Understanding Stress, Job Satisfaction and Physical Well Being of Managers

JURNAL PSIKOLOGI
VOLUME 37, NO. 2, DESEMBER 2010: 129 – 139

Understanding Stress, Job Satisfaction and Physical
Well Being of Managers
Shiet‐Ching Wong1
Sunway University
Malaysia
Arifin Zainal
Open University
Malaysia
Fatimah Omar
Universiti Kebangsaan Malaysia
Malissa‐Maria Mahmud
Sunway University
Malaysia
Tujuan dari penelitian ini adalah mengidentifikasi model untuk sumber stres, kepuasan dan
kesejahteraan fisik serta hubungan dari ketiganya. Sebanyak 338 manajer sektor swasta dari
Klang Valley diberikan sebuah laporan survei diri. Dari hasil yang didapat menunjukkan
pemodelan persamaan struktural tidak merubah indeks fit, sumber stres yang meliputi beban
kerja, penerimaan, serta keseimbangan antara hubungan relasi dengan pekerjaan rumah.
Selain itu, sumber stres yang berhubungan negatif dengan kepuasan dan kesejahteraan fisik,
kepuasan adalah mediator untuk sumber stres dan kesejahteraan fisik. Stres mempengaruhi
kesejahteraan fisik manajer melalui kepuasan.
Keywords: sources of stress, satisfaction and physical well being and managers.
Every1working adult experience work 2008; Lou, Yu, Hsu & Dai, 2007), job
stress. Work stress is always the concern of satisfaction and mental and physical health
a developing country. Life threatening (Spector, Cooper and Aguilar‐Vafaie, 2002).
diseases in Malaysia since 2000 to present This has alarmed the Malaysia government,
are coronary heart diseases, stroke and thus the Ministry of Health had organized
hypertension (Ministry of Health 2008). “Healthy Life Style” campaign from 2005 to
According to Kivimaki, (2003), individual 2007 to tap work stress. Workshop, seminar
who experienced high work stress will and poster with the title “cope with stress
have 2.2 times more likely to die of heart effectively”, “healthy diet” and “active
attack. Besides heart attack, work stress is physical activities” were given to all the
always associated with burnout (Lim & workplace.
Pinto, 2009; Wu, Zhu, Li, Wang & Wang, Malaysia is one of the countries that
2008), intention to quit (Arasli & Tumer, are going through technology transfor‐
mation from agricultural to manufacturing,
1 Korespondensi mengenai artikel ini dapat dilaku‐ from simple tool to machinery, computer
kan dengan menghubungi: wongsc@sunway.edu.my and internet. Hence, the demand of the
129
CHING WONG, ZAINAL, OMAR & MAHMUD
organization has increased upon their Satisfaction in a working environment

employee such as the employees are able to refers to positive feelings, negative feelings
be contacted anytime, anywhere. Besides and attitudes about job (Schultz & Schultz,
changes of the technology, economic crisis 2006). According to Locked (1976), job
has brought merger and acquisition or satisfaction allows the fulfillment of
retrenchment in the country, especially the important job values, in addition, those job
position of a manager. In order to continue values are congruent with his or her needs.
to work in an organization, performance is Another researcher refers job satisfaction as
the gauge of an organization, h4ence, the rewards from the job (Lawler & Worley,
managers may work under great stress in 2006). Thus, satisfaction in this study is
their organization. Very few studies have refers to how satisfied an individual feel
examined managerial stress in Malaysia. about their job and working environment.
Mohd Nasurdin and Kumaresan (2004 & Somatic Symptoms, cardiovascular
2005) who focused their study on mana‐ disease and hypertension always associated
gerial stress in electronic firms in Penang with stress (Aanes, Mittelmark & Hetland,
Island has suggested research should be 2010; Brunner et al., 2004; Sawai, Ohshige,
conducted across various organization Kura & Tochikubo, 2008). According to
instead of homogenous industry because Quick and Quick (1984), individual not able
heterogeneous industry allow generali‐ to cope with stress will have health
zation. problem. This is same as the exhaustion
Sources of stress vary according to state of General Adaptation Syndrome
researchers. According to Quick and Quick (Selye, 1978). Individual may have physio‐
(1984) sources of stress in an organization logical reaction such as headache, backache,
encompass task demands, role demands, increase of heart palpitation or allergic
physical demands and interpersonal (Stranks, 2005). Therefore, physical well
demands. However, according to Kahn and being in this study refers to uneasy physical
Byosiere (1992), organizational stress sensation and energy level of an individual.
included stressors in organizational life, Work stress is associated with job
physical and psychosocial. Cooper, Sloan satisfaction (Griva & Koekes, 2003; Harris &
and Williams (as cited in Siu, Cooper & Daniels, 2007; Siu, 2002), whereas job
Donald, 1997), listed more details about satisfaction is an emotional respond toward
sources of stress; factors intrinsic to job, job or job experiences. (Locke, 1983).
managerial role, relationship with people, According to Nelis et al. (2011) in their
career and achievement, organizational experiment, emotion is associated with
structure and climate, and home‐work psychological and physical well being,
balance. Williams and Cooper (1998) social relationships, and employability.
improved the earlier version and deve‐ Therefore, satisfaction may be associated
loped a new edition. The new edition of with physical well being. Many researches
source of stress consists of workload, are focus on the relationship of work stress
relationship, recognition, organizational with job satisfaction and physical well
climate, personal responsibility, managerial being. Nevertheless, there are limited study
role, home‐work balance and daily hassle. on the satisfaction mediate work stress and
Sources of stress in this study concep‐ physical well being relationship.
tualized as the eight dimension proposed
Researches from eastern countries such
by Williams and Cooper (1998).
as Japan (Shimazu & Kosugi, 2003), Taiwan
130 JURNAL PSIKOLOGI
STRESS, SATISFACTION AND PHYSICAL WELL BEING
(Lu, Tseng & Cooper, 1999), Hong Kong and physical well being among the
(Siu, Cooper & Donald, 1997), Singapore managers, and the mediating effect of
(Fang, 2001) and western countries; U.K. satisfaction on work stress and physical
(Lu, Kao, Cooper & Spector, 2000), the U.S. being relationship as well. By identifying
(Stetz, Stetz & Bliese, 2006), East and West sources of stress and the mediating effect
German (Kirkcaldy, Petersen & Hubner, for work stress and physical well being
2002) showed work stress among the may reduce the cost of health expenditure
managers are associated negatively with for organizations.
satisfaction and physical well being. How‐
ever, a few studies indicated no significant
Methodology
relationship between work stress with
satisfaction and physical well being (Lu, Siu
Subjects and Procedure
& Cooper, 2005; Spector, Cooper & Aguilar‐
Vafaie, 2002; Lu, Cooper Kao & Zhou, The present study used purposive
2003). sampling to recruit managers from the
main component of Malaysia economy
Most of the researches showed satis‐
which are; education, manufacturing and
faction is positively associated with
insurance institution from Klang Valley.
physical well being. In the study of Spector
Education institution were selected from
and his friends from twenty four countries
the list of University College and Univer‐
showed satisfaction correlated positively
sity that registered with the Ministry of
with physical well being except in Belgium
Higher Education Malaysia, manufacturing
and Romania which do not have significant
institution were selected from the list of
relationship between these two variables
Federation of Malaysian Manufacturers
whereas, China and U.K. have a negative
whereas insurance institution were selected
association between satisfaction and phy‐
from insurance company registered with
sical well being (Spector et al, 2002). Mana‐
Bank Negara. Letters sent out to all the
gers in Hong Kong and Taiwan indicated
companies in the list to seek permission to
satisfaction is positively associated with
conduct research, and it was followed up
physical well being. However, managers in
by phone calls to the companies. Ques‐
China do not exhibit any relationship
tionnaires were mailed to human resource
between satisfaction and physical well
department of the respective company
being (Siu, Spector & Cooper, Lu & Yu,
which agreed to participate in the research.
2002).
A total of 602 questionnaires were distri‐
From the discussion above, there are buted, the return rate was 338 (56%). The
mixed result of work stress, satisfaction and respondent consisted 176 female (52%) and
physical well being relationship in the past 162 male (48%), aged between 25 and 59
study. Furthermore, the mediating effect of (mean= 33.72, SD= 7.83). From the aspect of
satisfaction in stress and physical well race; 172 Malay (51%), 142 Chinese (42%)
being relationship is not clear. Therefore, and 24 Indian (7%). The composition of the
the aim of this study is to identify sources industry; 39% managers from insurance
of stress experienced by the managers company, 35% managers from education
across the organizations. Besides this, the institution and 26% managers from manu‐
study also intent to investigates the facturing firm participated in the study.
relationship of sources of stress, satisfaction

JURNAL PSIKOLOGI 131
Measurement was used to determine validity and mea‐

surement model. Secondly, full fledge
Pressure Management Indicator (PMI)
measurement model and the relationship of
was used as the measurement instrument
the variables was examined (Figure 1).
in this study (Williams, 2000). According to
Goodness of fit indices used in this study
Williams and Cooper (1998), PMI is a
are; Chi‐square, Normed Fit Index (NFI),
compact and reliable stress measurement
Goodness‐of‐fit index (GFI), the root mean
tool. Sources of stress are measured by
square error of approximation (RMSEA),
eight subscales; workload, relationship,
the comparative fit index (CFI) and Tucker‐
recognition, organization climate, personal
Lewis index (TLI). NFI, GFI, CFI larger than
responsibility, managerial role, home/work
0.9 (Hu & Bentler, 1999; Kline, 2005,
balance and daily hassle. The scale is rate
Bentler, 1990), and TLI larger than .95 is
on a 6 point Likert scale ranging from very
indicate a good fit the data with the model
definitely is not a source (1) to very defi‐
(Hu & Bentler, 1999).
nitely is a source (6). Higher score indicate
greater stress. Satisfaction is measured by 6
point Likert scale ranging from very much Results
dissatisfaction (1) to very much satisfaction
(6). Higher score indicate higher satis‐ The measurement model of this study
faction. Physical well being is measured by comprises of sources of stress, satisfaction
6 point Likert scale ranging from never (1) and physical well being. Modification index
to very frequently (6). Higher score indicate was used for repeated testing on the
better physical. measurement model to verify the variables.
After a few testing on the measurement
Data Analysis model, few variables were removed from
the measurement model. Now, the model
Structural equation modeling (SEM) is was adequate and fitted the data. The
selected for data analysis because it allows goodness of fit indices for the measurement
the analysis of all the variables in a single models are shown in Table 1.
model instead of separate analysis. Further‐
Convergent validity of sources of stress
more, causal relationship of the model is
was assessed by a set of variables which
able to be examined. In this study AMOS
have relatively high standardized factor
was used to identify the latent variables
loading on sources of stress, (.76 to .90).
(stress, workload, recognition, relationship,
Sources of stress in this study are workload,
home/work balance, satisfaction, physical
recognition, relationship and homework
well being), manifest variables (items used
balance. 50% and 63% of the variance in
in the questionnaire) and relationship of the
workload was accounted for by the
variables. The assumption of structural
demand of the work that made the
equation modeling such as multivariate
mangers’ family and social life. In the SEM
normality, linearity and homoscedasticity
analysis also indicated 59% and 60% of the
are examined by SPSS. Cronbach’s coeffi‐
variance in recognition was accounted for
cient alpha (α) is used to assess the internal
by the unclear promotion and absence of
consistency of the factors.
potential career advancement, whereas
In order to test the relationship of the 61%, 74% and 61% of the variance in rela‐
variables, there are two steps to examine it. tionship was accounted for by discrimi‐
Firstly, maximum likelihood estimation nation and favoritism, feeling isolated and
procedure in confirmatory factor analysis
Table 1
Goodness of Fit Indices for the measurement model
Measurement model χ2 df NFI GFI RMSEA CFI TLI

Sources of stress 53.695 21 .96 .97 .07 .98 .96
Satisfaction 59.50 20 .96 .96 .07 .97 .96
Physical well being 11.05 5 .98 .99 .06 .99 .98
lack of encouragement from the superiors. more than 40% explained variance. Items
70% and 74% of the variance in home work 60% and above of the variance in satis‐
balance was accounted for by absence of faction were accounted for kind of work
emotional and social support from outside required to performed by the managers,
work. The data of this study support the opportunity to grow in the work, job that
convergent validity and discriminant taps the range of skill managers posses and
validity of sources of stress measurement managers feel extended in his or her job. In
model. See Figure 1. the measurement model of physical well
Satisfaction and physical well being being, 59% of the variance in physical well
measurement model have high standar‐ being was accounted for do not want to go
dized factor loading (.64 to .82; .64 to .87). to work in the morning, whereas 75% of the
Besides high factor loading, all the items in variance in physical well being was
satisfaction and physical well being have accounted for lack of energy. Hence the
Chi-square = 329.705
df = 182
p=.000
Ratio = 1.812
GFI =.919
AGFI=.897
NFI=.912
e22 RMSEA =.049
.81 CFI=.958
.50 .71 TLI=.952
e2 wk1 .79 .56
.63 workload sat1 e10
e1 wk2 e26 .41
.75 sat2 e11
.64 .67
e23 .12 .82
.80
sat3 e12
.90 .64
.59 .58 satisfaction sat4 e13
.77 .63
e4 rec1 -.35 sat5 e14
.60 recognition .79
e3 rec2 .77
.76
.70 sat6 .49
e15
.60
.77 sat7 e16
.61
e24 stress
.61 .78 .24
e7 rel1 .78
.74 .86
e6 rel2 relationship -.17
.61
e5 rel3 .78 .87 .46
phy1 e17
.68 .44
.11 .66
e25 phy2 e18
.77 .59
.70 .76 physical phy3 e19
.84 .75
e9 hom1 phy4 e20
.74 home work .87
e8 hom2 .86 .64
.42
phy5 e21
e27

Figure 1: The full fledge of standardized path coefficient and goodness of fit indices of
stress, satisfaction and physical well being model
data of this study support the convergent faction (‐.36, <0.001), satisfaction also has
validity and discriminant validity of satis‐ negative path coefficient with physical well
faction and physical well being measure‐ being (‐.27, <0.001). The regression weights
ment model. See Figure 1. of the direct effect were not offending the
Internal consistency of the measure‐ estimate. However, when the path of stress
ment instrument was satisfactory. The α for and physical well being was not cons‐
the first‐order factors were .72 (workload), trained in the analysis, it has decrease the
.74 (recognition), .85 (relationship), .84 direct effect of stress and physical well
(home/work balance), .91 (satisfaction), and being, the path coefficient of stress and
.84 (physical well being). All the factors physical well being became statistically not
have α more than 0.7 (Jackson, 2006). significant (‐.17, >.001). On the other hand,
the path of indirect effect of stress and
The overall model of stress, satisfaction
physical well being was statistically signi‐
and physical well being has the good fit
ficant when the path was not constrained
with the data: χ2=329.89, df=182, GFI=.92,
(‐.35, <0.001; .24, <0.001). Besides, the subs‐
NFI=.91, RMSEA=.05, CFI=.96, TLI=.95, and
tantial changed of the direct effect of stress
n=338. Besides the goodness of fit indices,
and physical well being, there was a
the factor loading was substantial and
significant decrease in chi‐square (χ2 =13.9,
statistically significant at 0.001, the mea‐
df=1, p=.00). Therefore, satisfaction is fully
surement model was free from offending
mediated stress and physical well being.
estimates, hence the model failed to be
See Table 2.
rejected for meeting the fit indices model.
Each item has regression weight at work‐
load, recognition, relationship and home/ Discussion and Conclusion
work balance from .71 to .86, again, it
This is a confirmatory study on sources
confirmed factors that underlying sources
of stress, satisfaction and physical well
of stress, whereas workload is the best
being model. The present study also intend
predictor of sources of stress (.90), follows
to estimate the relationship of the variables;
by home work balance and relationship (.87
sources of stress, satisfaction and physical
and .78), and lastly is recognition (.76).
well being. There are a few studies inves‐
Satisfaction and physical well being both
tigating cross organizational and institu‐
have factor loading from .71 to .86 and .64
tional managerial stress in Malaysia. Hence,
to .87, the items used in the study are able
the findings of the present study have
to predict the factors such as satisfaction
expanded the knowledge regarding sources
and physical well being. See figure 1.
of stress, satisfaction and physical well
One of the aims of this study is to being among the managers.
examine mediator effect in the model.
The result showed the data was fit with
According to Baron and Kenny (1986),
the stress, satisfaction and physical well
mediator is a third variable influence the
being model. The model has χ2 =329.89, df=
relationship of the other two variables. In
182, GFI=.92, NFI=.91, RMSEA=.05, CFI=.96,
order to examine moderator effect, the path
TLI=.95. These values indicated the model
coefficient of stress and physical well being
failed to be rejected, but met the goodness
was constrained. In SEM analysis, when the
of fit indices and the relationships of the
path was constrained in the model, stress
variables in the model were significant.
has negative path coefficient with satis‐

Table 2
Testing for Mediation in the stress, satisfaction and physical well being model
Model with Model without
Model Element path constrained path constrained
χ2 343.63 329.71
df 183 182
p 0.00 0.00
GFI .915 .919
NFI .908 .912
CFI .954 .958
RMSEA .501 .409
Standardized parameter
Stress satisfaction ‐0.36*** ‐0.35***
Stress physical ‐0.27*** ‐0.17
Satisfaction physical 0.00 0.24***
*** <0.001

The findings of this study yielded experience work stress. The findings of the
managers who experienced high stress study were consistent with previous study
attributed it to high workload, did not have (Lindorff, 2000; Luszcyynska & Cieslak,
good balance between home and work 2006).
place, lack of recognition from the organi‐ Relationship is another factor under‐
zation, lack of good relationship at the lying sources of stress. Relationship in this
work place. Workload has the highest study refer to lack of supportive working
factor loading to stress. This is due to the environment, discrimination and favo‐
high job demand blurred the work and ritism, feeling isolated, and lack of encou‐
social life of the managers. 50% and 63% of ragement from superior which will increase
the variance in workload was accounted for the stress level of the managers. Without a
by the demand of the work that made the fair treatment and encouragement from the
mangers’ family and social life. Hence, organization the stress level experienced by
demand of work interfered with managers’ the managers will increase. The result is
family and social life, consequently contri‐ consistent with Arasli and Tumer (2008).
buting to sources of stress (Tezi & Gautheir,
The last factor of sources of stress in
2009).
this study is recognition. Organizations
The following factor that contributes to which do not have clear promotion pros‐
sources of stress is home‐work balance. pects and absence of potential advancement
Seventy and seventy four percent of the contribute to the factor of recognition.
variance in home‐work balance was Without clear promotion guidelines mana‐
accounted for by measure the emotional gers experience frustration and disappoint‐
support and practical support from the ment, which in turn, cause stress. The result
family or friends. In other words, managers is consistent with Gillespie, Walsh,
without emotional support and practical Winefield, Dua and Stough (2001).
support from outside the workplace will
More than 40% of the variance of the will provide a better understanding of the
items of satisfaction and physical well relationship among the variables over time.
being were accounted for by the factor of The results of this study suggested that
satisfaction and physical well being. the human resource or human capital
Satisfaction of the managers are affected by department of an organization should look
the type of job they are engaging, skills they into source of stress that was experienced
possess whether it matches with the job by the mangers such as demand of work
they are holding, whether their skill is that interfered with their social and family
utilized in the job and organizational life, favoritism, isolation, lack of encoura‐
climate. If a job does not match with the gement from superiors, unclear promotion
skill of the manager and the job does not prospects in the organization and absence
allow the managers to expend their skill, of career advancement. Satisfaction is the
dissatisfaction will occur among managers. mediator for sources of stress and physical
In the aspect of physical well being, do not well being. Hence, human resource or
want to get up in the morning, tiredness, human capital department of an organi‐
lack of energy and difficulty in sleeping, zation should look into matching the skill
will affect managers physical well being. of the managers with the position, who are
The findings of this study indicate able to extend their skill in the organiza‐
stress was associated negatively with tion, they are able to live as a healthy well
satisfaction and physical well being. Stress being, perhaps increase their performance
affects job and organization satisfaction, in an organization, reduce the turnover and
whereas satisfaction fully mediates stress the cost of health expenditure by the
and physical well being. Managers who are organization.
experiencing high stress will have low job In conclusion, the data collected fits
satisfaction thus will affect the physical with the sources of stress, satisfaction and
well being of the managers. In other words, physical well being model. Sources of stress
work stress affects physical well being of encompass workload, recognition, relation‐
the managers through satisfaction. ship and home/work balance and satis‐
There are several limitations in this faction is the mediator for stress and phy‐
study. The present study examines the sical well being. Therefore the identification
causal relationship of sources of stress, of sources of stress, relationship of sources
satisfaction and physical well being in the of stress, satisfaction and physical well
model, and provides a comprehensive view being is essential to have healthy physical
on the three variables relationships, well being manager.
nevertheless, there are others variables may
affect the model such as personality,
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Understanding Stress, Job Satisfaction and Physical Well Being of Managers

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Understanding Stress, Job Satisfaction and Physical Well Being of Managers

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JURNAL PSIKOLOGI

organization has increased upon their Satisfaction in a working environment

Measurement was used to determine validity and mea‐

Measurement model χ2 df NFI GFI RMSEA CFI TLI

The role of organisational commitment. being at work: How generalized are

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