Effect of Job Stress on Job Satisfaction

Transcription

1 Effect of Job Stress on Job Satisfaction KIRTHIKA.H B.E., MBA, Dept. of LOGISTICS, Saveetha School of Management, Tamil Nadu ABSTRACT: It is well documented that role conflict, role ambiguity, role overload are key determinants of job satisfaction. The aim of this study was to examine levels of work stress and their contribution to job satisfaction among employees in the organization. This paper presents a survey method. Drawing on a sample of 50 employees in organization, and the data was analyzed using percentage analysis, mean analysis and one way ANOVA. we examined the degree to which stressors such as role conflict, role ambiguity, role overload influence job satisfaction aspects such as physical environment, career opportunities, management style, job enrichment, and job security. Results showed that role conflict, role ambiguity and role overload are associated with all job satisfaction dimensions and it is also proved that employees with high work experience will have less job satisfaction. 1. INTRODUCTION Stress is a fact of every human life in day to day activities. Stress is a normal psychological reaction when the brain recognizes threats of life. Stress is caused both positive and negative stressors. stress can help the individuals to cope up with life challenges. Stress is a state of psychological and physiological imbalance resulting from the disparity between situational demand and the individual s ability and motivation to meet those needs. Stress is a response to stimulus and involves a sense of an inability to cope. A stress reaction is an unpleasant state of anxiety. Stress is the mental, physical and emotional reactions one experiences as a result of demands of life. Stress is the wear and tear as one adjusts to continually changing surroundings. It has physical and emotional effects on people which leads to good or bad feelings. Stress as a good influence, motivates an individual to do something, which he may not do otherwise help the person to go through the day. As a bad influence, it can result in feelings of destruction, rejection, anger, and depression which in turn can lead to health problems such as headaches, upset stomach, rashes, insomnia, ulcers, high blood pressure, heart disease, and strokes. Adjusting to different circumstances, situations and pressure that cause stress are called stressors. Stressors vary in harshness and duration. Stress has a power to deplete the most vibrant of souls. Stress may lead to negative effects on every aspects of a person s life including their health, emotional well-being, relationships and career. However, not all stress is harmful, good stress, or restress, is actually energizing. Workplace stress is normal. The excessive stress can interfere with your productivity and performance, affect your physical and emotional health, and affect your relationships and home life. This will lead to success and failure on the job. You can t control everything in your work environment, but that doesn t mean you re powerless. Whatever your ambitions or work demands, there are steps you can take to protect yourself from the damaging effects of stress, improve your job satisfaction, and your well-being in and out of the workplace. A little bit of stress can help you stay focused, energetic, and able to meet new challenges in the workplace. Page No:240

2 But in today s hectic world, the workplace too often seems like an emotional roller coaster. Long hours, tight deadlines, and ever-increasing demands can leave you feeling worried, drained, and overwhelmed. And when stress exceeds your ability to cope, it stops being helpful and starts causing damage to your mind and body as well as to your job satisfaction. COMMON CAUSES OF WORKPLACE STRESS INCLUDE: Fear of being laid off More overtime due to staff cutbacks Pressure to perform to meet rising expectations but with no increase in job satisfaction Pressure to work at optimum levels all the time Lack of control over how you do your work 2. JOB STRESS AND JOB SATISFACTION Job stress is one of the most studied consequences job demands. Role conflict and role ambiguity have been identified as organizational factors associated with burnout, (Cervoni&DeLucia-Waack, 2011). Role conflict is defined as the simultaneous occurrence of two or more role pressures, during which compliance with one makes more difficult to comply with the other (Rizzo, House, &Lirtzman, 1970). According to Ivancevich and Matteson (1980), job role conflict occurs when more than one role pressure is exerted on an employee, and when these two roles conflict with each other. Increased role obligations will cause psychological conflict when multiple roles cannot be fulfilled. Role ambiguity is strongly connected with role conflict, after the two topics are researched together. Role ambiguity is often perceived as an exaggeration factor for role conflict. Ambiguity is described as a type of inadequacy where clear information is not present and communication is lacking. According to Rizzo et al. (1970), role ambiguity is thedegreeto whichclear informationis lackingregardingtheexpectationassociated with the job role. Ambiguous role expectations (subjective) are associated with greater tension and less job satisfaction than clear role expectations (Vandenberghe, Panaccio, Bentein, Mignonac, &Roussel, 2011). According to Locke (1976), job satisfaction is a kind of pleasant or positive affection state, which grows in the process of evaluating an individual s work experience (Zhu, 2013). As job satisfaction is a reaction directed toward the immediate work environment, an increase in role ambiguity and role conflict may precipitate the decline in job satisfaction. Both role ambiguity and role conflict constrain employees ability to perform and be effective in their jobs, reducing enjoyment derived from the job (Vandenberghe et al., 2011). Several studies have supported the relationship between role conflict and role ambiguity and job satisfaction, specifically within teachers, nurses, and services staff (Cervoni&DeLucia-Waack, 2011; Crawford, LePine, & Rich, 2010; Zapf, Seifert, Schmutte, Mertini, &Holz, 2001). 3. REVIEW OF LITERATURE 1. Khamisa (2016) hashighlighted the effect of personal and work stress on burnout and job satisfaction in nursing environment. The Analysis has done using hierarchical multiple linear regression. The findings of this study have proved that evidence based policy and practice through interventions has improved job satisfaction and have reduced the impact of personal and work stress, burnout, job satisfaction on general health of nurses. Page No:241

3 2.Trivellaset al (2013) conducted a study on the impact of job related stress on job satisfaction of nursing staff in hospitals. Principal component analysis has been conducted to examine the underlying factors of job stress and job satisfaction scales. The result of study proved that conflict, heavy workload and lack of job autonomy are negatively associated with job satisfaction while information access and feedback is positively associated to their satisfaction. 3. Jinet al (2016) have studied about the relationships between job and organizational and role and job stress among the Chinese community correctional workers. The authors have usedregression analysis to test both the direct and indirect effects of job and organizational characteristics on job stress. The result showed that role ambiguity, role conflict increased the job stress but they are reduced by the agency formalization, supervisory support, and co-worker integration. 4. Khalatbari et al (2013)have conducted the study on job stress, job satisfaction, job motivation, and burnout of employees. To analyse the hypothesis of research, Pearson correlation coefficient and step by step regression analysis was used. The study have proved that burnout is positive and correlated with job stress but burnout is not correlated with job motivation. Stress is in meaningful correlation with job stress, job satisfaction and job motivation. 5. Uguryozgat et al (2013)havestudied on job stress and job performance among employees in public sector considering emotional intelligence as a moderating variable. The findings of the study proved that emotional intelligence had a positive impact on job performance and moderated this relationship between job stress and job performance. 6. Hoboubi et al (2016) have investigated the levels of job stress, job satisfaction and workforce productivity levels of Statistical analysis was performed using Pearson correlation analysis. The result of this study is role conflict is to be improved and supervisor support must be increased to reduce job stress and increase job satisfaction and productivity. 7. Oginska-bulik(2005)haveexplored the relationship between emotional intelligence and perceived stress in the workplace and health outcomes of human service workers. The analysis is done using Pearson correlation. The result of the study proved that emotional intelligence is essential but not very strong in perceiving employees human services from negative health outcomes. 8. Saijo et al (2018) the study is to clarify factors, including job stress, that influence workplace resignation and factors that cause the burnout among the rural physicians. To analyse the factors the statistical analysis is used. The findings of the study proved that low job control is related to both intention to resign and burnout. Improving the job stress factors, especially job control and taking into consideration physician hometown and income factors to prevent the resign and burnout. 9. Rizwan (2014) the research is to identify the causes and effect of job stress on employee s behaviours, attitudes and their willingness towards achieving goals and efficiency. To analyse reliability analysis is used. The result conclude that there is significant relationship between the variables. Role ambiguity, role conflict, work overload, turnover intention have positive correlation with job stress. Job stress and job satisfaction are negatively correlated. Job satisfaction is negatively correlated with turnover intention. Page No:242

4 10. Moura (2014)have examined the role of job stress and work engagement as antecedents of job satisfaction. Hierarchical multiple regression analysis was used to predict the role conflict and work engagement. The finding of the study is job satisfaction may be predicted by motivational process and job demands. 11. Janipha (2018)have identified the causes and effects of workplace stress among designers. The authors have provethat stress lead to bad designs and gives bad effects to the performance of the designers. 12. Mucci et al (2015) conducted a study on work related stress assessment in a population of Italian workers. First order confirmatory factor analysis (CFA) was used to analyse the factors. The result of study is the psychosocial risk scale reported a satisfactory and validity. There is careful measurement of work related stress. 13. Deshmukh (2009)have studied stress and life satisfaction among working and non working women from similar levels of socio economic status of the society. The results conducted that there was no significant difference in physical and family stress among working and non working women. Role stress was significantly higher among working than non working women. Life satisfaction was better in working women than non working women. RESEARCH METHODOLOGY Research objective: Stress is a dynamic condition in which an individual is confronted with an opportunity, demand or resource related to what the individual desires and for which the outcome is perceived to be both uncertain and important. This is research is to carry out the study that how much the employees are stressed in organization and how do their stress affect their work life Sampling design: I have taken the sample of 50 employees from the Indian oil corporation. All the employees were of the same designations. Sample size: The sample collected in this study was 50. The survey was conducted based on questionnaire method. Questionnaire design These five point lickert scale was selected as the response made for the questionnaire. For each of the measurements the respondents are asked to tell whether they agree or disagree with the suggestion that is made. This is done by choosing a number given on five point scale. Data collection: Page No:243

5 Primary data: Primary data was collected by survey method by distributing questionnaire method to the employees. The questionnaires where carefully designed by taking into account the parameters of this study. Tools used: The data collected from the sources is analysed and interpreted in the systematic manner with the help of statistical tool like percentage analysis, mean analysis and ANOVA. 4.1 PERCENTAGE ANALYSIS: GENDER: 4. DATA ANALYSIS Table showing the respondents on the basis of their gender: Particular Frequency Percent Valid Male Female Total Diagram showing the respondents on the basis of their gender INTERPRETATION: The above table and diagram shows that majority of the respondents comprises of men 63.3% and women 36.7%. This is indication that the company employs people irrespective of gender. Page No:244

6 4.1.2 AGE: Table showing the respondents on the basis of their age Frequency Percent Valid 20-29yrs yrs yrs yrs Total Diagram showing the respondents on the basis of their age INTERPRETATION: The above table and chart shows that majority of the respondent 30% belong to age group of 20-29yrs, 26.7% of the respondent are in the age group of 30-39yrs, 16.7% of the respondent are in age group of 40-49yrs, 26.7% of the respondents are above 50yrs of age MARITAL STATUS To determine how the respondents are divided on basis of their marital status Table showing the percentage of marital status of employee Frequency Percent married Valid single divorced Total Page No:245

7 Diagram showing marital status of employee INTERPRETATION: The above table and chart show that majority of the respondents 60% were married, 30% of the respondents are single and 10% of the respondents are divorced EDUCATIONAL QUALIFICATION: Table showing the percentage of educational qualification of employee Frequency Percent Graduate Valid post graduate Professionals Others Total Page No:246

8 Diagram showing the percentage of educational qualification INTERPRETATION: From the above table it is clear that 23.3% are graduates, 30% are post graduate, 40% are professionals, others are 6.7%. An indication that 93.3%of the respondents are educated and skilled WORK EXPERIENCE To determine how the respondents are divided on the basis of their work experience. Table showing the percentage of work experience of employee Frequency Percent below 5 years Valid 6-10 years years above15 years Total Diagram showing the work experience of employee Page No:247

9 INTERPRETATION: The above table and chart shows that majority of the respondents 16.7% of respondents have the work experience below 5 years. 33.3% of respondents have the work experience of 6-10 years. 16.7% of respondents have the work experience of years. 33.3% of respondent have more than 15 years of work experience INCOME To determine how the respondents are divided on the basis of their income Table showing the percentage of salary distribution of employee Valid Frequency Percent below above Total Diagram showing the salary distribution of employee INTERPRETATION: The above table and chart shows that 3.3% of respondents earn a salary ranging from 10,000-20,000 per month. 13.3% earns salary between 21,000-30,000 per month. 40% earns salary between 31,000-40,000 per month. 43.3% earns salary above 41,000 per month. Page No:248

10 4.2 MEAN ANALYSIS WORK EXPERIENCE *DIMENSIONS OF JOB SATISFACTION Dimensions of Jobsatisfaction Mean Rank Total WORK EXPERIENCE *DIMENSIONS OF ROLE AMBIGUITY Dimensions of role ambiguity Mean Rank Total Page No:249

11 WORK EXPERIENCE *DIMENTIONS OF ROLE CONFLICT Dimensions of roleconflict Mean Rank Total WORK EXPERIENCE * DIMENSIONS OF ROLE OVERLOAD Dimensions of role overload Mean Rank Total Page No:250

12 4.3 ONE WAY ANOVA Work experience versus Job satisfaction Table No. Dimensions of Jobsatisfaction Dimensions of role ambiguity Dimensions of roleconflict Dimensions of role overload ANOVA Sum of Squares Df Mean Square F Sig. Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total Between Groups Within Groups Total INTERPRETATION: From the above table values it is proved that only job satisfaction varies based on work experience. People who have less than 5 years of experience have higher level of job satisfaction (M = ) than employees who have more than 15 years of experience Dependent Variable Dimensio ns of Jobsatisf action Tuk ey HS D (I) workex perienc e below 5 years 6-10 years years Above 15 years (J) workexperienc e Multiple Comparisons Mean Std. Error Sig. 95% Confidence Interval Difference (I-J) Lower Upper Bound Bound 6-10 years years above15 years * below 5 years years above15 years * below 5 years years above15 years below 5 years * years * years Page No:251

13 INTERPRETATION: From above table values it is proved that the employees with high work experience will have less job satisfaction. The employees working in the same job for many years will get bored and not satisfied with their job. CONCLUSION There is no a specific term or definition of stress as different individual and/or organization has their owned definition. However, stress is always related to a particular feeling of individuals, in which the demands or ability of work and/or life exceed the belief of the individual in his or her capacity to cope. Stress is related to the job satisfaction of employee in the organization. If the employee is not satisfied with their job, it cause stress for the employee. Role conflict, role ambiguity, role overload and their effects on job satisfaction influence the stress among the employee, and also proved that the employee with high work experience will have the less job satisfaction. APPENDIX QUESTIONNARIE ON STRESS MANAGEMENT Please choose one of the following options which is applicable to you: 1. Name (optional): 2. Gender : Men Women 3. Age : a) b) c) d) Marital status : a) Married b) single c) divorced 5. Educational qualifications : a) Graduate b) post graduate c) professionals d) others 6. Work experience : a) Below 5 years b) 6-10 years c) years d) Above 15 years 7. Income (Rs) : a) Below 20,000 b) 21,000-30,000 c) 31,000-40,000 d) Above 41,000 Page No:252

14 Factors 8. I find my job challenging and interesting. 9. My organization takes suitable steps to organise regular stress management programs. 10. I am satisfied with my current job. 11. I am allowed to give suggestions or ideas at work. 12. I am able to satisfy the demands of my stakeholders at work. 13. My workplace environment is very pleasant and safe. 14. I am often satisfied with my job performance. 15. Overall how satisfied are you with your job. Highly satisfied satisfied neutral dissatisfied Highly dissatisfied Factors 16. I feel that my role in the organization is appreciated. 17. I am clear about the scope and responsibilities of my job. 18. I am aware that opportunities for advancement and promotion exist for me. Strongly agree agree neutral Disagree Strongly disagree Page No:253

15 Factors 19. I have sufficient authority to carry out my responsibilities. Strongly agree Agree neutral Disagree Strongly disagree 20. I am able to know what the people expect from my job. 21. I am not properly guided. 22. I am uncertain about how my job is linked to other jobs. 23. I have frequent arguments with my supervisors and co-workers with regards to my work. 24. I do not have adequate resources and materials to perform my duties. 25. There is a mismatch between my abilities and requirements of my job. 26. I have to do things that should be done differently. 27. I receive incompatible requests from two or more people. 28. I work under extreme time pressure. 29. I experience work pressure often. 30. I have to perform tasks that are too difficult. 31. I work on unnecessary things. 32. My supervisor s behaviour is inconsiderate. REFERENCE 1. Khamisa, N., Peltzer, K., Ilic, D., & Oldenburg, B. (2017). Effect of personal and work stress on burnout, job satisfaction and general health of hospital nurses in South Africa. healthsagesondheid, 22(1), Trivellas, P., Reklitis, P., &Platis, C. (2013). The effect of job related stress on employees satisfaction: A survey in health care. Procedia-social and behavioral sciences, 73, Jin, X., Sun, I. Y., Jiang, S., Wang, Y., & Wen, S. (2018). The relationships between job and organizational characteristics and role and job stress among Chinese community correctional workers. International Journal of Law, Crime and Justice, 52, Khalatbari, J., Ghorbanshiroudi, S., &Firouzbakhsh, M. (2013). Correlation of job stress, job satisfaction, job motivation and burnout and feeling stress. Procedia-Social and Behavioral Sciences, 84, Page No:254

16 5. Yozgat, U., Yurtkoru, S., &Bilginoğlu, E. (2013). Job stress and job performance among employees in public sector in Istanbul: examining the moderating role of emotional intelligence. Procedia- Social and behavioral sciences, 75, Hoboubi, N., Choobineh, A., Ghanavati, F. K., Keshavarzi, S., &Hosseini, A. A. (2017). The impact of job stress and job satisfaction on workforce productivity in an Iranian petrochemical industry. Safety and health at work, 8(1), Oginska-Bulik, N. (2005). Emotional intelligence in the workplace: Exploring its effects on occupational stress and health outcomes in human service workers. International journal of occupational medicine and environmental health, 18(2), Saijo, Y., Yoshioka, E., Hanley, S. J., Kitaoka, K., & Yoshida, T. (2018). Job Stress Factors Affect Workplace Resignation and Burnout among Japanese Rural Physicians. The Tohoku journal of experimental medicine, 245(3), Sheraz, A., Wajid, M., Sajid, M., Qureshi, W. H., &Rizwan, M. (2014). Antecedents of Job Stress and its impact on employee s Job Satisfaction and Turnover Intentions. International Journal of Learning and Development, 4(2), Moura, D., Orgambídez-Ramos, A., &Gonçalves, G. (2014). Role stress and work engagement as antecedents of job satisfaction: Results from Portugal. Europe s journal of psychology, 10(2), Janipha, N. A. I., & Ismail, F. (2018). The Sources of Stress amongst Construction Consultants In Workplace Environment. Asian Journal of Environment-Behaviour Studies, 3(9), Lambert, E. G., Minor, K. I., Wells, J. B., & Hogan, N. L. (2016). Social support's relationship to correctional staff job stress, job involvement, job satisfaction, and organizational commitment. The Social Science Journal, 53(1), Mucci, N., Giorgi, G., Cupelli, V., Gioffrè, P. A., Rosati, M. V., Tomei, F.,...&Arcangeli, G. (2015). Work-related stress assessment in a population of Italian workers. The Stress Questionnaire. Science of the Total Environment, 502, Page No:255