A Study of Organisational Role Stress on Merchandisers Working in Export Oriented Home Textile Companies.

1. A STUDY OF ORGANISATIONAL ROLE STRESS ON
MERCHANDISERS WORKING IN EXPORT ORIENTED HOME
TEXTILE COMPANIES
A
SYNOPSIS SUBMITTED
TO THE
SHRI JAGDISHPRASAD JHABARMAL TIBREWALA UNIVERSITY,
FOR THE DEGREE
OF
DOCTOR OF PHILOSOPHY
IN
MANAGEMENT
By
KRISHNANAND TRIPATHI
REGISTRATION NO. 19715042
UNDER THE GUIDANCE OF
DR.RAJINDER S.AURORA
REGISTRATION NO.: JJT/2K9/CMG/0066
DEPARTMENT OF MANAGEMENT & COMMERC
SHRI JAGDISHPRASAD JHABARMAL TIBREWALA UNIVERSITY,
VIDYANAGARI, JHUNJHUNU, RAJASTHAN – 333 001
Year 2016

2. INDEX
Sr. No. Chapters Page No
1. Introduction 1-3
2. Literature Review 4-10
3. Problem Statement 11
4. Objective 12
5. Hypothesis 13
6. Research Methodology 14-15
7. Scope of study 16
8. Limitations 17
9. Work Plan 18-19
10. References 20-23

3. 01 TITLE OF RESEARCH
WORK
A study of organizational role stress on
merchandisers working in export orientated home
textile companies
02 NAME OF SCHOLAR Krishnanand Tripathi
03 SUBJECT Management
04 REGISTRATION NO OF
SCHOLAR
19715042
05 NAME OF GUIDE Dr.Rajinder S Aurora
06 DESIGNATION Faculty
07 GUIDE WORKING
PLACE
IBS Business School, Mumbai
Signature of the Guide Signature of Scholar
with Seal

4. 1. INTRODUCTION:
We consider organizational stress as negative force which reduces the over all
organizational performance by creating unnecessary negativity within individual and
team.J.E.Newman defined organizational stress as a situation originating out from the
communication of employees with their jobs and symbolized by changes within
employees that stimulate them to alienate from normal functioning.These milestone
studies have dreadfully contributed to spread knowledge on the detrimental effects of
stress on the wellbeing.
It is recognized that occupational stress still remnants a millstone as a result of its
adverse ramifications on employees’s psychological wellness,work life
balance,somatic health and adversely correlated with the results such as
organizational commitment,employee turnover,job satisfaction and over all
organizational productivity.Some of the noticeable stressors diagnosed at work place
have been represented by astounding globalization prospects which is expending
cutthroat market competition,mergers and acquisitions emerging.
Cooper and Marshall (1976) visualized factors generating stress within the
workplace into five broad categories : the intrinsic nature of work demand,fragmented
organizational structure ,slow career progression ,employee intensive role
participation ,interpersonal workplace conflicts and climate.These factors are directly
or indirectly generating unanticipated pressure on employee to counter ,adopt and
achieve new sets of job skills to regulate their abilities to match immense demands of
changing employment relation.
Sauter,Lim and Murphy (1996) discribe the occupational stress as the catastrophic
physical and emotional kickback that crop up when the demands of a job not match
meet the employee’s abilities,resources or needs. The impression of individuals
towards stress has changed now a days.Hans Selye popularized the theoretical
divergence between Eustress (positive stress) and Distress (negative stress) in
representing the dynamic characteristic of of stress responses.

5. Stress is not always abortive in nature,if use in positive sense,it can demonstrate one
of the most significant factors in bettering productivity and efficiency with the
organization (Spielberger, 1980).In case of negative sense,it can lead to severe
physical and psychological irregularities in employees health,and this can be liable for
frustration,job dissatisfaction and burnouts. Thus the stress is bi dimensional in nature
and it’s consequences depend on whether we perceive it as problem or a solution.
Organizational Stress is acquiring huge attention in the scholarly literature and it has
become a significant issue for the organizations as well as the individuals.
Professional life is one of the paramount component of our day to day lives which
root a great deal of stress. Normally people are more concern about the result of their
work that can alike affect the way they deal with other people and how they connect
and communicate with their colleagues,co-workers and customers.
Those people who have higher percentage of occupational stress may not feel satisfied
with their current job and hence they will not feel contended and delight working in
the organization. Such employees may feel disconnected and cramped when they are
having problems with other co-workers or customers.This create a adverse impact to
the organization itself. Studies done on occupational stress
(McLean, 1974; Brief, Schular and Vansell, 1981) Survey of the literature on
occupational stress acknowledge that there are a number of factors associated to the
job which influence the behaviour of the employees and as a outcome of it, normal
life is disordered.
Various studies reveals that job stress clouts the employees’ job satisfaction which
finally affect their overall performance in the work place. Most of the companies now
a days are demanding for the better job outcomes in less time and less amount of
resources. As a matter of fact, contemporary times have been terms as the “age of
anxiety and stress” (Coleman, 1976).

6. Beehr and Newman (1978) had exemplified stress as a scenario which will force a
person to diverge from routine functioning due to the change (i.e. depress or intensify)
in his/her physiological and psychological status, such that the person is forced to
diverge from routine functioning.It is imperative for an individual to acknowledge
the stresses that they are facing in their professional career.

7. LITERATURE REVIEW:
1. Sunetra Bhattacharya and Jayanti Basu (2007) The study of 101 information
Technology professional in Bangalore, reveals that Organizational Role Stress
(ORS) is undoubtedly correlated with the total sample Distress while it is
significantly and negatively associated with wellness.The female IT professional
experience higher wellness and at the same time employee in the age group of
more than 30 years experience more distress.
2. Shipra Khanna (2015) The study analysis results revels that there is antagonistic
relationship with life satisfaction and organizational role stress and it’s elements
amid the female doctors.It is found that those female doctors who has higher level
of life satisfaction experiences lower intensity of organizational role stress and
those female doctors who has lower life satisfaction suffers with higher
organizational role stress.
3. Dr. Babaraju. K. Bhatt & Vishal J. Mali (2014) The regression analysis of 100
middle level Surat based private sector bank’s employees reveals that the
productivity and efficiency of the employees has direct negative relationship with
stress levels experienced by the employees i.e. If the stress level is more the
employees productivity will be less and if the level of stress in employees is less
the productivity will be more.
4. R. Rajeswari and G. A. Sudershan (2014) Organizational role stress analysis of
IT based companies employees reveals that the role stress enlightened by the
employees are not interchangeable but diversified.Demographic variables has
direct association with role stagnation and role erosion while it has no association
with rest of eight organizational role stressors.
5. Puangpen Churintr (2010) Perceived organizational culture is more important
factor than job satisfaction for the employees who are at the operational level
while job satisfaction has greater significance than perceived organizational
culture for management level hotel employees .There is no effect of stress on
employee retention of both the categories.
6. Babatunde Akanji (2015) study suggest that managers should intent to enforce
essential plans that minimize acute stressors that have no probability of

8. accomplishing any positive work outcomes.Hence, the immediate interventions
are exceptionally accomplished by introducing good human resource practices
specially created to enhance employee capabilities. Organizations must priorities
policies and practices through associating it employees in decision making process
by focusing on facets like work autonomy, team work and effective
communications at all levels. Attractive work organizations can be created by
advancing these systems
7. Aizzat Mohd Nasurdin,Ramayah,T Kumaresan, S.(2005) Analysis of
hierarchical regression of 285 responses acknowledge that organizational
variables - conflict, blocked career and alienation had significant positive effects
on job stress. There is moderate effect of Neuroticism on organizational stressors -
alienation, work overload, and unfavorable work environment on job stress.
8. Alice M. Home(1998) Findings suggest that there is direct positive relationship
with the perceived role demands and role stress and role strain for women students
while it has negative impact for those participating in distance education.It has
been observed that the women students with lower income had more stress than
those with stronger financial support from family and friends.
9. Snigdha Rai and V.V. Ajith Kumar (2015) The study explore the
interconnection between five factor model of personality and role stress such as
role overload, role ambiguity and role conflict. The results reveals that there is
positive correlation among neuroticism and with all dimensions of role stress
(role overload, role ambiguity and role conflict). The relationship between
agreeableness factor of personality and role ambiguity and overall stress is
negative while the conscientiousness factor of personality is adversely correlated
with role conflict, role ambiguity, and overall stress.The conclusion of
hierarchical regression analysis reveals that neuroticism is the significant
prognosticator of role stress likewise its dimensions.
10. Therese A.Joiner (2001) Job related stress has significant negative ramifications
in organizations..The study reveals that lack of alignment in between manager’s
societal values and the organizational cultural values creates job stress.Eiffel
Tower organizational culture where low level of decentralization and high level of
formalization in compatible with high power distance and strong uncertainty

9. avoidance of Greek societal values abbreviating job related stress and enhancing
the Greek manager’s performance.
11. Jagdip Singh, Willem Verbeke and Gary K. Rhoads (1996) The findings
suggest that the organizational procedures and practices has significant impact on
the hazing role stress process.It is also noted that the procedural environments are
malfunctional because they generate greater altitude of role stressors, diminish
performance, and adversely affect the psychological well-being of the employees
on the other hand,the achievement motivation-oriented environments engage
specific trade-offs, because no one is clearly superior.
12. Supran Kumar Sharma,Jyoti Sharma & Arti Devi (2012) The employee
training on managing personality attributes like locus of control,work behavior
and propensity has significant positive effect on stress management at work for
bank employees.
13. Kathleen Dale and Marilyn L. Fox (2008) Study shows that employees perceive
higher felt responsibility when they observe that the superior illustrate a high
level of structural initiative exemplifying the working environment or creating
formal rules and procedures for employee to follow and this leads to higher
effective commitment.
14. Sanjay Kumar Singh (2005) The main findings of the study revels that there is
significant positive correlation in between the perceived internal environment of
the organization and attitudes towards journalistic writing on the other hand felt
role stress has significant negative relationship with journalistic writing attitude
through out all the five groups of newspaper reporters surveyed.
15. Yilmaz Akgunduz (2015) The study reveals that there is negative correlation in
between job performance and role ambiguity and role conflict.The job
performance has significant positive relationship with role overload and self-
esteem.Role ambiguity generates more role stress than role conflict or overload.
16. Joshua C Gandi,Paul S Wai,Haruna Karick& Zubairu K Dagona (1994)
There is no relationship with the gender difference in burnout level among
Nigerian nurses who come across medium to high levels of emotional exhaustion
and depersnalisation and high stage of personal accomplishment.Work Home

10. Interference (WHI) and Home Work Interference (HWI) arbitrate he relationship
among work characteristics and burnout.
17. Caroline Gilbert,Sophie De Winne & Luc Sels (2011) The results reveals that
there in no relationship between the number of HR task’s execution and
occurrence of HR role stressors among the front line managers. Nonetheless the
HR department has significant role to create an pertinent environment in terms of
providing training regarding HR competencies and HR support as well as advice
to line managers.
18. David Strutton Gina A. Tran,(2014) The stress level of subordinates reduce
when managers deals with sensitivity and this will leads to enhancement in
performance effectiveness of both the manager and the subordinates because their
increased level of motivation.
19. Dr. Lakshmi Jagannathan,Mrs Purnima Thampi & Ms Anshu (2013) The
results reveals that internality is directly proportionate to organizational role stress
i.e. when internality increases organizational role stress increases and vice
versa.The externality is inversely proportionate to organizational role stress i.e.
when externality increases organizational role stress decrease and vice versa.
20. Irfana Rashid & Parvaiz Talib (2013) Occupational stress is a paramount issue
for individual as well as organization. It has adverse impact on both individual
and organization’s well-being.Locus of control has significant relationship with
organizational role stress.Doctors with high internal locus of control are the sever
suffer of organizational role stress.
21. Tejinder K. Billing & Pamela Steverson (2013) Type A personalities are
capable of balancing relationships among personal life satisfaction, job stress,job
satisfaction and job involvement.In case of increase in organizational stress the
type A personalities do not automatically experience reduction in level of personal
life satisfaction,job satisfaction and job involvement.
22. Neal M. Ashkanasy, Claire E. Ashton-James and Peter J. Jordan (2015)
Determination of behavioral and attitudinal outcomes of the employees has
significant correlation with emotional events in organizations.These events are

11. outcome of interactions with supervisors,peers or subordinates within or out of the
organization.
23. Ejaz Ahmed Khan &Muhammad Irfan (2014) Multiple regression analysis
acknowledges that role stressors are significantly negative prognosticator of job
satisfaction and compelling affirmative prognosticator of turnover
intentions.There is no impact of gender differences on role stressors ,job
satisfaction and turnover intentions.Role ambiguity comes up high for married
employee where as turnover intentions reported high for unmarried and low
experience employees.Results expressed that role conflict and turnover intentions
are high in private sector employees.
24. Omer Bin Sayeed & Satish Chandra Kumar (2010) Air Traffic Controllers
noticed role stress related to role stagnation,inter role distance,resource
inadequacy, role erosion and role isolation. There is significant correlation
between role efficacy and work attitude.The role stress is compelling
prognosticator of attitude with respect to supervisor and management at the same
time role efficacy reflects significant supplementary power equitably strong in
connection with attitude towards work,co-workers,supervisors,management and
working conditions.
25. Manisha Jain, Prashant Mishra and Saroj Kothari (2002) findings indicates
that the occupational role stress is greater in engineers than doctors.The intensity
of occupational role stress in more in Type A personalities than Type B
personalities.There is correlation with the personality types on occupational role
stress of doctors while it has neural relationship with engineers types of
personality.
26. Aizzat Mohd. Nasurdin, T. Ramayah and Yeoh Chee Beng (2009) There is
positive correlation among structural variables and stress.The organizational
climate dimensions has no impact on stress. Individuals with high self-efficacy
feel greater stress at their organizations when they perceive higher formalisation.
27. Avinash Kumar Srivastav (2007) Obstacles commonly faced in role
performance generally create stress.The intensity of stress experienced depends
on the coping skills and resources of the role occupant.The specific obstacles

12. experienced by the role occupant has direct link with the specific role stressor(s)
and it has significant ramification for the individuals as well as organization
28. Ms Sneha S Kairanna, Mrs Rajani Suresh (2014) Genesis of Organizational
role stress is apparently due to improper roles allocation,gaps in role
expectation,lack of personal inadequacy and resources inadequacy.Role erosion
and role stagnation which is due to lack of modern and technical know how also
create organizational role stress in individuals.The organizational role stress leads
to occupational stress at work and it has negative impacts for the well being of
individual as well as the organization as whole.
29. Shalini Srivastava (2009) Hierarchical Multiple Regression analysis reveals that
there is significant antagonistic relationship between organizational role stress and
managerial effectiveness.The internal locus of control abate the relationship with
organizational role stress and managerial effectiveness.
30. Roy K Smollan (2015) Studies proves that the transition phase during change is
most disturbing phase as it constituted scene of job insecurity as there as is lack of
information sharing and support.The level of others co employees’s stress came
up as a new category of stressor during the transition phase.
31. Dipti Pathak (2012) There is negative correlation between organizational stress
and level of job satisfaction within the employees. The organizational support is a
powerful element which leads to greater job satisfaction.
32. Kalpna Anand, YK Nagle, Nishi Misra, Shivani Dangi (2013)
Depersonalization and emotional exhaustion proportion of burnout significantly
liked with the Organizational role stress.The prediction of emotional exhaustion
was significantly liked with Inter-role Distance and Personal Inadequacy element
at the same time depersonalization was anticipated by inter-role difference
alone.There is no impact of the role stress dimensions with the personal
accomplishment element of burnout.
33. Kasturi Naik & Srini R. Srinivasan (2016) Role conflict & role ambiguity have
substantial impact on front line employee role performance against the customers.
A adverse relationship was established between role ambiguity and job
performance, and between role conflict and job performance.

13. 34. Biswajeet Pattanayak (2003) The finding suggests that there is compelling
divergence between the executives of the new public sector organizations and old
public sector organizations on a number of organizational role stress as well as
perception of quality of work life dimensions.
35. Satish C. Pandey (1998) Psychoticism-reality and neuroticism-stability’s
magnitude are established firmly liked with individuals' perceived organizational
role stress; while extroversion-introversion dimension organizational role stress; is
established negatively relationship with sensed organizational role stress.
36. Douglas N. Behrman, William D. Perreault and Jr. (1984) Role ambiguity is
incongruously related to both satisfaction and performance, a divergent
contradictory pattern of effects is noticed when overall role conflict is related to
both performance and satisfaction. Conflict is antagonistically affiliated to
satisfaction, but positively correlated to performance
37. Katherine Rosenbusch Leonard J. Cerny II David R. Earnest , (2015) Overall
subjective stress level was antagonistically associated with personal,cultural,
relational, behavioral, and organizational .Cultural, spiritual, relational, historical,
occupational crisis,physical established statistically compelling adverse
relationships with overall adjustment.
38. Fernando Jaramillo Robert Nixon Doreen Sams, (2005) Apart from job
satisfaction,supervisors’s support,promotion opportunities and group cohesiveness
are perfect oracle of organizational commitment of law enforcement
officers.There is positive correlation between organizational commitment and
motive to leave the organization.
39. Su-Fen Chiu Shih-Pin Yeh Tun Chun Huang , (2015) There is positive
correlation between organizational and interpersonal deviance with Role
conflict.The organizational deviance has affirmative relationship with Role
ambiguity and negative correlation with role overload.The impact of Role
ambiguity has greater liked to organizational deviance than to interpersonal.
40. Mohsin Aziz, (2004) The genesis of organizational stress derive from
organizational demands which are experienced by the individual. Stress is built
up in the concept of role which is conceived as the position a person occupies in a

14. system. Resource inadequacy has emerged as the most potent role stressor,
followed by role overload and personal inadequacy. There are significant
difference in quantum of stress between unmarried and married employees on
many role stressors but the level of education does not turn up as a compelling
differentiator of stressors.
41. Wee Chan Au Pervaiz Khalid Ahmed (2016) Senior’s reinforcement has
compelling impact on work-life enrichment as well as work role ambiguity ,
nonetheless, its aftermath on work role conflict, work role overload and work-life
conflict is not significant.
42. Aizzat Mohd. Nasurdin, T. Ramayah and Yeoh Chee Beng (2009) There is a
affirmative correlation between structural variables and stress. The organizational
climate dimensions are extraneous to stress.
43. S. K. Sharma, J. Sharma, A. Devi , (2012) Managing role stress has believed to
be very vital because it has debilitating outcomes on employees and organizations.
44. Maria Vakola Ioannis Nikolaou, (2005) There is negative relationship between
occupational stressors and attitudes to change, demonstrating that highly stressed
individuals express reduced commitment and expended reluctance to take the
organizational change interventions
45. Pijus Kanti Bhuin, (2016) The research study proves that to create high
performance organization we need to analyses the cause and its impact of stress
on academic performance.After critical Critical observations are made upon
reviewed researches. The paper concludes from the review of the studies that
stress is a global phenomenon and teachers are not exception.
46. Muhammad Imran Qureshi, Mehwish Iftikhar, Syed Gohar Abbas,Umar
Hassan, Khalid Khan and Khalid Zaman, (2013),The study of 109 textile
industry based employees of Pakistan reveals that the job stressor and work load
are major direct positive contributors which initiate the thought process of
employee turnover intention among the employees.These work related load and
job stressor has antagonistic relationship with the work place
environment.Retaining talents in companies where the stress level and work load
are high has big challenge.

15. 47. N.Mohan (2013),Occupational stress is one such factor which often proves
detrimental to the quality of work & workers in the organization. The study on the
occupational stress conducted reveals the impact of various stressors namely work,
family, resource utilization structure and policy, gender role and such other factors.
The result of the study shows the intensity of work stressors on the coping
mechanisms and shows light on the behavioral aspects of the respondents in the
study area.
48. Monideepa Tarafdar, Qiang Tu, Bhanu S. Ragu-Nathan and T. S. Ragu-
Nathan (2007), Study conducted on 223 participant from different organizations
reveals that the effect of stress generated through information and computer
technology i.e. “Technostress” has significant reciprocal impact with individual
productivity and there is direct correlation in between the role stress and
individual productivity.The Technostress has direct positive relationship with the
role stress in organizations.
49. Farooq A. Shah,(2003),The study was conducted in banking sector in
Kashmir,results explains that maximum employees are experiencing medium to
high level of stress in workplace.The major role stress dimensions found high
during the research study are-role stagnation,inadequacy of role authority and role
erosion.The study also reveals that employees working as clerical grade has
significantly high level of stress among most of the role stress dimensions.
50. Fernando Jaramillo, Jay Prakash Mulki and Paul Solomon,(2006), Study
conducted on 138 salespersons working with 68 large retailers stores selling high
priced consumer durable items distributed across 16 states reveals that ethical
climate leads to lesser role conflict and low role ambiguity and greater satisfaction
which finally results in lower turnover intention and higher organizational
commitment.The organizational commitment has direct positive relationship with
job performance.

16. PROBLEM STATEMENT:
Indian textile industry is facing multiple challenges related to low productivity,high
employees turnover and sustainability.The need of the hour is procreation of
ingenious strategy along with transformation in labour laws and effective human
resources strategies to address the emerging issues energetically to empower the
country to protect a bigger share of the global textile market.The aspiration of this
research work is to study role stressors of merchandisers in export oriented home
textile companies.

17. OBJECTIVE OF STUDY :
1. To study the different types of organizational role stressors on the merchandiser
in export oriented home textile companies.
2. To study the impact of organizational role stress on merchandiser’s demo-
graphical
factors such as their age,gender,marital status,experience level,designation and
educational qualifications.
3. To study the interconnections between different types of role stressors on the
merchandisers.

18. HYPOTHESIS OF STUDY :
The following four hypotheses will be probed in the study:
 H01 : There is no significant relationship between gender and organizational role
stress amongst merchandisers in home textile companies.
 H02 : There is no significant relationship between marital status and
organizational role stress amongst merchandisers in home textile companies.
 H03 : There is no significant relationship between education qualification and
organizational role stress amongst merchandisers in home textile companies.
 H04 : There is no significant difference between total experience of the
respondents and organizational role stress amongst merchandisers in home textile
companies.

19. RESEARCH METHODOLOGY
1. INTRODUCTION
The purpose of this section is to spotlight on the research methodology to be used for
this research which includes discussion regarding sample, variables and data
collection methods. lastly, the techniques of data processing and data analysis are
explained in detail along with statistical measures to be used to abetment in the
process.
2. RESEARCH DESIGN
A quantitative research design applying hypothesis testing will be adopted in the
study.The analytical method supports more appropriately in examining the
relationships between different variables in a specific situations. The study will
comprise of survey based research which measures the characteristics of population
through sampling and standard questionnaire.
3. POPULATION AND SAMPLE
“Stratified Purposive Sampling” technique will be used for present study.Parahoo
(1997) characterized it as, “an approach of sampling where the researcher consciously
select whom to include in the study based on their ability to provide necessary data”.
The sample population for this study will be comprises of the merchandisers working
with major export oriented home textiles companies operating in Mumbai region.The
respondents to be selected for study will include about 200 merchandisers working in
these export oriented companies.The selection of sampling in based on
convenience.We will ensure that a holistic picture of Role Stress is captured during
the study.
4. DATA COLLECTION TOOLS
Survey will be used as the method of primary data collection in this study. It basically
intends to gather information from a selected group of people working in
merchandising function in home textiles companies .There are numbers of
instruments used for measurement of Stress in organizations.For our research
purpose,we will utilized the Pareek’s(1983) Organizational Role Stress (ORS)
scale,which measures total role stress of individual.This scale captures the total role

20. stress intensity in 10 different role stressors parameters.The organizational role stress
(ORS) scale is used to measure ten role stressess i.e. Self-role distance,inter-role
distance,role stagnation,role isolation,role ambiguity,role expectation conflict,role
overload,role erosion,resource inadequacy and personal inadequacy.ORS is a five
points scale (0-4),containing 5 items for each stress and a tool of 50 statements.Thus
the total scores on each role stress range from 0 to 20. This ORS scale has accepted
reliability and validity ( Udai Pareek, 1983)
5. DATA ANALYSIS
Descriptive and inferential statistical tools will be used for the statistical analysis of
the collected data. Descriptive statistics generally summarize the sample collected
along with the recorded observations. Such summaries can either be in form of
summary statistics or in form of graphs. They provide a basis for further statistical
investigation of data. Uni-variate analysis of the demographic data will be utilized in
which we studies three different features of one variable at a time, namely,
distribution, central tendency and dispersion.
Inferential statistical tools utilize the techniques to draw generalizations about the
populations from which samples are drawn. They provide detailed information about
the relationships between variables, reveal causes and effects, make predictions and
generate convincing support for a giv

21. WORK PLAN OF STUDY
A. Introduction
B. Review of literature
C. Research proposition
D. Research context
E. Research methodology
F. Results and findings
G. Summary and conclusion
H. Research implications
I. Future directions

22. LIMITATIONS:
1) The study is confined to export oriented home textiles companies in the city
of Mumbai.
2) The questionnaire is circulated only to merchandisers who are working with
in home textile companies .
3) There is restriction on use of the name of the companies,hence the identity is
not disclosed.
4) The research outcome from this survey should not be applied to other textiles
companies, the same survey in other cities may yield different results.
5) The sample selected is restricted to 12 home textile companies as the players
are limited in Mumbai market.
6) The sample size selection is based on random purposive sampling technique.
There are very few research project done in this area in India related to organizational
role stress on merc

23. SIGNIFICANCE OF THE STUDY
Very few research study had been conducted on merchandiser’s organizational role
stress pertaining to home textile industry in India. The conclusion and outcome of the
present study will be pragmatic to line managers as well as the human resources
managers, as they would be able to understand the level of different role stress
among the employees.The outcome will also help the managers to initiate strategies to
reduce the overall organizational role stress and can be useful in enhancing the
employees satisfaction and commitment.

24. REFERENCE
1.Satish C. Pandey (1998) “A Study of Relationship between Personality Dimensions
and Organisational Role Stress in a Public Sector Organisation”,Indian Journal of
Industrial Relations, Vol. 33, No. 4 (Apr., 1998), pp. 506-516
2.Kasturi Naik&Srini R. Srinivasan (2016), “A study on impact of Job role stressors
on Frontline employee role performance towards the customers”International
Journal,of Business and Economic Development Vol. 4 Number 1
3.Richard W. Scamell &Bette Ann Stead,(1984),”An Assessment of the Relationship
between Subordinate Assertiveness and Perceived Leader Behavior and Subordinate
Role Stress”,The Library Quarterly: Information, Community, Policy, Vol. 54, No. 2
(Apr.,1984), pp. 170-188
4.Caroline Gilbert Sophie De Winne Luc Sels, (2011),"Antecedents of front-line
managers' perceptions of HR role stressors", Personnel Review, Vol. 40 Iss 5 pp. 549
- 569
5.Maria Vakola Ioannis Nikolaou, (2005),"Attitudes towards organizational change",
Employee Relations, Vol.27 Iss 2 pp. 160 - 174
6.Roy K Smollan , (2015),"Causes of stress before, during and after organizational
change: a qualitative study", Journal of Organizational Change Management, Vol. 28
Iss 2 pp. 301 - 314
7.S. K. Sharma, J. Sharma, A. Devi, (2012) ,“Role stress based on Employee
Segmentation”,Management, Vol. 17, 2012, 2, pp. 1-30
8.Jagdip Singh, Willem Verbeke & Gary K. Rhoads,(1996), “A Study of Direct and
Moderating Effects for Marketing-Oriented Boundary Spanners,American Marketing
Association, Journal of Marketing”, Vol. 60, No. 3 (Jul., 1996), pp. 69-86
9.Ashok Pratap Singh and Kedar Nath(1991),“Effects of Organisational Climate, Role
Stress and Locus of Control on Job Involvement of Banking Personnel”,Indian
Journal of Industrial Relations, Vol. 27, No. 2 (Oct., 1991), pp. 63-76

25. 10.Prabhat Kumar Mishra and Gopa Bhardwaj ,(2003),”Evaluation of Role Stress in
Indian Air Traffic Controllers”,Indian Journal of Industrial Relations, Vol. 38, No. 3
(Jan., 2003), pp. 318-334
11.Snigdha Rai & V.V. Ajith Kumar,(2012),“Five Factor Model of Personality &
Role Stress”,Indian Journal of Industrial Relations, Vol. 48, No. 2 (October 2012), pp.
341-353
12.David Strutton Gina A. Tran , (2014),"How to convert bad stress into good",
Management Research Review,Vol. 37 Iss 12 pp. 1093 - 1109
13.Aizzat Mohd. Nasurdin & T. Ramayah and Yeoh Chee Beng,(2009),”The Impacts
of Stracture, Climate and Self efficacy on Stress : A Malaysian Survey,Asian
Academy of Management Journal”, Vol. 14, No. 1, 59–79, January 2009
14.Sanjeev Agarwal,(1993),”Influence of Formalization on Role Stress,
Organizational Commitment, and Work Alienation of Salespersons: A Cross-National
Comparative Study”,Journal of International Business Studies, Vol. 24, No. 4 (4th
Qtr., 1993), pp. 715-73
15.Darwish A. Yousef, (2002),"Job satisfaction as a mediator of the relationship
between role stressors and organizational commitment", Journal of Managerial
Psychology, Vol. 17 Iss 4 pp. 250 - 26
16.Kathleen Dale and Marilyn L. Fox, (2008),”Leadership Style and Organizational
Commitment: Mediating Effect of Role Stress”, Journal of Managerial Issues, Vol. 20,
No. 1 (Spring 2008), pp. 109-130
17.Alice M. Home,(1997),”Learning The Hard Way: Role Strain, Stress, Role
Demands, And Support Inmultiple-Role Women Students”,Journal of Social Work
Education, Vol. 33, No. 2 (Spring/Summer 1997), pp. 335-346
18.Lakshmi Jagannathan,Purnima Thampi V& Anshu (2013),”Locus Of Control And
Its Relation To Organizational Role Stress: An Empirical Study Among Retail
Employees In Bangalore”, Sona Global Management Review ,Volume 7 ,Issue
3 ,May 2013

26. 19.Irfana Rashid & Parvaiz Talib,(2013),”Modelling a Relationship between Role
Stress & Locus of Control”,The Indian Journal of Industrial Relations, Vol. 48. No. 4,
April, 2013
20.Tejinder K. Billing Pamela Steverson , (2013),"Moderating role of Type-A
personality on stress-outcome relationships",Management Decision, Vol. 51 Iss 9 pp.
1893 - 1904
21.Prabhat Kumar Mishra, Gopa Bhardwaj and D. M. Pestonjee,(1999),”Motivational
Climate and Role Stress: An Experience with Indian Air Traffic Controllers”,Indian
Journal of Industrial Relations, Vol. 35, No. 2 (Oct., 1999), pp. 185-201
22.Sanjay Kumar Singh,(2005),”Organisational Climate and Role Stress as Correlates
of Journalistic Writing Attitude”,Indian Journal of Industrial Relations, Vol. 41, No. 2
(Oct., 2005), pp. 206-220
23.Babatunde Akanji,(2015),”Organisational Stress: Theoretical Reflections and
Proposed Directions for Management Research and Practice”,Economic Insights –
Trends and Challenges,Vol.IV(LXVII) No. 4/2015,pp.27-36
24.Aizzat Mohd Nasurdin,T Ramayah&S Kumaresan,(2005),”Organisational
Stressors and Job Stress among Managers: The Moderating Role of
Neuroticism”,Singapore Management Review, Volume 27 NO 2,pp. 63-79
25.Theresa B. Flaherty, Robert Dahlstrom and Steven J. Skinner(1999),”
Organizational Values and Role Stress as Determinants of Customer-Oriented Selling
Performance”,The Journal of Personal Selling and Sales Management, Vol. 19, No. 2
(Spring,1999), pp. 1-18
26.Puangpen Churintr,(2010),”Perceived Organisational Culture, Stress and Job
Satisfaction Affecting on Hotel Employee Retention: A comparison study between
management and operational employees”,2010 Employment Relations Record, Vol.
10, No. 2,pp.64-74
27.Neal M Ashkanasy, Claire E Ashton-James, Peter J Jordan. "Performance Impacts
Of Appraisal And Coping With Stress In Workplace Settings: The Role Of Affect
And Emotional Intelligence" In Emotional and Physiological Processes and Positive
Intervention Strategies. Published online: 10 Mar 2015; pp. 1-43

27. 28.Wee Chan Au Pervaiz Khalid Ahmed , (2016),"Relationships between superior
support, work role stressors and work-life experience", Personnel Review, Vol. 45 Iss
4 pp. 782 - 803
29.Mohsin Aziz, (2004),"Role stress among women in the Indian information
technology sector", Women in Management Review,Vol. 19 Iss 7 pp. 356 - 36
30.Arne Nygaard and Robert Dahlstrom,(2002),”Role Stress and Effectiveness in
Horizontal Alliances”Journal of Marketing, Vol. 66, No. 2 (Apr., 2002), pp. 61-82
31.John W. Scheib,(2003),”Role Stress in the Professional Life of the School Music
Teacher: A Collective Case Study”,Journal of Research in Music Education, Vol. 51,
No. 2 (Summer, 2003), pp. 124-136
32.Poonam Mital (1995),”Role Stress with Its Actual and Desired Modes of Conflict
Resolution”,Indian Journal of Industrial Relations, Vol. 30, No. 3 (Jan., 1995), pp.
308-319
33.Su-Fen Chiu Shih-Pin Yeh Tun Chun Huang,(2015),"Role stressors and employee
deviance: the moderating effect of social support", Personnel Review, Vol. 44 Iss 2 pp.
308 - 324
34.James A. Roberts, Richard S. Lapidus and Lawrence B. Chonko, (1997),”Sales
people and Stress: The Moderating Role of Locus of Control on Work Stressors and
Felt Stress”,Journal of Marketing Theory and Practice, Vol. 5, No. 3 (Summer, 1997),
pp. 93-108
35.Avinash Kumar Srivastav,(2007),”Stress in Organizational Roles:Individual and
Organizational Implications”, The Icfaian Journal of Management Research, Vol. VI,
No. 12, 2007
36.Fernando Jaramillo Robert Nixon Doreen Sams, (2005),"The effect of law
enforcement stress on organizational commitment", Policing: An International Journal
of Police Strategies & Management, Vol. 28 Iss 2 pp. 321 - 336
37.Katherine Rosenbusch Leonard J. Cerny II David R. Earnest , (2015),"The impact
of stressors during international assignments", Cross Cultural Management, Vol. 22

28. Iss 3 pp. 405 - 430
38.Yilmaz Akgunduz , (2015),"The influence of self-esteem and role stress on job
performance in hotel businesses", International Journal of Contemporary Hospitality
Management, Vol. 27 Iss 6 pp. 1082 -1099
39.Suzy Fox, Paul E. Spector. "The Many Roles of Control in a Stressor-Emotion
Theory of Counterproductive Work Behavior" In Employee Health, Coping and
Methodologies. Published online: 09 Mar 2015; 171-201
40.Delia A. Sumrall and Rose Sebastianelli,(1999),”The Moderating Effect of
Managerial Sales Orientations on Salespersons' Role Stress-Job Satisfaction
Relationships”,Journal of Marketing Theory and Practice, Vol. 7, No. 1, Sales and
Sales Management (Winter, 1999), pp. 72-79
41.Joshua C Gandi,Paul S Wai,Haruna Karick & Zubairu K Dagona, (2011),”The role
of stress and level of burnout in job performance among nurses,Mental Health in
Family Medicine 2011;8:181–94
42.Simone Grebner, Achim Elfering, Norbert K. Semmer,(2015),"The success
resource model of job stress" In New Developments in Theoretical and Conceptual
Approaches to Job Stress. Published online: 09 Mar 2015; 61-108.
43.Manisha Jain, Prashant Mishra and Saroj Kothari(2002),”Type A/B Behaviour
Pattern and Occupation as Predictors of Occupational Role Stress”,Indian Journal of
Industrial Relations, Vol. 37, No. 4 (Apr., 2002), pp. 528-553
44.Monideepa Tarafdar, Qiang Tu, Bhanu S. Ragu-Nathan and T. S. Ragu-
Nathan,(2007),”The Impact of Technostress on Role Stress and Productivity”,Journal
of Management Information Systems,Vol. 24, No. 1 (Summer, 2007), pp. 301-328
45.Farooq A. Shah,(2003),”Role Stress in the Indian Industry:A Study of Banking
Organisations ”,Indian Journal of Industrial Relations Vol. 38, No. 3 (Jan., 2003), pp.
281-296
46.Fernando Jaramillo, Jay Prakash Mulki and Paul Solomon,(2003),” The Role of
Ethical Climate on Salesperson's Role Stress, Job Attitudes, Turnover Intention, and
Job Performance”,The Journal of Personal Selling and Sales Management Vol. 26, No.

29. 3 (Summer, 2006), pp. 271-282
47.John W. Scheib (2003),”Role Stress in the Professional Life of the School Music
Teacher: A Collective Case Study”,Journal of Research in Music Education Vol. 51,
No. 2 (Summer, 2003), pp. 124-136
48.Mikael Nordenmark,(2004),”Multiple Social Roles and Well-Being: A
Longitudinal Test of the Role Stress Theory and the Role Expansion Theory”,Acta
Sociologica Vol. 47, No. 2 (Jun., 2004), pp. 115-126