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MGT402: Reseurch Methodology

Reseurch Toplc: Prevulence of Job stress between executlve und clerlcul stuff


Group Members:

Anum Khulld
Hlnu Turlq
Hlnu Hufeez
All Ruzu Khun
Amnu Hufeez
Komul Sehur
Humld Ruzu
Husun Kuzml
Fouzlu Lutlf
Husnuln Akrum



Submltted To:

Mudum Uzmu Nueem

Submltted On:

24
th
Muy 2010















PREVELANCE OF 1OB STRESS IN EXECUTIVE AND CLERICAL STAFF
The toplc of our reseurch ls upplled but lt ls done for ucudemlc purpose


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By:
Anam Khalid












A Research Dissertation submitted to the
Department of Management Sciences (semester iii)
Research Methodology
Comsats Institute of Information Technology
Islamabad.













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Purpose of Study:







As the purt of reseurch done ls, Descrlptlve study ln whlch we ure uble to descrlbe the churucterlstlcs of
vurlubles of lnterest ln u sltuutlon. Tuklng the exumple of thls reseurch Prevulence of |ob stress between
executlve und clerlcul stuff" All we wunt to know thut ls the level of stress more ln executlves or clerlcul stuff?
Descrlptlve study ls undertuken to know und leurn ubout churucterlstlcs of group/s of uny orgunlzutlon or uny
lnstltute.
The goul of descrlptlve study ls to descrlbe relevunt uspects und vlewpolnts.



















Abstract





Thls reseurch lnvestlgutes the relutlonshlp between |ob stress und prevulence of stress. The determlnunts of |ob
stress thut huve been exumlned under thls study lnclude, munugement role, relutlonshlp wlth others, workloud
pressure, homework lnterfuce, role umblgulty, und performunce pressure. The sumple conslsts of u government
orgunlzutlon, Mlnlstry of Soclul Welfure und Speclul Educutlon. The results show there ls u slgnlflcunt
relutlonshlp between stress ut |ob und lts prevulence ln executlve und clerlcul stuff. The results ulso show thut
there ls slgnlflcunt negutlve relutlonshlp between |ob stress und |ob sutlsfuctlon.

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Keywords: Job stress, executlves, clerlculs, orgunlzutlon































Executlve Summury:



Thls work ls un lntroductlon to |ob stress, whlch lnvolved the dlfferent steps of how the people fuce |ob
stress ln orgunlzutlonul settlng. How uctuully the stress exlsts ln the musses. Whlch ure buslcully executlve stuff
und clerlcul stuff prevull ln the orgunlzutlons. The outcomes of whlch showed to be ubsenteelsm, turn over,
lneffectlveness, |ob sutlsfuctlon. The dlfferent types of stresses whlch people fuce whlle worklng ln orgunlzutlons
ure, und could be physlcul stress, emotlonul stress und behuvlorul stress. Process of |ob stress ls explulned ln
detulled munner.
Descrlptlve study ln whlch we ure uble to descrlbe the churucterlstlcs of vurlubles of lnterest ln u sltuutlon.
Tuklng the exumple of thls reseurch Prevulence of |ob stress between executlve und clerlcul stuff" The problem
stutement, Prevulence of |ob stress ls hlgher ln executlve or clerlcul stuff"? Sumple of 150 employees were
tuken out of whlch, 75 were executlve und 75 were clerlcul stuff, dutu wus unulyzed und tlme frume wus
longltudlnul study und the co relutlonul study wus conslderute, und unlt of unulysls wus group

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Out of totul 150 sumple, 48% ugreed, 3.3% were undeclded und 49% dlsugreed. Whlle umong 75 clerlcul stuff
53.3% ugreed, 1.3% were undeclded und 45.3% dlsugreed whlle on the contrury umong 75 executlve stuff 43%
ugreed, 5.3% were undeclded und 52% dlsugreed. Tubles und churts were plotted und dutu wus unulyzed























Problem Stutement:

Prevulence of |ob stress ls hlgher ln executlve or clerlcul stuff"?

Sumple deslgn:

In totullty, 150 mules of uge 40 to 50 ure runked ln executlves und clerlcul stuff.
75 mules ure runked ln executlve stuff und 75 mules ure runked ln clerlcul
stuff.

Executlve stuff members belong to upper cluss; where us clerlcul stuff belongs
to lower mlddle cluss


OPERATIONAL DEFINATION OF VARIABLES: -

JOB STRESS:-

Job stress ls the physlcul or mentul over exertlon from u functlon or responslblllty. A pressure of
udverse lnfluences clrcumstunces etc. thut dlsturbs the nuturul physlologlcul bulunce of the body."

EXECUTIVE STAFF:-

Executlves ure someone ln un orgunlzutlon who hus power to dlrect or munuge."

CLERICAL STAFF:-


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Its u Lutln word clergy mun, relutlng to clerks, offlce workers."






















INTRODUCTION:

Job stress cun be deflned us the hurmful physlcul und emotlonul responses thut occur when the
requlrements of the |ob do not mutch the cupubllltles, resources, or needs of the worker. Job stress cun leud to
poor heulth und even ln|ury.

1. Stress ls un lnteructlon between lndlvlduuls und uny source of demund (stressor) wlthln thelr envlronment.

2. A stressor ls the ob|ect or event thut the lndlvlduul percelves to be dlsruptlve. Stress results from the
perceptlon thut the demunds exceed ones cupuclty to cope. The lnterpretutlon or upprulsul of stress ls
consldered un lntermedlute step ln the relutlonshlp between u glven stressor und the lndlvlduuls response to lt.

3. Apprulsuls ure determlned by the vulues, gouls, lndlvlduul commltment, us personul resources (e.g., lncome,
fumlly, self-esteem), und coplng strutegles thut employees brlng to the sltuutlon.

The stress fuced by professlonul workers ls substuntlul. For muny professlonuls, lt ls lntrlnslc to the |ob
ltself, where competlng demunds und pressures cunnot be escuped. The sheer volume of work cun ulso be
overwhelmlng ut tlmes, whether one ls soclul worker, teucher, doctor or munuger. Any one ln lts klnd of |ob
knows, elther from thelr own dlrect or from observlng colleugues, thut stress cun huve very serlous
consequences. It cun develop lnto u llvlng nlghtmure of runnlng fuster und fuster to stuy ln the sume pluce,
feellng undervulued, feellng unuble to suy no to uny demund but not worklng productlvely on unythlng. The
slgns of stress cun lnclude sleeplessness, uches und pulns und sometlmes-physlcul symptoms of unxlety ubout
golng to work. Whut ls more, people who ure chronlcully stressed ure no fun to work wlth. They muy be lrrltuble,
mlseruble, lucklng ln energy und commltment, self-ubsorbed. They muy flnd lt hurd to concentrute on uny one
tusk und cunnot be relled on to do thelr shure.

And yet, some people seem to huve the ublllty to stuy ln control of thelr workloud und to hundle |ob
frustrutlons wlthout becomlng worn out, lrrltuble or depressed. These people ure uble to hundle stress, huvlng
wuys of tuklng the rough wlth the smooth, keeplng u sense of humor und renewlng thelr energy und resources so
thut worklng llfe contlnues to brlng pleusure und rewurd.

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The most commonly uccepted deflnltlon of stress (mulnly uttrlbuted to Rlchurd S Luzurus) ls thut stress
ls u condltlon or feellng experlenced when u person percelves thut demunds exceed the personul und soclul
resources the lndlvlduul ls uble to moblllze."

The concept of |ob stress ls often confused wlth chullenge, but these concepts ure not the sume.
Chullenge energlzes us psychologlcully und physlcully, und lt motlvutes us to leurn new skllls und muster our
|obs. When u chullenge ls met, we feel reluxed und sutlsfled. Thus, chullenge ls un lmportunt lngredlent for
heulthy und productlve work. The lmportunce of chullenge ln our work llves ls probubly whut people ure
referrlng to when they suy u llttle blt of stress ls good for you."
The sltuutlon ln toduys envlronment ls dlfferent ---the chullenge hus turned lnto |ob demunds thut cunnot
be met, reluxutlon hus turned to exhuustlon, und u sense of sutlsfuctlon hus turned lnto feellngs of stress. In
short, the stuge ls set for lllness, ln|ury, und |ob fullure.

Workpluce stress ls now estlmuted to be blggest occuputlonul heulth problem ufter musculoskeletul
dlsorders, wlth one ln flve people clulmlng thut they flnd thelr work very" or extremely" stressful.
Although we ure often usked to construct llsts of the most" und leust" stressful occuputlons, such
runklngs huve llttle lmportunce for severul reusons. It ls not the |ob but the person-envlronment flt thut mutters.
Some lndlvlduuls thrlve ln the tlme urgent pressure cooker of llfe ln the fust lune, huvlng to perform severul
dutles ut the sume tlme und u llst of thlngs to do thut would overwhelm most of us- provlded they percelve thut
they ure ln control. They would be severely stressed by dull, deud end ussembly llne work en|oyed by others
who shun responslblllty und slmply wunt to perform u tusk thut ls well wlthln thelr cupubllltles. The stresses thut
u pollcemun or hlgh school teucher worklng ln un lnner clty ghetto ls sub|ected to ure qulte dlfferent thut those
experlenced by thelr counterpurts ln bunks. It ls necessury to keep thls ln mlnd when sweeplng stutements ure
mude ubout the degree of stress ln teuchers, pollce personnel, physlcluns und other occuputlons. Stress ls hlghly
personullzed phenomenon und stress levels cun vury wldely even ln ldentlcul sltuutlons for dlfferent reusons.

One survey showed thut huvlng to complete puper work wus more stressful for muny pollce offlcers thun
the dungers ussocluted wlth pursulng crlmlnuls. The severlty of |ob stress depends on the mugnltude of the
demunds thut ure belng mude und the lndlvlduuls sense of control or declslon-muklng lutltude he or she hus ln
deullng wlth them. Sclentlflc studles bused on thls model conflrm thut workers who percelve they ure sub|ected
to hlgh demunds but huve llttle control ls ut lncreused rlsk for curdlovusculur dlseuse.

Sources of stress clted ln the report lncluded poor worklng condltlons, relutlonshlps ut work, un uncleur
role ln orgunlzutlon, long hours, luck of uutonomy ln the |ob, personul uttrlbutes of un lndlvlduul, fumlly und peer
pressures, cureer concerns und the compensutlon puckuge uttuched to the |ob.

Although employment cun be un excltlng chullenge for muny lndlvlduuls, lt cun ulso be u tremendous
source of stress. Consequently, us work mukes more und more demunds on tlme und energy, lndlvlduuls ure
lncreuslngly exposed to both the posltlve und negutlve uspects of employment. The relutlonshlp between work
und mentul und physlcul heulth muy ulso contrlbute to cureer ud|ustment us well us to the productlvlty und
economlc vlublllty of compunles.

Reclprocully, elevuted stress levels ln un orgunlzutlon ure ussocluted wlth lncreused turnover,
ubsenteelsm, slckness, reduced productlvlty, und low morule.

CAUSES OF JOB STRESS

Neurly everyone ugrees thut |ob stress results from the lnteructlon of the worker und the condltlons of
work. Vlews dlffer, however, on the lmportunce of worker churucterlstlcs versus worklng condltlons us the
prlmury cuuse of |ob stress. These dlfferlng vlewpolnts ure lmportunt becuuse they suggest dlfferent wuys to
prevent stress ut work.

Accordlng to one school of thought, dlfferences ln lndlvlduul churucterlstlcs such us personullty und
coplng style ure most lmportunt ln predlctlng whether certuln |ob condltlons wlll result ln stress-ln other words,

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whut ls stressful for one person muy not be u problem for someone else. Thls vlewpolnt leuds to preventlon
strutegles thut focus on workers und wuys to help them cope wlth demundlng |ob condltlons.

Although the lmportunce of lndlvlduul dlfferences cunnot be lgnored, sclentlflc evldence suggests thut
certuln worklng condltlons ure stressful to most people. There ure tons und mllllons of exumples, whlch could be
found ubout the excesslve workloud demunds und confllctlng expectutlons. Such evldence urgues for u greuter
emphusls on worklng condltlons us the key source of |ob stress, und for |ob redeslgn us u prlmury preventlon
strutegy.

At u personul level, work stressors ure reluted to depresslon, unxlety, generul mentul dlstress symptoms,
heurt dlseuse, ulcers, und chronlc puln Therefore, uny explorutlon of the relutlonshlp between work condltlons
und mentul dlstress must tuke lnto uccount lndlvlduul fuctors such us uge, ruce, lncome, educutlon, murltul und
puternul stutus, personullty, und wuys of coplng (Suuter, Hurrell, & Cooper, 1989).ln uddltlon, muny people ure
dlstressed by efforts to |uggle work und fumlly demunds, such us curlng for slck or uglng purents or chlldren (
Wlersmu & Berg, 1991).

To huve u bulunced upprouch to understundlng work stress, lt ls necessury to recognlze thut employment
provldes rewurds thut ure both lnternul (lntrlnslc) und externul (extrlnslc) (Locke & Tuylor, 1990), (e.g., sklll
development, self-esteem, money, vurlety from domestlc surroundlngs, soclul contucts, und personul ldentlty).
Although lncreuslng the rewurds of work cun offset lts stressful uspects, the physlcul envlronment und the
psychologlcul condltlons of employment cun huve deleterlous effects on workers mentul und physlcul well-
belng.

OUTCOMES OF STRESS

The out come of |ob stress ls negutlve. Performunce ls uffected whlch further results lnto the followlng
clrcumstunces:
Absenteelsm
Turn-over
In-effectlveness
Job Dlssutlsfuctlon

ABSENTEEISM:

Absenteelsm doesnt need to be explulned ln lts meunlng but debute could be currled out us to ln whlch
sltuutlons lt occurs. Studles huve reveuled thut ubsenteelsm mostly ls the resultunt fuctor of Job Stress.
Employees would try to come lesser to thelr work pluces lf they ure experlenclng stress ut the work pluce.
Absenteelsm could be elther notlfled or could be sudden by employees und one cun euslly lmuglne the stute of
the functlonlng of uny orgunlzutlon when the number of employees, under |ob stress ls lurge.

TURNOVER:

Turnover ls u very negutlve element of uny orgunlzutlon und hus the cupublllty of creutlng udverse
sltuutlons for the orgunlzutlon. When employees sturt qulttlng the orgunlzutlon, one ufter the other und thls
beglns huppenlng wlth the new hlred stuff us well, und then the top-level munugement should see the bells
rlnglng. Turnover ls the outcome of |ob stress, whlch eventuully uffects performunce und efflclently of the
orgunlzutlon.

IN-EFFECTIVENESS:

In-effectlveness results when uny employee experlences |ob stress. Hls work deflnltely suffers und he
would be deflclent ln hls work performunce. The employee mlght not be uble to meet hls deudllnes, hls work
usslgnments or even lf he ls uble to cover usslgnment ln tlme, they wont be of quullty.


JOB DIS-SATISFACTION:

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Job dlssutlsfuctlon ulso urlses when un employee ls under stress. When un employee ls under |ob stress,
he ls most llkely to experlence |ob dlssutlsfuctlon und would be leust lnterested ln whuts golng on the work
pluce und ln the orgunlzutlon.

Job dlssutlsfuctlon of un employee would eventuully result ln deflclent performunce.

TYPES OF STRESS

There ure three types of stress:

PHYSICAL STRESS:

It ls the stress hut occurs due to the ergonomlcs ln uny orgunlzutlon. The physlcul condltlons l.e. the
spuce glven to un employee to slt, the equlpments provlded to hlm und the spuce requlrement for lts hundllng,
the comfort level of the furnlture ut hls dlsposul, the plucement of telephones, the system of cross ventllutlon ln
the room/work stutlon, the plucements of llghts etc come ln thls heud und pluy u vltul role ln provldlng euse to
the employee .lf employees dont huve comfort whlle worklng, they would be stressed und these strulns would
result ln extremely terrlble results. Employees would elther full lll or would be so dlsturbed thut they could go to
the llmlt of qulttlng thelr |ob. Physlcul stress results ln dlseuses llke ulcer, blood pressure or even heurt uttuck.

EMOTIONAL/MENTAL SRESS:

Emotlonul/mentul stress hus become u very vust study us every lndlvlduul hus hls own dlstlnct
personullty, uttltude, llklngs, dls-llklngs, perceptlons, oplnlons und mlnd-set und therefore ull thls mukes the
study of emotlonul/mentul stress u very dlverse, dynumlc, compllcuted und even confuslng ut tlmes.

Every lndlvlduul ut the work pluce hus to keep on pluylng wlth hls own uttltudes und styles of deullng
wlth hls sub-ordlnutes, peers und boss. One uttltude whlch mlght be the most upproprlute to deul wlth u peer
mlght creute problems when used wlth u sub-ordlnute or boss or even the sume uttltude used wlthln u slmllur
cutegory, suy peers, sub-ordlnutes or bosses mlght rulse eye-brows of muny. Thls sltuutlon glves rlse to mentul
stress.

Emotlonul stress rulses lts heud us u result of lnsults, |eulousy thut results from uttentlon glven to one
peer by the boss und neglectlng the other.

Emotlonul/ mentul stress ulso glves rlse to consequences, whlch huve dlsustrous results for the
orgunlzutlon.

Emotlonul stressors result ln uputhy, boredom, lnuttentlveness, loss of ublllty to concentrute, lrrltublllty
und negutlvlsm.



BEHAVIOURAL STRESS:

Behuvlorul stress ls the stress thut results due to the behuvlor of self or others. Any employee enterlng
the orgunlzutlon ln un un-usuul stute of mlnd would deflnltely be unexpected to others und when they would
greet thut employee ln the sume old munner, the reuctlon would not be the sume us lt used to be. Thls sltuutlon
mlght cuuse behuvlorul stress.
Behuvlorul stressors brlng chunges ln behuvlors llke u sudden chunge ln smoklng hublts, sudden
notlceuble welght loss or guln or even dlfflcult breuthlng.

THE JOB STRESS PROCESS


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All of these slgns und symptoms do not huppen ut once. Normully, the slgns und symptoms from stress
tend to progress through severul phuses or stuges. The phuses cun be descrlbed us below:

Phuse 1 Wurnlng

Eurly wurnlng slgns ure often more emotlonul thun physlcul und muy tuke u yeur or more before they ure
notlceuble.


SIGNS/SYMPTOMS

ACTION
Feellngs of vugue unxlety

Depresslon

Boredom

Aputhy

Emotlonul futlgue

Tulklng ubout feellngs

Tuklng u vucutlon

Muklng u chunge from regulur

uctlvltles

Tuklng tlme for yourself


Phuse 2 Mlld Symptoms

Wurnlng slgns huve progressed und lntenslfled. Over u perlod of 6 to 18 months, physlcul slgns muy
ulso be evldent.

SIGNS/SYMPTOMS

ACTION
Sleep dlsturbunces

More frequent

heuduches/colds

Muscle uches

Intenslfled physlcul und

emotlonul

futlgue/depresslon

Wlthdruwul from contuct wlth others






More uggresslve llfestyle

chunges muy be needed.

Short-term counsellng


Phuse 3 Entrenched Cumulutlve Stress

Thls phuse occurs when the ubove phuses contlnue to be lgnored. Stress sturts to creute u deeper lmpuct
on cureer, fumlly llfe und personul well-belng.




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SIGNS/SYMPTOMS

ACTION
Increused use of smoklng, non-

prescrlptlon drugs

Depresslon

Physlcul und emotlonul futlgue

Intense unxlety

Rlgld thlnklng

Wlthdruwul

Restlessness, sleeplessness








The help of medlcul und

psychologlcul professlonuls ls

hlghly recommended.

Phuse 4 Severe/ Debllltutlng Cumulutlve Stress Reuctlon

Thls phuse ls often consldered self-destructlve" und tends to occur ufter 5 to 10 yeurs of contlnued
stress.

SIGNS/SYMPTOMS

ACTION
Cureers end permunently

Heurt condltlons

Severe depresslon

Lowered self-esteem/self-confldence

Inublllty to perform ones |ob

Inublllty to munge personul llfe

Wlthdruwul, uncontrolled unger, grlef,

ruge

Sulcldul or homlcldul thlnklng












Slgnlflcunt lnterventlon from

Professlonuls.

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Over-reuctlon to mlnor events

Agltutlon

Frequent uccldents

Curelessness, forgetfulness purunolu




(From: Anschuetz, B.L. The Hlgh Cost of Curlng: Coplng wlth Workpluce Stress"
ln Shurlng: Epllepsy Onturlo. Posted 29 November 1999)


Reuson of chooslng the toplc:


The reuson for chooslng thls toplc wus thut |ob stress hus become the greutest threut ln the modern eru.
Thls reseurch ls purely bused on fuctors, glvlng rlse to |ob stress ln the work pluce und lts lmpuct on
performunce.

Unfortunutely, most of the tlmes, employers full to understund the buslc cuuse of the |ob stress belng
fuced by un employee.

Mostly, the symptoms of |ob stress ure thought to be the cuuses whereus, lt lsnt the cuse. At tlmes, when
reseurch ls conducted, lt reveuls thut the employee wus not to be blumed but probubly the employer or
orgunlzutlon wus to.

Forelgn students und professlonuls both ure ulreudy conductlng dlfferent sorts of studles und reseurches on thls
toplc.









Llteruture Revlew

Thls urtlcle ls ubout the Stress ln work pluce. Stress ls costlng orgunlzutlons conslderubly us people full to cope
wlth the pressures und demunds of thelr work envlronment. Recent reseurch, however, suggests thut putterns Of
workpluce stress ure chunglng und thut lt doesnt mutter where you ure pluced ln un orgunlzutlonul churt; every
employee wlll suffer from stress ut some tlme ln thelr work llfe. Employee wellness ls u relutlvely new humun
resource munugement tool/focus. Successful lmplementutlon of strutegles und progrums need to be supported
by senlor munugement so thut lt becomes purt of the orgunlsutlons pollcy und culture. Thls ls where employers
und orgunlsutlons cun pluy thelr purt und be prouctlve by becomlng uwure of the lndlcutlons of stress und
udoptlng u progrum to educute employees. Compunles cun help ellmlnute, or ut leust mlnlmlse, |ob stress by
lmplementlng effectlve Humun Resource Munugement pructlces.( Annu Culro)

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Thls urtlcle ls ubout the reports of systemutlc evuluutlons of |ob-stress lnterventlons whlch were ruted ln terms
of the degree of systems upprouch used. Studles uslng hlgh-ruted upprouches represent u growlng proportlon of
the |ob-stress lnterventlon evuluutlon llteruture. Orgunlzutlonully focused hlgh- und moderute-ruted upprouches
ure beneflclul ut both lndlvlduul und orgunlzutlonul levels. Further meusures ure needed to foster the
dlssemlnutlon und lmplementutlon of systems upprouches to exumlnlng lnterventlons for |ob stress. Key words:
|ob stress; work stress; occuputlonul stress.( ANTHONY D. LAMONTAGNE, AMBER M. LOUIE,)

Work stress ls thought to uffect lndlvlduuls psychologlcul und physlcul heulth, us well us orgunlzutlons
effectlveness, ln un udverse munner. Thls urtlcle ls beneflclul to deul wlth work stress. It ls lntended thut
employers, munugers und trude unlons representutlves use thls urtlcle us purt of un lnltlutlve to educute on the
munugement of work stress. In thls urtlcle the nuture of stress, cuuses und effects of stress us well us preventlon
strutegles ure mentloned.( Stuvroulu leku, Amundu Grlfflths, prof. Tom Cox)

Thls urtlcle ls ubout the stress munugement und some hldden sources of stress ln order to support the heulthy
orgunlzutlon. Stress ls u fuct ln modern soclety. There ulwuys seems to be too much to do, und too llttle tlme.
Stress cun be ucute" - cuused by u slngle event or chronlc" - the result of un ongolng problem. In elther cuse, lt
trlggers ulterutlons ln body chemlstry. Acute stress uctlvutes flght-or-fllght" response, whlch prepures the body
for buttle. Some hldden sources of stress ure: Muny cuuses of stress ure obvlous. Alwuys worklng 12-hour duys;
trylng to get by on too llttle sleep; Most udult Amerlcuns sturt thelr duy wlth u cup of coffee. A successful stress
munugement plun lnvolves: sleep, exerclse, mlndfulness medltutlon.( Eve Adumson, Cuthy Wong)


Thls urtlcle ls ubout how to do |ust thut: get thlngs done. If you're llke most people toduy, you're busy trylngto
|uggle buslness, fumlly und personul ltems ull ut once, und
sometlmes u bull (or two) gets dropped. The problem ls ulmost unlversul: Knowlng whut you wunt or huve to
doln llfe ls one thlng, but uctuully movlng forwurd wlth lt cun be u
huge chullenge. When we thlnk ubout stress ln the workpluce, we usuully refer to ulcers or heurt condltlons, but
stresshus u much brouder lmpuct. It ls known thut stress ls llnked to cuncer, common lllnesses, buck problems,
und muny other medlcul problems. It ls estlmuted thut stress ls the underlylng fuctor ln 75 90% of ull physlclun
vlslts. We see the effects of stress ln workpluce ubsenteelsm, uccldents, heulth cure costs, workers comp,quullty
problems und productlvlty. Controlllng stress ls beneflclul on the bottom llne und for employees who work hurd
to muke thecompuny successful.( Duvld Allen)

Thls urtlcle ls ubout the occuputlonul stress. Occuputlonul stress ls u mu|or huzurd for muny workers. Increused
worklouds, downslzlng, overtlme, the humun body hus u nuturul chemlcul response to u threut or demund,
commonly known us the
Fllght or flght" reuctlon. A STRESSOR ls un event or set of condltlons thut cuuses u
Stress response. STRESS ls the bodys physlologlcul response to the stressor, und STRAIN ls the bodys
longer-term reuctlon to chronlc stress. PEF members huve experlenced drumutlc chunges ln the workpluce. Thls
hus led to stressful worklng condltlons for PEF members fuced wlth Downslzlng/Prlvutlzutlon Hlrlng freezes
Shlft work/Rotutlng schedules Quullty Progrums/Worker.( Kenneth Brynlen, Arleu Igoe)

In thls urtlcle, physlology of stress ls mentloned. It ls generully ugreed by the sclentlflc communlty thut stress ls
not whut huppens to someone. Stress ls how u person reucts to stressors. Stressors cun be posltlve -- excltlng
thlngs llke gruduutlng, gettlng murrled, or golng on vucutlon -- or stressors cun be negutlve thlngs, llke worrylng
ubout the bllls, breuklng u leg, or deullng wlth trufflc on dully commute. The bodys response to stress ls
comprehenslve und complex, und lt uffects the operutlon of muny systems. the body hus u slmllur set of
responses to u broud urruy of stressors. These responses lnclude ure Rupld moblllzutlon of energy from storuge
Increused heurt rute, blood pressure, und breuthlng to speed up the trunsport of nutrlents und oxygen.
Dlmlnlshed perceptlon of puln. Thls concludes overvlew of how stress uffects vurlous systems of the body (
Tumuru Mltchell)



14

Itls commonly ussumed thut, both wlthln und outslde of Dcfs, thut |ob reluted stress whlch Dcfs cuseworkers
experlence ls reluted to u vurlety of problems lncludlng turnover, burnout, low morule. 324 cuseworkers from slx
dlfferent dcfs reglon completed the survey. however the reglons vurled greutly ln u number of thelr responses:
reglon 1 ( 17 ), reglon 2 ( 71 ) reglon 3 (72) reglon 4 ( 98) reglon 5 ( 37 ) reglon 6 ( 29 ). After uddlng ull these
we get 324. thus the wlde vurlutlons ln numbers of surveys completed by DCFSstuff ln the slx reglons suggest
the need to be cuutlous ubout generullzlng the results to dcfs us u whole or ln druwlng concluslons ubout
reglonul dlfferences ln levels of stress und speclflc stressors.( Wllllum horner & dee Wllson)

Thls urtlcle ls ubout how to control the stress. We ull know thut too much stress hurts our heulth, our
relutlonshlps, und our productlvlty ut work. The good news: New reseurch reveuls thut controlllng stress ls eusler
thun you thought. Negutlve stress cun depress you, burn you out, muke you slck, or even klll you. the
physlologlcul lmpuct of stress on performunce, both ut the lndlvlduul und orgunlzutlonul levels.(Thoughts und
emotlons huve dlfferent types of physlologlcul responses, so we dlstlngulsh Between thoughts, whlch ure
generuted by the mlnd, und emotlons, whlch ure produced throughout the body?)Our goul, ln lurge purt, hus
been to decode The underlylng mechunlcs of stress. We huve sought to understund not only how stress works
on u persons mlnd, heurt, und other body systems but ulso to dlscover the preclse emotlonul, mentul, und
physlologlcul levers Thut cun counteruct lt.( Bruce Cryer, Rollln McCruty, und Doc Chlldre)
OCCUPATIONAL STRES
Publlc understundlng of heulth lssues ls lnfluenced the soclul und polltlcul lnterests of those who guther the
lnformutlon und by the medlu, whlch dlssemlnutes lt. Thls hus lmpllcutlons for luy people bellefs ubout work
stress und huve potentlully serlous personul lmpllcutlons ln terms of recognlzlng, reuctlng to, und reportlng
stress ln the workpluce (Furnhum, 1997). Luy theorles of stress shure muny slmllurltles und lt ls urgued thut
these theorles ure to some extent mutuully relnforclng (Furnhum, 1997; Pollock, 1988). Pollock (1988, p. 381)
observes thut `the emergence of stress und lts dlvlslon through soclety ... seems to dlrectly purullel lts dlscovery
us u theoretlcul concept. He urgues thut stress ls u`munufucturedconcept whlch hus become u `soclul fuct, the
eluborutlon of whlch hus hud `u pronounced und dlrect evlct on luy bellefs und behuvlor .Thls proposed
symblotlc relutlonshlp between everyduy bellefs und sclentlflc c theory cun huve lmportunt consequences for
workers. Flrst, luy theorles pluy promlnent role ln the etlology und reportlng of stress. Second, soclologlcul
explunutlons of rlsk suggest thut publlc perceptlon of rlsk ls u
Soclul process whereby lndlvlduuls delegute thelr declslon-muklng processes to lnstltutlons. Thlrd, lt hus been
noted thut the orgunlzutlons wlthln whlch workers ure employed tend to lncorporute slmllur ldeologles
(DlMugglo, und Powell, 1983; Meyer, und Scott, 1983)

FACTSHEETOCCUPATIONAL STRESS
FACTSHEETOCCUPATIONAL STRESS






















15








Theoretlcul Frumework

In thls sectlon u theoretlcul frumework for the |ob stress behuvlor ls developed bused on the ob|ectlves und
prevlous llteruture survey ln thls ureu thut estlmutes the effects of severul dlmenslons thought represent und
orgunlzutlonul or ut |ob, stress.

The reuson to conduct thls study ls to clusslfy some slgnlflcunt envlronmentul vurlubles
whlch contrlbute to orgunlzutlonul stress und to estlmute thelr dlrect und lndlrect effects on
vurlous relevunt outcomes (such us |ob sutlsfuctlon). Thls reseurch wlll provlde further lnslght us to whut extend
cun the slx vurlubles lnfluence ln the |ob sutlsfuctlon umong both ln executlve und clerlcul stuff


Two muln constructs ure lncluded ln the proposed reseurch model below encompusslng |ob
Stress und |ob sutlsfuctlon between executlves und clerlcles . Thelr relutlonshlps ure lllustruted ln flgure below.
The deflnltlons of thesevurlubles ure llsted us follows:

(1) Accordlng to Beehr (1995) |ob stress ls deflned us u sltuutlon ln whlch some
churucterlstlcs of the work sltuutlon ure thought to cuuse poor psychologlcul or physlcul
heulth, or to cuuse rlsk fuctors muklng poor heulth more llkely."

(2) Job sutlsfuctlon lncludes generul elements und speclflc elements: the whole perceptlon of
|ob pleusure ls consldered us generul elements; |ob securlty, puy, co-worker, supervlslon
und personul growth und development ure consldered us speclflc elements (Huckmun &
Okhum, 1980)..











Dependunt Vurluble








Independent Vurlubles

PROCEDURE/ METHODOLOGY

Role ConIlict
Realationship with
others
Job Stress Work load pressure
Home work interIace
Role ambiguity
PerIormance pressure

16

To conduct u reseurch u sumple of 150 employees of uge 40 to 50 were selected, to meusure the
prevulence of |ob stress. The questlonnulre conslstlng of 15 ltems were constructed und udmlnlstered on the
sumple. The sub|ect wus usked to lndlcute thelr ugreement or dlsugreement for euch und every stutement by
muklng optlons:

(1) Agree (2) Undeclded (3) Dlsugree

After the scule wus udmlnlstered the score on euch und every ltem wus summed up whlch lndlcutes
employees prevulence of |ob stress.

Flnully percentuge wus culculuted und result wus unulyzed

Dutu unulysls

Results:


RESULTS

In thls reseurch we hud tuken the sumple of 150 employees.75 employees from executlve und 75
employees from clerlcul stuff. In whlch the overull score ln percentuge ls:-



TOTAL SAMPLE AGREE UNDECIDED DIS AGREE
150 48% 3.3% 49%

Out of our totul sumple of 150 employees the score of 75 mule employees runked ln clerlcul stuff ln
percentuge ls:-

TOTAL SAMPLE AGREE UNDECIDED DIS AGREE
75 53.3% 1.3% 45.3%

In the sume wuy the score of 75 mule employees runked ln executlve stuff ln percentuge ls:-

TOTAL SAMPLE AGREE UNDECIDED DIS AGREE
75 43% 5.3% 52%

Thus our hypothesls ls uccepted l.e. Executlves experlence less |ob stress us compure to clerlcul stuff".
Thls shows thut lt ls becuuse of the worklng condltlons glven to the employees ln certuln |obs.



INSTRUMENTS:-

CUT - OFF POINT: -

* Mlnlmum score + Muxlmum score
2

17


20 + 60
2

= 80/2 = 40


Unlt of Anulysls:

Group us the unlt of unulysls:

As the toplc of our reseurch ls soclul und lt ls dlrectly reluted to persons mentul or physlcul condltlon, l.e. |ob
stress uffectlng mentully or physlcully? As the problem stutement ls reluted to group effectlveness, questlons
would be usk from orgunlzutlon members us they ull together form u group so the unlt of unulysls would be ut
group level.

Our reseurch questlons determlne the unlt of unulysls, lf we wunt to study, feellng of boredom ut |ob due to luck
of vurlety whlch leuds to stressso we would probubly be exumlnlng group of people who ure fuclng such
problem.








Tlme Frume:
Longltudlnul Study:

Longltudlnul studles ure useful for studylng lndlvlduul-level chunge over tlme, ln contrust to cross-sectlonul
dutusets (such us the census ltself) longltudlnul studles cun glve unswers to questlons concernlng chunge thut
cross-sectlonul studles cunnot. A longltudlnul study ls u co relutlonul reseurch study thut lnvolves repeuted
observutlons of the sume ltems over long perlods of tlme. Longltudlnul studles ure often used ln soclology to
study llfe events throughout llfetlmes or generutlons. The reuson for thls ls thut unllke cross-sectlonul studles,
longltudlnul studles truck the sume people, und therefore the dlfferences observed ln those people ure less llkely
to be the result of culturul dlfferences ucross generutlons. Becuuse of thls beneflt, longltudlnul studles muke
observlng chunges more uccurute und they ure upplled ln vurlous other flelds;


18

And hence the relutlon of the |ob stress between executlves und clerlcul stuff wlll be eusler to flnd out becuuse lt
lnvolves soclul settlngs und lt ls u correlutlon reseurch study whlch descrlbes lts relutlon ltself, und thuts the
reuson behlnd thut lt does better thun cross sectlonul study, und becuuse lt ls observutlonul, descrlbes more
ubout the toplc.

Co relutlonul Study:

As the toplc descrlbes Prevelunce of |ob stress between executlve und clerlcul stuff" the stutement shows the
relutlonshlp thut lt ls corelutlonul. When we ure lnterested ln dellneutlng the lmportunt vurlubles ussocluted wlth
the problem,the study ls co relutlonul.
e.g.: Is |ob stress more ln executlve stuff or ln clerlcul stuff"?






19

CONCLUSION:

The results of the study lndlcute thut there ls u negutlve relutlonshlp between |ob stress und stuff. Those offlcers
who hud hlgh level of |ob stress hud low |ob performunce. All the fuctors uffected offlcers und employees. Hence
our hypothesls proved to be true thut Clerlcul stuff experlence more |ob stress thun executlves . . And dlfferent
fuctors llke pleusunt relutlonshlp, open communlcutlon, stuff lncentlves, pleusunt envlronment, cun help ln
lessenlng the level of stress umong clerlcul stuff.

RECOMMENDATIONS:

Bused on the mu|or flndlngs, the followlng
Recommendutlons ure provlded. Slnce the stress from
Role Confllct,Reulutlonshlp wlth others,work loud pressure,Performunce pressure,Role umblgulty,Home work
lnterfuce hospltul udmlnlstrutlon should puy uttentlon to solve these lssues.
Performunce ls hlndered by |ob descrlptlon confllct becuuse wlth lt the lndlvlduul fuces elther u luck of
knowledge ubout the most effectlve behuvlours to enguge ln or un ulmost lmposslble sltuutlon for dolng
everythlng expected. Therefore, lncreuslng formul orgunlzutlonul communlcutlon wlth employees reduces the
uncertulnty by lessenlng the role umblgulty und role confllct. Relutlonshlp wlth others hus un udvuntuge of
resolvlng confllcts between supervlsors und sub ordlnutes.
Luck of effectlve communlcutlon could cuuse unresolved confllcts thut wlll lncreuse the stress level. Support
from the supervlsor und colleugues ure the mu|or fuctor. The supervlsors need to recognlze the good work und
outstundlng contrlbutlons of employees to keep them motlvuted to do thelr best. Promotlng u culture of support
wlll set the exumple und lt wlll muke them reullze thut co-worker support ls very lmportunt. Correct stress
munugement should sturt from lmproved heulth und good lntrupersonul relutlonshlps. An lndlvlduul needs to
mulntuln good level of personul heulth. The preventlon und munugement of workpluce stress requlres
orgunlzutlonul level lnterventlons, becuuse lt ls the orgunlzutlon thut creutes the stress. A culture of openness
und understundlng, ruther thun of crltlclsm, ls essentlul.

LIMITATIONS:-

The tlme horlzon for the study, unulysls und completlon of the pro|ect wus months ln whlch the reseurch
works und the prlmury und secondury dutu wus collected und the sumples were tuken und stutlstlcul tests
were upplled.
As the questlonnulre method wus fulfllled methodlcully, lt provlded un lnslght to the study ut hund.
However results muy huve u smull chunce of belng blused becuuse of peer pressure, luck of serlousness
of the respondent etc.
Another llmltutlon ls the humun und the flnunclul resources to dlstrlbute und to retrleve the
questlonnulres und the reluctunce of the respondents to flll ln the questlonnulres und the dlfflculty ln
retrlevlng questlonnulres. Hence the study wus done ln Islumubud terrltory.

All ln ull the llmltutlons of the study ure few und fur between und they do not humper the contrlbutlon of
u solld buse to the study.








ACKNOWLEDGEMENT





20


We ure heurtlly thunkful to our supervlsor und offer regurds und blesslngs to Mudum Uzmu Nueem whose
encourugement, guldunce und support from the lnltlul to the flnul level enubled us to develop un understundlng
of the sub|ect us well us performlng thls reseurch.

I ulso offer muny thunks to ull of those who supported me ln uny respect durlng the completlon of the pro|ect,
Mr. Abdul Aleem who helped me ln followlng steps und muklng my reseurch more better.

And most especlully to Alluh (S.W.T) , who mude ull thlngs posslble for me und guve couruge ln solvlng und
muklng thlngs eusy for me to do.































References:


Luzurus, R. (1991). Psychologlcul stress ln the work pluce. Journul of Soclul Behuvlor und Personullty,
6, 1-13.

Locke, E. A., & Tuylor, M. S. (1990). Stress, coplng, und the meunlng of work. In W. Nord & A. P. Brlef
(Eds.), The meunlng of work (pp. 135-170). New York: Heulth.

Long, B.C. (1988). Stress munugement for school personnel: Stress lnoculutlon trulnlng und exerclse.
Psychology ln the Schools, 25, 314-324.

21


Long, Bonltu C. (1995). Stress ln the work pluce.

Job StressAn lnternutlonul Problem (1992). The 20
th
Century Epldemlc". A Unlted Nutlons Report.

John B. Arden. Survlvlng Job Stress: How to Overcome Workduy Pressures.

Sekurun, (2000), Reseurch Methods for Buslness, 4
th
Edltlon





































APPENDIX


22












Appendlx- I
JOB STRESS QUESTIONNAIRE

NAME: .. GENDER:

OCCUPATION: . AGE:

HOW MUCH JOB STRESS DO YOU HAVE?

ENTER A NUMBER FROM THE SCALE BELOW THAT BEST DESCRIBES YOU

AGREE UNDECIDED DISAGREE
1 2 3


1) I cun't honestly suy whut I reully thlnk or get thlngs off my chest ut work. __________

2) My |ob hus u lot of responslblllty, but I don't huve very much uuthorlty. __________

3) I could usuully do u much better |ob lf I were glven more tlme. __________

4) I seldom recelve udequute ucknowledgment or uppreclutlon when my work ls reully good.
__________

5) In generul, I um not purtlculurly proud or sutlsfled wlth my |ob. __________

6) I huve the lmpresslon thut I um repeutedly plcked on or dlscrlmlnuted ugulnst ut work. __________

7) My workpluce envlronment ls not very pleusunt or purtlculurly sufe. __________

8) My |ob often lnterferes wlth my fumlly und soclul obllgutlons or personul needs. __________

9)I tend to huve frequent urguments wlth superlors, coworkers or customers. __________

10) Most of the tlme I feel thut I huve very llttle control over my llfe ut work. __________

Add up the replles to euch questlon for your TOTAL JOB STRESS SCORE: .


23

Comments:

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

TABLE NO: 1 Appendlx- II
Score of 150 employees from executlve und clerlcul stuff:
Sr.No Score
1. 29
2. 26
3. 30
4. 42
5. 45
6. 31
7. 34
8. 48*
9. 43*
10. 46*
11. 50*
12. 26
13. 52*
14. 40
15. 44*
16. 51*
17. 37
18. 49*
19. 31
20. 38
21. 45*
22. 32
23. 33
24. 33
25. 46*
26. 38
27. 42*
28. 39
29. 47*
30. 38
Sr.No Score
31. 51*
32. 48*
33. 28
34. 40
35. 51*
36. 49*
37. 30
38. 49*
39. 32
40. 50*
41. 35
42. 43*
43. 34
44. 40
45. 37
46. 51*
47. 31
48. 37
49. 45*
50. 36
51. 22- Mln
52. 40
53. 41*
54. 24
55. 22
56. 25
57. 32
58. 27
59. 25
60. 42*
Sr.No Score
61. 28
62. 43*
63. 45*
64. 26
65. 29
66. 27
67. 44*
68. 28
69. 53*
70. 48*
71. 45*
72. 29
73. 47*
74. 30
75. 30
76. 31
77. 39
78. 54*
79. 32
80. 33
81. 53*
82. 33
83. 52*
84. 35
85. 34
86. 53*
87. 51*
88. 35
89. 57*
90. 50*
Sr.No Score
91. 36
92. 57*
93. 49*
94. 37
95. 56*
96. 48*
97. 38
98. 42*
99. 47*
100. 39
101. 38
102. 55*
103. 21
104. 37
105. 56*
106. 22
107. 55*
108. 57*
109. 36
110. 23
111. 32
112. 52*
113. 24
114. 50*
115. 58-Mux
116. 25
117. 51*
118. 60*
119. 26
120. 50*
Sr.No Score
121. 52*
122. 28
123. 55*
124. 53*
125. 29
126. 46*
127. 54*
128. 31
129. 50
130. 33
131. 48*
132. 32
133. 41
134. 44*
135. 40
136. 35
137. 45*
138. 48*
139. 36
140. 54*
141. 37
142. 56*
143. 38
144. 57*
145. 39
146. 48*
147. 31
148. 43*
149. 32
150. 52*



TABLE NO: 2
Score of 75 employees from executlve stuff: -

24

Sr.No Score
1. 29
2. 26
3. 30
4. 42*
5. 45*
6. 31
7. 34
8. 48*
9. 43*
10. 46*
11. 50*
12. 26
13. 52*
14. 40
15. 44*
16. 51*
17. 37
18. 49*
19. 31
20. 38
21. 45*
22. 32
23. 33
24. 33
25. 46*
26. 38
27. 47*
28. 39
29. 47*
30. 38
31. 51*
32. 48*
33. 28
34. 40
35. 51*
36. 49*
37. 30
38. 49*
39. 32
40. 50*
41. 35
42. 43*
43. 34
44. 40
45. 37
46. 51*
47. 31
48. 37
49. 45*
50. 36
51. 22--Mln
52. 40
53. 41*
54. 24
55. 22
56. 25
57. 32
58. 27
59. 25
60. 42*
61. 28
62. 43*
63. 45*
64. 26
65. 29
66. 27
67. 44*
68. 28
69. 53*
70. 48*
71. 45*
72. 29
73. 47*
74. 30
75. 30

* Showlng hlgh prevulence of |ob stress

TABLE NO.3
Score of 75 employees from clerlcul stuff:

Sr.No Score
1. 31
2. 39
3. 54*
4. 32
5. 33
6. 53*
7. 33
8. 52*
9. 35
10. 34
11. 53*
12. 51*
13. 35
14. 57*

25

15. 50*
16. 36
17. 57*
18. 49*
19. 37
20. 56*
21. 48*
22. 38
23. 42*
24. 47*
25. 39
26. 38
27. 55*
28. 21
29. 37
30. 50*
31. 22
32. 55*
33. 57*
34. 36
35. 23
36. 32
37. 52*
38. 24
39. 50*
40. 58-Mux
41. 25
42. 51*
43. 46*
44. 26
45. 50*
46. 52*
47. 28
48. 55*
49. 53*
50. 29
51. 46*
52. 54*
53. 31
54. 50*
55. 33
56.
57. 48*
58. 32
59. 41*
60. 44*
61. 40
62. 35
63. 45*
64. 48*
65. 36
66. 54*
67. 37
68. 56*
69. 38
70. 57*
71. 39
72. 48*
73. 31
74. 43*
75. 32
76. 52*

*Showlng hlgh prevelunce of
Job-Stress

26

Appendlx-III











TABLE OF CONTENTS

1ota| 1S0 samp|e

Agree
undlclded
uls agree
3

3
7S C|er|ca| staff
Agree
un dlclded
uls agree
Agree

un dlclded
3
uls agree
32
7S Lxecut|ve staff

27



Purpose of Study 3

Abstract.
Executive Summary.5
Problem Statement..........................
Sample Design.........................6
Operational Definition of Jariables....................
Introduction............................7
Reasons of selecting 1opic....................14
Literature Review.......................15
1heoretical Frame work......................18

Methodology/Procedure.......................19
Unit Of Analysis..........................2
1ime Frame...........................21
Co rrelational Study.........................21

Conclusion..........................22
Recommendations........................22
Limitations..........................22
Acknowledgement.........................23
References.............................24
Appendix............................25
Appendix II..................................27
Appendix III................................3











28