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 JOB STRESS AND ITS IMPACT ON EMPLOYEES PERFORMANCEIAEME Publication
The employees in the organization are under a great deal of stress and due to many antecedents of stress such as overload, role ambiguity, role conflict, responsibility for people, participation, lack of feedback, keeping up with rapid technological change. Outcomes of this among the employees are stress on job performance. The physical and psychology demands of workers in the organization make them more vulnerable to high level of stress. This study investigated and evaluated the job stress and its effect on job performance among the employees in the organization.
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 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
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.
A study on the effect of stress on performance of employees in commercial ban...Alexander Decker
Job related
factors
1
Organizational
related factors
Individual
related factors
Performance
.567**
.000
.567**
1
.000
.543**
.621**
1
.000
-.654**
.000
-.678**
.000
-.643**
1
Correlation
Performance
Sig. (2-tailed)
**. Correlation is significant at the 0.01 level (2-tailed).
.000
.000
.000
1) The study examined the level of stress and its impact on performance among employees at Commercial Bank
Effects of Occupational Stress on Employees: Gender Reaction and Coping Techn...DenisseDiaz30
This document summarizes a study that examined gender differences in occupational stress and coping strategies. The study surveyed 114 employees (68 females and 46 males) and measured physical and psychological symptoms of stress, as well as coping strategy use. The results found no significant differences between males and females in reported physical or psychological symptoms of stress. However, differences were found in coping strategies used, with females more likely to use a combination of problem-focused and emotion-focused strategies, while males preferred problem-focused strategies alone. The study contributes to research on gender differences in occupational stress and coping, but further examination is needed on coping effectiveness.
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.
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 JOB STRESS AND ITS IMPACT ON EMPLOYEES PERFORMANCEIAEME Publication
The employees in the organization are under a great deal of stress and due to many antecedents of stress such as overload, role ambiguity, role conflict, responsibility for people, participation, lack of feedback, keeping up with rapid technological change. Outcomes of this among the employees are stress on job performance. The physical and psychology demands of workers in the organization make them more vulnerable to high level of stress. This study investigated and evaluated the job stress and its effect on job performance among the employees in the organization.
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 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
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.
A study on the effect of stress on performance of employees in commercial ban...Alexander Decker
Job related
factors
1
Organizational
related factors
Individual
related factors
Performance
.567**
.000
.567**
1
.000
.543**
.621**
1
.000
-.654**
.000
-.678**
.000
-.643**
1
Correlation
Performance
Sig. (2-tailed)
**. Correlation is significant at the 0.01 level (2-tailed).
.000
.000
.000
1) The study examined the level of stress and its impact on performance among employees at Commercial Bank
Effects of Occupational Stress on Employees: Gender Reaction and Coping Techn...DenisseDiaz30
This document summarizes a study that examined gender differences in occupational stress and coping strategies. The study surveyed 114 employees (68 females and 46 males) and measured physical and psychological symptoms of stress, as well as coping strategy use. The results found no significant differences between males and females in reported physical or psychological symptoms of stress. However, differences were found in coping strategies used, with females more likely to use a combination of problem-focused and emotion-focused strategies, while males preferred problem-focused strategies alone. The study contributes to research on gender differences in occupational stress and coping, but further examination is needed on coping effectiveness.
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.
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.
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 article introduces the Job Content Questionnaire (JCQ) as a tool for assessing psychosocial job characteristics. Part I describes the development and theoretical basis of the JCQ scales, which measure job demands, decision latitude, social support, physical demands, and job insecurity. These scales assess the job strain model and its predictions about stress risk and behavioral responses under conditions of high psychological demands and low decision control. Part II reports on the cross-national validity of the JCQ scales based on studies of over 10,000 men and 6,000 women across multiple countries. Part III reviews comparisons of intercountry and interoccupation differences in JCQ scale scores.
1) The study examined job satisfaction and organizational commitment among 721 employees across 56 small businesses.
2) It found that older workers reported higher levels of overall job satisfaction, commitment to their organization, and satisfaction with management compared to younger workers.
3) Additionally, satisfaction with the work itself increased with age, but satisfaction with pay and promotions declined slightly for those aged 41-50 before rising again.
Abusive leadership – a barrier to employee empowermentAlexander Decker
This document summarizes a research study on the negative impact of abusive leadership on employee empowerment. It begins with an introduction discussing the importance of employee empowerment for organizational competitiveness. It then reviews literature on abusive leadership, identifying its key characteristics like arrogance and interpersonal insensitivity. The study aims to correlate abusive leadership characteristics with variables of employee empowerment. It describes the research methodology used and discusses literature on empowerment and consequences of abusive leadership like reduced organizational commitment.
This document summarizes a study examining how organizational identification impacts employees who experience abusive supervision. The study hypothesizes that employees who strongly identify with their organization will feel more cohesion with their work group and be less likely to gossip about their abusive supervisor. Abusive supervision has been shown to negatively impact employee well-being, attitudes, and behaviors. However, organizational identification may buffer some of these negative effects by increasing perceived cohesion among coworkers and decreasing retaliatory behaviors like gossip. The study aims to provide insight into why employees do not always react negatively towards abusive leaders.
IMPACT OF KARASEK JOB DEMAND CONTROL MODEL ON THE JOB SATISFACTION OF THE EMP...Nehal Hussain
This document summarizes a study that examines the impact of the Karasek Job Demand Control (JDC) model on job satisfaction levels of employees at NADRA, a Pakistani government organization. The study used a questionnaire to collect data from 200 NADRA employees on job demands, job control, social support, and job dissatisfaction. Statistical analysis using linear regression and correlation found that low demands, low control, and low social support were associated with higher job satisfaction. The results provide insight into factors influencing satisfaction among NADRA employees, though future research could further explore the findings.
This document is a literature review on job satisfaction that discusses definitions of job satisfaction, its importance, and factors that influence it. The review examines definitions from various authors that describe job satisfaction as an internal feeling or attitude toward one's work. It discusses the importance of job satisfaction for employee motivation, productivity and company performance. The review also analyzes several models of job satisfaction and identifies factors that can influence satisfaction, such as the nature of work, salary, opportunities for advancement, management, working conditions and social relationships.
Impact of Job Stress of Employees on Job Satisfaction in Telecom Industryijtsrd
Human resource plays a vital role in development and increasing the productivity of any organization. It is defining that human uses it maximum possible extent for achieving the goal of organization or individual’s career growth. It is the individual performance that define the attainment of goals and employee performance is somehow influenced by the job satisfaction and motivation of employee. Job satisfaction somehow define the involvement towards the work. Job satisfaction is the mental state of employee that define the satisfaction as well involvement of employees towards their work. In organization many employees work for sake of money and profitability but if employee do not satisfy with their work, then it cause job stress, then employee do not work in good way and this show negative impact on goodwill of the company. Pratya Mishra | Dr. Rajesh Singh "Impact of Job Stress of Employees on Job Satisfaction in Telecom Industry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd42395.pdf Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/42395/impact-of-job-stress-of-employees-on-job-satisfaction-in-telecom-industry/pratya-mishra
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.
Abusive Supervision is also one of the adopting variable and it is most used in every organization, every organization need to find out the abusive supervision variables in their organization for better productivity.
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.
This document summarizes a research study on the antecedents of job stress and its impact on job satisfaction. The study examines how factors like work overload, role ambiguity, and role conflict can lead to job stress. It also analyzes the relationship between job stress and job satisfaction, hypothesizing that job stress will have a negative impact on job satisfaction. A questionnaire was administered to 200 professionals across various fields to assess the relationships between the variables. The results found significant positive correlations between work overload, role conflict, and role ambiguity with job stress. Additionally, a significant negative correlation was found between job stress and job satisfaction.
Presenting about stress and work well-being
The presentation is about stress and how to reduce and manage properly, also talking about the strategies to prevent bullying and other types of violence that occur in the workplace, including the topic about some hypotheses about frustration-aggression and justice.
This document summarizes factors that influence employee job satisfaction and models of job satisfaction. It discusses dimensions of job satisfaction such as working conditions, wages/salaries, opportunities for advancement, and social relationships. Models explained include affect theory, dispositional theory, opponent process theory, equity theory, and Herzberg's two-factor theory. The document concludes that job satisfaction is important for employee motivation and a positive work environment enhances satisfaction.
JOB STRESS AND MANAGING TECHNIQUES IN GOLDEN ROCK RAIL WORKSHOPIAEME Publication
This document summarizes a research study on job stress and managing techniques among employees at the Golden Rock Rail Workshop in Tiruchirapalli, India. The study aimed to identify major sources of stress, evaluate levels of job stress, understand its impacts, and suggest ways to reduce stress. A sample of 600 employees were surveyed using a questionnaire. Statistical analysis using SPSS found that organizational factors like role ambiguity, role overload, lack of leadership support, and role stagnation were primary stressors. The study provides insight into occupational stress at Golden Rock Rail Workshop and makes recommendations for stress management techniques.
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..
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.
Pre exercise and mindfulness training- finalsedunham
1. The document proposes studying the effects of adding pre-exercise to mindfulness training programs in the workplace. It suggests that pre-exercise may help increase individuals' ability to enter a mindful state.
2. Participants will be randomly assigned to groups participating in mindfulness training, pre-exercise, or a combination, and a control group. Improvements in individual and organizational measures will provide support for adding pre-exercise.
3. Workplace stress can negatively impact employee attitudes, performance, health, and turnover. Mindfulness training has been shown to reduce stress and improve these outcomes, which could benefit organizations.
This document provides an organizational study of A.V. Thomas & Co. Ltd's Consumer Products Division unit in Othakalmandapam, India. It includes an introduction to the company and unit, objectives of the study, company and industry profiles. It describes the organizational structure, departments and their functions. It also provides information on the unit's products, manufacturing facilities and certifications. The aim of the document is to study the organization, its products and functions.
The Influence of Organizational Culture on Job StressThomas Trip
This document is a bachelor's thesis that examines the influence of organizational culture on job stress. It presents three models of organizational culture (Competing Values Framework, Four Culture Types, Hofstede's six dimensions) and three models of job stress (Job Demands-Resources Model, DISC model, War's vitamin model). By combining the organizational culture models, the thesis develops a new Four Culture Typology model consisting of target, functional, innovation and pack cultures. It analyzes the different job demands and resources of each culture type and concludes that job stress is most likely in the target culture and least likely in the innovation culture. However, personality-culture fit can decrease the experience of job stress by improving an employee's experience of
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.
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 article introduces the Job Content Questionnaire (JCQ) as a tool for assessing psychosocial job characteristics. Part I describes the development and theoretical basis of the JCQ scales, which measure job demands, decision latitude, social support, physical demands, and job insecurity. These scales assess the job strain model and its predictions about stress risk and behavioral responses under conditions of high psychological demands and low decision control. Part II reports on the cross-national validity of the JCQ scales based on studies of over 10,000 men and 6,000 women across multiple countries. Part III reviews comparisons of intercountry and interoccupation differences in JCQ scale scores.
1) The study examined job satisfaction and organizational commitment among 721 employees across 56 small businesses.
2) It found that older workers reported higher levels of overall job satisfaction, commitment to their organization, and satisfaction with management compared to younger workers.
3) Additionally, satisfaction with the work itself increased with age, but satisfaction with pay and promotions declined slightly for those aged 41-50 before rising again.
Abusive leadership – a barrier to employee empowermentAlexander Decker
This document summarizes a research study on the negative impact of abusive leadership on employee empowerment. It begins with an introduction discussing the importance of employee empowerment for organizational competitiveness. It then reviews literature on abusive leadership, identifying its key characteristics like arrogance and interpersonal insensitivity. The study aims to correlate abusive leadership characteristics with variables of employee empowerment. It describes the research methodology used and discusses literature on empowerment and consequences of abusive leadership like reduced organizational commitment.
This document summarizes a study examining how organizational identification impacts employees who experience abusive supervision. The study hypothesizes that employees who strongly identify with their organization will feel more cohesion with their work group and be less likely to gossip about their abusive supervisor. Abusive supervision has been shown to negatively impact employee well-being, attitudes, and behaviors. However, organizational identification may buffer some of these negative effects by increasing perceived cohesion among coworkers and decreasing retaliatory behaviors like gossip. The study aims to provide insight into why employees do not always react negatively towards abusive leaders.
IMPACT OF KARASEK JOB DEMAND CONTROL MODEL ON THE JOB SATISFACTION OF THE EMP...Nehal Hussain
This document summarizes a study that examines the impact of the Karasek Job Demand Control (JDC) model on job satisfaction levels of employees at NADRA, a Pakistani government organization. The study used a questionnaire to collect data from 200 NADRA employees on job demands, job control, social support, and job dissatisfaction. Statistical analysis using linear regression and correlation found that low demands, low control, and low social support were associated with higher job satisfaction. The results provide insight into factors influencing satisfaction among NADRA employees, though future research could further explore the findings.
This document is a literature review on job satisfaction that discusses definitions of job satisfaction, its importance, and factors that influence it. The review examines definitions from various authors that describe job satisfaction as an internal feeling or attitude toward one's work. It discusses the importance of job satisfaction for employee motivation, productivity and company performance. The review also analyzes several models of job satisfaction and identifies factors that can influence satisfaction, such as the nature of work, salary, opportunities for advancement, management, working conditions and social relationships.
Impact of Job Stress of Employees on Job Satisfaction in Telecom Industryijtsrd
Human resource plays a vital role in development and increasing the productivity of any organization. It is defining that human uses it maximum possible extent for achieving the goal of organization or individual’s career growth. It is the individual performance that define the attainment of goals and employee performance is somehow influenced by the job satisfaction and motivation of employee. Job satisfaction somehow define the involvement towards the work. Job satisfaction is the mental state of employee that define the satisfaction as well involvement of employees towards their work. In organization many employees work for sake of money and profitability but if employee do not satisfy with their work, then it cause job stress, then employee do not work in good way and this show negative impact on goodwill of the company. Pratya Mishra | Dr. Rajesh Singh "Impact of Job Stress of Employees on Job Satisfaction in Telecom Industry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd42395.pdf Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/42395/impact-of-job-stress-of-employees-on-job-satisfaction-in-telecom-industry/pratya-mishra
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.
Abusive Supervision is also one of the adopting variable and it is most used in every organization, every organization need to find out the abusive supervision variables in their organization for better productivity.
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.
This document summarizes a research study on the antecedents of job stress and its impact on job satisfaction. The study examines how factors like work overload, role ambiguity, and role conflict can lead to job stress. It also analyzes the relationship between job stress and job satisfaction, hypothesizing that job stress will have a negative impact on job satisfaction. A questionnaire was administered to 200 professionals across various fields to assess the relationships between the variables. The results found significant positive correlations between work overload, role conflict, and role ambiguity with job stress. Additionally, a significant negative correlation was found between job stress and job satisfaction.
Presenting about stress and work well-being
The presentation is about stress and how to reduce and manage properly, also talking about the strategies to prevent bullying and other types of violence that occur in the workplace, including the topic about some hypotheses about frustration-aggression and justice.
This document summarizes factors that influence employee job satisfaction and models of job satisfaction. It discusses dimensions of job satisfaction such as working conditions, wages/salaries, opportunities for advancement, and social relationships. Models explained include affect theory, dispositional theory, opponent process theory, equity theory, and Herzberg's two-factor theory. The document concludes that job satisfaction is important for employee motivation and a positive work environment enhances satisfaction.
JOB STRESS AND MANAGING TECHNIQUES IN GOLDEN ROCK RAIL WORKSHOPIAEME Publication
This document summarizes a research study on job stress and managing techniques among employees at the Golden Rock Rail Workshop in Tiruchirapalli, India. The study aimed to identify major sources of stress, evaluate levels of job stress, understand its impacts, and suggest ways to reduce stress. A sample of 600 employees were surveyed using a questionnaire. Statistical analysis using SPSS found that organizational factors like role ambiguity, role overload, lack of leadership support, and role stagnation were primary stressors. The study provides insight into occupational stress at Golden Rock Rail Workshop and makes recommendations for stress management techniques.
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..
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.
Pre exercise and mindfulness training- finalsedunham
1. The document proposes studying the effects of adding pre-exercise to mindfulness training programs in the workplace. It suggests that pre-exercise may help increase individuals' ability to enter a mindful state.
2. Participants will be randomly assigned to groups participating in mindfulness training, pre-exercise, or a combination, and a control group. Improvements in individual and organizational measures will provide support for adding pre-exercise.
3. Workplace stress can negatively impact employee attitudes, performance, health, and turnover. Mindfulness training has been shown to reduce stress and improve these outcomes, which could benefit organizations.
This document provides an organizational study of A.V. Thomas & Co. Ltd's Consumer Products Division unit in Othakalmandapam, India. It includes an introduction to the company and unit, objectives of the study, company and industry profiles. It describes the organizational structure, departments and their functions. It also provides information on the unit's products, manufacturing facilities and certifications. The aim of the document is to study the organization, its products and functions.
The Influence of Organizational Culture on Job StressThomas Trip
This document is a bachelor's thesis that examines the influence of organizational culture on job stress. It presents three models of organizational culture (Competing Values Framework, Four Culture Types, Hofstede's six dimensions) and three models of job stress (Job Demands-Resources Model, DISC model, War's vitamin model). By combining the organizational culture models, the thesis develops a new Four Culture Typology model consisting of target, functional, innovation and pack cultures. It analyzes the different job demands and resources of each culture type and concludes that job stress is most likely in the target culture and least likely in the innovation culture. However, personality-culture fit can decrease the experience of job stress by improving an employee's experience of
The document discusses the strategic role of human resources (HR) in supporting India's Skill India initiative. It outlines several ways HR can partner to develop skills, including setting up training centers, developing trainers, implementing a talent supply chain model, and innovative training programs. HR is well-positioned to collaborate across government, industry, and society to help train the large number of youth needed and ensure skills align with market demands. By taking a strategic role, HR can help achieve the goal of training 500 million people by 2020 and support India's continued economic and social development.
Group dynamics - behavioural dynamics of groups by Derek HendrikzDerek Hendrikz
The Group Dynamics - behavioural dynamics of groups by Derek Hendrikz is the first of three articles in the field of group dynamics. Psychodynamics, humanistic and the psychological approaches to group behaviour is investigated. www.derekhendrikz.com
STUDENT EXPERIENCES IN A PROJECT-BASED LEARNING TECHNOLOGY CURRICULUM AT A ...Daniel Downs
The purpose of this qualitative study was to understand the group dynamic in PBL task delegation and technology skill fluency through the language of its participants. The researcher collected themes, experiences, and decisions depicted in the language of high school students as they negotiated a final project using computer technology tools to create mobile applications for their high school community.
Often in groups, teachers are not always part of the exchange of learning and necessary communication between students to complete tasks and negotiate ideas. This research assists teachers in developing strategies to better organize and guide groups in a PBL curriculum with technology so students can more effectively address the needs of projects independently.
In this research, the PBL curriculum promoted conversation and communication for delegated tasks amongst students and developing a sense of familiarity and cohesiveness in student centered groups. Scenarios which required the management of group members to complete the tasks required in the project were also prevalent. Group members shared critical vocabulary related to technology and the process of the project. Additional benefits included group approaches with the consideration of continually improving the project and also an increased awareness and appreciation for the technology used in the project.
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CHEST LYMPHOMA
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Impact of Abusive Supervision on Employee Turnover Intention: The Moderating ...ijtsrd
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Stress has become innate to all occupations and other aspects of life. The term -stress' can be perceived in various ways like environmental pressure, strain which an individual encounters, unpleasant interactions between an individual and the circumstances, etc Halkos and Bousinakis, 2010 . Usually, at work place, the unmatched job requirement and an individual capability create a pressure or emotional disturbance which is perceived differently by every individual thus making stress a very subjective element Michie, 2002 . In modern times, the definition of a stress is more related to the personal experience of an individual that is caused due to the pressures and demands of the workplace Blaug, Kenyon and Lekhi, 2007 . The stress can significantly impact the ability and performance of an individual as well as their perception on own's capability. Studies have associated different types of stressors, such as organizational factors, psychological distress with the performance of an individual. Further, the level of stress in respondents depends upon their age, qualification, position in the organization, type of work creative or routine , etc. The field of higher education is also no exception to stress. On account of the growth in number of institutions, enrolment rate, evolving higher standards of education and competition in the job market, institutions of higher learning are expected to turn out competitive and more stressful. In the current study, the researcher tries to analyze factors leading to stress and its impact on productivity with special reference to teachers in higher education. Bharathi. A | Dr. H. Prakash "A Conceptual Study on Factors Leading to Stress and its Impact on Productivity with Special Reference to Teachers in Higher Education" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29667.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29667/a-conceptual-study-on-factors-leading-to-stress-and-its-impact-on-productivity-with-special-reference-to-teachers-in-higher-education/bharathi-a
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
Organizational Stress, Job Satisfaction and Employee Mental Health: A Compara...inventionjournals
Employees are increasingly recognising that work is infringing on their personal lives and they are not happy about it. Evidence indicates that balancing work and life demands now surpasses job security as an employee priority. They want a life as well as a job. The purpose of the study is to assess the occupational stress, job satisfaction and mental health of employees belonging to two professions namely bank and IT firms comprising of both private as well as private sector. The need was felt so as to aid the personnel to combat with various dimensions of occupation stress and job dissatisfaction and to inculcate feelings of organisational citizenship behaviour and commitment and reduce employee turnover costs and attrition which is on the rise these days. Design and Methodology – An attempt was made to study 60 bank employees each from private sector and public sector. Similarly, from the IT firms 60 each employees were taken from private as well as public sector of Kolkata following simple random sampling.The total sample size was 240. For this purpose the following scales were used- 1.Job Satisfaction Questionnaire by Dr. B.C. Muthayya 2.The Occupational Stress Index by Dr. A. K. Shrivastava and Dr. A.P. Singh - It purports to measure the extent of stress which employees perceive in terms of 12 domains. 3.Employee's Mental Health Inventory (EMHI) by Dr.Jagdish Results – The occupational stress has been found out to be maximum in terms of role overload ,powerlessness, underparticipation ,low status and unprofitability for banks in private sector. Least occupational stress has been reported by employees working in IT private sector. Considering job satisfaction bank private sector face maximum job dissatisfaction. Whereas, IT govt sector encounters least job dissatisfaction. Lastly, taking into account employee mental health ,good mental health prevails among employees from IT govt sector and worst among bank private sector. Conclusion - Experiencing high levels of organisational stress has negative effects on task performance. It also adversely affects ones’ physical and mental health in a wide variety of ways. Stress and job dissatisfaction is a major cause to disrupt worklife balance , desk rage and burnout.
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.
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.
Stress and Emotional Bases, investigating the Effectiveness of Emotional Inte...QUESTJOURNAL
Introduction: Specific occupational environments such as mining activities are the source of various stressors. This study aimed to investigate the effectiveness of emotional intelligence training on job stress of the employees of GolGohar Mining and Industrial Company in Sirjan, Kerman. Method: A quasi-experimental design with pretest and posttest was used and 86 employees of GolGohar Mining and Industrial Company in Sirjan were selected using the stratified random sampling method and were divided into two groups of treatment and control. Experimental group received training protocol of ten sessions of 90 minutes and the control group was inserted in the waiting list. Structured clinical interview, demographic questionnaire, Bar-On emotional intelligence questionnaire and job stress questionnaire were used for data collection. Chi-square test and analysis of covariance were used for data analysis. Results: Data analysis showed that emotional intelligence training intervention on the components of workload, perceived incompetence, duplicity, restrictions and responsibilities has played a significant effectiveness (p<0.01).><0.01). Conclusion: The findings of this study suggest the effectiveness of emotional intelligence training on occupational stress index. This finding can be taken into consideration in planning of the preventive and therapeutic interventions.
A Study on Occupational Stress Among Bus DriversIJMREMJournal
Professional driving is a very demanding task. According to the recent scientific evidence, Bus drivers tend to
report high levels of occupational stress, burnout and occupational traffic accidents. Health has always been
closely linked with occupation. Occupation related stress among working people is drastically increasing
worldwide. Stress at work place has become an integral part of everyday life and is referred as ‘worldwide
epidemic’ by the World Health Organization. This would have impact on the body and discomfort reflected in
various parts of the body bringing about certain health problems. This study is an attempt to analyze the various
factors that lead to stress among bus drivers and to examine the prevalence of health problems.
A Study on Causes of Stress at Workplace among Employeesijtsrd
The organizational causes of stress range from heavy workloads and tight deadlines to verbal abuse and financial struggles more than one third of Indians experience chronic work stress. Stress is a natural reaction to excessive demands and perceived threats. From an occupational perspective, its the gap between employees needs and abilities and what their workplace offers and requires. The workplace is an important source of both demands and pressures causing stress, and structural and social resources to counteract stress. Approximately 80 of people feel stressed on the job, according to the ICAR National Institute of A biotic Stress Management About 25 say that their job is the primary stressor in their lives, leading to Back and neck pain, poor sleep, eye strain, muscle and joint pain, weakened immune system, digestive distress, heart palpitations, weight gain, anxiety and depression, fatigue, mood swings, aggressive behaviour, poor mental focus, loss of motivation, diminished work capacity. The research design adopted by the researcher is descriptive in nature. The study was conducted in Salem Steel Plant, Salem District. The size of the sample was 60 employees. It is a 5 point scale that consists of 21 items. The study concludes that more than half 51.7 of the respondents have moderate levels of shopping addiction. Dr. M. Punitha | G. V. Selva Priya "A Study on Causes of Stress at Workplace among Employees" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-2 , February 2022, URL: https://www.ijtsrd.com/papers/ijtsrd49307.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/49307/a-study-on-causes-of-stress-at-workplace-among-employees/dr-m-punitha
An Analysis of Work Stress among College Teachers in Selffinancing College, P...IOSR Journals
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students, to find out the stress creators, to analysis of sharing stress problems, to find out techniques applied by
the College teachers for managing stress
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A Study of Organisational Role Stress on Merchandisers Working in Export Oriented Home Textile Companies
1. A STUDY OF ORGANISATIONAL ROLE STRESS ON
MERCHANDISERS WORKING IN EXPORT ORIENTED HOME
TEXTILE COMPANIES
A
SYNOPSIS SUBMITTED
TO THE
SHRI JAGDISHPRASAD JHABARMAL TIBREWALA UNIVERSITY,
FOR THE DEGREE
OF
DOCTOR OF PHILOSOPHY
IN
MANAGEMENT
By
KRISHNANAND TRIPATHI
REGISTRATION NO. 19715042
UNDER THE GUIDANCE OF
DR.RAJINDER S.AURORA
REGISTRATION NO.: JJT/2K9/CMG/0066
DEPARTMENT OF MANAGEMENT & COMMERC
SHRI JAGDISHPRASAD JHABARMAL TIBREWALA UNIVERSITY,
VIDYANAGARI, JHUNJHUNU, RAJASTHAN – 333 001
Year 2016
2. INDEX
Sr. No. Chapters Page No
1. Introduction 1-3
2. Literature Review 4-10
3. Problem Statement 11
4. Objective 12
5. Hypothesis 13
6. Research Methodology 14-15
7. Scope of study 16
8. Limitations 17
9. Work Plan 18-19
10. References 20-23
3. 01 TITLE OF RESEARCH
WORK
A study of organizational role stress on
merchandisers working in export orientated home
textile companies
02 NAME OF SCHOLAR Krishnanand Tripathi
03 SUBJECT Management
04 REGISTRATION NO OF
SCHOLAR
19715042
05 NAME OF GUIDE Dr.Rajinder S Aurora
06 DESIGNATION Faculty
07 GUIDE WORKING
PLACE
IBS Business School, Mumbai
Signature of the Guide Signature of Scholar
with Seal
4. 1. INTRODUCTION:
We consider organizational stress as negative force which reduces the over all
organizational performance by creating unnecessary negativity within individual and
team.J.E.Newman defined organizational stress as a situation originating out from the
communication of employees with their jobs and symbolized by changes within
employees that stimulate them to alienate from normal functioning.These milestone
studies have dreadfully contributed to spread knowledge on the detrimental effects of
stress on the wellbeing.
It is recognized that occupational stress still remnants a millstone as a result of its
adverse ramifications on employees’s psychological wellness,work life
balance,somatic health and adversely correlated with the results such as
organizational commitment,employee turnover,job satisfaction and over all
organizational productivity.Some of the noticeable stressors diagnosed at work place
have been represented by astounding globalization prospects which is expending
cutthroat market competition,mergers and acquisitions emerging.
Cooper and Marshall (1976) visualized factors generating stress within the
workplace into five broad categories : the intrinsic nature of work demand,fragmented
organizational structure ,slow career progression ,employee intensive role
participation ,interpersonal workplace conflicts and climate.These factors are directly
or indirectly generating unanticipated pressure on employee to counter ,adopt and
achieve new sets of job skills to regulate their abilities to match immense demands of
changing employment relation.
Sauter,Lim and Murphy (1996) discribe the occupational stress as the catastrophic
physical and emotional kickback that crop up when the demands of a job not match
meet the employee’s abilities,resources or needs. The impression of individuals
towards stress has changed now a days.Hans Selye popularized the theoretical
divergence between Eustress (positive stress) and Distress (negative stress) in
representing the dynamic characteristic of of stress responses.
5. Stress is not always abortive in nature,if use in positive sense,it can demonstrate one
of the most significant factors in bettering productivity and efficiency with the
organization (Spielberger, 1980).In case of negative sense,it can lead to severe
physical and psychological irregularities in employees health,and this can be liable for
frustration,job dissatisfaction and burnouts. Thus the stress is bi dimensional in nature
and it’s consequences depend on whether we perceive it as problem or a solution.
Organizational Stress is acquiring huge attention in the scholarly literature and it has
become a significant issue for the organizations as well as the individuals.
Professional life is one of the paramount component of our day to day lives which
root a great deal of stress. Normally people are more concern about the result of their
work that can alike affect the way they deal with other people and how they connect
and communicate with their colleagues,co-workers and customers.
Those people who have higher percentage of occupational stress may not feel satisfied
with their current job and hence they will not feel contended and delight working in
the organization. Such employees may feel disconnected and cramped when they are
having problems with other co-workers or customers.This create a adverse impact to
the organization itself. Studies done on occupational stress
(McLean, 1974; Brief, Schular and Vansell, 1981) Survey of the literature on
occupational stress acknowledge that there are a number of factors associated to the
job which influence the behaviour of the employees and as a outcome of it, normal
life is disordered.
Various studies reveals that job stress clouts the employees’ job satisfaction which
finally affect their overall performance in the work place. Most of the companies now
a days are demanding for the better job outcomes in less time and less amount of
resources. As a matter of fact, contemporary times have been terms as the “age of
anxiety and stress” (Coleman, 1976).
6. Beehr and Newman (1978) had exemplified stress as a scenario which will force a
person to diverge from routine functioning due to the change (i.e. depress or intensify)
in his/her physiological and psychological status, such that the person is forced to
diverge from routine functioning.It is imperative for an individual to acknowledge
the stresses that they are facing in their professional career.
7. LITERATURE REVIEW:
1. Sunetra Bhattacharya and Jayanti Basu (2007) The study of 101 information
Technology professional in Bangalore, reveals that Organizational Role Stress
(ORS) is undoubtedly correlated with the total sample Distress while it is
significantly and negatively associated with wellness.The female IT professional
experience higher wellness and at the same time employee in the age group of
more than 30 years experience more distress.
2. Shipra Khanna (2015) The study analysis results revels that there is antagonistic
relationship with life satisfaction and organizational role stress and it’s elements
amid the female doctors.It is found that those female doctors who has higher level
of life satisfaction experiences lower intensity of organizational role stress and
those female doctors who has lower life satisfaction suffers with higher
organizational role stress.
3. Dr. Babaraju. K. Bhatt & Vishal J. Mali (2014) The regression analysis of 100
middle level Surat based private sector bank’s employees reveals that the
productivity and efficiency of the employees has direct negative relationship with
stress levels experienced by the employees i.e. If the stress level is more the
employees productivity will be less and if the level of stress in employees is less
the productivity will be more.
4. R. Rajeswari and G. A. Sudershan (2014) Organizational role stress analysis of
IT based companies employees reveals that the role stress enlightened by the
employees are not interchangeable but diversified.Demographic variables has
direct association with role stagnation and role erosion while it has no association
with rest of eight organizational role stressors.
5. Puangpen Churintr (2010) Perceived organizational culture is more important
factor than job satisfaction for the employees who are at the operational level
while job satisfaction has greater significance than perceived organizational
culture for management level hotel employees .There is no effect of stress on
employee retention of both the categories.
6. Babatunde Akanji (2015) study suggest that managers should intent to enforce
essential plans that minimize acute stressors that have no probability of
8. accomplishing any positive work outcomes.Hence, the immediate interventions
are exceptionally accomplished by introducing good human resource practices
specially created to enhance employee capabilities. Organizations must priorities
policies and practices through associating it employees in decision making process
by focusing on facets like work autonomy, team work and effective
communications at all levels. Attractive work organizations can be created by
advancing these systems
7. Aizzat Mohd Nasurdin,Ramayah,T Kumaresan, S.(2005) Analysis of
hierarchical regression of 285 responses acknowledge that organizational
variables - conflict, blocked career and alienation had significant positive effects
on job stress. There is moderate effect of Neuroticism on organizational stressors -
alienation, work overload, and unfavorable work environment on job stress.
8. Alice M. Home(1998) Findings suggest that there is direct positive relationship
with the perceived role demands and role stress and role strain for women students
while it has negative impact for those participating in distance education.It has
been observed that the women students with lower income had more stress than
those with stronger financial support from family and friends.
9. Snigdha Rai and V.V. Ajith Kumar (2015) The study explore the
interconnection between five factor model of personality and role stress such as
role overload, role ambiguity and role conflict. The results reveals that there is
positive correlation among neuroticism and with all dimensions of role stress
(role overload, role ambiguity and role conflict). The relationship between
agreeableness factor of personality and role ambiguity and overall stress is
negative while the conscientiousness factor of personality is adversely correlated
with role conflict, role ambiguity, and overall stress.The conclusion of
hierarchical regression analysis reveals that neuroticism is the significant
prognosticator of role stress likewise its dimensions.
10. Therese A.Joiner (2001) Job related stress has significant negative ramifications
in organizations..The study reveals that lack of alignment in between manager’s
societal values and the organizational cultural values creates job stress.Eiffel
Tower organizational culture where low level of decentralization and high level of
formalization in compatible with high power distance and strong uncertainty
9. avoidance of Greek societal values abbreviating job related stress and enhancing
the Greek manager’s performance.
11. Jagdip Singh, Willem Verbeke and Gary K. Rhoads (1996) The findings
suggest that the organizational procedures and practices has significant impact on
the hazing role stress process.It is also noted that the procedural environments are
malfunctional because they generate greater altitude of role stressors, diminish
performance, and adversely affect the psychological well-being of the employees
on the other hand,the achievement motivation-oriented environments engage
specific trade-offs, because no one is clearly superior.
12. Supran Kumar Sharma,Jyoti Sharma & Arti Devi (2012) The employee
training on managing personality attributes like locus of control,work behavior
and propensity has significant positive effect on stress management at work for
bank employees.
13. Kathleen Dale and Marilyn L. Fox (2008) Study shows that employees perceive
higher felt responsibility when they observe that the superior illustrate a high
level of structural initiative exemplifying the working environment or creating
formal rules and procedures for employee to follow and this leads to higher
effective commitment.
14. Sanjay Kumar Singh (2005) The main findings of the study revels that there is
significant positive correlation in between the perceived internal environment of
the organization and attitudes towards journalistic writing on the other hand felt
role stress has significant negative relationship with journalistic writing attitude
through out all the five groups of newspaper reporters surveyed.
15. Yilmaz Akgunduz (2015) The study reveals that there is negative correlation in
between job performance and role ambiguity and role conflict.The job
performance has significant positive relationship with role overload and self-
esteem.Role ambiguity generates more role stress than role conflict or overload.
16. Joshua C Gandi,Paul S Wai,Haruna Karick& Zubairu K Dagona (1994)
There is no relationship with the gender difference in burnout level among
Nigerian nurses who come across medium to high levels of emotional exhaustion
and depersnalisation and high stage of personal accomplishment.Work Home
10. Interference (WHI) and Home Work Interference (HWI) arbitrate he relationship
among work characteristics and burnout.
17. Caroline Gilbert,Sophie De Winne & Luc Sels (2011) The results reveals that
there in no relationship between the number of HR task’s execution and
occurrence of HR role stressors among the front line managers. Nonetheless the
HR department has significant role to create an pertinent environment in terms of
providing training regarding HR competencies and HR support as well as advice
to line managers.
18. David Strutton Gina A. Tran,(2014) The stress level of subordinates reduce
when managers deals with sensitivity and this will leads to enhancement in
performance effectiveness of both the manager and the subordinates because their
increased level of motivation.
19. Dr. Lakshmi Jagannathan,Mrs Purnima Thampi & Ms Anshu (2013) The
results reveals that internality is directly proportionate to organizational role stress
i.e. when internality increases organizational role stress increases and vice
versa.The externality is inversely proportionate to organizational role stress i.e.
when externality increases organizational role stress decrease and vice versa.
20. Irfana Rashid & Parvaiz Talib (2013) Occupational stress is a paramount issue
for individual as well as organization. It has adverse impact on both individual
and organization’s well-being.Locus of control has significant relationship with
organizational role stress.Doctors with high internal locus of control are the sever
suffer of organizational role stress.
21. Tejinder K. Billing & Pamela Steverson (2013) Type A personalities are
capable of balancing relationships among personal life satisfaction, job stress,job
satisfaction and job involvement.In case of increase in organizational stress the
type A personalities do not automatically experience reduction in level of personal
life satisfaction,job satisfaction and job involvement.
22. Neal M. Ashkanasy, Claire E. Ashton-James and Peter J. Jordan (2015)
Determination of behavioral and attitudinal outcomes of the employees has
significant correlation with emotional events in organizations.These events are
11. outcome of interactions with supervisors,peers or subordinates within or out of the
organization.
23. Ejaz Ahmed Khan &Muhammad Irfan (2014) Multiple regression analysis
acknowledges that role stressors are significantly negative prognosticator of job
satisfaction and compelling affirmative prognosticator of turnover
intentions.There is no impact of gender differences on role stressors ,job
satisfaction and turnover intentions.Role ambiguity comes up high for married
employee where as turnover intentions reported high for unmarried and low
experience employees.Results expressed that role conflict and turnover intentions
are high in private sector employees.
24. Omer Bin Sayeed & Satish Chandra Kumar (2010) Air Traffic Controllers
noticed role stress related to role stagnation,inter role distance,resource
inadequacy, role erosion and role isolation. There is significant correlation
between role efficacy and work attitude.The role stress is compelling
prognosticator of attitude with respect to supervisor and management at the same
time role efficacy reflects significant supplementary power equitably strong in
connection with attitude towards work,co-workers,supervisors,management and
working conditions.
25. Manisha Jain, Prashant Mishra and Saroj Kothari (2002) findings indicates
that the occupational role stress is greater in engineers than doctors.The intensity
of occupational role stress in more in Type A personalities than Type B
personalities.There is correlation with the personality types on occupational role
stress of doctors while it has neural relationship with engineers types of
personality.
26. Aizzat Mohd. Nasurdin, T. Ramayah and Yeoh Chee Beng (2009) There is
positive correlation among structural variables and stress.The organizational
climate dimensions has no impact on stress. Individuals with high self-efficacy
feel greater stress at their organizations when they perceive higher formalisation.
27. Avinash Kumar Srivastav (2007) Obstacles commonly faced in role
performance generally create stress.The intensity of stress experienced depends
on the coping skills and resources of the role occupant.The specific obstacles
12. experienced by the role occupant has direct link with the specific role stressor(s)
and it has significant ramification for the individuals as well as organization
28. Ms Sneha S Kairanna, Mrs Rajani Suresh (2014) Genesis of Organizational
role stress is apparently due to improper roles allocation,gaps in role
expectation,lack of personal inadequacy and resources inadequacy.Role erosion
and role stagnation which is due to lack of modern and technical know how also
create organizational role stress in individuals.The organizational role stress leads
to occupational stress at work and it has negative impacts for the well being of
individual as well as the organization as whole.
29. Shalini Srivastava (2009) Hierarchical Multiple Regression analysis reveals that
there is significant antagonistic relationship between organizational role stress and
managerial effectiveness.The internal locus of control abate the relationship with
organizational role stress and managerial effectiveness.
30. Roy K Smollan (2015) Studies proves that the transition phase during change is
most disturbing phase as it constituted scene of job insecurity as there as is lack of
information sharing and support.The level of others co employees’s stress came
up as a new category of stressor during the transition phase.
31. Dipti Pathak (2012) There is negative correlation between organizational stress
and level of job satisfaction within the employees. The organizational support is a
powerful element which leads to greater job satisfaction.
32. Kalpna Anand, YK Nagle, Nishi Misra, Shivani Dangi (2013)
Depersonalization and emotional exhaustion proportion of burnout significantly
liked with the Organizational role stress.The prediction of emotional exhaustion
was significantly liked with Inter-role Distance and Personal Inadequacy element
at the same time depersonalization was anticipated by inter-role difference
alone.There is no impact of the role stress dimensions with the personal
accomplishment element of burnout.
33. Kasturi Naik & Srini R. Srinivasan (2016) Role conflict & role ambiguity have
substantial impact on front line employee role performance against the customers.
A adverse relationship was established between role ambiguity and job
performance, and between role conflict and job performance.
13. 34. Biswajeet Pattanayak (2003) The finding suggests that there is compelling
divergence between the executives of the new public sector organizations and old
public sector organizations on a number of organizational role stress as well as
perception of quality of work life dimensions.
35. Satish C. Pandey (1998) Psychoticism-reality and neuroticism-stability’s
magnitude are established firmly liked with individuals' perceived organizational
role stress; while extroversion-introversion dimension organizational role stress; is
established negatively relationship with sensed organizational role stress.
36. Douglas N. Behrman, William D. Perreault and Jr. (1984) Role ambiguity is
incongruously related to both satisfaction and performance, a divergent
contradictory pattern of effects is noticed when overall role conflict is related to
both performance and satisfaction. Conflict is antagonistically affiliated to
satisfaction, but positively correlated to performance
37. Katherine Rosenbusch Leonard J. Cerny II David R. Earnest , (2015) Overall
subjective stress level was antagonistically associated with personal,cultural,
relational, behavioral, and organizational .Cultural, spiritual, relational, historical,
occupational crisis,physical established statistically compelling adverse
relationships with overall adjustment.
38. Fernando Jaramillo Robert Nixon Doreen Sams, (2005) Apart from job
satisfaction,supervisors’s support,promotion opportunities and group cohesiveness
are perfect oracle of organizational commitment of law enforcement
officers.There is positive correlation between organizational commitment and
motive to leave the organization.
39. Su-Fen Chiu Shih-Pin Yeh Tun Chun Huang , (2015) There is positive
correlation between organizational and interpersonal deviance with Role
conflict.The organizational deviance has affirmative relationship with Role
ambiguity and negative correlation with role overload.The impact of Role
ambiguity has greater liked to organizational deviance than to interpersonal.
40. Mohsin Aziz, (2004) The genesis of organizational stress derive from
organizational demands which are experienced by the individual. Stress is built
up in the concept of role which is conceived as the position a person occupies in a
14. system. Resource inadequacy has emerged as the most potent role stressor,
followed by role overload and personal inadequacy. There are significant
difference in quantum of stress between unmarried and married employees on
many role stressors but the level of education does not turn up as a compelling
differentiator of stressors.
41. Wee Chan Au Pervaiz Khalid Ahmed (2016) Senior’s reinforcement has
compelling impact on work-life enrichment as well as work role ambiguity ,
nonetheless, its aftermath on work role conflict, work role overload and work-life
conflict is not significant.
42. Aizzat Mohd. Nasurdin, T. Ramayah and Yeoh Chee Beng (2009) There is a
affirmative correlation between structural variables and stress. The organizational
climate dimensions are extraneous to stress.
43. S. K. Sharma, J. Sharma, A. Devi , (2012) Managing role stress has believed to
be very vital because it has debilitating outcomes on employees and organizations.
44. Maria Vakola Ioannis Nikolaou, (2005) There is negative relationship between
occupational stressors and attitudes to change, demonstrating that highly stressed
individuals express reduced commitment and expended reluctance to take the
organizational change interventions
45. Pijus Kanti Bhuin, (2016) The research study proves that to create high
performance organization we need to analyses the cause and its impact of stress
on academic performance.After critical Critical observations are made upon
reviewed researches. The paper concludes from the review of the studies that
stress is a global phenomenon and teachers are not exception.
46. Muhammad Imran Qureshi, Mehwish Iftikhar, Syed Gohar Abbas,Umar
Hassan, Khalid Khan and Khalid Zaman, (2013),The study of 109 textile
industry based employees of Pakistan reveals that the job stressor and work load
are major direct positive contributors which initiate the thought process of
employee turnover intention among the employees.These work related load and
job stressor has antagonistic relationship with the work place
environment.Retaining talents in companies where the stress level and work load
are high has big challenge.
15. 47. N.Mohan (2013),Occupational stress is one such factor which often proves
detrimental to the quality of work & workers in the organization. The study on the
occupational stress conducted reveals the impact of various stressors namely work,
family, resource utilization structure and policy, gender role and such other factors.
The result of the study shows the intensity of work stressors on the coping
mechanisms and shows light on the behavioral aspects of the respondents in the
study area.
48. Monideepa Tarafdar, Qiang Tu, Bhanu S. Ragu-Nathan and T. S. Ragu-
Nathan (2007), Study conducted on 223 participant from different organizations
reveals that the effect of stress generated through information and computer
technology i.e. “Technostress” has significant reciprocal impact with individual
productivity and there is direct correlation in between the role stress and
individual productivity.The Technostress has direct positive relationship with the
role stress in organizations.
49. Farooq A. Shah,(2003),The study was conducted in banking sector in
Kashmir,results explains that maximum employees are experiencing medium to
high level of stress in workplace.The major role stress dimensions found high
during the research study are-role stagnation,inadequacy of role authority and role
erosion.The study also reveals that employees working as clerical grade has
significantly high level of stress among most of the role stress dimensions.
50. Fernando Jaramillo, Jay Prakash Mulki and Paul Solomon,(2006), Study
conducted on 138 salespersons working with 68 large retailers stores selling high
priced consumer durable items distributed across 16 states reveals that ethical
climate leads to lesser role conflict and low role ambiguity and greater satisfaction
which finally results in lower turnover intention and higher organizational
commitment.The organizational commitment has direct positive relationship with
job performance.
16. PROBLEM STATEMENT:
Indian textile industry is facing multiple challenges related to low productivity,high
employees turnover and sustainability.The need of the hour is procreation of
ingenious strategy along with transformation in labour laws and effective human
resources strategies to address the emerging issues energetically to empower the
country to protect a bigger share of the global textile market.The aspiration of this
research work is to study role stressors of merchandisers in export oriented home
textile companies.
17. OBJECTIVE OF STUDY :
1. To study the different types of organizational role stressors on the merchandiser
in export oriented home textile companies.
2. To study the impact of organizational role stress on merchandiser’s demo-
graphical
factors such as their age,gender,marital status,experience level,designation and
educational qualifications.
3. To study the interconnections between different types of role stressors on the
merchandisers.
18. HYPOTHESIS OF STUDY :
The following four hypotheses will be probed in the study:
H01 : There is no significant relationship between gender and organizational role
stress amongst merchandisers in home textile companies.
H02 : There is no significant relationship between marital status and
organizational role stress amongst merchandisers in home textile companies.
H03 : There is no significant relationship between education qualification and
organizational role stress amongst merchandisers in home textile companies.
H04 : There is no significant difference between total experience of the
respondents and organizational role stress amongst merchandisers in home textile
companies.
19. RESEARCH METHODOLOGY
1. INTRODUCTION
The purpose of this section is to spotlight on the research methodology to be used for
this research which includes discussion regarding sample, variables and data
collection methods. lastly, the techniques of data processing and data analysis are
explained in detail along with statistical measures to be used to abetment in the
process.
2. RESEARCH DESIGN
A quantitative research design applying hypothesis testing will be adopted in the
study.The analytical method supports more appropriately in examining the
relationships between different variables in a specific situations. The study will
comprise of survey based research which measures the characteristics of population
through sampling and standard questionnaire.
3. POPULATION AND SAMPLE
“Stratified Purposive Sampling” technique will be used for present study.Parahoo
(1997) characterized it as, “an approach of sampling where the researcher consciously
select whom to include in the study based on their ability to provide necessary data”.
The sample population for this study will be comprises of the merchandisers working
with major export oriented home textiles companies operating in Mumbai region.The
respondents to be selected for study will include about 200 merchandisers working in
these export oriented companies.The selection of sampling in based on
convenience.We will ensure that a holistic picture of Role Stress is captured during
the study.
4. DATA COLLECTION TOOLS
Survey will be used as the method of primary data collection in this study. It basically
intends to gather information from a selected group of people working in
merchandising function in home textiles companies .There are numbers of
instruments used for measurement of Stress in organizations.For our research
purpose,we will utilized the Pareek’s(1983) Organizational Role Stress (ORS)
scale,which measures total role stress of individual.This scale captures the total role
20. stress intensity in 10 different role stressors parameters.The organizational role stress
(ORS) scale is used to measure ten role stressess i.e. Self-role distance,inter-role
distance,role stagnation,role isolation,role ambiguity,role expectation conflict,role
overload,role erosion,resource inadequacy and personal inadequacy.ORS is a five
points scale (0-4),containing 5 items for each stress and a tool of 50 statements.Thus
the total scores on each role stress range from 0 to 20. This ORS scale has accepted
reliability and validity ( Udai Pareek, 1983)
5. DATA ANALYSIS
Descriptive and inferential statistical tools will be used for the statistical analysis of
the collected data. Descriptive statistics generally summarize the sample collected
along with the recorded observations. Such summaries can either be in form of
summary statistics or in form of graphs. They provide a basis for further statistical
investigation of data. Uni-variate analysis of the demographic data will be utilized in
which we studies three different features of one variable at a time, namely,
distribution, central tendency and dispersion.
Inferential statistical tools utilize the techniques to draw generalizations about the
populations from which samples are drawn. They provide detailed information about
the relationships between variables, reveal causes and effects, make predictions and
generate convincing support for a giv
21. WORK PLAN OF STUDY
A. Introduction
B. Review of literature
C. Research proposition
D. Research context
E. Research methodology
F. Results and findings
G. Summary and conclusion
H. Research implications
I. Future directions
22. LIMITATIONS:
1) The study is confined to export oriented home textiles companies in the city
of Mumbai.
2) The questionnaire is circulated only to merchandisers who are working with
in home textile companies .
3) There is restriction on use of the name of the companies,hence the identity is
not disclosed.
4) The research outcome from this survey should not be applied to other textiles
companies, the same survey in other cities may yield different results.
5) The sample selected is restricted to 12 home textile companies as the players
are limited in Mumbai market.
6) The sample size selection is based on random purposive sampling technique.
There are very few research project done in this area in India related to organizational
role stress on merc
23. SIGNIFICANCE OF THE STUDY
Very few research study had been conducted on merchandiser’s organizational role
stress pertaining to home textile industry in India. The conclusion and outcome of the
present study will be pragmatic to line managers as well as the human resources
managers, as they would be able to understand the level of different role stress
among the employees.The outcome will also help the managers to initiate strategies to
reduce the overall organizational role stress and can be useful in enhancing the
employees satisfaction and commitment.
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