1. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online),
Volume 5, Issue 5, May (2014), pp. 40-46 © IAEME
40
THE FACTORS INFLUENCING STRESS AMONG NURSING COMMUNITY:
EVIDENCE FROM APOLLO HOSPITAL, CHENNAI
Mrs. S. CHITRA1
, Dr. R. ARASU2
1
(Research Scholar), Research and Development Centre, Bharathiar University, Coimbatore
1
Asst. Professor, Department of Management Studies, Agni College of Technology, Chennai
2
Principal, University of Madras Arts and Science College (University Constituted College), Chennai
ABSTRACT
Health Care, like any other services, has become one of the highly growing sectors in India.
The hospitals today have been facing greater challenges in terms of growing population, technology
revolution and service diversification. The nursing community working in the hospitals is directly
affected by the stress as the systems, procedures; patient handling system is getting complicated with
the use of advanced technology and shortage of manpower. They suffer to match their job objectives
with the fast changes taking place in the work atmosphere. An effort has been made through this
research study to identify the factors influencing stress among nurses working in Apollo hospital,
Chennai and to find the effectiveness of ways used by them to cope up with the stress generated at
workplace. It is found that maximum number of nurses in hospitals remains in stress. Majority of the
nurses try to find solution to relieve them from stress. The measures are also suggested in the paper
to overcome stress that affects their physical and mental health.
Keywords: Employee Stress, Job Overload, Counseling, Training.
1. INTRODUCTION
Employee stress is a prevalent and costly problem in today fast paced world. It is unavoidable
among the working community irrespective of their job and industry. Organization pushes and pulls
employees’ to yield their commitment and services. There is both positive and negative stress,
depending on individual’s unique perception of the tension between the two forces. Stress bears
deliberating effects on both the employees and the employer. (Khanka, p.319). Symptoms and
Causes of Stress - Absenteeism, neglecting work responsibilities, not being punctual, poor work
performance, employee dullness, arguing, irritation, accidents and injuries, addiction to bad habits
e.t.c may be considered as major symptoms of stress. Improper wages and salaries, lack of rewards
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Volume 5, Issue 5, May (2014), pp. 40-46
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2. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online),
Volume 5, Issue 5, May (2014), pp. 40-46 © IAEME
41
and recognition, Peer employee pressure, ineffective communication, Lack of employee
participation, Monotonous nature of job, unhealthy working conditions, Heavy workload, biasing,
family member’s expectation, job role, financial problems, career changes, social responsibilities,
may lead to stress.
2. OBJECTIVES AND IMPORTANCE OF THE STUDY
The main objective of the study is to identify the factors influencing stress among nurses
working at Apollo hospital, Chennai. To achieve the main objective, the following sub objectives
were set;
1. To identify the work environment factors influencing stress.
2. To identify the job related factors influencing stress.
3. To examine the effectiveness of training programs conducted to overcome stress.
Job satisfied and stress-less employees are more focused towards performance and
commitment who might be the valuable assets for an organization. By studying the status of stress,
Apollo hospitals management may rectify and redefine the policy and procedures causing stress. This
in turn may reduce absenteeism, employee turnover and dullness and increases employee
performance, improved patient service, employee commitment and employee morale. The study
helps Apollo to prepare their employees as best service providers for patients.
3. LITERATURE REVIEW
“Jacob Donkor” (2012) in his article specified as Nurses need to feel that they are involved in
decision making especially related to patient care issues. Therefore a more decentralized democratic
management approach would be beneficial and this is imperative to increase nurses‟ visibility in the
workplace by establishing programs that recognizes their contributions. Dayo Akintayo(2012) found
that working environment is significantly related to workers‘ morale and also working environment
is significantly correlated with perceived workers‘ productivity. Dr. K. Chandrasekar (2011) found
that environmental factors are conducive to work and he also found that factors that affect attitude of
employees to work are interpersonal relationships control over environment, shift, emotional factors,
job assignment, overtime duty, extended work.
4. RESEARCH DESIGN
Descriptive Research method is used in this study because it includes surveys, facts, and
findings, enquire of different kind. The main purpose of the study is to find description of the state of
affairs as it exists at present. The researchers can only report that has happened, and what is
happening. Simple random sampling method is used to collect samples from the population.
Structured Questionnaire Method is the research tool used to collect the primary data. A total of 143
questionnaires were distributed to the nurses working in Apollo Hospitals situated in Greams Road,
Chennai. One twenty fully completed questionnaires were returned for response. The sample size is
120.
5. DATA ANALYSIS
Demographic information of 120 nurses who completely responded to the questionnaire in
tabulated in Table 1.

3. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online),
Volume 5, Issue 5, May (2014), pp. 40-46 © IAEME
42
Table 1:
Frequency and Percentage distribution on the demographic Features of The samples (n=120)
Variables f %
Gender Male 20 17
Female 100 83
Age
19-24 68 57
25-30 34 28
31-35 6 5
36-40 5 4
More than 40 7 6
Marital Status Married 24 20
Single 96 80
Native Place
Tamil Nadu 70 58
Andhra Pradesh 3 2.5
Rajasthan 1 0.8
Manipur 1 0.8
Kerala 45 38
The length of time
of employment
Less than 1 year 29 24
1-2 Years 35 29
2-3 Years 21 18
Above 3 Years 35 29
Income
10,000 – 12,000 88 73
13,000 – 15,000 12 10
16,000 – 18,000 10 9
Above 18,000 10 8
Designation
Registered Nurse 98 82
Charge Nurse 16 13
Nursing Officer 06 5
Qualification
B.S.C Nursing 81 68
DGNM 7 6
GNM 10 8
DNA 1 0.8
MBA (H.M) 6 5
Diploma in Nursing 5 4
Post Basic Nursing 2 2
RN RM 5 4
Diploma in General
Nursing
2 2
BSN 1 0.8
Shift
Morning 40 33
Evening 50 42
Night 30 25

4. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online),
Volume 5, Issue 5, May (2014), pp. 40-46 © IAEME
43
6. REGRESSION ANALYSIS
TABLE 6.1
Aim - To test whether quality of workplace influence job stress
H01: Responsibilities do not influence quality of workplace.
H02: Physical working conditions do not influence quality of workplace.
H03: Immediate supervising does not influence quality of workplace.
H04: Work difficulties do not influence quality of workplace.
H05: Too much of manual work does not influence quality of workplace.
H06: Equipment and resources does not influence quality of workplace.
H11: Responsibilities influence quality of workplace.
H12: Physical working conditions influences quality of workplace.
H13: Immediate supervising influences quality of workplace.
H14: Work Difficulties influences quality of workplace.
H15: Too much of manual work influences quality of workplace.
H16: Equipment and resources influences quality of workplace.
Coefficientsa
Model
Unstandardized
Coefficients
Standardized
Coefficients
t Sig.B Std. Error Beta
1 (Constant) .000 .000 . 0.000
Responsibilities .000 .000 .000 . 0.000
Physical Working
Conditions
.000 .000 .000 . .0.000
Immediate
Supervising
.000 .000 .000 . 0.000
Work Difficulties .000 .000 .000 . 0.000
Manual Work 1.000 .000 1.000 . 0.000
Equipment/
Resources
.000 .000 .000 . 0.000
a. Dependent Variable: Q1 – Quality of Work Place
(Accept H11, H12, H13, H14, H15, H16) Responsibilities, Physical working conditions,
Immediate supervising, work difficulties, manual work and equipment influences quality of
workplace.
TABLE 6.2
Aim - To test whether job attributes instigates stress consistently
H01: Additional hour’s does not influence the job attributes.
H02: Heavy workload does not influence job attributes.
H03: Job repetitiveness does not influence job attributes.
H04: Over demanding does not influence job attributes.

5. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online),
Volume 5, Issue 5, May (2014), pp. 40-46 © IAEME
44
H11: Additional hour’s influences the job attributes.
H12: Heavy workload influences job attributes.
H13: Job repetitiveness influences job attributes.
H14: Over demanding influences job attributes
Coefficients
Model
Unstandardized
Coefficients
Standardized
Coefficients
t Sig.B Std. Error Beta
1 (Constant) .000 .000 . 0.000
Additional Working
Hours
.000 .000 .000 . 0.000
Heavy Work load 1.000 .000 1.000 . 0.000
Repetitive Jobs .000 .000 .000 . 0.000
Over demanding jobs .000 .000 .000 . 0.000
a. Dependent Variable: Job attributes
(Accept H11, H12, H13, H14) Additional hour’s, Heavy workload, job repetitiveness and
over demanding jobs influences the job attributes
TABLE 6.3
Aim – To test whether Workplace stress interferes in my personal life
H01: Hobbies and interest does not influence workplace stress.
H02: Job role does not influence workplace stress.
H03: Personal problems do not influence workplace stress.
H11: Hobbies and interest influences workplace stress.
H12: Job role influences workplace stress.
H13: Personal problems influence workplace stress.
Coefficients
Model
Unstandardized Coefficients
Standardized
Coefficients
t Sig.B Std. Error Beta
1 (Constant) .000 .000 . 0.000
Hobbies & Interest 1.000 .000 1.000 . 0.000
Job Role .000 .000 .000 . 0.000
Personal problems .000 .000 .000 . 0.000
a. Dependent Variable: Work Place Stress
(Accept H11,H12,H13) Hobbies and interest, job role and personal problems influences
workplace stress.

6. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online),
Volume 5, Issue 5, May (2014), pp. 40-46 © IAEME
45
TABLE 6.4
Aim – To test whether training program conducted by the organization are effective
H01: Employee counseling does not influence training programs.
H02: Recognition does not influence training programs.
H03: Rewards and appreciation does not influence training programs.
H04: Engagement programs do not influence training programs.
H05: Employee participation does not influence training programs.
H06: Stress level does not influence training programs.
H11: Employee counseling influences training programs.
H12: Recognition influence training programs.
H13: Rewards and appreciation influences training programs.
H14: Engagement programs influences training programs.
H15: Employee participation influences training programs.
H16: Stress level influences training programs.
Coeffients
Model
Unstandardized
Coefficients
Standardized
Coefficients
t Sig.B Std. Error Beta
1 (Constant) 1.878 .335 5.613 .000
Employee Counseling .274 .081 .327 3.382 .001
Recognition .109 .087 .124 1.244 .216
Rewards and
appreciations
-.084 .075 -.093 -1.115 .267
Engagement Programs .319 .081 .362 3.943 .000
Employee participation -.120 .074 -.133 -1.620 .108
Stress level .087 .070 .094 1.233 .220
a. Dependent Variable: Training Programs
(Accept H11, H14) Employee counseling and engagement programs influence training
programs.
(Accept H02, H03, H05, H06) Recognitions, rewards and appreciations, employee
participation, stress level does not influence training programs.
7. FINDINGS
83% of the respondents are female candidates falling mostly in the age category of 19 – 24.
58% of respondents belong to the state of Tamil Nadu with the qualification of B.S.C Nursing.
Nurses feel they are overloaded with too much of manual work. The jobs assigned to them are over
demanding. One third of the respondents mentioned that workplace stress has impact on their family
life. Employee counseling programs are conducted on public holidays and Sundays; this is reducing
the effectiveness of it. Rewards and recognition are hardly received by the nurses. 70% of the
respondents agreed that the stress level prevailing in the organization is high.

7. International Journal of Management (IJM), ISSN 0976 – 6502(Print), ISSN 0976 - 6510(Online),
Volume 5, Issue 5, May (2014), pp. 40-46 © IAEME
46
8. SUGGESTIONS
Work assignments can be delegated among the employees which make them feel ease in the
work place. Software module can be installed to record and document nursing department data so
that organization can reduce too much of manual work. Language skills development classes may be
organized to outstation nurses. To overcome workplace stresses interference in personal life;
employees can be provided with relaxation time, flexible work schedule, shift adjustments, effective
rewards and recreational activities and fringe benefits (paid vacation, health benefits, child care and
educational facilities). Organization can boost and motivate employees to resolve their problems by
introducing Employee Counseling (EAP), Self Management Trainings (SMT) and Career Counseling
Programs (CCP). Nurses must be given Relationship Management Training which educate them to
network, influence and manage conflicts with patients.
9. CONCLUSION
As most of the respondents feel that they feel stress at work, organization should take positive
steps to make their employees feel free from stress so that they can work with optimum efficiency
and effectiveness. Guidance and Counseling must be provided to the employees. Organization should
introduce flexible work schedule so that the employees can give more time to themselves and their
family and discharge other social responsibilities. Stress may have an impact on service productivity
and hence it must be managed and controlled by the organization which transforms employees as “A
best service provider”.
10. REFERENCE
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