REGISTERATION NUMBER: 1927112

NAME: MOHD. AZFAR

Subject: MBA333 Research Methodology

3-MBA- HR

Title:
Impact of Stress on Employees at Workplace

S. Full APA reference Citation Article Journal title Notes

Title
No.

1. Sharma, A. C. (2010). (Sharma, Predictors Indian Journal

Based on an exploratory study using
Predictors of 2010) of of Industrial
a purposive sample of 53
Occupational Stress: An Occupatio Relations managerial employees of a public
Exploratory Study. nal Stress: sector organization, this paper has
An tried to assess the level of
Indian Journal of
Explorator occupational stress experienced by
Industrial Relations, 300- y Study the respondents. A sub- sequent
312. search for the predictors of stress
revealed that, out of the eight
potential predictors used for the
study, only two emerged as the
critical determinants of stress. Both
of these predictors turned out to be
aspects of the organizational
climate, suggesting thereby the
greater role played by the situational
factors in creating occupational
stress. If subsequent research studies
come up with similar findings, the
outcome of this exploratory study
should be of interest to both
academicians as well as
practitioners
2. Kashif-ur-Rehman. (Kashif- The The Pakistan The aim of this study is to analyze
(2009). The Impact of ur- Impact of Development the reliability and validity of job
Occupational Stress on Rehman, Occupatio Review factors in relation to the impact of
Employees' Somatic 2009) nal Stress occupational stress on employees'
Symptoms, Job Anxiety on somatic symptoms, job anxiety and
Employee turnover intention through a two
and Employee's Turnover
s' Somatic time cross-sectional study of the
Intention—An Empirical Symptoms Water and Power Development
Study. The Pakistan , Job Authority (WAPDA). The method
Development Review, Anxiety employed consisted of two times
291-311. and self-reported cross- sectional
Employee' surveys that covered 420
s respondents at Tl and 388
Turnover respondents at T2. Results:
Intention Appropriate internal consistencies
—An of the seven scales i.e. demands,
Empirical control, job stress, social supports,
Study employees' somatic symptoms, job
anxiety and turnover intention were
obtained. Zero-order correlation and
linear and multiple regressions
analysis replicated the theoretically
assumed structure of the job factors
and employees' somatic symptoms,
job anxiety and turnover intention
construct in men and women
collectively. Evidence of criterion
validity was obtained from cross-
correlations of the scales and from
their linear and multiple regression
analysis. Finally, all seven measures
were associated with a highly
significant ratio of job stress, and
the effect was strongest for the job
stress ratio as predicted by the
fundamental theory of Karásek.
Conclusion: We examine how users,
who are assimilating job factors into
their work, experience the level of
work related demands in their jobs,
the level of autonomy/control they
have over their work, and how these
relate to outcomes, such as
employees' somatic symptoms, job
anxiety and turnover intention.
Based on the results of this study the
seven-version scale is considered
reliable and serves as a valid
instrument for measuring
psychosocial pressure in work
environment. These outcomes and
measures are applicable to all
services and manufacturing
industries.
3. Shah, F. A. (2003). Role (Shah,
Stress in the Indian 2003)
Industry: A Study of
Banking Organisations.
Indian Journal of
Industrial Relations, 281-
296.
4. Dahl, M. S. (2011). (Dahl,
Organizational Change 2011)
and Employee Stress.
Management Science
Role Indian Journal With the growing recognition of the
Stress in of Industrial 'Human Relations Approach' in the
the Indian Relations management of organizations, the
Industry: discomforts and dishonors
A Study associated with work are apparently
of missing today but the intangible
Banking vulnerability and hazards in the
Organizati shape of stress, strain and anxiety
ons are still ingrained in it. This intrinsic
and hidden susceptibility, which is
more precarious and has been
covertly taking the toll on working
people, is a fallout of the worker
and work environment misfit.
Consequently, job stress has been a
fascinating field of research during
the recent years. However, the
studies have mostly focused on its
few dimensions only thereby
ignoring the other equally potent
constructs. The present study has
been undertaken to provide an
adequate explanation of stress; its
nature, dimensions, causes,
manifestations and coping up
strategies. The study, conducted in
the banking industry in Kashmir,
reveals that most of the employees
experience medium to high level of
stress at work. Role stagnation,
inadequacy of role authority and
role erosion are comparatively high
rated dimensions of job stress. The
study further reveals that employees
belonging to the clerical cadre
relatively experience more stress on
most of the dimensions. The
available literature on the subject
has been critically reviewed and
various measures to effectively
manage stress experience at the
suggested jobs.
Organizati Management This article analyzes the relationship
onal Science between organizational change and
Change Journal employee health. It illuminates the
and potentially negative outcomes of
 Journal, 240-256. Employee change at the level of the employee.
Stress In addition, it relates to the ongoing
debate over how employees react to
and respond to organizational
change. It hypothesize that change
increases the risk of negative stress,
and It test this hypothesis using a
comprehensive panel data set of all
stress-related medicine prescriptions
for 92,860 employees working in
1,517 of the largest Danish
organizations.
The findings suggest that the risk of
receiving stress-related medication
increases significantly for
employees at organizations that
change, especially those that
undergo broad simultaneous
changes along several dimensions.
Thus, organizational changes are
associated with significant risks of
employee health problems. These
effects are further explored with
respect to employees at different
hierarchical levels as well as at
firms of different sizes and from
different sectors.
5. Verma, M. (2013). (Verma, Impact of Indian Journal The study aimed at assessing the
Impact of Gender 2013) Gender of Industrial impact of gender sensitive practices
Sensitive Practices on Sensitive Relations on job satisfaction and stress levels
Job Satisfaction & Stress Practices of women executives working in
on Job call centers in India. Data was
Levels. Indian Journal of
Satisfactio collected from 302 women
Industrial Relations, 286- n & Stress executives working in eight call
297. Levels centers in Delhi, Gurgaon and
Noida. Structural Equation
Modeling through AMOS (version
16) was used to test the model fit. It
was found that gender sensitive or
family friendly policies positively
impact on job satisfaction and
negatively affect the stress levels of
women executives which in turn
affect the organizational
commitment and impact to leave.
6. DeTienne, K. B. (2012). (DeTienn The Journal of Moral stress is an increasingly
 The Impact of Moral e, 2012) Impact of Business significant concept in business
Stress Compared to Moral Ethics ethics and the workplace
Other Stressors on Stress environment. This study compares
Employee Fatigue, Job. Compared the impact of moral stress with other
to Other job stressors on three important
Journal of Business
Stressors employee variables - fatigue, job
Ethics, 377-391. on satisfaction, and turnover intentions
Employee - by utilizing survey data from 305
Fatigue, customer-contact employees of a
Job financial institution's call center.
Satisfactio Statistical analysis on the interaction
n, and of moral stress and the three
Turnover: employee variables was performed
An while controlling for other types of
Empirical job stress as well as demographic
Investigati variables. The results reveal that
on even after including the control
variables in the statistical models,
moral stress remains a statistically
significant predictor of increased
employee fatigue, decreased job
satisfaction, and increased turnover
intentions. Implications for future
research and for organizations are
discussed.
7. Im, T. (2009). An (Im, An Public This article elucidates the temporal
Exploratory Study of 2009) Explorator Administratio dimension of time stress among
Time Stress and Its y Study of n Review employees in public organizations.
Causes among Time Employees working at five agencies
Stress and in Indiana were surveyed, fob
Government Employees.
Its Causes characteristics and personal
Public Administration among variables such as overtime,
Review, 104-115. Governme repetitiveness, gender, family
nt obligation, and age group were
Employee found to be insignificant as time
s Stressors. However, political factors
such as level of government, goal
awareness, political sensitivity, and
time allotted for meetings were
significant independent variables
affecting time stress. To enhance
performance in the public sector,
especially when a merit pay system
is not fully instituted, more attention
needs to be paid to the time
dimension.
8. Chan, K. W. (2012). (Chan,
How Can Stressed 2012)
Employees Deliver
Better Customer Service?
The Underlying
SelfRegulation Depletion
Mechanism. Journal of
Marketing, 119-137.
How Can Journal of This research delineates and
Stressed Marketing empirically tests how regulatory
Employee depletion may affect high-stress
s Deliver employees' service performance on
Better different types of job tasks. Using a
Customer laboratory experiment and a survey
Service? study, the authors examine (1)
The whether work stress causes a
Underlyin depletion effect, such that high work
g Self- stress undermines service
Regulatio employees' performance on tasks
n requiring self-regulation (e.g.,
Depletion customer complaint handling
Mechanis performance) versus tasks requiring
m limited self-regulation (e.g.,
customer-directed extra-role
performance); (2) whether the
depletion effect can be overcome by
supervisory support or employees'
engagement in perspective taking;
and (3) how these moderating
effects might be mediated by
employees' feelings of fatigue and
intrinsic job motivation. The results
confirm regulatory depletion: High-
stress employees feel more fatigue
and perform more poorly than low-
stress employees in tasks requiring
self-regulation. However, the
depletion effect from work stress is
largely attenuated on employees'
performance on tasks requiring less
or limited self-regulation. The
mediated moderation tests further
show that the extent of the depletion
effect is not uniform. Employees
who can replenish their resources
from supervisory support or
enhance their goal focus by
engaging in perspective taking are
less affected by regulatory
depletion. These buffering effects
occur because of enhanced intrinsic
job motivation.
Problem Statement:
Difficulties arising in the lifespan of a person’s effort promote the stress out of business. On the
other hand, not only concerning job stress, employees are stared as a significant issue to be
determined regarding businesses. For this purpose companies especially in recent years, job
stress reduction, increased motivation and allocate increasingly high budgets to progress output
enhancing social projects.

Significance of the study:

The occurrence of stress is not very great among the employees of the organization but around
55 per cent of the employees do experience some degree of stress. So I propose this research in
order to study the impact that stress creates on the employees.

Objective of the study:

 To assess the nature, level and sources of job stress
 To examine how the stress level varies with the nature of the job of employees
 To suggest, on the basis of the results of the study, the workable stress managing
strategies; and
 To highlight the implications of the study results for employees, management, policy
makers and academicians.

Research Design:
Causal Research: This paper tries to identify the cause and effect relationship of Stress on the
Employees at the Workplace.

Independent Variable: Stress

Dependent Variable: Employees

+
Employee Productivity
Stress
-

Independent Variable Dependent Variable

Research Methodology:
For a detailed examination, the study will be conducted on 50 employees (n=50) working in
various corporates and organization. Using the stratified sampling technique, (he population was
stratified as (i) Middle Level Managers (ii) Top Level Managers. The Middle level managers for
the sample will include General Manager, Plant manager, Regional manager, and
Divisional manager. Likewise, the top level managers for the sample constituted the president,
vice-president, CEO, CHO, CFO, CMO’s.
With a view to ensure adequate representation, the total sample size was divided using the
proportionate representative sampling technique. The individual samples thus arrived at, for each
organization, were further stratified on the basis of geographical location and scatteredness so as
to give sufficient representation to the domain of the study.
Besides discussions and deliberations with the management personnel and employees, their
personal interviews through a properly designed comprehensive questionnaire constituted the
primary source of data for the study. The questionnaire consisted of two parts. Part I was
designed to elicit the socio-economic background of the respondents and Part II pertained to
stress experience at their job.
Since the statements in the questionnaire were qualitative, they were quantified on a five-point
scale using Likert type technique. The respondents were asked to tick mark the appropriate score
on a five point continuum (1 = True to Almost No Extent, and 5 = True to a Very Great Extent).

Hypothesis:
There are two types of hypothesis- null hypothesis (H0) and Alternate Hypothesis (H1)

Ho: Stress has no impact on Employee Productivity at Workplace

H1: Stress has impact on Employee Productivity at Workplace

If P value is greater than or equal to 0.05, you accept Null Hypothesis and if it is less than 0.05
then Alternate Hypothesis is accepted.

Literature Review:
Occupational stress has been defined as the non-specific response of the body to any demands
made upon it. It is a negatively perceived quality which stems from inadequate coping with
sources of stress and which results in negative consequences in terms of mental as well as
physical health. Stress is considered to be an internal state or reaction to anything consciously or
unconsciously perceived as a threat, whether real or imagined. The factors that are associated
with stress are usually called Stressors. The word "stressor", like another term called "driver",
has a strong causal connotation. Some of the potential stressors are as follows:

(1) Personal Attributes

(a) Locus of Control
(b) Demographic Factors

(2) Situational Factors

(a) Job Content
(b) Organizational Climate (Sharma, 2010)
It is necessary to investigate job demands and job control of employees to find the root causes of
Stressors i.e. which specific demands and which specific controls contribute more to job stress.
In the short term stress can lead to emotional distress, stomach disorders, headaches, somatic
problems, sleeplessness, and loss of energy and, in the long term, it can contribute to serious
illness and even premature death, particularly from some cardiovascular disease. Moreover,
occupational stress has become endemic to the modern workplace, as national surveys (in the
US) have shown that a large proportion of workers report feeling highly stressed at work.
(Kashif-ur-Rehman, 2009)
The common connotation which the term 'stress' has acquired is a negative one something which
should be avoided. Nonetheless, the researchers have, of late, started feeling that a moderate
amount of stress is not only essential but also desirable for effectiveness and improvement. They
feel that it is natural and healthy to maintain optimal level of stress and believe that success,
achievement and high productivity call for optimum amount of stress. A reasonable level of
stress is positively related to job satisfaction and involvement and a high level of stress (hyper
stress) is found to be responsible for poor performance and physical and psycho-physiological
disorders. Similarly, too little stress (hypo stress) is as undesirable as too high stress. Thus,
somewhere between these two extremes is the moderate level of stress where performance is
optimal.
Stress is known to have two dimensions. It can be an individual's best friend or his worst enemy.
In case it assumes the role of the latter, it tears one down in a number of subtle ways and hits at
his physical, mental and behavioral faculties. This is truer under the modern belief according to
which illness is considered as physiologically and chemically founded and socially and culturally
conditioned. This social and cultural contribution to illness is, to a great extent, stress causation.
Given the implications, the literature on stress and health has been accumulating ever since the
stress conceptualization came into being. Research has been conducted on all the aspects of
stress, particularly its physiological, psychological and behavioral ill effects. The common
manifestations observed due to stress are, anxiety, depression, cardio-vascular failures,
headaches and muscular aches, allergies, sexual dysfunction, gastric and peptic ulcers,
malignancies, bronchial asthma, insomnia, increased smoking/ drinking and over or under
eating, and so on.
Stress has been a part of every civilization and as such people cannot imagine of a stress free
life. Nevertheless, given the physical, psychological and behavioral repercussions, individuals
and organizations cannot afford to live in the continuous state of tension and anxiety. The
researchers have, therefore, been trying to find out the ways and means to counteract stress. In
general, two different strategies of coping with stress have been advocated, 'avoider' and 'coper'.
The avoider solves the stress problems simply by denying them, diverting attention, taking time
off from routine preoccupations and developing hobbies, etc. (Sharmal983). Contrary to it, the
'coper' seeks out stress situations so as to learn how to cope with them. Similarly, Pareek (1983)
suggests that effective coping strategies are 'approach' strategies; to confront the problem of
stress as a challenge and to enhance the capability of dealing with it and the ineffective and
unpleasant strategies are 'avoidance' or 'escape' strategies; to reduce the feeling of stress by
resorting to escapism; denying the reality of stress through use of alcohol, drugs and smoking.
(Shah, 2003)
Given the size, nature, and effects of today's businesses, understanding the causes and effects of
ethics in the workplace becomes ever more important. In the business ethics literature, we find a
host of concepts that help us understand those causes and effects. Employees suffer a daily
onslaught of job stressors, ranging from lack of supervisor or coworker support to family
conflicts they have carried with them to the work- place. In this cacophony of stress, are all
stressors created equal? Certainly, if some stressors impact more factors significant to
organizational health and productivity, such stressors should have priority in curative solutions.
More specifically, what significance does moral stress have amidst this pack of stressors
clamoring for management's attention?
Stress has been shown to be a predictor of several outcome variables, such as organizational
commitment, turn- over intentions, job satisfaction, and job performance, all of which
significantly impact a company's profitability and productivity (DeTienne, 2012)
The time Stressors for government employees could be different from Stressors in general,
especially those of private employees. Contrary to the job characteristics model, the study found
that neither personal characteristics nor job characteristics significantly affect public officials'
time stress; however, variables related to organizational features play an important role. (Im,
2009)

Timeline:
10 Days: Identifying the Problem
7 Days: Writing the abstract
10 Days: Formulating the questionnaire
2 months: Data Collection
15 days: Data Analysis
15 Days: Introduction
1.5 month: Literature Review
1 month: Report Writing
1 month: Findings, Conclusion, Suggestions
2 Days: Referencing

It will take me around 7.5 months to complete the Research

Budget:

Particulars Amount
Paid Access to Databases 7,000
Travel Expenses 6,000
Mobile Bills 2,000
Consultancy 9,000
Outsources Data collection 5,000
Paid access to Data Analysis Tools 12,000
TOTAL 41,000