight at work. Numerous
reason of WFC however natural variable (sex) is awesome wellspring of anxiety on the
grounds that when female or male working in occupation, working hours is long and don't
dealt with their family then emerge the work family strife. On the off chance that work family
struggle is not appropriately overseen and not encourage of representatives then emerge the
occupation push and aftereffects of anxiety abatement the level of authoritative duty and
damagingly effects of worker's accomplishment and execution. (Dirt 2011) reported that
Americans Psychological Associates lead the examination on anxiety in America. 36% works
are fulfillment of their managers in 2010. Be that as it may, 2009 quantities of fulfillments of

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their head honcho is 42% with setting of their employment and family life parity. A large
portion of representatives face to work family strife in industry on the grounds that
representatives are attempted to adjust work life and social life. Step by step, work family
struggle emerges quickly in association that who reason the anxiety amid employment. These
scientists Iraj sultan (2013), Nabila Nazir (2014), Parvaiz Ahmadi et al. (2014), Clay (2011),
Panatik et al, (2012) has affirmed that work family struggle has impacts the representatives
amid employment that who reason of anxiety.
2.1.3 Role Ambiguity:
Amid job when representatives work in industry and undertaking is not clear then emerge the
issue in industry that is called part vagueness. Khatak et al, (2013) contended that part
vagueness impacts the employment in keeping money industry. Rise the anxiety in
occupation, the reason of part equivocalness when position is vague then worker confront the
anxiety in employment and representatives are don't fulfilled by their occupation. He outlined
a model part equivocalness is interceding variable between the employment push and
occupation fulfillment. Iraj sultan et al, (2013) Role uncertainty straightforwardly identifies
with the occupation stress in association. At the point when part of occupation is not cleared
and expected set of responsibilities is not characterized then workers confront the anxiety in
association in light of the fact that representatives included the collaborator issues and effects
on worker's execution adversely. Mohamed Irfan Ismail (2011) contended that the essential
reason of anxiety amid occupation in bank when set of working responsibilities is not clear
the objectives and effects on worker's execution adversely then representative's fulfillment of
employment is lessened. Rizzo et al, (2011) characterized that the issue of part vagueness has
created when the workers have least data about the part, errand or objective. Srikanth et al,
(2013) expressed that part vagueness influences the execution of representatives and
employment fulfillment. What's more, he depicts that improved the execution of the
representatives when bosses and associates help in workers amid occupation. He planned a
model to battle that criticism looking for from associate and administrators are mediator
variables between the part uncertainty and part execution. These specialists P. Vanishree
(2014), Srikanth et al, (2013), Ismail et al, (2011), Khatak et al (2013) contended that part
equivocalness is altogether connected with occupation stress.

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2.1.4 Work Over-Load:
This time work over-burden is exceptionally powerful variable in light of the fact that it is
vital matter of any industry on the grounds that numerous representatives doing work in long
hour and twofold movement. The over-burden was connected with occupation anxiety and its
effect the laborer's undertaking and capacity. At the point when time is short this
circumstance work over-burden issue emerge always that who reason the anxiety in work. In
this exploration work over-burden is autonomous variable. Shalini Srivastava (2009)
contended that workers confront the anxiety in association when time is short and necessities
of objective's opportunity are long. The occupation anxiety has join with work over-burden
and the reason of work over-burden comes that representative’s work in serious time load and
work the exceptionally dangerous objectives (P. Vanishree et al, 2014). As per Sofia Ali
(2014) that push in working environment straightforwardly impact the occupation fulfillment,
if amid the occupation representatives adapt the weight, and time strain then workers
disappointed with their occupation and its influences the worker's execution of the
employment. The work over-burden that who reason was anxiety in occupation was decrease
in association when managers give the appropriately preparing, rewards and changes the
worker's position on employment. As indicated by Sara Ashfaq (2013) that work over-burden
impacts the worker's accomplishment and if head honchos are reduction the over-burden in
banks then arranging the occupation and designate the undertaking of representatives. These
specialists Sofia Ali (2014), P. Vanishree et al (2014), Shalini Srivastava (2009), and
Muhammad Rizwan (2014) that mulled over about workload and depicts that connected with
occupation stress.
2.1.5 JobRewards:
Kleberg (1977, p.130) characterized the occupation rewards as "potential wellsprings of
prizes to the laborer". Warraich et al, (2014) reported that remunerates are straightforwardly
influences the occupation. At the point when boss are not given to legitimate compensation,
ricochets and advantages to workers then its impacts on representative's execution and
fulfillment that diminished the execution and fulfillment of their employment. These reasons
make stress in occupation. He composed the model that occupation execution is Reliant
variable.
Work over-burden, part struggle and lacking financial prize is free variable. (White E et al,)
in 2006 was directing the exploration on money related prize that closed the association loses

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his representative's ability in light of the fact that association can't give the prizes
legitimately. Work prizes had been separated into two sections; natural prizes and extraneous
prizes. Natural prizes contained in assignment independence, undertaking inclusion and
errand hugeness. What's more, extraneous prizes contained in money related prizes (Clifford
1985). Rehman et al, (2010) reported that occupation prizes are firmly impacts on
employment fulfillment. Yet, he investigated that extraneous prizes are a larger number of
consequences for occupation fulfillment as opposed to compensates of inborn. Because of
when managers are not given the fiscally remunerates for workers then representatives are
not fulfilled by their employment that emerge the anxiety in occupation. He composed the
model that age contrasts are arbitrator variable between the employment rewards
(characteristic & extraneous) remunerates and work fulfillment.
In this exploration that the new variable is not all things considered examination by any
specialist previously. The components, for example, work over-burden, work-family struggle,
part vagueness and occupation rewards and their association with employment stress.
Numerous analysts lead the examination on every variable except not all in all studies. In the
light of prior exploration, we concentrated on another model of the employment stretch that
the present issue of managing an account part. Our exploration in occupation anxiety wills
collaboration of workers and keeping money area that crushed the issue of anxiety.

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2.2Theoretical Framework:
Hypothetical structure outlines relationship among variables in the model. The model
(Figure, 1) expounds occupation stress as subordinate variable and part uncertainty, work-
family struggle, work over-burden, and employment rewards (inherent and outward
remunerates) are autonomous variables. Occupation Stress is influenced by workers in
keeping money part. This connection among employment stretch and components are taking
into account the writing survey that backings the model.
Model: Figure 1:
Schematic Model
I.V D.V
Work-family
conflict
Job stress
Job Reward
Role
Ambiguity
Workoverloa
d
Job reward
Work over
load

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2.3Developmentof hypothesis:
H0: There is no relationship between work overload and job stress.
H1: There is relationship between work overload and job stress.
H0: There is no relationship between role ambiguity and job stress.
H2: There is relationship between role ambiguity and job stress.
H0: There is no relationship between work-family conflict and job stress.
H3: There is no relationship between work-family conflict and job stress.
H0: There is no relationship between job reward and stress.
H4: There is relationship between job reward and job stress.

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Chapter No 3

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3.Methodology
3.1ResearchDesign:
In this Study Quantitative research Use that deals in numbers, logic, and an objective stance.
Data is usually gathered using structured research instruments. The results are based on larger
sample sizes that are representative of the population. The research study can usually be
replicated or repeated, given its high reliability.
3.2 Sampling Designand Data CollectionMethod:
This study is quantitative. The information of this study has been gathered from managing an
account division by survey. The specimen of this examination has been chosen from city of
Faisalabad. Both private and open banks' representatives have chipped in this exploration.
Private Banks are Bank of Allied, Muslim commercial bank, Habib bank ltd, Soneri bank,
Bank of Alfalah, Arif Habib Bank constrained, Silk bank, Meezan bank and united bank of
restricted. The bank of Punjab, National bank of Pakistan State bank of Pakistan is open
banks. 300 surveys were circulated to workers of banks. 100% surveys were conveyed to
workers in banks. Complete 258 surveys returned back. In this way, the criticism rate is 86%.
94 criticisms were liars and Rate of liars are 36%. Genuine figure of input is 163. This
specimen strategy is helpful system which was connected. The Employees are partitioned
into four bunch's connection their age. (1) "21- - 30" (2) "31- - 40" (3) "41- - 50" (4) "51- -
60". Individual data: conjugal status, wage level, capability and sex. The Questionnaires are
contained in two pages and comprised into five sections Job stress, part equivocalness, work
family struggle, work over-burden, and employment rewards. 44.2% representatives are "21
to 30" age gathers, "31 to 40" age is 39.3%, "41 to 50" age gathering is 14.1% and remaining
age amass "51 to 60" is 2.5%. Generally workers are male (80.4%) and female (19%).
Capability of representatives 10.4% M.Phil, 55.8% expert, 25.2% graduation and 8% workers
is bury capability. Their wage level (21,000 to 40,000) is 47.9%, (41,000 to 60,000) 35%,
(61,000 to 80,000) 11% and remaining wage level above to 80,000 is 6.1%

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3.3 Measures
3.3.1 JobStress:
Occupation anxiety was measured by scale and it was produced by Montgomery et al, (1996).
This scale contained 4 things to assess in regards to occupation related anxiety. This
occupation anxiety scale has been utilized widely as a part of distinctive areas. Further
utilized by Mohamed Irfan Ismail (2011) this same scale and Cronbach’s alpha unwavering
quality .845 .The scale measured at 5 focuses Likert scale (1) firmly concur, (2) concur, (3)
unbiased, (4) dissent, (5) unequivocally oppose this idea.
3.3.2 Work-FamilyConflict:
The scale work to family struggle was created by Kop leman and Greenhause (1983). This
scale measured work to family struggle select from work-family strife study utilized by
Patrice L. Essen (2004). Scale is contained by 12 things however amended this scale and
uprooted by 8 things and remaining 4 things was to utilize this review. Reaction on each
thing is making by a Likert scale on five focuses (1) firmly concur, (2) concur, (3) impartial,
(4) deviate, (5) unequivocally oppose this idea.
3.3.3 Work Over-Load:
The scale work over-load was created by de Vans, (1991). This scale comprises of four things
indicating work over-burden. Further same utilized this scale by Muazzam Imran Tariq
(2014).This scales five point Likert scales (1) unequivocally concur, (2) concur, (3) impartial,
(4) deviate, (5) emphatically oppose this idea.
3.3.4 Role Ambiguity:
The scale part vagueness was created by Montgomery et al (1996). This scale is comprised by
four things demonstrating that part vagueness. This same scale has been utilized by Mohamed
IsmailIran (2011). Five point Likert scale (1) firmly concur, (2) concur, (3) unbiased, (4)
deviate, (5) unequivocally differ utilized by measured. Scale has Cronbach’s alpha
unwavering quality is 0.816.
3.3.5 Rewards:
In this study Rewards are two features. For Extrinsic prize, this scale is produced by
(Clifford, 1985) and expressed testing alpha Cronbach’s coefficient is 0.822. Further this
scale is utilized by Rehman (2010). This scale comprises by four components indicating
extraneous prize.

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For characteristic remunerate, this scale is comprised of three things demonstrating prize will
be select from Batol (1979) and unwavering quality coefficient is 0.87. This scale is five
point Likert scales (1) firmly concur, (2) concur, (3) impartial, (4) deviate; (5) emphatically
oppose this idea.
3.4 Data Analytic Techniques Used:
In this Article We use Different Type of Test for the Quantitative Data likeMean of Data,
Standard Deviation, Cronbach’s alpha, Pearson Correlation, Regression, For the Justification
of Hypothesis Accepted or Rejected.

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Chapter No 4

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StatisticalMethod:
Statistically tools used to analyze the data.
**. Correlation is significant at the 0.01 level (2-tailed).
*. Correlation is significant at the 0.05 level (2-tailed).
Pearsoncorrelation:
Correlations
Occupation anxiety mean 3.49 this mean demonstrate that a large portion of the keeping
money division in Pakistan amid employment is high push and standard deviation of this
variable is (SD=0.864). The Role Ambiguity mean worth is demonstrate 3.28 that the level of
anxiety is high of the managing an account area and the standard deviation of this variable is
(SD=.798). Mean estimation of the work family strife is 3.61 this quality is demonstrate that
the representatives of work family struggle having abnormal state of anxiety and the standard
deviation of this (SD=.764).The work over-burden mean worth is demonstrate 3.36 that the
level of anxiety is high in managing an account division and the standard deviation of this
variable is (SD=.750).Mean estimation of the Job reward into two section characteristic and
extraneous prize 3.45 this quality is demonstrate that the occupation remunerates very
impacts of worker in banks and the standard deviation (SD=.790).

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CorrelationAnalysis:
In the above table, Pearson connection coefficients are figured to gauge the relationship
among all variables. The relationship may be negative or positive and critical or irrelevant.
Connection aftereffects of all variables bolster all examination speculations. The level of
criticalness (p=value) is noteworthy at (p<0.01)
Connection results demonstrate that have noteworthy association with one another.
Connection comes about likewise demonstrate that Role equivocalness has positive and huge
association with Job stress. (r =.704**, p < 0.01) and these two variable are essentially
interlinked with one another. Results show there is sure relationship between occupation push
and work family strife (r= .574**, p< 0.01). There is a relationship between work over-
burden and occupation anxiety has positive and noteworthy association with employment
stress(r=.624**, p<0.01). There is a relationship between employment remunerated and
occupation anxiety has positive and noteworthy association with occupation stress.
(r=.525**, p<0.01)These two variables are altogether interlinked with one another.
RegressionAnalysis:
Relapse consequences of employment anxiety as needy variable and Role Ambiguity as free
variable shows positive and huge connection between these two variables at (p<.001)
centrality.
This outcomes demonstrate that the model noteworthy at (p <0.01). In which the estimation
of R-Square demonstrate the positive rate of changed by free variable (0.459) to ward
variable proper at (.704). R-Square esteem demonstrates the variety in employment stretch
(45.9%) because of progress in part of vagueness.

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Relapse aftereffects of occupation anxiety as needy variable and work family strife as free
variable shows positive and noteworthy connection between these two variables at (p<0.01)
hugeness.
This outcomes demonstrate that the model noteworthy at (p <0.01). In which the estimation
of R-Square demonstrate the positive rate of changed by free variable (0.329) to ward
variable fitting at (.574). R-Square esteem demonstrates the variety in occupation stretch
(32.9%) because of progress in work family struggle.
Relapse consequences of employment anxiety as subordinate variable and work over-burden
as autonomous variable shows positive and noteworthy connection between these two
variables at (p<0.01) centrality.
This outcomes demonstrate that the model critical at (p <0.01). In which the estimation of R-
Square demonstrate the positive rate of changed by autonomous variable (0.390) to ward
variable proper at (.624). R-Square esteem demonstrates the variety in employment push
(39.0%) because of progress in work over-burden.
Relapse consequences of occupation anxiety as indigent variable and employment reward as
autonomous variable shows positive and noteworthy connection between these two variables
at (p<.001) criticalness.

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This outcomes demonstrate that the model critical at (p <0.01). In which the estimation of R-
Square demonstrate the positive rate of changed by free variable (0.276) to ward variable
suitable at (.525). R-Square esteem demonstrates the variety in occupation push (27.6%)
because of progress in employment reward.
Table 1.2: Reliability Statistic:
Reliability Analysis:
Cronbach’s alpha coefficient was led for checking unwavering quality and inward
consistency of measure. Cronbach’s alpha is a measure of dependability that ranges from 0 to
1 with qualities .60 to .70 considered the lower furthest reaches of worthiness.
The aftereffects of Cronbach’s alpha incorporated five variables ascertained utilizing five
point Likert scale. Dependability estimations of variables demonstrate the unwavering quality
of information and number of things in every variable scale. The dependability examination
demonstrates that unwavering quality of occupation anxiety scale is .737, unwavering quality
of Role Ambiguity scale is .599, unwavering quality of Work family strife scale is .740
exploration study, and the dependability of work over-burden scale .643and the dependability
of characteristic prize scale .886 and Extrinsic Reward scale .763 which is great and worthy.

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Conclusion:
The goal of this exploration is to quantify the relationship among occupation anxiety and
different variables (Role vagueness, Work family strife, Work over-burden, Job reward). In
which H1 hypothesis the speculated and the outcome discover positive connection between
occupation anxiety and roleambiguity. H2 conjectured is satisfactory and the outcome figures
out positive connection between occupation stretch and work over-burden. H3 speculated
bolster the outcome and worthy. Result figures out positive connection between occupation
stretch and work family struggle. H4 conjectured bolster the outcome and result figure out
positive connection between employment push and occupation rewards.
Implication:
This exploration is an exact examination led in managing an account division of Pakistan. We
have chosen number of test that can be summed up to all population. Information can be
gathered through survey. The part of banking sector workers incorporated that build the
extent of study. The exploration is directed just the city of Faisalabad. In the event this
exploration uses in managing an account division than expansion the representative’s
execution and abatement the anxiety amid employment.

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Appendix:

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Government College University Faisalabad
Respectedrespondent,
We hope you will be best of yours.We belong toGovernment College University
Faisalabad.We are conducting a research on Factors of job stress affecting banking sector of
Pakistan. To complete our research We need your valuable contribution in form of filling this
questionnaire. We hope you will provide us with fair view of your judgment.
Regards,
Strongly Disagree Disagree Neutral Agree Strongly Agree
1 2 3 4 5
Job stress
1. I consider myself stressed at work. 1 2 3 4 5
2. My level of stress is considerably high. 1 2 3 4 5
3. When I perform the job my behavior is abusive. 1 2 3 4 5
4. My work is emotionally demanding. 1 2 3 4 5
Role ambiguity
1.I am given clear course of action regarding the scope of my job. 1 2 3 4 5
2. My duties are not clearly defined. 1 2 3 4 5
3. My colleagues also experience the problem of role ambiguity. 1 2 3 4 5
4. My relationship with my seniors is quite healthy and never had any argument
on issues regarding my performance.
1 2 3 4 5
Work family conflict
1. My work schedule often conflicts with my family life. 1 2 3 4 5
2. Because my work is so demanding, at times I am irritable at home. 1 2 3 4 5

32. 32
3. Due to job-related duties, I frequently have to make changes to my personal plan. 1 2 3 4 5
4. The amount of time my job takes up makes it difficult to fulfill family
responsibility.
1 2 3 4 5
Work overload
1. I am able to complete all tasks assigned within my working hours. 1 2 3 4 5
2. I have to work extra time in order to accomplish my tasks 1 2 3 4 5
3. I feel that I work under a great deal of pressure. 1 2 3 4 5
4. I often receive warnings for not completing my job in time. 1 2 3 4 5
Rewards: intrinsic rewards
1. I am Performing work of high quality. 1 2 3 4 5
2. Ihave the ability to work independently. 1 2 3 4 5
3. I have high concern for clients or work. 1 2 3 4 5
Extrinsic rewards:
1. I found supervisors as perceived, are supportive and helpful in job matters. 1 2 3 4 5
2. I believe my colleagues are supportive and helpful. 1 2 3 4 5
3. I am satisfied with “job provides” opportunity for advancement. 1 2 3 4 5
4. I feel the pension plan, fringe benefits, and the like are sufficient. 1 2 3 4 5
Gender:Male Female Occupation: ……………………..
Marital status: Single Married
Age: 20 –30 31 – 40 41 – 50 51-- 60
Income: 20– 40 41 – 60 61 – 80 80 above
(In thousands)
Qualification: Matric Inter Graduation Master M.Phil/PhD
Thank you for your precious time