International Journal of Mechanical Engineering and Technology (IJMET), ISSN 0976 6340(Print), ISSN 0976 6359(Online) Volume 3, Issue

ue 2, May-August (2012), IAEME

INTERNATIONAL JOURNAL OF MECHANICAL ENGINEERING AND TECHNOLOGY (IJMET)

ISSN 0976 6340 (Print) ISSN 0976 6359 (Online) Volume 3, Issue 2, May-August (2012), pp. 23-31 IAEME: www.iaeme.com/ijmet.html
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IJMET
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ANALYSIS AND MULTINOMIAL LOGISTIC REGRESSION MODELLING OF WORK STRESS IN HEAVY ENGINEERING INDUSTRIES IN KERALA, INDIA
a

K. Satheesh Kumara and Dr.G.Madhub Federal Institute of Science and Technology, Ernakulam, Kerala, India.

E-mail: satheeshnta@rediffmail.com (K.Satheesh kumar)

b

Cochin University of Science and Technology, Ernakulam, Kerala, India.

ABSTRACT This study examines the influence of factors responsible for work stress among the employees in the heavy engineering industries in Kerala, India. The sample size of the subjects selected for the study consists of 75 Engineers, 110 Supervisors and 675 Workers in the selected heavy engineering industries in Kerala ,India. Seven factors were identified with the existing literatures, and in consultation with safety experts for the evaluation of work stress. The instrument developed by using these factors had validity, unidimensionality and reliability. The response rate was 81.3%. It is observed that existence the factors responsible for work stress among all the categories of employees in these industries. The multinomial logistic regression model developed is found good in predicting the work stress in heavy engineering industries. Keywords: Work stress, multinomial logistic regression model, heavy engineering industries 1. INTRODUCTION Occupational stress is becoming a major problem in both corporate and social sectors .In industrialized countries, there have been quite dramatic changes in the conditions of work, during the last decade due to the economic, social and technical development. As a consequence the people today at work are exposed to high quantitative and qualitative demands at the work place. In multinational companies, lean production, and down sizing has raised stress level of employees (ILO,2005). The national institute of occupational safety and health (NIOSH-USA) defines stress as the harmful physical and emotional responses that occur when the requirements of the job does not match with the capabilities, resources of the workers. The cost associated with work place stress indicate an international trend among industrialized countries. A recent report says that work related ailments due to work related stress is likely to cost Indias exchequer around 72000 Crores between 2009-15 (The economic times,2009). Though India is a fast developing country it is yet to create facilities to mitigate the adverse effects of work stress. The study of work stress in the member states of European Union (EU) points out that an average of 22% of the working Europeans

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International Journal of Mechanical Engineering and Technology (IJMET), ISSN 0976 6340(Print), ISSN 0976 6359(Online) Volume 3, Issue 2, May-August (2012), IAEME

experience work stress (EASHAW,2005). It is noted that work stress occurs among the employees at the context of work and at the content of work ( Cox et. al., 2005). The potential stressors for these hazards in the context of work are organizational culture and function, role in the organization, career development, decision latitude and control, interpersonal relationship at work, work-home interface and change (Mackay et.al ., 2004; Cox et. al., 2005). Studies on the employees perceptions and descriptions of their organizations, suggest three distinct aspects of organizational function and culture: organization as a task environment, as a problem solving environment and as a development environment (Cox et. al., 2005). The available evidence suggests that the organization is perceived to be poor in respect to these environments, will likely to be associated with higher stress. Another major source of stress is associated with persons role at work. A great deal of research is done on role ambiguity and role conflict .It is found that role conflict and role ambiguity are instrumental in developing physiological disorders and says that the above factors can also lead to organizational dysfunction and decreased productivity (Cox et. al., 2005). Lack of expected career growth is one of main sources of work stress. The factors connected with this are poor promotion polices, job insecurity and poor pay in the organization (Cox et. al., 2005). Decision latitude and control are important aspects of work stress. These shows the extent which the employees are participating in the decision making process, and also shows the freedom given to the employees for choosing their work (Cox et. al., 2005; Park,2007). The number of research works points out the need of good relationship with superiors ,support from the superiors and support from the colleagues at work for the elimination of work related stress hazards (Mackay et.al ., 2004; Ben ,2007). Many literature points out the work related stress hazards due to work-family conflict .It is found that work-family conflict is a form of inter role conflict ,in which the role pressures from the work family domains are mutually non compatible in same respect (Yang et.al., 2006).Change is one of the most commonly found stressor at the context of work (Launis& Pihlaja ,2007). It is observed that changes in the modern work environment as result of technological advances, organizational restructuring and various redesign options can elevate the work stress (Cox et. al., 2005). Like context of work, content of work are also leads to work stress. These factors arise due to improper design of the task ,work load and workplace, and work schedule (Mackay et.al ., 2004;Cox et. al., 2005).There are several aspect of job content ,which are found hazardous and these include low value of work ,low use of skills ,repetitive work , uncertainty , lack of opportunity to learn, high attention demand, conflicting demand, insufficient resources (Cox et. al., 2005).The research work shows that ,work related stress hazards arise due to meaning less task and lack of variety etc.It is also noted that most stressful type of work are those which have excessive demand and pressures that do not match with the workers knowledge and abilities (WHO,2007). The studies on the effect of work stress among men and women working groups in USA and found that due to high psychological work demands like excessive work load and time pressures leads to work stress and cause depression and anxiety in young working adults (Melchior et.al ., 2007). Two major factors responsible for work stress due to the improper work schedule are shift work and long working hours .The studies conducted in Italy among the shift workers observed that shift work leads to poor sleep and health related problems (Conway et. al., 2008). Studies conducted among white collar workers in Sweden, points out that work stress is associated with men subjected to long working hours (75 hours/week) and it is shown that this leads to wide range of ill health in men and women (Krantz et.al.,2005).

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International Journal of Mechanical Engineering and Technology (IJMET), ISSN 0976 6340(Print), ISSN 0976 6359(Online) Volume 3, Issue 2, May-August (2012), IAEME

Several models have been proposed to explain the causes of work related stress. Frankenhaeuser have described a model where stress is defined in terms of imbalance between the perceived demands from the environment and individuals perceived resources to meet those demands(Frankenhaeuser,1996).This imbalance can be caused by quantitative overload (A very high work pace, too much work to do etc) or qualitative overload (too much responsibility, problems too complex to solve, conflicts etc). A well known model describing work stress or strain is the demand control model proposed by karesek and Theorell and developed and expanded by others. According to this model, the combination of high demands and lack of control and influence (low job discretion) over the work situation causes high work strain (Karasek &Theorell,1990). Johannas Siergrist proposed a new model for stress at the work called the effort-reward imbalance model. According to this model, lack of adequate reward in response to the individuals achievement efforts is considered to contribute to high stress levels and elevated health risks .Reward could be obtained in terms of economic benefits, such as higher income (Siegrist,1996;Siegrist et.al.,2004).Recently multinomial logistic regression models are used to establish relationship between psychosocial work stress factors like work content ,work load and social support and job burn out (Lindblom et.al .,2006). 2. SUBJECTS Total number of subjects selected for this study is 830 and the resulted sample consists of Engineers (75 Nos.), Supervisors (110 Nos.) and workers (675 Nos.). Participants selected for this study consists of both male and female employees of age between 20 to 55 and had sufficient educational back ground for their job. All employees are permanent and working in shifts in rotation and each shift consists of 8 hour duration per day. However the majority of the employees, in these industries were males and number of woman participants is about 10% of the male participants. All the industries are heavy engineering type, large scale and profit making public sector units for the last five years and located at different districts of Kerala, India. . 3. METHODS From the literature review and with the consultation of safety experts seven factors were identified for the evaluation of work stress in the absence of well defined factors for the evaluation of work stress in Kerala ,INDIA. They are demand, control, manger support, peer support relationship, role and change. The final draft of the questionnaire had 35 items with seven subscales .All the questions were likert type with five fixed alternatives(always, often, sometimes ,rarely, never). In addition to this 10 demographic questions are also included in the questionnaire. This questionnaire was refined and validated further by means of confirmatory factor analysis (CFA) (Natemeyer et.al.,2003).This resulted in removal of five items from the questionnaire. The number of retained items in the questionnaire were demand (7 items), control (4 items),manager support (4 items), peer support (4 items), relationship (4 items), role (5 items) and change (2 items). The values of Comparative Fit Index (CFI), Tucker Lewis Index (TLI),and Cronbach alpha shows that the refined scale has good validity and unidimensionality in addition to reliability (Cronbach&Meehl,1995; Ahire et.al.,1996; Natemeyer et.al.,2003). The analysis was performed by using the software AMOS-7 (Arbuckle,2006).The filled up schedules are then carefully edited for completeness, consistency and accuracy . The overall response rate was 81.3%. On the basis of data so collected, the influence of factors on works stress analysis is performed using one-way ANOVA. Multinomial logistic regression modelling was done further to find the association of factors responsible for work stress in heavy engineering industries.

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International Journal of Mechanical Engineering and Technology (IJMET), ISSN 0976 6340(Print), ISSN 0976 6359(Online) Volume 3, Issue 2, May-August (2012), IAEME

4. RESULTS 4.1. Correlation Matrix A correlation analysis between the variables /factors so identified was performed and the result of the analysis is given in the Table-1.It is noted that all the correlations were positive , but no significant correlation was found between the variable /factors (<0.5) .Therefore the variable selected for the study can be treated as independent variables for the purpose of research. The correlation analysis was carried out by means of SPSS-15. Table 1 Correlation between the factors

4.2 Influence of factors on different categories of employees The influence of these factors are analyzed among different categories of employees by means of one-way ANOVA .The result of the test is given in the Table -2 .The test is conducted for 0.5 level significance. Table 2 Mean Score of Factors . Variables/Factors Designation Engineers Demand Mean S.D Control Mean S.D Manager Support Peer Mean S.D Mean 26.63 3.25 14.94 3.40 14.94 3.17 15.89 Supervisors 26.34 4.89 14.10 3.75 16.24 2.93 15.62 Workers 25.74 3.84 12.46 4.31 13.61 3.36 15.08 0.899 0.408 9.005 <0.001 4.589 0.011 0.690 0.502 F-value p-value

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International Journal of Mechanical Engineering and Technology (IJMET), ISSN 0976 6340(Print), ISSN 0976 6359(Online) Volume 3, Issue 2, May-August (2012), IAEME

Support Relationship

S.D Mean S.D

2.02 16.95 1.75 23.52 1.93 7.26 1.88

3.44 17.28 3.23 22.93 1.87 6.59 2.41

3.14 16.62 2.61 22.51 2.67 7.08 1.93 0.944 0.390 1.621 0.200 0.855 0.414

Role

Mean S.D

Change

Mean S.D

The mean score of the factors /variables points out that existence of factors responsible for work stress among all the categories of the employees in these industries. It is noted that , significant difference in the factors control(p<0.05) among different categories of employees To identify which among the categories has significant difference , Tukeys multiple comparison test for each of the factors and the results are given in the Table -3 Table 3 Significant difference between different categories of employees Factors/Variables Control Manager Support Difference between different designation Engineer and Worker Supervisor and Worker levels

The post- hoc analysis, reveals that considerable difference in the mean score of the factor control exists between Engineer and supervisor. Further a noted difference is observed for the factor Manager Support between supervisor and worker. 4.3. Multinomial logistic regression modelling of work stress Multinomial logistic regression is the extension of (binary) logistic regression (Hosmer & Lameshow,2000), when categorical dependent outcome has more than one level. An attempt is made to establish multinomial logistic regression model by developing the relationship with the factors/predictor variables .The factors/predictor variables are demand ,control, manager support, peer support ,relationship, role and change. The dependent variables for this study are different designation levels namely , engineers, supervisors and workers in the selected chemical industries. For this modelling the reference category is chosen as worker and the multinomial odds of improvement in work stress due to unit increase in the predictor variables/ factors among engineers over the workers is analyzed by this model [see equation----4.3(1)]. Similarly the multinomial odds of improvement in work stress due to unit increase in the predictor variables among supervisors over the workers is analyzed[see equation----- 4.3.(2)].This relative improvement in work stress for one group over the reference group is explained by means of odds ratio (OR), which is shown under the column Exp(B) (See Table -5).the odds ratio for the event at 95% confidence level is also evaluated. The model fitting information (Table-4), reveals that the initial log likelihood value obtained for the model with no independent variables ( intercept only model) is 319.49. The final log likelihood value obtained for the model by considering all independent variables is 293.61

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International Journal of Mechanical Engineering and Technology (IJMET), ISSN 0976 6340(Print), ISSN 0976 6359(Online) Volume 3, Issue 2, May-August (2012), IAEME

.The chi-square value obtained is 25.88. As the p-value obtained is below 0.05, we can conclude that the final model is better than the intercept only model. Table 4 Model fitting information different designation levels Model Fitting Criteria Model Intercept Only Final -2 Log Likelihood 319.49 25.88 293.61 14 <0.01 Likelihood Ratio Tests Chi-Square Df p-value

The associations of predictor variables is found with different designation level of the employees. For this analysis, we choose base category as workers Table 5 Parameter estimates

Designation B Engineer Intercept Demand Control Manager support Peer support Relationship Role Change Supervisor Intercept Demand Control Manager support Peer support Relationship Role Change -8.037 -0.005 0.146 0..082 0.025 -0.109 0.182 -0.075 -5.633 -0.018 0.051 0.329 -0.019 0.034 -0.019 -0.339 0.982 1.052 1.390 0.981 1.034 0.981 0.713 0.995 1.158 1.085 1.025 0.897 1.200 0.928 Exp(B)

95% Confidence Interval for Exp(B) Lower Bound Upper Bound

.0.879 0.995 0.910 0.839 0.720 0.908 0.681

1.150 1.346 1.293 1.252 1.117 1.586 1.264

0.911 0.945 0.972 0.826 0.853 0.807 0.599

1.137 1.170 1.648 1.166 1.254 1.192 0.909

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International Journal of Mechanical Engineering and Technology (IJMET), ISSN 0976 6340(Print), ISSN 0976 6359(Online) Volume 3, Issue 2, May-August (2012), IAEME

The reference category is: Worker. The variable shown in the Table-5, has two parts labeled with out come variable designation .This correspond to two equations shown below Logp(designation=engineers)/p(designation=workers) =-8.037-0.005 De+0.146Cl+0.082Ms+0.025Ps-0.109Re+0.182Rl-0.075Ch 4.3 (1) Log(p(designation=supervisors/p(designation=workers) = -5.663-0.018De+0.051Cl+0.329Ms-0.019Ps+0.034Re-0.019Rl -0.339Ch 4.3 (2) 5. DISCUSSION The main aim of the study is to develop and analyze the factors responsible for work stress among the employees in the public sector heavy engineering industries in Kerala ,India. Accordingly seven factors were developed and the validity, and unidimensionality of the questionnaire was analyzed by means of CFA and the overall reliability of the questionnaire was found satisfactory (>0.70). Interestingly it is found that the factors responsible for work stress is prominent in different categories of employees namely engineers, supervisors and workers these industries. It is also noted that lack of control among lower categories of employees particularly among supervisors and workers compared to other categories of employees. The results of many earlier research supports the finding(Karasek,1998). The multinomial logistic regression models can be interpreted by means of odds ratio (OR) as, One unit increase in the variable - demand, the multinomial odds of improvement in work stress is expected to decrease among engineers over workers by a factor 0.995 and similar trend is noted for supervisors over workers (OR<1),when all other predictor variables are held constant. The analysis of variable control reveal that ,the multinomial odds of improvement in work stress is expected to increase among engineers over the reference group by a factor 1.158 and a similar trend is noted for supervisors over the workers (OR>1). For one unit increase in variable-manager support ,the multinomial odds of improvement in work stress is expected to increase among engineers over workers by a factor 1.085 and a similar trend is noted for supervisors over workers(OR>1) . The multinomial odds of improvement in work stress due to unit increase in the variable peer support is expected to increase among engineers over workers by a factor 1.025 and reverse trend is noticed for supervisors over workers (OR<1). The multinomial odds of improvement in work stress due to the unit increase in the variable relationship is expected to decrease among engineers over the reference group by a factor 0.897 and a reverse trend is observed for supervisors over the reference group. The mutinomial odds of improvement in work stress due to the variable role is expected to increase among engineers over the reference group by a factor 1.200 and a reverse trend is noted for supervisors over workers One unit increase in the variable change, the multinomial odds of improvement in work stress among engineers over the reference group is expected to decrease by a factor 0.928 and similar trend is observed for supervisors over workers Like any other research, the study also not free from limitations. The present study is limited only to public sector industries in Kerala, India, where majority of employees are males. Therefore it would be inappropriate to draw conclusions about male and female workers

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International Journal of Mechanical Engineering and Technology (IJMET), ISSN 0976 6340(Print), ISSN 0976 6359(Online) Volume 3, Issue 2, May-August (2012), IAEME

based on this result. The conclusion is drawn based on the data obtained by means of self reported measures. A comparative study was not carried out because of lack of literature or study of work stress in the context of Indian public sector industries. 6. CONCLUSION Consistent with the literature, the results indicate that existence of factors responsible for work stress among all the categories of the employees working in heavy engineering industries in Kerala, India and the instrument developed for the evaluation of work stress by using the variables / factors ,namely demand ,control, manager support, peer support, relationship, role and change had validity, unidimensionality and reliability and the instrument can be effectively used for the evaluation of work stress in different type of industries in addition to heavy engineering industries . Low level of job control was noticed among lower designation level particularly among workers than engineers and supervisors. The multinomial logistic regression models proposed are good in representing work stress in the heavy engineering industries. ACKNOWLEDGEMENT Discussions with Mr. Jacob Devassy, President, International Efficiency Institute, Kochi 27, India (Subsidiary of International Safety Institute Incorporated, Toranto, Canada) is greatfully acknowledged. REFERENCES Ahire .S.L., Golhar,D.Y., & Waller,M.A.(1996).Development and validation of TQM implementation construct. Decision Science, 27,(1), 23-56. Arbuckle, J.L.(2006).AMOS corporation) 7.0AMOS Users Guide .Chickago,IL:Small waters

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International Journal of Mechanical Engineering and Technology (IJMET), ISSN 0976 6340(Print), ISSN 0976 6359(Online) Volume 3, Issue 2, May-August (2012), IAEME

Krantz,G., . Berntsson, L., & Lundberg, U.( 2005). Total work load work stress and perceived symptoms in Swedish male and female white collar employees. European Journal of Public Health ,15(2), 209-214. Launis,K., & Pihlaja, J. (2007). Changes in production concepts emphasize problems in workrelated well being. Safety Science, 45, 603-619. Lindblom. K.M ., Linton, S., Fideli, C.,& Bryngelssom, I .(2006).Burn out in the working population :Relations to the Psychosocial work factors. International Journal of Behavior Medicine ,13 (1),51-59. Mackay,C.J., Cousins,R., Kelly,P.J., Lee,S., & McCaig,R.H. (2004).Management standards and work related stress in UK policy background and science. Work and Stress, 18( 2), 91-112 Melchior,M., Capsi, A., Miline,B.J.,Danese,A., Poulton,R.,& Moffit,T.E. (2007). Work stress precipitates depression and anxiety in young working women and men. Psychological Medicine, 37( 8), 119-1129. Natemeyer .R.G., Beardoen,W.O., &Sharma,S. (2003) Scaling Procedures Issues and Applications. NewDelhi ,Sage, Park,J. (2007). Work stress and job performance, Perspective Statistics Canada .Catalogue No.75-001XE , 5-17 Siegrist, J. (1996).Adverse health effects of high effort low reward conditions at work. Journal of Occupational Health Psychology.1 , 27-43. Siegrist, J., Starke, D., Chandola, T., Godwin, I., M. Marmot, M., Weid hammer, I., &Peter, R. (2004).Measurement of Effort Reward Imbalance at Work: European Comparisons. Social Science and Medicine, 58( 8 ), 1483-1499. The Economic Timesdated10May2009,http:// eonomictimes.indiatimes .org World health organization (WHO), Occupational Stress at Work Place, (2007).WHO publication, 1-12. Yang,H., Schnall,P.L., Jauregui, M., Su,T.C., & Backer ,D. (2006). Work hours and self reported hyper tension among working people in California. Hypertension , 48, 744-750.

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