International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
1. The study compared levels of role stress, job anxiety, job involvement, and job satisfaction among three groups (top managers, middle managers, and workers) at a private organization in India.
2. Questionnaire data was collected from 50 individuals in each group and analyzed using factor analysis and discriminant function analysis.
3. The factor analysis identified three important factors: job stress emerged as most important for top managers, while job anxiety was most prominent for middle managers and workers.
2.[9 17]factors causing stress and impact on job performanceAlexander Decker
The document summarizes a study on the factors causing stress and their impact on job performance among bank workers in Bahawalpur, Pakistan. The study found that lower salaries, increased workload, market competition, management behavior, lack of peer support, long work hours, lack of acknowledgement, dealing with the public, and high targets were factors causing stress. These stressors were found to negatively impact the job performance of bank workers. The document provides context on work-related stress and reviews several models and prior research on the sources and impacts of occupational stress.
This document summarizes a study that investigated the causes and impacts of job stress in the banking sector of Pakistan. The study examined how job demands, work-life conflict, and job stress relate to employee job behaviors like job performance and satisfaction, as well as outcomes like turnover intention and burnout. A questionnaire was administered to evaluate these relationships, and statistical analyses like regression, correlation, and reliability tests were used. The results showed that while job demands, work-life conflict, and job stress positively correlated with each other, job demands did not significantly impact job performance. Job stress was found to negatively impact job satisfaction, which in turn increased turnover intention and burnout. Organizational commitment also positively correlated with job satisfaction. The study
This document summarizes a research study on the impact of organizational stress on employee morale among bank officers in Uttar Pradesh, India. The study surveyed entry-level and middle-level officers in public and private sector banks to measure their stress levels and how stress affects morale. The results revealed significant differences in stress levels between bank officers of different levels. Specifically, entry-level officers reported higher stress than middle-level officers, and private bank officers reported higher stress than public bank officers. Higher stress was found to negatively impact employee morale.
The document summarizes a study that examined job satisfaction and burnout among Greek bank employees. 230 bank employees completed questionnaires measuring their job satisfaction using the Employee Satisfaction Inventory (ESI) and job burnout using the Maslach Burnout Inventory (MBI). The results showed that Greek bank employees reported high levels of both job satisfaction and job burnout. A strong negative correlation was also found between job satisfaction and burnout. The study provides insight into how Greek bank employees experience their work, but further research is needed to better understand job satisfaction and burnout in the Greek population.
This study examines the relationships between organizational culture, leadership behaviors, organizational commitment, job satisfaction, and job performance in small and medium Taiwanese firms. Surveys were distributed to 1,451 employees across 84 firms, with 749 valid responses. Significant findings include: (1) transformational leadership was positively related to organizational commitment in innovative cultures, (2) organizational commitment mediated the relationship between transformational leadership and job satisfaction across all cultures, and (3) organizational commitment mediated the relationship between transformational leadership and job performance in supportive and bureaucratic cultures.
A study of job stress on job satisfaction among universityAlexander Decker
This document summarizes a study on job stress and job satisfaction among university staff in Pakistan. The study examines the relationship between job stress factors like role ambiguity, relationships with others, workload, work-home interference, and job performance pressure, and how they impact job satisfaction. The authors conducted a study of public university staff in Khyber Pakhtunkhwa province in Pakistan. The results showed significant correlations between job stress and lower job satisfaction, and significant relationships between four of the six job stress factors examined and lower job satisfaction.
A study on the leadership behavior of bank branch managers ncr, india and i...IAEME Publication
This document summarizes a study on the relationship between leadership behavior of bank branch managers and subordinates' job satisfaction. The study used questionnaires to collect data on leadership styles and job satisfaction from 81 branch managers and 210 subordinates across public and private sector banks in India. The study aims to understand how leadership adaptability/effectiveness correlates with different aspects of job satisfaction, including job, management, personal adjustment, and social relations. Statistical analysis will be used to determine the direction and strength of relationships between leadership styles and job satisfaction variables. The Leader Adaptability and Style Inventory questionnaire was used to measure leadership styles of branch managers.
1. The study compared levels of role stress, job anxiety, job involvement, and job satisfaction among three groups (top managers, middle managers, and workers) at a private organization in India.
2. Questionnaire data was collected from 50 individuals in each group and analyzed using factor analysis and discriminant function analysis.
3. The factor analysis identified three important factors: job stress emerged as most important for top managers, while job anxiety was most prominent for middle managers and workers.
2.[9 17]factors causing stress and impact on job performanceAlexander Decker
The document summarizes a study on the factors causing stress and their impact on job performance among bank workers in Bahawalpur, Pakistan. The study found that lower salaries, increased workload, market competition, management behavior, lack of peer support, long work hours, lack of acknowledgement, dealing with the public, and high targets were factors causing stress. These stressors were found to negatively impact the job performance of bank workers. The document provides context on work-related stress and reviews several models and prior research on the sources and impacts of occupational stress.
This document summarizes a study that investigated the causes and impacts of job stress in the banking sector of Pakistan. The study examined how job demands, work-life conflict, and job stress relate to employee job behaviors like job performance and satisfaction, as well as outcomes like turnover intention and burnout. A questionnaire was administered to evaluate these relationships, and statistical analyses like regression, correlation, and reliability tests were used. The results showed that while job demands, work-life conflict, and job stress positively correlated with each other, job demands did not significantly impact job performance. Job stress was found to negatively impact job satisfaction, which in turn increased turnover intention and burnout. Organizational commitment also positively correlated with job satisfaction. The study
This document summarizes a research study on the impact of organizational stress on employee morale among bank officers in Uttar Pradesh, India. The study surveyed entry-level and middle-level officers in public and private sector banks to measure their stress levels and how stress affects morale. The results revealed significant differences in stress levels between bank officers of different levels. Specifically, entry-level officers reported higher stress than middle-level officers, and private bank officers reported higher stress than public bank officers. Higher stress was found to negatively impact employee morale.
The document summarizes a study that examined job satisfaction and burnout among Greek bank employees. 230 bank employees completed questionnaires measuring their job satisfaction using the Employee Satisfaction Inventory (ESI) and job burnout using the Maslach Burnout Inventory (MBI). The results showed that Greek bank employees reported high levels of both job satisfaction and job burnout. A strong negative correlation was also found between job satisfaction and burnout. The study provides insight into how Greek bank employees experience their work, but further research is needed to better understand job satisfaction and burnout in the Greek population.
This study examines the relationships between organizational culture, leadership behaviors, organizational commitment, job satisfaction, and job performance in small and medium Taiwanese firms. Surveys were distributed to 1,451 employees across 84 firms, with 749 valid responses. Significant findings include: (1) transformational leadership was positively related to organizational commitment in innovative cultures, (2) organizational commitment mediated the relationship between transformational leadership and job satisfaction across all cultures, and (3) organizational commitment mediated the relationship between transformational leadership and job performance in supportive and bureaucratic cultures.
A study of job stress on job satisfaction among universityAlexander Decker
This document summarizes a study on job stress and job satisfaction among university staff in Pakistan. The study examines the relationship between job stress factors like role ambiguity, relationships with others, workload, work-home interference, and job performance pressure, and how they impact job satisfaction. The authors conducted a study of public university staff in Khyber Pakhtunkhwa province in Pakistan. The results showed significant correlations between job stress and lower job satisfaction, and significant relationships between four of the six job stress factors examined and lower job satisfaction.
A study on the leadership behavior of bank branch managers ncr, india and i...IAEME Publication
This document summarizes a study on the relationship between leadership behavior of bank branch managers and subordinates' job satisfaction. The study used questionnaires to collect data on leadership styles and job satisfaction from 81 branch managers and 210 subordinates across public and private sector banks in India. The study aims to understand how leadership adaptability/effectiveness correlates with different aspects of job satisfaction, including job, management, personal adjustment, and social relations. Statistical analysis will be used to determine the direction and strength of relationships between leadership styles and job satisfaction variables. The Leader Adaptability and Style Inventory questionnaire was used to measure leadership styles of branch managers.
ble, accommodation of cultural differences personality, the
use of sound
This article discusses three major gaps be- in employee attitudes and job satisfaction selection
tween HR practice and scientific research on will help organizations enhance employee methods and a
employee attitudes and job satisfaction: (1) attitudes and performance. good match
the causes of employee attitudes, (2) the re- between
sults of positive or negative job satisfaction, Gap 2—The Results of Positive or employees and
and (3) how to measure and influence em- jobs will ensure
Negative Job Satisfaction people are
ployee attitudes. The causes of employee at- selected and
This document summarizes several studies on employee satisfaction and related concepts. It discusses factors that influence employee satisfaction such as job security, compensation, benefits, promotion opportunities, and work environment. It also examines the relationship between employee satisfaction and outcomes like motivation, performance and loyalty. Several models and frameworks for understanding job satisfaction are reviewed. Measures of job satisfaction, such as the Job Descriptive Index and Minnesota Satisfaction Questionnaire, are also summarized.
Examining the Effect of Role Conflict and Job Stress on Turnover Intention am...inventionjournals
The study aims to trace the impact of role conflict and job stress on Turnover intention of teachers working in the private schools in Vellore district. ‘Turnover intention’ is defined as an employee’s intention to voluntarily change the jobs or companies. Employee’s opinion on the role conflict and job stress on the Turnover intentions is analyzed through the various test methods. The selected research design is descriptive in nature and the sample size is 150 teachers. The universe of the study confines to teachers working in the private schools in Vellore district. Convenient sampling method is used for this study. Primary data is collected using the structured questionnaire and Secondary data are collected through the manuscripts of previous research works, journals, websites, etc. The purpose of the study is to evaluate the effects of role conflict and job stress on the turnover intention.
Measuring work attitudes of individuals among indian academiaiaemedu
The document is a research paper published in the International Journal of Management that examines work attitudes among individuals in Indian academia. It measures the relationships between emotional intelligence, organizational commitment, and organizational role stress. A questionnaire was administered to 34 teaching faculty at a technical institution in Southern India. Reliability analysis was performed and showed acceptable Cronbach's alpha values. Correlation analysis was conducted to understand the relationships between variables. The results provide insight into factors influencing work life balance for employees in higher education in India.
This is the Topic: performance management Subject : Business Research Method .. please read the file i upload and read it very well before do the work..
This document summarizes a research study on how organizational dreaming by employees affects their work performance and contributions to the organization. The study analyzed survey responses from 184 IT employees in India. Key findings include: 1) Managing employees' organizational dreams positively impacts their job fit and commitment; 2) Employees' perceptions of organizational support are shaped by how their dreams align with the organization; 3) Social relations and learning attitudes in the workplace are linked to how employees' dreams are addressed. The study concludes organizational dreaming is natural and employers should understand employees' impressions to maximize occupational contributions over the long run.
This document summarizes a research study on how organizational dreaming by employees affects their job performance and commitment to the organization. The study analyzed survey responses from 184 IT employees in India. Key findings include: 1) Managing employees' organizational dreams positively impacts their job fit and commitment. 2) Employees' perceptions of organizational support are shaped by how their dreams align with the organization. 3) Interacting with employees' organizational dreams and adjusting the workplace enhances their job contributions. The study concludes interactive approaches are needed to align employee dreams with organizational goals to maximize human resource potential.
This document summarizes a research study on how organizational dreaming by employees affects their work performance and contributions to the organization. The study analyzed survey responses from 184 IT employees in India. Key findings include: 1) Managing employees' organizational dreams positively impacts their job fit and commitment; 2) Employees' perceptions of organizational support are shaped by how their dreams align with the organization; 3) Social relations and learning attitudes in the workplace are linked to how employees' dreams are addressed. The study concludes organizational dreaming is natural and employers should understand employees' impressions to maximize occupational contributions over the long run.
The relationship between organizational space of offices and corporate identi...ijsptm
Institutional space as the value system determines what methods work and what behaviors are approved.
This study aimed to identify the relationship between organizational space (organizational structure,
corporate responsibility, corporate support and productivity management) with senior administration
identity of corporate managers of West Azerbaijan. 150 standardized questionnaires were distributed
among population and 100 questionnaires were returned to test hypotheses. According to normal data, the
Pearson correlation coefficient used to determine the type and extent of the relationship between the
variables. The results show there is a direct relationship between corporate responsibility, productivity
management, organizational support and corporate identity. However, a significant relationship between
the dimensions of organizational structure and corporate identity does not exist. So we suggest that serious
efforts should be made in General Offices in West Azerbaijan by exercising efficiently management and
developing appropriate organizational space (with respect to the liability of agents, productivity
management and organizational support) in order to improve organizational identity administration.
Head nurses ' job demands and resources and its relationship withAlexander Decker
The document discusses a study that examined the relationship between head nurses' job demands and resources, and their level of work engagement. A descriptive correlation design was used to study 179 head nurses across four hospitals. Three tools were used to measure job demands, job resources, and work engagement. The results found a statistically significant correlation between head nurses' job demands-resources and their work engagement. Specifically, job resources like performance feedback, growth opportunities, organizational support, and job control were predictors of higher work engagement. The study concluded that providing head nurses with adequate job resources is important for promoting their work engagement.
A study on stress management with special reference to a private sector unitiaemedu
This document summarizes a study on stress management conducted with employees at low levels of the SRF Limited company in India. The study aimed to identify organizational and individual stress factors experienced by employees and recommend solutions. A questionnaire was administered to 85 employees to collect primary data on stressors like job role, leadership, work-life balance issues, facilities etc. Analysis found high stress from job responsibilities, infrastructure issues, timings and salary/incentive policies. The document discusses the company background, methodology, stress factors identified and prior research on occupational stress management.
This document summarizes a study that examined the relationship between hospital managers' leadership adaptability scores and subordinate job satisfaction. 240 subordinates from hospitals in the southern US participated. The study used Hersey's Situational Leadership Model and Spector's Job Satisfaction Scale. Results found the most common leadership styles were selling and delegating. Participants rated contingent reward as most important for job satisfaction. 60% reported managers had low leadership adaptability scores, while 10% reported high scores and 30% reported moderate scores. The purpose was to examine this relationship to provide recommendations for improving job satisfaction.
A comprehensive study of Employee Engagement: Contemplating 7-D model in view...IJAEMSJORNAL
The study has been initiated to unfold the conceptual reality of a commonly used terminology in organization behavior study- employee engagement. The engagement of employees towards an organization is determined by their affective, cognitive and behavioural attributes which are in turn linked with various internal and external factors. These factors are identified and presented in various models with specific focus areas. The employee engagement index, the measuring indicator, is a reflection of multiple self-determining factors. This study unveiled the factors while analyzing the annual reports for FY 2018-19 of NIFTY 50 companies. The key focus areas have been identified and an all-encompassing 7-Dimensional model has been proposed to determine the objective-oriented factors to prepare relevant questionnaires for ascertaining Employee Engagement Index.
This document discusses factors that influence employee job satisfaction and attachment. It outlines several models of job satisfaction, including the Job Characteristics Model which identifies skill variety, task identity, task significance, autonomy, and feedback as key factors. Negative job satisfaction can lead to stress disorders and impact employee performance through increased absenteeism and costs. Reducing work stress requires addressing its root causes such as lack of trust between employees and management.
Pride's is a luxury retail store that aims to provide an exceptional customer experience through high-quality fashion products and excellent service. The store would be located in affluent areas like Southlake, Texas to target upper middle and wealthy customers. Pride's offers a wide array of designer clothing, accessories, and cosmetics. It also provides complimentary tailoring and special deals through a loyalty program. The store designs aim to make customers feel like they are shopping in a luxurious mansion rather than a typical store.
Experience of an Ibogaine treatment provider finalaleyarok
The document provides information on conducting safe and effective ibogaine treatment, including:
1. Guidelines for screening patients, determining inclusion/exclusion criteria, monitoring safety, and developing an aftercare plan.
2. Details on the typical phases and visions experienced during ibogaine treatment, and the importance of qualified medical staff and proper facilities.
3. A list of needs for an ibogaine treatment location and protocols for patient monitoring, medical record keeping, and ensuring patient safety and comfort during the session.
Matthew Shemwell discusses assistive technology and how it can help students with disabilities. Assistive technology includes devices that help with communication, computer access, visual aids, and pre-vocational skills. Examples provided are listening devices, augmentative communication software and apps, adjustable monitors and keyboards, ebooks, smartpens, and communication boards.
ble, accommodation of cultural differences personality, the
use of sound
This article discusses three major gaps be- in employee attitudes and job satisfaction selection
tween HR practice and scientific research on will help organizations enhance employee methods and a
employee attitudes and job satisfaction: (1) attitudes and performance. good match
the causes of employee attitudes, (2) the re- between
sults of positive or negative job satisfaction, Gap 2—The Results of Positive or employees and
and (3) how to measure and influence em- jobs will ensure
Negative Job Satisfaction people are
ployee attitudes. The causes of employee at- selected and
This document summarizes several studies on employee satisfaction and related concepts. It discusses factors that influence employee satisfaction such as job security, compensation, benefits, promotion opportunities, and work environment. It also examines the relationship between employee satisfaction and outcomes like motivation, performance and loyalty. Several models and frameworks for understanding job satisfaction are reviewed. Measures of job satisfaction, such as the Job Descriptive Index and Minnesota Satisfaction Questionnaire, are also summarized.
Examining the Effect of Role Conflict and Job Stress on Turnover Intention am...inventionjournals
The study aims to trace the impact of role conflict and job stress on Turnover intention of teachers working in the private schools in Vellore district. ‘Turnover intention’ is defined as an employee’s intention to voluntarily change the jobs or companies. Employee’s opinion on the role conflict and job stress on the Turnover intentions is analyzed through the various test methods. The selected research design is descriptive in nature and the sample size is 150 teachers. The universe of the study confines to teachers working in the private schools in Vellore district. Convenient sampling method is used for this study. Primary data is collected using the structured questionnaire and Secondary data are collected through the manuscripts of previous research works, journals, websites, etc. The purpose of the study is to evaluate the effects of role conflict and job stress on the turnover intention.
Measuring work attitudes of individuals among indian academiaiaemedu
The document is a research paper published in the International Journal of Management that examines work attitudes among individuals in Indian academia. It measures the relationships between emotional intelligence, organizational commitment, and organizational role stress. A questionnaire was administered to 34 teaching faculty at a technical institution in Southern India. Reliability analysis was performed and showed acceptable Cronbach's alpha values. Correlation analysis was conducted to understand the relationships between variables. The results provide insight into factors influencing work life balance for employees in higher education in India.
This is the Topic: performance management Subject : Business Research Method .. please read the file i upload and read it very well before do the work..
This document summarizes a research study on how organizational dreaming by employees affects their work performance and contributions to the organization. The study analyzed survey responses from 184 IT employees in India. Key findings include: 1) Managing employees' organizational dreams positively impacts their job fit and commitment; 2) Employees' perceptions of organizational support are shaped by how their dreams align with the organization; 3) Social relations and learning attitudes in the workplace are linked to how employees' dreams are addressed. The study concludes organizational dreaming is natural and employers should understand employees' impressions to maximize occupational contributions over the long run.
This document summarizes a research study on how organizational dreaming by employees affects their job performance and commitment to the organization. The study analyzed survey responses from 184 IT employees in India. Key findings include: 1) Managing employees' organizational dreams positively impacts their job fit and commitment. 2) Employees' perceptions of organizational support are shaped by how their dreams align with the organization. 3) Interacting with employees' organizational dreams and adjusting the workplace enhances their job contributions. The study concludes interactive approaches are needed to align employee dreams with organizational goals to maximize human resource potential.
This document summarizes a research study on how organizational dreaming by employees affects their work performance and contributions to the organization. The study analyzed survey responses from 184 IT employees in India. Key findings include: 1) Managing employees' organizational dreams positively impacts their job fit and commitment; 2) Employees' perceptions of organizational support are shaped by how their dreams align with the organization; 3) Social relations and learning attitudes in the workplace are linked to how employees' dreams are addressed. The study concludes organizational dreaming is natural and employers should understand employees' impressions to maximize occupational contributions over the long run.
The relationship between organizational space of offices and corporate identi...ijsptm
Institutional space as the value system determines what methods work and what behaviors are approved.
This study aimed to identify the relationship between organizational space (organizational structure,
corporate responsibility, corporate support and productivity management) with senior administration
identity of corporate managers of West Azerbaijan. 150 standardized questionnaires were distributed
among population and 100 questionnaires were returned to test hypotheses. According to normal data, the
Pearson correlation coefficient used to determine the type and extent of the relationship between the
variables. The results show there is a direct relationship between corporate responsibility, productivity
management, organizational support and corporate identity. However, a significant relationship between
the dimensions of organizational structure and corporate identity does not exist. So we suggest that serious
efforts should be made in General Offices in West Azerbaijan by exercising efficiently management and
developing appropriate organizational space (with respect to the liability of agents, productivity
management and organizational support) in order to improve organizational identity administration.
Head nurses ' job demands and resources and its relationship withAlexander Decker
The document discusses a study that examined the relationship between head nurses' job demands and resources, and their level of work engagement. A descriptive correlation design was used to study 179 head nurses across four hospitals. Three tools were used to measure job demands, job resources, and work engagement. The results found a statistically significant correlation between head nurses' job demands-resources and their work engagement. Specifically, job resources like performance feedback, growth opportunities, organizational support, and job control were predictors of higher work engagement. The study concluded that providing head nurses with adequate job resources is important for promoting their work engagement.
A study on stress management with special reference to a private sector unitiaemedu
This document summarizes a study on stress management conducted with employees at low levels of the SRF Limited company in India. The study aimed to identify organizational and individual stress factors experienced by employees and recommend solutions. A questionnaire was administered to 85 employees to collect primary data on stressors like job role, leadership, work-life balance issues, facilities etc. Analysis found high stress from job responsibilities, infrastructure issues, timings and salary/incentive policies. The document discusses the company background, methodology, stress factors identified and prior research on occupational stress management.
This document summarizes a study that examined the relationship between hospital managers' leadership adaptability scores and subordinate job satisfaction. 240 subordinates from hospitals in the southern US participated. The study used Hersey's Situational Leadership Model and Spector's Job Satisfaction Scale. Results found the most common leadership styles were selling and delegating. Participants rated contingent reward as most important for job satisfaction. 60% reported managers had low leadership adaptability scores, while 10% reported high scores and 30% reported moderate scores. The purpose was to examine this relationship to provide recommendations for improving job satisfaction.
A comprehensive study of Employee Engagement: Contemplating 7-D model in view...IJAEMSJORNAL
The study has been initiated to unfold the conceptual reality of a commonly used terminology in organization behavior study- employee engagement. The engagement of employees towards an organization is determined by their affective, cognitive and behavioural attributes which are in turn linked with various internal and external factors. These factors are identified and presented in various models with specific focus areas. The employee engagement index, the measuring indicator, is a reflection of multiple self-determining factors. This study unveiled the factors while analyzing the annual reports for FY 2018-19 of NIFTY 50 companies. The key focus areas have been identified and an all-encompassing 7-Dimensional model has been proposed to determine the objective-oriented factors to prepare relevant questionnaires for ascertaining Employee Engagement Index.
This document discusses factors that influence employee job satisfaction and attachment. It outlines several models of job satisfaction, including the Job Characteristics Model which identifies skill variety, task identity, task significance, autonomy, and feedback as key factors. Negative job satisfaction can lead to stress disorders and impact employee performance through increased absenteeism and costs. Reducing work stress requires addressing its root causes such as lack of trust between employees and management.
Pride's is a luxury retail store that aims to provide an exceptional customer experience through high-quality fashion products and excellent service. The store would be located in affluent areas like Southlake, Texas to target upper middle and wealthy customers. Pride's offers a wide array of designer clothing, accessories, and cosmetics. It also provides complimentary tailoring and special deals through a loyalty program. The store designs aim to make customers feel like they are shopping in a luxurious mansion rather than a typical store.
Experience of an Ibogaine treatment provider finalaleyarok
The document provides information on conducting safe and effective ibogaine treatment, including:
1. Guidelines for screening patients, determining inclusion/exclusion criteria, monitoring safety, and developing an aftercare plan.
2. Details on the typical phases and visions experienced during ibogaine treatment, and the importance of qualified medical staff and proper facilities.
3. A list of needs for an ibogaine treatment location and protocols for patient monitoring, medical record keeping, and ensuring patient safety and comfort during the session.
Matthew Shemwell discusses assistive technology and how it can help students with disabilities. Assistive technology includes devices that help with communication, computer access, visual aids, and pre-vocational skills. Examples provided are listening devices, augmentative communication software and apps, adjustable monitors and keyboards, ebooks, smartpens, and communication boards.
1. The document discusses using Elluminate, a web conferencing tool, to explore technology trends and their impact on teaching and learning. It highlights features like audio/video chat, polling, and screen sharing.
2. It examines trends in how learners and learning are changing, such as learners being more social, multi-tasking, experiential, and visual/kinesthetic. Learning is shifting to be more unstructured, peer-to-peer, informal, and personalized.
3. Emerging technologies like social networks, wikis, and user-generated content are making learning more collaborative and informal through communities and user creation. This is changing how e-learning is designed and delivered
Excellent Ideas To Jumpstart Your Network MarketingHannes Jordaan
This document provides several tips for successful network marketing: focus on helping others succeed rather than just signing people up; do thorough research on any product before promoting it; understand the compensation plan and leverage multiple income sources; make a business plan with realistic goals and flexibility; use social media and focus on relevant pages and groups; keep meetings under an hour to avoid seeming like too much work. Applying new concepts and strategies will help meet network marketing goals.
Más de 200 narradores de diferentes ciudades de España se reunieron en La Solana, Ciudad Real para participar en el evento "Encuentro Personas Libro y Escuela La Solana-Argamasilla de Alba". El objetivo era compartir historias a través de la mirada y las palabras de los narradores. Las narraciones tuvieron lugar en el espacio de la Biblioteca "Mario Vargas Llosa" de La Solana.
This document discusses the escalating conflict between Russia and Ukraine. Maps show Russian forces invading eastern Ukraine and gaining control of additional territory over the course of a month. The document argues that Russia has clearly invaded Ukraine and is not simply supporting separatist groups. It notes Europe's dependence on Russian natural gas and oil transported through Ukraine, which gives Russia leverage. Sanctions on Russia have begun to impact its economy but Ukraine is suffering immediate effects of the conflict and invasion.
You will find our experience of more than 36 years in marketing reflected in our products and promotional material. Every aspect of Novus shows how much we focus on quality. This is reflected in the way each formulation is developed & the quality of our promotional material.
Measuring work attitudes of individuals among indian academiaIAEME Publication
This document summarizes a research article that examines the relationship between work attitudes, emotional intelligence, organizational commitment, and organizational role stress among academia in India. It provides background on these concepts and reviews related literature before describing a study that collected data through questionnaires to analyze patterns between these factors for individuals in higher education. The study found interesting relationships between work-life balance and these measures of work attitudes.
Measuring work attitudes of individuals among indian academiaIAEME Publication
The document is a research paper published in the International Journal of Management that examines work attitudes among individuals in Indian academia. It measures the relationships between emotional intelligence, organizational commitment, and organizational role stress. A questionnaire was administered to 34 teaching faculty at a technical institution in Southern India. Reliability analysis was performed and showed acceptable Cronbach's alpha values. Correlation analysis was conducted to understand the relationships between variables. The results provide insight into factors influencing work life balance for employees in higher education in India.
Role Stress Sources (Role Perceptions)'s Effect on Intention to Leave the Wor...inventionjournals
Role ambiguity and role conflict as role stress sources and turnover intention have been studied with various variables such as job satisfaction, organizational commitment, or organizational culture by some researchers. Then in this study we tried introduce the effect of role stress sources on intention to leave the work. Research of the study is applied at a State University in Ankara/Turkey. Role stress sources or role perceptions are held as role ambiguity and role conflict. The sample is consisted of 297 research assistants of the university from different departments. Role conflict and role ambiguity questionnaires applied to the research assistants. The results of the study demonstrated that multiple linear regression analysis is performed to determine effects of role conflict and role ambiguity on intention to leave work of research assistants. The results of multiple regression analysis are statistically significant (F (2,294) = 38,378, p <, 001). The adjusted R square value is 0,20. This result shows that 20 percent of the intention to leave the work is explained by role conflict and role ambiguity. According to the multiple regressions analysis performed, while the role ambiguity affects intention to leave the work significantly and negatively, the role conflict effects intention to leave the work significantly and positively.
Impact of stress antecedents on work stress and employees performanceinventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
THE EFFECTS OF OCCUPATIONAL STRESS IN RESPECT OF PSYCHOLOGICAL STRESS ON OVER...IAEME Publication
The greater part of the analysis concentrates on the employee’s reflection over job fulfillment and this depends on many business related elements which is investigated as the factor that has a solid relationship that genuinely influences performance. Absence of satisfaction in work then again, is well on the way to drive workers to the goal to leave their place of employment. It is significant for organizations to have techniques that would hold their employees. It is getting to be basic for any concern or firm to discover approaches to relieve the impacts of occupation stress and low degrees of employment satisfaction. It was additionally referenced that there might be a high affinity for representatives who experience the stress, because of the job attributes, to make an evaluative judgment to leave their organization. It might be increasingly basic, in this manner, this investigation may help the organization in discovering approaches to execute a few intercessions that can improve the pressure factors that the workers appear to have in their activity. Along these lines, performance of the employees might be improved, fulfillment might be expanded, and turnover might be decreased, consequently adding to work dependability for both the employees and the organization. The two factors (mental pressure and physical pressure) have an immediate and positive effect on both occupation stress and aim to leave the activity, and an immediate and negative impact on satisfaction with the job. Then again, the investigation endeavors to distinguish whether occupation stress can straightforwardly influence the productivity of the workers.
Managerial psychology is a sub-discipline of industrial and organizational psychology, which focuses on the efficacy of individuals, groups and organizations in the workplace. It's purpose is to specifically aid managers in gaining a better understanding of the psychological patterns common among individuals and groups within any given organisation. Managerial psychology can be used to predict and prevent harmful psychological patterns within the workplace and can also be implemented to control psychological patterns among individuals and groups in a way that will benefit the organisation long term.
A Study Of Organizational Role Stress Among Teachers A Critical Literature R...Jim Jimenez
This document summarizes a study on the impact of organizational role stress on university teachers in Haryana, India. It reviews literature on role stress both internationally and within India. The literature shows that role stress negatively impacts job satisfaction, productivity, and health. Studies find higher stress levels among healthcare and female professionals. Comparisons between public and private sector employees show inconsistent differences in stress levels. The review establishes role ambiguity, overload, and lack of resources as key stressors for teachers and other professionals.
Influence of Workplace Incivility on Counterproductive Work Behavior: Mediat...sadia butt
This study examines the influence of workplace incivility on counterproductive work behaviors among banking employees in Pakistan. It investigates the mediating roles of emotional exhaustion and organizational cynicism, as well as the moderating role of psychological capital. The study found that workplace incivility has a significant positive association with counterproductive work behaviors. Emotional exhaustion and cynicism partially mediate the positive relationship between workplace incivility and counterproductive work behaviors. Additionally, psychological capital moderates the relationship, weakening the positive association between workplace incivility and counterproductive work behaviors. The findings provide useful insights for managing workplace incivility and reducing counterproductive behaviors.
This document investigates the effects of role conflict, role ambiguity, and work-family conflict on employee job stress. It reviews previous literature on these relationships and develops hypotheses. A study was conducted of 118 employees of Iran's central insurance company using questionnaires. Structural equation modeling found that:
1) Role ambiguity significantly increases work-family conflict and job stress.
2) Role conflict significantly increases job stress but does not affect work-family conflict.
3) Work-family conflict significantly increases job stress.
The study confirms the relationships between these workplace factors and employee stress levels. Managing role clarity, role demands, and work-life balance can help reduce stress.
There has been lot of debate on the reasons of stress experienced in organizations; consequently it has been realized that stress at workplace brings damages in terms of health of employees, work accidents, poor productivity and staff turnover. Now a days workrelated stress is an area of major concern and research in the behavioral sciences. Work- relates can be linked to physical and psychological health problems among people. The present study is an attempt to find out the difference in work-stressors among the workforces of BPO sector and Educational Institutes. The data was gathered from Delhi, Noida, Gurgaon and Ghaziabad. A sample of 400 respondents was considered for study. Only 375 respondents returned the filled form. Random convenient sampling technique was used to collect the data. Work-stressors scale identified by Cooper (1986) was used to measure work-related stressors and the results revealed that there is no significant difference among the workforces of both sector on the basis of work related stressors.
This study examined the mediating effect of role ambiguity on the relationship between job stress and employee commitment among staff at deposit money banks in Southwest Nigeria. A survey was conducted with 308 bank staff responding. Regression and Sobel tests were used to analyze the data. The results showed that both job stress and role ambiguity significantly affected employee commitment. The study concluded that role ambiguity and job stress statistically influence employee commitment at the deposit money banks in Southwest Nigeria.
Relationship of Demographic Variables and Job Satisfaction among Married WomenIJLT EMAS
The purpose of this study was to study the relationship
between job satisfaction and demographic variables among
married women who are working in academics. The research
was descriptive and survey study. In this study, women working
in technical educational Institutes, from Indore were studied. for
this 300 working women(N=300) were chosen as per their work
in the Institutes, teaching or Non-teaching. A socio- demographic
questionnaire were used for the purpose. The findings revealed
that on the basis of the age and qualification , there is no relation
between factors studied (work environment, job security, roles &
responsibility etc.) and job satisfaction and on the basis of
designation, income and experience, researcher found the
relation between factors studied (work environment, job
security, roles & responsibility etc.) and job satisfaction.
11.factors causing stress and impact on job performanceAlexander Decker
This document summarizes a study on the factors causing stress and their impact on job performance among bank workers in Bahawalpur, Pakistan. The study found that increased workload, technological problems, and higher targets were the main stressors reported by bank workers. A survey of 100 bank workers found that 40% agreed their workload was too heavy and 64% agreed they felt stressed when the bank's server went down, hindering customer service. Additionally, 32% agreed they felt stressed when unable to meet targets. The study concluded that these stress factors negatively impacted bank workers' job performance.
2.[9 17]factors causing stress and impact on job performanceAlexander Decker
The document summarizes a study on the factors causing stress and their impact on job performance among bank workers in Bahawalpur, Pakistan. The study found that lower salaries, increased workload, market competition, management behavior, lack of peer support, long work hours, lack of acknowledgement, dealing with the public, and high targets were factors causing stress. These stressors were found to negatively impact the job performance of bank workers. The document provides context on work-related stress and reviews several models and prior research on the sources and impacts of occupational stress.
Effects of Job Stress on Employees Job Performance A Study on Banking Sector ...IOSR Journals
Currently Bankers are under a great transaction of stress and due to many backgrounds of stress such as Excess, Role doubt, Role conflict, Concern for people, Contribution, Lack of feedback, possession up with rapid technologicalchange. Being in an inventive role, Career development, Organizational structure and climate, and recent episodic events. The thing which find out is stress. This study examines the relationship between job stress and job performance on bank employees of banking sector in Pakistan. The study examines the purpose model in relation of job stress and its impact on job performance by using sample of 144 participants. In participant the data ofsenior, graduate employees including customer services officers and managers of well reputed rising bank in Pakistan. The data were obtained through close ended questionnaire. A statistical test of regression, correlation and reliabilities were also confirmed. The results are significant with negative correlation between job stress and job performances and shows that job stress significantly reduces the performance of an individual. The results suggest to the organization that they have sustained a very health, cooperative and friendly environment within the team for better performance.
This study examined the relationship between role ambiguity, job stress, and job satisfaction among employees in the banking sector of Pakistan. A survey was administered to 350 employees of banks, with a response rate of 87%. The results found that role ambiguity had a negative relationship with job satisfaction, and that job stress played a mediating role between role ambiguity and job satisfaction. Specifically, role ambiguity led to increased job stress, which in turn led to lower job satisfaction. The findings suggest that controlling role stressors can help reduce job stress and increase employee job satisfaction in the banking sector.
This study investigated the impact of job satisfaction and demographic factors on organizational commitment among teachers at Girls' College in Pune, India. A survey was conducted of 52 teaching staff. The study revealed:
1) There was a significant positive relationship between job satisfaction and organizational commitment. Teachers who were more satisfied in their jobs showed higher levels of commitment to the organization.
2) There was a significant positive relationship between age and organizational commitment. Older teachers tended to be more committed to the organization.
3) There was a significant negative relationship between education level and organizational commitment. Teachers with higher levels of education tended to be less committed to the organization.
The study recommends improving teachers' salaries and working conditions to increase job
This study examines the impact of workplace incivility on employee performance, with the mediating role of psychological well-being, among female employees in the health sector of Azad Jammu and Kashmir, Pakistan. The study aims to determine if workplace incivility negatively impacts employee performance, and if psychological well-being mediates this relationship. A structural equation model is used to analyze the data and test the hypotheses. The results show that workplace incivility has a significant negative effect on employee performance. Psychological well-being is also found to have a direct negative impact on performance. Additionally, psychological well-being is shown to mediate the relationship between incivility and performance. The findings suggest that incivility reduces psychological well
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Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
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buy old yahoo accounts buy yahoo accountsSusan Laney
As a business owner, I understand the importance of having a strong online presence and leveraging various digital platforms to reach and engage with your target audience. One often overlooked yet highly valuable asset in this regard is the humble Yahoo account. While many may perceive Yahoo as a relic of the past, the truth is that these accounts still hold immense potential for businesses of all sizes.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
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Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
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Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
1. International Journal of Business and Management Invention
ISSN (Online): 2319 – 8028, ISSN (Print): 2319 – 801X
www.ijbmi.org Volume 3 Issue 9 ǁ September. 2014 ǁ PP.13-19
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Organizational Role Stress among Managers in the Indian Hospitality Industry 1,Vidya Patwardhan , 2,Dr Suresh Mayya , 3,Dr H.G. Joshi 1,Asst.Professor, Selection Grade, Welcomgroup Graduate School of Hotel Administration (WGSHA), Manipal University, Manipal-576104, Karnataka, India 2,Associate Professor, Dept. of Commerce, Mahatma Gandhi Memorial College, Udupi – 576101, Karnataka, India. 3, Associate Professor, Manipal Centre for Information Systems (MCIS), Manipal-576104, Karnataka, India. ABSTRACT : Although men and women experience stress as a result of their managerial positions, there are some stressors that are unique to women in management positions (Suraj, 2005). Exploration of women’s perceived role related stress factors would therefore seem to be valuable. Through this study an attempt was made to investigate the intensity of organizational role stress among women managers of Indian hospitality industry. Organizational role stress scale is used on a sample of 45 women managers of 5 star luxury and 5 star hotels to explore the level of role stress. The same scale was administered to 32 male managers in order to compare their stress levels. The other variables like experience, length of service and managerial level were also taken into consideration in order to determine potentially related matters. The suitable statistical techniques like mean, SD, t-test and ANOVA were used to find the differences between stress levels of men and women managers. The findings show that role stress was experienced at moderate to high levels among women managers and the major stressors were inter role distance, role Erosion, role stagnation and role overload. The study findings may be useful for HR professionals to evaluate the organizational causes of stress at different levels and develop strategies to reduce stress. KEY WORDS: Male Managers, Women Managers, Role Stress, Hotel Industry, India
I. INTRODUCTION
According to Hans Selye (1974), stress is a physiological reaction to certain threatening environment and is caused by events in the work environment. Stress can play a positive role at the workplace by increasing the attentiveness of the staff and activating their capacities. A moderate level of stress at workplace has the potential to add towards the organization’s efficiency. But it becomes precarious once excessive level of stress begins to affect one’s health and productivity. It is often assumed that managers and executives are more vulnerable than non-mangers to the ravages of stress. Executive burnout is often the end result of stress experienced, but not properly coped with, by an executive (Pareek, 1983). The research model proposed by Bhagat S.R (2010) depicts the three facets of organizational stress (i.e. role ambiguity, role conflict, and role overload) that are antecedents of psychological strain which, in turn, is negatively related to job satisfaction, job involvement, and organizational commitment.
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Source: Bhagat et al., (2010) While men and women experience stress as a result of their managerial positions, there are some stressors that are unique to women in management positions (Suraj, 2005). Though women are being given the same platform as men to exhibit their potentials and capabilities, they tend to encounter gender based discrimination against men when it comes to promotion and role assignments with higher remuneration (Sackey, J. et al., 2011). Additionally working women tend to experience occupational stress more and on daily basis due to their additional sociocultural roles as wives and mothers (Arnold, 1998). Stress and hospitality industry: Hospitality is highly stressful industry (Kim et al., 2007), as it is labour- intensive and involves frequent rotations, work overload, anti-social working hours, intensive contacts with customers/guests, and highly emotional labour characteristics (Hayes and Weathington, 2007). Because of the dichotomous nature of the hotel industry (i.e. fluctuating financial profits and tight margins versus the pressure to deliver quality services), working in the hotel industry can be stressful and has raised a number of concerns (Lo, 2005). Within the hospitality industry, work stress has been regarded as one of the most important issues facing mangers because, among other things, it affects the performance of all levels of employees, including both managers and hourly employees (Ross, 1995). As per the results of one of the previous studies by the researcher on the role of different advancement strategies on the speed of promotion, the results reveal that the promotion rate is not keeping pace with the length of service for most of the women managers. This factor motivated the researcher to undertake further studies on the outcomes of lack of promotional opportunities for women managers in hotel industry. The present study is based on the Organizational Role Stress Scale proposed by Pareek (1983), who postulated that role stress is one of the most significant factors that contribute to the burnout of executives. The purpose of the study is to examine and understand the phenomenon of role stress among men and women hotel professionals of luxury and five star hotels in India.
II. LITERATURE REVIEW
Role Stress
An important aspect of organisation, that integrates an individual with the organisation is the role assigned to him/her within the overall structure of the organisation (Aziz, 2004). Role denotes a set of functions one performs in response to the expectations of the “significant others”, and one’s own expectations from that position or office (Pareek, 1993). There are 2 role systems: Role Space and Role Set. Both have a built in potential for conflict and stress (Pareek, 2003). Role-based stress not only affects the social relationships in the
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work environment but also psychological and physical wellbeing of an individual and his/her role performance. Uncertain expectations along with lack of support and conflicting interests have the potential to generate role stress. By integrating the self with the role, the role stress can be reduced and a person’s effectiveness in the organisation can be enhanced.
III. ROLE STRESS AMONG WOMEN
In India, research and surveys reveal that men out-number women in terms of attaining top managerial positions (Centre for Social Research, 2009) and women appear to be underrepresented at managerial levels in Indian Hotel Companies (HVS 2011-12). Of the eight obstacles identified by Brownell (1998) to women’s career advancement, gender differences were found on the perceived importance of old boy networks, family and work conflict, pay and promotions, job characteristics, lack of mentors, lack of credibility, sexual harassment and stress. According to the study undertaken by Khetarpal (2006), the key stressors which affect maximum number of women in organizations are poor peer relations, intrinsic impoverishment and under- participation. Matteson (1980) identified four categories of work stressors: physical environment, individual level (a mixer of role and career development variables), group level (primarily relationship-based) and organizational level (a mixture of climate, structure, job design and task characteristic) affecting women. Aziz (2003) investigated the prevalence of organisational role stress among Indian information technology employees. Resource inadequacy has emerged as the most potent stressor. The study reported more stress among men as compared to women. Although these studies are in the context of IT and other service sectors, they very well match with the findings related to the field of hospitality in general. RESEARCH QUESTION AND HYPOTHESIS Based on the review of literature, results of the researcher’s previous paper on career advancement of women managers and general information collected through conversations with some of the experienced men and women managers, the following hypothesis has been formulated; Question: What are the levels of ORS experienced by male and female managers of Indian hotel industry? The hypothesis that guided this question was; H0: The stress levels between male and females managers in Indian five star hotels are the same. H1: Female managers in Indian five star hotels experience substantial job stress compared to male managers
IV. METHODOLOGY AND INSTRUMENT
Participants The sample consisted of 77 managers (32 male and 45 female) from various luxury and five star hotels from India. All the respondents were well qualified, 43(56%) have post graduate degree and 34 (44%) have graduate degree. Of the total 77 respondents, 43 (56%) are in the age group of 26-30 years, 22 (28%) are in the age group of 31-35 years and 12 (16%) are above 40 years. 43 (56%) respondents have more than 7 years of industry experience and they are at the HOD and above levels. Instrument and procedure The study used a descriptive research design. The instrument used for collecting data is “organisational role stress-scale” (ORS). The ORS scale is a comprehensive tool to produce data about different role stressors afflicting a respondent. Specifically this instrument covers ten role stressors: (1) Inter role distance (IRD): conflict between the organisational and personal roles (2) Role stagnation (RS): A feeling of stagnation and lack of growth in the job (3) Role expectation conflict (REC): conflicting demands on one by others in the organization (4) Role erosion (RE): A decrease in one’s level of responsibility (5) Role overloads (RO): Too many responsibilities to do everything well (6) Role isolation (RI): Feeling of isolation from channels of communication (7) Personal inadequacy (PI): lack of knowledge, skills or adequate preparation to be effective in a particular role (8) Self-role distance (SRD): A conflict between one’s personal values or interests and one’s job requirements (9) Role ambiguity (RA): Unclear feedback from others about one’s responsibilities and performance
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(10) Resource inadequacy (RIn): non-availability of resources needed for effective role performance The ORS is a widely used instrument to measure these role stressors. The scale holds five items for each role stress i.e. a total of 50 statements, and it uses a five-point scale, from 1 to 5. The total score on each role stress ranges from 5 to 25 and the total ORS score from 50 to 250. The ratings of five items are totalled to get the total score for each role stressor. Score up to 5 is categorized as low stress, 6-10 is moderate, 11-15 is high and 16-20 is very high. The ORS scale was used to generate data about varied stresses experienced by respondents. The data was analysed through Microsoft excel to get the rankings and also by using SPSS 16.0 to obtain the t-values and ANOVA. The mean and SD for both men and women managers were calculated separately and the rank orders were given according to the mean ratings.
V. RESULTS AND DISCUSSION
As the authors were concerned with ascertaining the differences and similarities between female and male managers, these two groups were treated as two separate sub-populations of the main sample throughout the analysis. The findings of the study reveal that hospitality managers experience organizational role stress at moderate to high levels. The stress levels of male managers are comparatively lesser than the female managers as against the study results of Aziz (2003). The mean organizational role stress score of 115.25 for male and 126.96 for female managers with the standard deviation of 26.39 and 55.09 suggests that the stress levels are high but they are not evenly spread throughout the population. Among the constituent role stressors as shown in the tables below, Inter Role Distance (IRD) has emerged as the most potent stressor for both men and women with a mean score of 15.38 and 15.98. It is followed by Role Erosion (mean score of 13.50 and 14.69) and Role Isolation (mean score 13.25) for men and Role Stagnation (mean score 14.24) for women. It is a well-known fact that the hotel industry works 24x7 and the managers are expected to be present even during unsociable hours. Table I: ORS scores for male managers Table II: ORS scores for female managers
Equated to women managers, male managers feel more isolated in their roles. The ranking of men for this category was 3 (mean score 13.25) and for women, it was 6 (mean score 11.87). Hospitality is majorly a male dominated industry and there are competing interests between many male members as compared to women. The growth may be limited to the best performing members of the community in particular. Though one of the
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prominent career barriers for women’s career development is lack of growth at the middle and upper management levels, the male managers also experience similar outcomes. Table III: p-values of male and female managers on ORS dimensions
Stressors
Male N=32
Female N=45
t -values df=75
Mean
SD
Mean
SD
IRD
15.38
3.33
15.98
3.33
0.587
RS
12.63
3.93
14.24
3.93
1.135
REC
11.33
4.23
11.20
4.23
0.064
RE
13.50
3.09
14.69
3.09
1.009
RO
12.00
2.74
13.69
2.74
1.844
RIs
13.25
3.93
11.87
3.93
1.203
PI
8.63
3.9
10.09
3.9
1.551
S/RC
11.00
3.9
11.69
3.9
0.537
RA
8.75
3.83
10.78
3.83
1.628
RIn
9.00
3.48
12.73
3.48
3.481
p<0.05 The independent samples t-test was conducted to find out the differences in stress levels between men and women managers. The results revealed statistically significant difference between men and women on Inter Role Distance, Role Stagnation, Role Erosion, Role Overload, Role Isolation and Role Ambiguity for which the p-value was less than 0.05.Therefor the null hypothesis that male and female managers experience same stress levels gets rejected. It is a reality in India that working women are not absolved of their domestic duties. According to existing literatures, the dual responsibilities of working women are the major source of work family conflicts and resultant stress related outcomes. Stress and educational levels: The job of hospitality requires specific type of professional education. For the purpose of analysis on the basis of education, the respondents are divided into three groups, viz. undergraduate, post graduate and others. There is no significant difference in the average overall stress levels between the three groups. Stress and years of experience: The analyses on the basis of years of work experience of the respondents reported a statistically significant difference between the first two groups (3-6 & 7-10) and the third group (more than 10 years) on organisational role stress levels. The stress levels of junior managers are higher than that of senior experienced managers. This is one of the reasons for a very high attrition levels (38-45% as per HVS) in the hospitality industry where employees are leaving the industry at an early stage of their professional career. Table IV& V : Stress and years of experience Overall (ON 77) (I) experience (J) experience Mean Difference (I- J) Std. Error Sig. 3-6 7-10 3.200 10.288 .948 more than 10 -56.723* 10.096 .000 7-10 3-6 -3.200 10.288 .948 more than 10 -59.923* 10.096 .000 more than 10 3-6 56.723* 10.096 .000 7-10 59.923* 10.096 .000 *. The mean difference is significant at the 0.05 level.
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Due to the current economic downturn, the average occupancy rates in star hotels in India are only about 58.4% (HVS, 2013). As a result hotels are trying to minimize costs through applying a range of cost cutting strategies but at the same time they are trying improve the customer service quality. They have adopted strategies to reduce personnel, freeze wages and conditions, eliminate or combine job categories and increase hours of work which have enormous implications for those working in the industry. Typically, these concerns are associated with shift work and fatigue as a result of working long hours, unpredictable shifts, few breaks, heavy physical, mental and emotional demands (Wallace, 2003). This correlates with the results of the study where managers in general have a feeling of role isolation, role stagnation and role erosion and their growth is temporarily stunted. The above factors can be categorized as environmental sources of stress and they are beyond the control of any individual. But they have the potential to create stress because they affect the manager’s professional growth. The overall results of this study based on ratings given reveal that the perceived stress levels are higher among women as compared to men. Not surprisingly, the stress will be greater for women due to family responsibilities resulting in work life conflicts and vice versa.
VI. CONCLUSION
It can be concluded that, cumulatively, women managers are experiencing significantly higher pressure stemming from home, work and social factors than are men managers; Women managers are also facing greater number of stress outcomes (behavioural and health) than are men managers. In order to reduce job stress among managers, organizations should clearly outline and communicate its expectations, provide opportunity to develop their career and move to higher positions in the organization. Attention can also be paid to gender differences as organizations attempt to provide support and design programs to reduce stress levels of women managers. While some of the stressors may be common to all types of organizations, there are some pressures and demands that are unique to hospitality industry. Therefore there is a definite need for hotel companies to devise and invest in strategies that can keep the level of stress within the manageable limits among managers. REFERENCES
[1] Arnold, J. et al. (1998). Work Psychology: Understanding Human Behaviour in the Workplace. Pearson Higher Education: London.
[2] Aziz, M. (2004). Role Stress among Women in the Indian Information Technology Sector. Women in Management Review, 19 (7),pp 353-363.
[3] Bhagat, R.S. et al. (2010). Organizational stress, psychological strain and work outcomes in six national contexts: A closer look at the moderating influences of coping styles and decision latitude, Cross cultural management, 17, pp10-29.
[4] Centre for Social Research (2013). Women Managers in India: Challenges and Opportunities. Retrieved from http://www.csrindia.org/index.php/women-managers-in-india.
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[13] Pareek, U. (1983). The 1983 Annual for facilitators, trainers and consultants. Pfeiffer & company: London.
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