AN ANALYSIS ON THE IMPACT OF WORK RELATED FACTORS ON THE LEVEL OF OCCUPATIONAL STRESS AMONG THE PUBLIC BANKS EMPLOYEES IN COIMBATORE DISTRICT

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International Journal of Management (IJM)
Volume 10, Issue 3, May-June 2019, pp. 173-183, Article ID: IJM_10_03_017
Available online at https://iaeme.com/Home/issue/IJM?Volume=10&Issue=3
ISSN Print: 0976-6502 and ISSN Online: 0976-6510
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AN ANALYSIS ON THE IMPACT OF WORK
RELATED FACTORS ON THE LEVEL OF
OCCUPATIONAL STRESS AMONG THE
PUBLIC BANKS EMPLOYEES IN COIMBATORE
DISTRICT
Teena Jaculine, G.
Research Scholar, Department of Management,
RVS Institute of Management Studies and Research,
Coimbatore, Tamil Nadu, India
Dr. Suganya S.
Associate Professor, Department of Management,
RVS Institute of Management Studies and Research,
Coimbatore, Tamil Nadu, India
ABSTRACT
Since globalization, the role of banking sector has expanded leading to increased to
competition. With employees of the banking institutions playing a vital role in the
service provision, the stiff competition has led to the increased work pressure and the
resultant stress. With work environment playing a deterministic role in productivity, the
changing work environment due to increased work pressure is expected to result in
lower productivity. Hence, it becomes pertinent to understand the employees’ opinion
on quality of work life and the level of stress due to increased work pressure. The present
piece of research attempted towards this end. The study conducted among the selected
employees of public and private sector banks of Coimbatore district indicated that there
is high level of stress which requires an immediate action of coping up the stress.
Keywords: quality of work life, stress, coping strategies, new economic reforms,
catalyst agent, job demands, work capabilities, role ambiguity, role conflict.
Cite this Article: Teena Jaculine, G. and Suganya S., An Analysis on the Impact of
Work Related Factors on the Level of Occupational Stress among the Public Banks
Employees in Coimbatore District, International Journal of Management (IJM), 10 (3),
2019, pp. 173-183.
https://iaeme.com/Home/issue/IJM?Volume=10&Issue=3

An Analysis on the Impact of Work Related Factors on the Level of Occupational Stress among the
Public Banks Employees in Coimbatore District
1. INTRODUCTION
With the dawn of new economic reforms and globalization, the work pressure on the part of the
employees has been increasing and the banking sector is no exception to this trend. The
technology oriented customers’ services having the primary position, the work pressure of the
employees has further increased leading to stress. With human resources, particularly, the
skilled resource forming an important part of factor input in the production and service process,
the increasing work pressure would result in job dissatisfaction and productivity decline.
Hence, it becomes pertinent to understand the level of stress the bank employees are undergoing
is essential as overall decline in productivity in services of the banking sector will have an effect
on the customer services. The present study attempts to examine the level of stress and opinion
on the working environment of selected employees of public sector banks in the district of
Coimbatore.
2. INDIAN BANKING INDUSTRY, COMPETITION AND STRESS: THE
LINK
Since the dawn of the Indian Independence the Indian banking industry was a catalyst of
economic development. However, since the introduction of financial sector reforms in 1991 the
banking industry has been undergoing metamorphosis. There has been a quantitative expansion
as well as qualitative improvement. The expansion in the number of bank branches and the
improvement in the service provision. Of late, there is introduction of technology services. The
number of bank branches in the country which stood at 60220 in 1991 rose to the highest of
149775 in 2020 indicating an annual increase of around eight per cent. The total number of
banks that include the public, private and foreign banks have increased from 75 to 91 during
the same period. With role of providing purchasing power to the public, facilitating savings and
investment, contributing to domestic and foreign trade, creating employment, the banks decides
the growth of the economy. With the larger network and expansion, the number of employees
has also increased considerably. According to the annual reports of RBI the total number of
employees in the scheduled commercial banks which stood at 976931 in the year 1991-92 has
increased to 1454955 in the year 20018-19. The employees include the three categories of
officers, clerks and subordinates. However, the financial liberalisation and the technological
based services of the banking industry have changed the scope and the function of the industry
by introducing a dynamism in the banking business (Kakoli Sen, 2012). That is, the side effect
of such expansion is the increasing competition among the scheduled commercial banks for
their survival.
Though the new function has provided both threats and the opportunities to the banking
industry, the real burden of the competition has fallen on the employees of the banking industry.
(Neha Chhabra Roy et.al. 2018). The new competitive situation requires highly demanding
interactions with the customers and also increased role of the employees resulting in a tough
work environment. With the human resources being a vital input in the banking sector, as aptly
indicated by Bimal Jalan, the former Governor of Reserve bank of India, that while capital and
technology are reproducible, the human resources forms the valuable resources to attain
competitive advantage. With such a heavy work load the employees are much disturbed and are
shackled with the work in banks. This has resulted in higher frustration on the job leading to
higher level of stress. (Tilottama Azad, 2014).
3. FACTORS DETEMINING STRESS AT WORK PLACE
Stress is the mental or emotional strain as a result of increased demanding of workload
circumstances. It is a condition that arises due to deviation from the normal functioning (Beehr
& Newman (1978). It is a mental strain or pressure that arises while attempting to meet out the

Teena Jaculine, G. and Suganya S.
higher demands or expectations from the work place (Shilpa Sankpal et al., 2010). Thus, the
stress or the mental strains arises when there is a mismatch between the job demands and the
work capabilities, the availability of resources and the needs of the employees. However, the
reaction of the employees to the working conditions difference across the employees depending
on their coping skills. According to NIOSH (1999) one third of the executives and one fourth
of the employees viewed that the job is stressful
Sreelatha (1991) viewed that work intensity, tough work scheduled, long duration of
working hours, poor working condition, high speed of work, and higher expectations creates
work stress to most of the employees.
According to Sohail et.al. (2015) less control at work, poor vacations and leave facilities,
heavy work load, higher number of hours of hours, poor monetary reward, job insecurity, poor
chances of promotions, job content, poor support of co employees are the major factors of stress.
(Griffiths, 1998).
Jeremy Stranks (2005) viewed that the physical environment like, space availability, lack
of privacy, the organisational polices like, insufficient staff, poor coordination from the co
employees, heavy workload, rigid working conditions, monotonous nature of work, role
ambiguity and role conflict, poor relationship with staff and manager, lack of job security, no
transparency in promotion or poor promotion policy, Insufficient opportunities for social
contact, discrimination, Conflicts with family demands, poor equipment, are the factors
determines the level of stress among employees.
Reddy et.al. (1991) in their study viewed that the age of employees is an important factor
determining the level of stress.
Shah (2003) in his study observed that Role stagnation, inadequacy of role authority and
role erosion are the factors of job stress. The study added that the clerical cadre employees are
put in more stress in a majority of the dimensions.
Kang (2005) in his study viewed that interference of job in personal life, unsupportive
colleagues, work load and continuous pressure for improved performance have been found to
be causing stress of employees in medical industry.
Anitha Devi (2006-2007) in her study viewed that the various demographic variables like
age, experience and income effect of life stress and role stress.
Dhanalakhsmi (2008) in her study concluded that stress is predicted by working
environment and safety and security.
4. PROBLEM SETTING
The above discussion on job stress indicates that the level of stress is being determined by a
host of factors like, Job content, Working conditions, Employment conditions and Social
relations. The studies also viewed that the differences in the socio economic status results in
the differences in views on the work environment.
With the employees off the banking industry has been experiencing higher high stress
because of their job, long working hours, excessive work pressure, lack of job autonomy,
organizational culture, role conflict, and handling demanding customers in bank and due to the
lack of management support (Ahmad et al., 2007). Thus role stress has become an inevitable
part of human life and it makes life more challenging. Hence, it becomes pertinent to understand
the opinion of the bank employees on the work environment and the level of stress that prevails
among the employees. The present study is an attempt towards identifying what extent the bank
employees are contended with the work environment, what is the influence of socio economic
factors on the work environment and what is the level of stress of the sample employees and to
what extent the differences in the opinion on work environment of the employees results in the

differences in the level of stress. The present study attempts to examine these issues in the
context of the nationalised bank employees in the district of Coimbatore.
4. OBJECTIVES OF THE STUDY
Based on the above issues, the objectives framed for the present research can be given as:
• To trace out the socio economic background of the sample bank employees.
• To identify the opinion of the sample bank employees on their work environment.
• To understand the relationship between the socio economic background and the work
environment.
• To study the impact of work environment on the level of stress of the bank employees.
5. MATERIALS AND METHODS
The present study is an attempt to understand the level of stress among the sample employees
of public sector banks in the district of Coimbatore. This requires the collection of primary data.
6. SOURCE OF DATA
To study the opinion on work environment in public sector banks, two banks have been selected
namely, the state bank of India which has the highest number of bank branches and the
customers followed by bank of Baroda. While state bank of India has 153 branches in the district
of Coimbatore, bank of Baroda has 48 branches. Hence, with the total of 201 branches, 20 per
cent of the branches were at random. This gave a sample bank of 40 bank branches. Adopting
the proportionate sampling technique, the 40 bank branches were distributed as 30 branches in
SBI and 10 branches in Bank of Baroda. The bank branches were selected randomly from the
list of branches prepared. Given the distribution of bank branches, five employees were selected
by convenience in each of bank branches. This gave a total sample 200 employees. A pre tested
questionnaire was prepared and the required data were collected from the selected sample
employees by direct interview method.
7. INSTRUMENT DEVELOPMENT
From the literature and from the pilot study 24 crucial factors determining the overall work
environment were identified. The level of stress was measured using the Cohen’s Perceived
Stress scale (Cohen, et.al.1983). The measured includes 10 questions relating to perceived level
of stress of the respondents measured in terms of a four point scale. The same has been used in
the present study. Based on the Cohen’s study, the present study also measured the level of
stress as low when the total stress score for the 10 questions is not greater than 13. The stress
level is considered medium when the perceived stress score total is between 14 and 26. It is
termed as high when the total stress score is greater than 27 with a maximum of 40. Hence, the
scaling of the perceived stress level in the present study is measured as low, medium and high.
The opinion on the work environment as perceived by the sample employee respondents is
also measured in a five point likert scale. As highly agree, moderately agree, neither agree nor
disagree, moderately disagree and highly disagree with the weights considered as 1, 2, 3,4 and
5.
8. TOOLS OF ANALYSIS
The collected primary data were scaled and analysed using the simple percentage method, Chi
square test and Analysis of Variance. To estimate the impact of the work related variables on
the level of stress, a multiple regression method was applied.

9. ANALYSIS AND INTERPRETATION
As it is given in Table 1, an examination of the social background of the sample bank employee
respondents indicates that the highest share (43.50 per cent) of the sample employee
respondents fall in the age group of 35-45 years. The highest share of the respondents (83.50
per cent) are males. A majority (60.50 per cent) of the sample employees are technical degree
holders. The highest share (81 per cent) are married. While the highest share of 65.50 per cent
have work experience of 10-20 years, 36 per cent get a monthly income of Rs.30,000-40,000.
A majority (62 per cent) work as clerks in the sample banks.
Table 1 Distribution of Sample Bank Employee Respondents by Socio Economic Stauts
Sl.No. Socio Economic Factors No. of
Respondents
Percentage
Age (in Years)
1 less than 35 61 30.50
2 35-45 87 43.50
3 45-55 39 19.50
4 Above 55 13 6.50
Total 200 100.00
Gender
1 Female 33 16.50
2 Male 167 83.50
Total 200 100.00
Education Qualification
1 Degree 12 6.00
2 Professional Degree 67 33.50
Technical Degree 121 60.50
Total 200 100.00
Marital Status
1 Married 162 81.00
2 Unmarried 38 19.00
Total 200 100.00
Years of Experience
1 less than 10 2 1.00
2 10-20 131 65.50
3. 20-30 61 30.50
4. above 30 6 3.00
Total 200 100.00
Monthly Income (in Rs.)
1 Less 20000 2 1.00
2 20-30 59 29.50
3 30-40 72 36.00
4 40-50 30 15.00
5 50-60 31 15.50
6 Above 60 6 3.00
Total 200 100.00
Designation
1 Managers 43 21.50
2 Clerks 124 62.00
3 Assistants 33 16.50
Total 200 100.00
Source: Computed from Primary Data.

As given in Table 2, given that the work related stress differs between female and male due
to fulfilling the family obligations of the female workers, the opinion of the sample bank
employees on the various factors of work environment indicate that in all the factors, the female
respondents moderately disagreed to the positive statements for which the opinion are obtained.
The coefficient of variation a measure of volatility or the inconsistency in the opinion indicate
that with lower coefficient of variation of female employee respondents, imply that the opinion
of the female respondents are almost similar or consistent.
Table 2 Gender Differences in the Opinion on Work Environment
FEMALE MALE
Mean CV Mean CV
I. JOB CONTENT
1 I have reasonable work load 3.55 18.76 1.26 35.08
2 I am given freedom to take decision on my job 3.55 18.76 1.46 55.14
3 MY job is free from Monotonous Nature 3.55 18.76 1.36 53.09
4 I have sufficient skill to match my job demands 3.55 18.76 1.32 40.08
5 I have reasonable working hours 3.52 18.95 1.35 47.48
6 I have the technical skill to carry out my job 3.55 18.76 1.40 52.00
7 I am clear in what job responsibility is assigned
to me
3.58 18.52 1.31 43.44
II. WORKING CONDITION
8 the organisation has sufficient infrastructure to
carry out my job without any interruption
3.48 21.70 1.43 51.12
9 My organisation has good work environment 3.55 18.76 1.26 35.08
10 I am given sufficient time to complete my job 3.55 18.76 1.32 43.26
11 Physically demanding work 3.55 18.76 1.37 49.05
III. EMPLOYMENT CONDITION
12 the opportunities of career development is wide
in my organisation
3.55 18.76 1.26 35.08
13 the promotional policies in the organisation is
transparent
3.55 18.76 1.30 36.31
14 I have security of Job 3.55 18.76 1.26 34.84
15 The organisation provides me flexible working
hours
3.45 26.23 1.27 35.04
16 My organisation provides facilities to improve
my technical knowledge frequently
3.33 29.73 1.29 35.19
IV. SOCIAL RELATIONSHIP AT WORK
17 I receive full coordination and assistance from
my immediate manager
2.15 59.44 2.07 62.08
18 MY co employees are always coordinative 2.15 59.44 2.13 61.64
19 MY organisation considers me when making
decisions
2.12 58.68 2.07 61.21
20 I am appreciated by my co-employees if I do my
job well
2.06 60.58 2.02 61.83
21 I am able to provide the services what the
customers wanted
2.15 59.44 2.14 62.48
22 There is no discrimination in my organisation
by caste and gender
2.12 60.99 2.04 63.28
V. FAMILY ENVIRONMENT
23 My family members supports me at my job 2.27 59.60 2.11 60.66
24 I have sufficient time to spare with my friends
and family members,
2.45 61.31 2.22 62.43
Using Analysis of Variance, an attempt made to find out whether there is a significant
difference between 1) male and female, 2) among ages, 3) categories of marital status, 4) across
experience and 5) across income on the opinion on the work environment indicated that in the

case of gender, except the factors under the dimensions on social relationship at work and
family environment, all the other factors are found to be significantly different indicating the
differences in the opinion between male and female on three dimensions. In the case of age,
none of the factors are found to be significant. This implies that the opinion on work
environment of all the sample respondents are similar across all age groups. In the case of
marital status also, there is a significant difference between the married and the unmarried on
the opinion on the dimensions on job content, working conditions, employment conditions, and
work environment. However, similar to other factors, there is no significant difference between
married and unmarried on the opinion on the factors under social relationship at work and on
family environment. Similar significance could be found in the case of the factors on experience
and income.
Table 3 Significance of Differences in the Opinion by Gender, Age, Martial Status, Experience and
Income: ANOVA
GENDER AGE MARITAL
STATUS
EXPERIENCE INCOME
I. JOB CONTENT
1 I have reasonable work load 609.83* 0.97 609.83* 7.27* 7.27*
2 I am given freedom to take
decision on my job
194.81* 0.99 194.81* 4.05* 4.05*
3 MY job is free from Monotonous
Nature
259.14* 1.31 259.14* 5.39* 5.39*
4 I have sufficient skill to match
my job demands
443.67* 1.03 443.67* 5.99* 5.99*
5 I have reasonable working hours 309.46* 0.97 309.46* 5.48* 5.48*
6 I have the technical skill to carry
out my job
247.07* 1.19 247.07* 4.39* 4.39*
7 I am clear in what job
responsibility is assigned to me
412.19* 1.07 412.19* 6.40* 6.40*
II. WORKING CONDITION
8 the organisation has sufficient
infrastructure to carry out my job
without any interruption
216.20* 0.77 216.20* 4.01* 4.01*
9 My organisation has good work
environment
609.83* 0.97 609.83* 7.27* 7.27*
10 I am given sufficient time to
complete my job
396.21* 1.13 396.21* 6.27* 6.27*
11 Physically demanding work 289.25* 1.08 289.25* 4.81* 4.81*
III. EMPLOYMENT CONDITION
12 the opportunities of career
development is wide in my
organisation
609.83* 0.97 609.83* 7.27* 7.27*
13 the promotional policies in the
organisation is transparent
537.45* 0.9 537.45* 6.79* 6.79*
14 I have security of Job 619.40* 0.84 619.40* 6.62* 6.62*
15 The organisation provides me
flexible working hours
441.10* 0.92 441.10* 7.55* 7.55*
16 My organisation provides
facilities to improve my technical
knowledge frequently
348.46* 0.7 348.46* 5.62* 5.62*
IV. SOCIAL RELATIONSHIP AT WORK
17 I receive full coordination and
assistance from my immediate
manager
0.12 1.08 0.12 1.25 1.25
18 MY co employees are always
coordinative
0.01 1.29 0.01 1.35 1.35

19 MY organisation considers me
when making decisions
0.05 0.8 0.05 1.19 1.19
20 I am appreciated by my co-
employees if I do my job well
0.03 1.03 0.03 0.91 0.91
21 I am able to provide the services
what the customers wanted
0 1.25 0 1.32 1.32
22 There is no discrimination in my
organisation by caste and gender
0.1 1.06 0.1 1.18 1.18
V. FAMILY ENVIRONMENT
23 My family members supports me
at my job
0.45 1.06 0.45 1.16 1.16
24 I have sufficient time to spare
with my friends and family
members,
0.76 1.99 0.76 1.29 1.29
As given in Table 4, the chi square test attempted to find out is there a relationship exist
between the socio economic factors and the opinion on the work related dimensions indicate
that except the dimension on family environment, all the socio economic factors are said to
have a significant influence on the work related factors.
Table 4 Relationship Between Socio Economic Factors and Work Related Factors – The Chi Square Test
Socio Economic
Status
job
content
working
condition
Employment
conditions
Social
relations
at work
Family
environment
Critical
Value 5 %
LOS)
Gender(df-4) 126.35* 132.95* 193.15* 1.82 1.85 9.488
Age (df.12) 151.03* 131.56* 132.84* 164.10* 171.93* 21.026
Marital Status
(df.4)
114.25* 114.89* 163.39* 2.15 2.57 9.488
Experience
(df.12)
304.95* 339.60* 355.91* 89.18* 99.04* 21.026
Monthly Income
(df.20)
304.95* 339.60* 355.91* 82.97* 74.00* 31.410
Designation (df.8) 281.85* 294.04* 317.77* 9.74* 7.72 15.507
Qualification
(df.8)
175.47* 176.22* 179.11* 12.73* 11.39 15.507
Finally, given the objective of measuring the impact of the level of stress, the discriminant
analysis is used.
Table 5-A on the test of equality of group means provides the strong statistical evidence of
significant differences between means of levels of stress and the opinion on the means levels
of various work related factors.
The Eigen values provided in the table 5-B gives the information on each of the discriminant
functions or equations obtained. We have considered three levels of stress namely high, low
and medium. Hence, the maximum number of discriminant function is three minus one is two.
So we are using only two namely, high and medium. As we obtain in the case of the multiple
regression – the square root of r square as the multiple correlation coefficient, the canonical
correlation is the multiple correlation coefficient between the predictors and the discriminant
function. With two function the overall model fit, the model fit explains the maximum of 92
per cent of the variation (R2).
The Wilks’ lambda shows the significance of the discriminant function. As provided in
Table 5.C shows the high significance of the function as the calculated value is greater than the
table chi square values for the given degrees of freedom (44 and 21). It shows the proportion of
total variability that is not explained. As given in the first function, around six per cent of the

variation is not explained while in the case of second function, the unexplained variability is
high with 80 per cent.
Having discussed the significance of the model, the goodness of fit, in the present paragraph
it is attempted to discuss the discriminant coefficients obtained. The coefficients provided in
the table are unstandardized coefficients (bs) which can be used to create the discriminant
function equation. The coefficients provide information on the relative importance of each
variable. The interpretation of the coefficients is similar to the coefficients obtained in a
multiple regression equation. As provided in the Table, the first function indicates the high level
of stress. The coefficients provided in the table are all found to be negative implying that each
of the work related positive statement variables contributes negatively to the level of stress.
This means, a disagreement or dissatisfaction over the work related factors increases the level
of stress. Thus, the dissatisfied work environment results in higher level of stress among the
sample bank employees.
9.1. Discriminant Analysis- Stress Levels
Table 5A Tests of Equality of Group Means
Work Related Factors Wilks' LambdaF df1 df2 Sig.
I have reasonable work load .083 1083.186 2 197 .000
I am given freedom to take decision on my job .437 126.815 2 197 .000
MY job is free from Monotonous Nature .334 196.689 2 197 .000
I have sufficient skill to match my job demands .177 457.257 2 197 .000
I have reasonable working hours .279 254.773 2 197 .000
I have the technical skill to carry out my job .324 205.359 2 197 .000
I am clear in what job responsibility is assigned
to me
.177 456.519 2 197 .000
the organisation has sufficient infrastructure to
carry out my job without any interruption
.381 159.979 2 197 .000
My organisation has good work environment .083 1083.186 2 197 .000
I am given sufficient time to complete my job .205 382.113 2 197 .000
Physically demanding work .305 224.365 2 197 .000
the opportunities of career development is wide
in my organisation
.083 1083.186 2 197 .000
the promotional p[olicies in the organisation is
transparent
.113 773.226 2 197 .000
I have security of Job .118 733.301 2 197 .000
The organisation provides me flexible working
hours
.162 509.215 2 197 .000
My organisation provides facilities to improve
my technical knowledge frequently
.205 383.091 2 197 .000
I receive full coordination and assistance from
my immediate manager
.979 2.096 2 197 .126
MY co employees are always coordinative .980 2.029 2 197 .134
MY organisation considers me when making
decisions
.979 2.108 2 197 .124
I am appreciated by my Coemployees if I do my
job well
.984 1.612 2 197 .202
I am able to provide the services what the
customers wanted
.968 3.255 2 197 .041
There is no discrimination in my organisation by
caste and gender
.982 1.804 2 197 .167
My family members supports me at my job .974 2.638 2 197 .074
I have sufficient time to spare with my friends
and family members,
.980 2.014 2 197 .136

Table:5B Eigenvalues
Function Eigenvalue % of
Variance
Cumulative
%
Canonical
Correlation
Table 5C Wilks” Lambda
Test of function(s) Wilks”
Lambda
Chi-
square
Degrees of
freedom
Significance
1 through 2 0.062 517.726 44 0
2 0.808 39.695 21 0.008
Table 5D Canonical Discriminant Function Coefficients (unstandardized)
Factors Functions
1 2
1 I have reasonable work load 5.307 -2.312
2 I am given freedom to take decision on my job -0.042 0.329
3 MY job is free from Monotonous Nature -0.03 1.584
4 I have sufficient skill to match my job demands -0.083 0.123
5 I have reasonable working hours -0.05 0.507
6 I have the technical skill to carry out my job -0.058 -0.965
7 I am clear in what job responsibility is assigned to me -0.063 -1.683
8 the organisation has sufficient infrastructure to carry out
my job without any interruption
-0.132 0.022
9 I am given sufficient time to complete my job -0.101 -0.729
10 Physically demanding work -0.187 1.419
11 the promotional policies in the organisation is transparent -0.323 -2.27
12 I have security of Job -0.323 4.896
13 The organisation provides me flexible working hours -0.396 0.569
14 My organisation provides facilities to improve my
technical knowledge frequently
-0.315 -1.378
15 I receive full coordination and assistance from my
immediate manager
-0.18 1.3
16 MY co employees are always coordinative -0.097 -0.822
17 MY organisation considers me when making decisions -0.135 -1.864
18 I am appreciated by my Co-employees if I do my job well -0.174 0.588
19 I am able to provide the services what the customers
wanted
-0.052 -0.884
20 There is no discrimination in my organisation by caste
and gender
-0.512 0.829
21 My family members supports me at my job 0.162 0.713
22 I have sufficient time to spare with my friends and family
members,
0.204 0.009
(Constant) -5.922 0.129
Source: computed from Primary Data.
10. SUMMARY AND FINDINGS
With the increasing number of bank branches and the technology oriented services, the level of
stress of the bank employees has been increasing. With human resources constituting the key
factor in the growth of an organisation and the growth of the economy it is essential to
understand the level of stress of bank employees. The present research is carried out to with the
objective of measuring the impact of work environment on the level of stress in the context of
the two public sector banks indicated the high level of stress. This requires an immediate action
of coping up the stress. Being a public sector bank, this has to be done from the side of both
organisation and the government.

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AN ANALYSIS ON THE IMPACT OF WORK RELATED FACTORS ON THE LEVEL OF OCCUPATIONAL STRESS AMONG THE PUBLIC BANKS EMPLOYEES IN COIMBATORE DISTRICT