Job Stress of The Machine Operator's and Reasons To Job Stress

Job Stress of the Machine Operator’s and Reasons to Job Stress
(With Special reference to Brandix Lingerie (PVT) Limited- Nittambuwa)
The dissertation submitted as a partial requirement of the bachelor of Business Administration

Degree of University of Ruhuna
Completed By
S.H.R.Chathupani
MF/2009/2319
BBA 4201
Dissertation
Department of Management & Entrepreneurship
Faculty of Management & Finance
University of Ruhuna
Matara
Sri Lanka
February 2014
Letter of Authorization
I hereby that dissertation entitle “Job stress of the machine operators and reasons to Job Stress
at Brandix lingerie limited-Nittambuwa” has been prepared by S.H.R.Chathupani
(MF/2009/2319) under my supervision.
Approved by the Lecturer
…………………………..
Mr.A.P.R.Frenando
Lecturer,
Department of Management and Entrepreneurship
Faculty of Management and Finance
Matara.
Approved by the Head of the Department
…………………….
Mr. P.E.D.D. Silva
Head of the Department of management and Entrepreneurship
Faculty of Management and Finance
Matara.
i
Acknowledgement
I have taken efforts in this research. However, it would not have been possible without
the kind support and helped of many individuals and organization. I would like to extend
my sincere thanks to all of them.
My deep gratitude goes to my research supervisor lecture, Mr., Roy Fernando the
department of Management and Entrepreneurship, for the support, advice, encouragement
and feedbacks given to me for the success of my research report.
I am highly indebted to executive and all the employees of Brandix lingerie (PVT) ltd
Nittambuwa for their constant supervision as well as for providing necessary information
this research and for their support in completing the research and training period
successfully.
I would like to express my special gratitude and thanks to Head of the department and
Lecture Mr.Dilusha Liyanage and all the lectures of the department of Management and
Entrepreneurship, Faculty of Management and Finance of University of Ruhuna.
Special word of mouth should be goes to Mr.Sithara ishan dilanka jayasinghe,Technical
officer libry at university of Ruhuna.For the IT support ,with out the support I would
have had a tought time.
I would like to express my special gratitude towards my parents for their kind co-
operation and encouragement, which help me in completion of this research.
My thanks and appreciations go to my colleague in developing the research report and
people who have willingly helped me out with their abilities.
ii
Abstract
In today's competitive business world, each person suffers lots of problems in family and
works life. Work and family problem play a major role in people‟s lives. Those problems
give stress to the mind of people. These stresses can be identified in different ways.
Occupational stress is one surface of stress. On the other hand, high job stress is also a
big problem to the companies. The companies with a high job stress suffer from many
problems such as labor turnover, absenteeism, complains, accident happening and loss of
productivity. Thus, job stress is a major problem for both companies and employees.
The main purpose of this study I was to investigate the factors reasons to job stress
(stressors). this study utilize a quantitative research method to investigate reasons to job
stress. A questionnaire was used to collect data from 100-machine operators in Brandix
lingerie (Pvt) limited.
The study applied to investigate the relationship between the independent variables
(stressors) and dependent variables (job stress) and independent variables divided the two
main factors. Such as, physical factor and psychological factor. The study analyzed data
variables through descriptive statistics for demographic factors and also used one –way
ANOVA, T-test.as well as measured the factors that has influence to cause job stress
used to regression analysis. It was evident to this study to identity that the job stress and
recons to job stress of the machine operator‟s in Brandix Lingerie (PVT) Ltd.
Key words;Job stress,stressors,physical factors,psychological factors,demographic
variable
iii
1 Contents
Letter of Authorization................................................................................................................. i
Acknowledgement ...................................................................................................................... ii
Abstract ..................................................................................................................................... iii
List of Tables ............................................................................................................................. vii
List of Figures ............................................................................................................................viii
1. CHAPTER 01 ........................................................................................................................ 1
INTRODUCTION .......................................................................................................................... 1
1.1 Introduction to the topic.............................................................................................. 1
1.2 Research problem........................................................................................................ 2
1.3 Research objective....................................................................................................... 3
1.4 Methodology ............................................................................................................... 3
1.5 Significance of the study. ............................................................................................. 3
1.6 Scope of the study. ...................................................................................................... 4
1.7 Limitations of the study. .............................................................................................. 4
1.8 Chapter's Organization ................................................................................................ 5
CHAPTER 02 ........................................................................................................................ 6
LITERATURE REVIEW ................................................................................................................... 6
2.1 Definition of Stress. ..................................................................................................... 6
2.2 Definition of stress....................................................................................................... 7
2.3 Work place stress ...................................................................................................... 10
2.4 Reasons to job stress ................................................................................................. 13
2.4.1 Noise ................................................................................................................. 13
2.4.2 Poor relationship supervisor and peers .............................................................. 14
2.4.3 Workload ........................................................................................................... 15
2.4.4 Shift work .......................................................................................................... 15
2.4.5 Long work hours ................................................................................................ 16
2.4.6 Discrimination.................................................................................................... 17
2.5 Effect of the stress ..................................................................................................... 17
2.5.1 Absenteeism ...................................................................................................... 17
2.5.2 Disability &accident, worker’s compensation claims .......................................... 18
CHAPTER 03 ...................................................................................................................... 19
iv
RESEARCH METHODOLOGY ....................................................................................................... 19
3.1 Introduction .............................................................................................................. 19
3.2 Research Design ........................................................................................................ 19
3.2.1 Population ......................................................................................................... 19
3.2.2 Sampling ............................................................................................................ 20
3.3 Conceptual Frame Work ............................................................................................ 21
3.4 Data Collection .......................................................................................................... 22
3.5 Method of Data Analysis ............................................................................................ 23
3.5.1 Regression Analysis ............................................................................................ 23
3.5.2 The coefficient of determination ........................................................................ 24
3.5.3 T-test and ANOVA test ....................................................................................... 25
3.5.4 Reliability test .................................................................................................... 25
3.6 Research site ............................................................................................................. 25
3.6.1 Introduction to the organization ........................................................................ 25
3.7 Data presentation & analysis ..................................................................................... 26
CHAPTER 04 ...................................................................................................................... 27
4.1 Introduction .............................................................................................................. 27
4.2 Presentation of Demographic Variables ..................................................................... 27
4.2.1 Distribution of employees according to position ................................................ 27
4.2.2 Distribution of employees according to the Age Group ...................................... 28
4.2.3 -Disribution of employees based on civil status .................................................. 30
4.2.4 -Disribution of employees based on Have any children ...................................... 31
4.2.5 Disribution of employees based on no of children .............................................. 32
4.2.6 Disribution of employees based on No of employed members ........................... 33
4.2.7 Disribution of employees based on Economic level ............................................ 34
4.2.8 Disribution of employees according to service time ........................................... 35
4.2.9 -Disribution of employees based on Favorable to Live ........................................ 36
4.3 presentation of open Question .................................................................................. 37
4.3.1 Disribution of employees based on other reasons to job stress .......................... 38
4.4 Validity and reliability measurement.......................................................................... 39
4.5 ANOVA Analysis ......................................................................................................... 40
v
4.5.1 Significant Relationship between Demographic factors (age & economic level) and
job stress 41
4.6 T-test analysis ............................................................................................................ 43
4.6.1 Significant relationship between demographic factors (Civil status) and job stress
43
4.7 factor analysis............................................................................................................ 44
4.8 Regression Analysis.................................................................................................... 46
4.9 Correlation Analysis (Bivariate analysis) ..................................................................... 47
CHAPTER 05 ...................................................................................................................... 49
5.1 Introduction .............................................................................................................. 49
5.2 Conclusions ............................................................................................................... 49
5.3 Recommendation ...................................................................................................... 51
5.4 Limitations and future research ................................................................................. 52
6 References ........................................................................................................................ 54
7 ............................................................................................................................................... 55
8 Appendix........................................................................................................................... 56
vi
List of Tables
Table 2. 1 -Workplace Stress ..................................................................................................... 12

Table 3. 1-Machine operater carder in Brandix. ......................................................................... 20
Table 4. 1 Distribution of employees Machine operator’s level ................................................. 27
Table 4. 2 – Distribution of employees based on Age Group ...................................................... 28
Table 4. 3 - Distribution of employees based on civil status ....................................................... 30
Table 4. 4 - Distribution of employees based on Have any Childrean ......................................... 31
Table 4. 5 - Distribution of employees based on no of children.................................................. 32
Table 4. 6 - Distribution of employees based on No of employed member ................................ 33
Table 4. 7 - Distribution of employees based on Economic level ................................................ 34
Table 4. 8- Distribution of employees, according to service time ............................................... 35
Table 4. 9 - Distribution of employees based on Favorable to Live ............................................. 36
Table 4. 10 - Distribution of employees based on purpose of engaging the job .......................... 37
Table 4. 11 - Distribution of employees based other reasons to job stress ................................. 38
Table 4. 12 - Cronbach’s alpha values of independent variables ................................................ 39
Table 4. 13 - Cronbach’s alpha value dependent variables ......................................................... 40
Table 4. 14 - significant Relationship between Age group and job stress.................................... 41
Table 4. 15 - significant Relationships between Economic level and job stress ........................... 42
Table 4. 16 - significant relationship between civil status and job stress .................................... 43
Table 4. 17 - factor analysis ....................................................................................................... 45
Table 4. 18 - Relationship between job stress and Psychological factors .................................... 46
Table 4. 19 Relationship between job stress and Physical factors .............................................. 46
Table 4. 20 - Correlation between job stress and Psychological factors...................................... 47
Table 4. 21 - Correlation between job stress and physical factors .............................................. 48
vii
List of Figures
Figure 3. 1 -conceptual framework ............................................................................................ 21

Figure 4. 1 - Distribution of employees based on machine operators......................................... 28
Figure 4. 2 -Disribution of employees based on age group......................................................... 29
Figure 4. 3 -Disribution of employees based on civil status ........................................................ 30
Figure 4. 4 -Disribution of employees based on have any children ............................................. 31
Figure 4. 5 - Disribution of employees based on no of children.................................................. 32
Figure 4. 6 -Disribution of employees based on no of employed members ................................ 33
Figure 4. 7 -Disribution of employees based on Economic level ................................................. 34
Figure 4. 8-Disribution of employees, according to service time ................................................ 35
Figure 4. 9-Disribution of employees based on more than favorable to live ............................... 36
Figure 4. 10 -Disribution of employees based on purpose of engaging the job........................... 37
Figure 4. 11-Disribution of employees based on other reasons to job stress .............................. 38
Figure 4. 12 -significant Relationship between Age group and job stress ................................... 41
Figure 4. 13 – significant Relationships between Economic level and job stress ......................... 42
viii
1. CHAPTER 01
INTRODUCTION
1.1 Introduction to the topic
Considering the present economy of Sri Lanka, the apparel industry has been the leading
industry in Sri Lanka exporting market. The apparel industry has been developing in
silence in Since 1980s. Since those times, this industry has been brought huge foreign
income to SriLankan.
Although the apparel industry was taken huge advantages, so many social problems also
have been emerged as the results of the nature of the apparel industry. As the turf-
working environment, most of the time the employees, who are working inthe apparel
industry have beendissatisatisfyregarding their career suffering from stress.
The current turbulent environment in the apparel sector.Especially blue-collar workers
inherently stressful profession with long working hours in different shift, workload,
competition, insufficient knowledge & information sharing with peers and supervisors.
Job stress can be defined in different ways over the years. Originally,itwasconceived as
pressure from the environment. Then, as strain within the person. The generally accepted
definition today is one of the interactions between the situation & the individual are
sufficient to cope with the demands & pressures of the situation .Thus, stress is more
likely in samesituation than another is& in some individuals than others.
1
Stress is not always negative or harmful &indeed. The absence of stress is death. Stress is
the non-specific response of the body to any demand. Positive or negative, made upon it
Apparel sector is one of the most stressful professions & pointed out the necessity of
considering & investing occupational stress, since performance declines under stressful
situations Nowadays, quality productivity is very essential for organizational survival.
There for, stress at workplace becomes a concern to organization administrators.
So these researches will basically attempt to identify the key causes, impacts predictors of
work related job stress. Hence, this research will be conducted based on the apparel
industry & garment factory, which have been situated in Nittambuwa trade zone. As the
sample the researcher will be selected 100 employees in machine operator‟s in Brandix
lingerie (pvt) ltd.
1.2 Research problem
Considering the present situation of the SriLankan garment sector, increasing the stress of
the employees has been troublesome problem to maintain a smooth working environment
because of that. It has been badly affected to maintain an effective relationship between
the management & the subordinate. As this reason, which has rapidly been, emerging
day-by-day most of garmentfactory's managers have to face so many inconveniences. As
the indirect results the company has to be faced labor dissatisfaction, higher rate labor
turnover in the long term, reduced job involvement, absenteeism& accident happening.so,
the research problem can be identified as,
 What reasons job stress to face of machine operators of Brandixlingerie
(PVT) Ltd?
2
1.3 Research objective
The study aims to obtain the following objectives,
 To identify the most important factors that lead to stress in machine operator‟s
working at Brandix lingerie (PVT) Ltd.
1.4 Methodology
This research has focused to find out the job stress of the MO‟S&reasons to job stress in
apparel industry in Sri Lanka.Underthis purpose,researchhas been continued based on the
Brandixlingerie (PVT) ltd in Nittambuwa, Sri Lanka. When conducting this research the
researcher has used the both primary & secondary data. Collecting the primary data has
been done through using a questionnaire and in addition, the company previous records
were used to get a clear identification regarding the past employee handling system.
1.5 Significance of the study.
This study will discuss elaborately, which factors cause stress level of the employees in
theBrandix lingerie (PVT) Limited. In this context, this study attempts to find out job
stress and reasons for job stress.
Every organization should manage stress experienced by their employees. Individuals
have some level of stress; this stress level experienced by employees should have to
optimally manage to minimize the bad outcomes of stress. Therefore, this study is
undertaken to find out stress level experienced by employees ofBrandix lingerie limited
in Nittambuwaand how to manage it properly. The findings of this study could enable to
3
maintain desired level of stress and from theorganizational point of view; it helps to
achieve organizational expected objectives effectively.
Apparel manufacturing industry is the largest net foreign income earned of Sri Lanka. In
apparel, industry there is a vast Human Resourceinvolve. Therefore, their major
responsibility keeps Human resource solidly without causing any problems. Tothat, they
are essential to minimize job stress of employees. Through that, they can achieve their
ultimate objectives.
1.6 Scope of the study.
The study collected one hundred-machine operator‟s information by using
questionnaires.In addition, gathered Brandixlingerie (Pvt) Ltd.all questions are associated
with measured the reasons to job stress and job stress. The sample size in this study will
be determined by using the 6.25%. The data variable will be analyzed by using statistics
package foe social science(spss) version 13.0 windows and on –way ANOVA,T-test and
regression method that has mentioned in chapter-3.in this chapter-2 concerned, regarding
the reviewed different countries journals, articles, and dissertations those are associated
with the reasons for job stress.
1.7 Limitations of the study.
1. Mainly this study will convey about the stress of the MO‟s and reasons to stress. There
are many variables affectingfor the stress of the MO‟s in the garment industry. However,
in the research study it will consider a few variables due to avoid unnecessary
complexities.
4
2. For the research purpose, the sample size of the study will be 100 employees. This
portion only represents the 5% of the total number of operational employees in Brandix
lingerie (Pvt) Ltd. Therefore, it will not represent 100% accurate results.
3. The study only focuses on Machine operators (Direct carder) of the organization.
However, indirect carder doesn't consider in the study.
4.Operational employees will not provide their real answers for the questionnaire due to
fear, unaware or careless.
1.8 Chapter's Organization
This research organized with five chapters. Chapter one explains about the background of
research, actual problem, objective of research, significance of research to the garment
industry, and limitation. Chapter two consists with the organization; job stress of the mos
and reasons to job stress by research articles. The research methodologyis explained in
chapter three. It consists with research design, conceptual framework, data collection
methods, research site and analysis methods. Thefourth chapter contains the results of the
study and test results will be explained. Faith, chapter tries to describe finding and make
the recommendations that useful to the garment industry
5
2 CHAPTER 02
LITERATURE REVIEW
2.1 Definition of Stress.
Purpose of this chapter is to review past and present literature regarding Stress and being
looked at is the influence the reasons to stress. The more literatures are explained
regarding stress and reasons to job stress. This chapter is divided into two parts. The first
part explains past literatures and second part explains the theoretical background
regarding stress and reasons to job stress
The term „stress‟ has been used widely and with varying meanings stress involves an
interaction of person and environment; something happens „out there‟ which presents a
person with a demand, a constraint or an opportunity for behavior. Stress is usually
thought of in negative terms. It is thought to be caused by something bad. This is a form
of distress. However, there is also a positive, pleasant side of stress caused by good
things. This is a form of estruses. Stress can best be described in lay terms as the adverse
psychological and physical reactions that occur in individuals because of their being
unable to cope with the demands being made on them. Stress is triggered not by the
external problems. Thus, most people can cope with a variety of pressures in their life,
and many seem to thrive on pressure, especially at work. However, once individuals fail
to deal adequately with pressure, then symptoms appear.
In the short – term these can be manifested in such conditions as headache, back - pain,
loss of appetite, loss of sleep and increased irritability. In the longer-term, such symptoms
can lead to coronary heart disease, stomach ulcers, depression and other serious
6
conditions. Clearly, the effects of stress, whether triggered by work problems or
domestic/social problems, will eventually lead to reduce employee performance at work,
increased sickness absence and even to an early death.
2.2 Definition of stress
There are numerous definitions and much debate about the meaning of job
stress.Ivanceich and Matteson define stress simply as “the interaction of the individual
with the environment,” but then they go on to give a more detailed working definition, as
follows: “an adaptive response, mediated by individual differences and/or psychological
processes, that is a consequence of any external (environmental) action, situation, or
event that places excessive psychological and/or physical demands upon a person.”
Beehr and Newman define job stress as “a condition arising from the interaction of
people and their jobs and characterized by changes within people that force them to
deviate from their normal functioning”.
Taking these two definitions, it is also important to point out what stress is not:
• Stress is not simply anxiety.
• Stress is not simply nervous tension.
• Stress is not necessarily something damaging, bad or to be avoided.
Lazarus defined stress as referring to a broad class of problems differentiated from other
problem areas because it deals with any demands, which tax the system, whatever it is, a
physiological system, a social system, or a psychological system, and the response of that
system.
7
According to (Anderson, 2002) work to family conflicts is also a predecessor, which
creates stress in employees of an organization. Job stress has been also viewed as
dysfunctional for organizations and their members (Kahn, Wolfe, Quinn, Snoek, &
Rosenthal, 1964). Although stress has been variously viewed as an environmental
stimulus to an individual (Kahn et al., 1964) Selye, 1956 defined stress as an individual's
reaction to an environmental force that effect an individual performance. Job related
stress could be mostly immobilizing because of its possible threats to family functioning
and individual performance. Job related stress could create a difference between demands
on families and the ability of families to provide material security for them
(McCubbin&Figley, 1983). While there is a significant body of research, which deals
with, work and family there is relatively little research (Jacobson, 1987) which deals
specifically with perceived job insecurity (i.e., concerns or fears about job loss) and
marriage and family life (Buss &Redburn, 1983). Stress condition which happens when
one realizes the pressures on them, or the requirements of a situation, are wider than their
recognition that they can handle, if these requirements are huge and continue for a longer
period of time without any interval, mental, physical or behavior problems may occur,
(Health &Safety Executive UK ).Stress exists in every organization either big or small
the work places and organizations have become so much complex due to which it exists,
work place stress has significant effects over the employees job performance, and the
organizations in UK are trying to cope with this scenario, (R. Anderson, 2003).Eleven
forces are used as an antecedents of stress by researches (Overload, Role vagueness, Role
conflict, Responsibility for people, Participation, Lack of feedback, Keeping up with
quick technological change, Being in an innovative role, Career growth, Organizational
8
structure and environment, and Recent episodic events.,) Overload :excessive work or
work that is outside one's capability(Franch and Caplan ,1972; Margolis et al, 1974 ;
Russek and Zohman, 1958) Role Ambiguity : Role insufficient information concerning
powers, authority and duties to perform one's role (French and Caplan, 1972; Kahn, et al,
1964 ), Role Conflict: Supervisors or subordinates place contradictory demands on the
individual(Beehr et al, 1976; Caplan and Jones, 1975; Caplan, et al, 1975; Hall and
Gordon, 1973; Kahn et al, 1964) Responsibility for people: Responsibility for people,
well-being works, job security, and professional development (French and Caplan, 1972;
Pincherle, 1972) Participation: Extent to which one has influence over decisions relevant
to one's job (Kasl, 1973) Margolis et al, 1974). Lack of Feedback: Lack of information
about job performance (Adams, 1980 Cassel, 1974) Keeping up with rapid technological
change: Keeping up with rapid changes in the information-processing field (Ginzburg,
1967) Being in an innovative role: Having to bring about change in the organization
(Kahn, et al.1964) Lawrence and Lorsch 1970. Career development: Impact of status
dissimilarity, lack of job security, let down ambition (Brook 1973) Erikson and
Gunderson 1972; Kahn, et al. 1964) Recent episodic events: Certain life events, such as
divorce and bereavement, that are highly stressful (Adams 1980 ; Cobb, 1977 Holmes
and Rahe 1975).(Rose, 2003) In every organization and at every level of management
and workers an elevated average level of stress is to be found which mostly has an effect
on employee‟s job satisfaction. According to (Rose ,2003) employees have tendency
towards high level of stress regarding time, working for longer hours which reduces
employees urge for performing better. Management support helps in reducing or
increases stress in employees, (Stamper &Johlke, 2003) apparent organizational
9
assistance, management support work as a cushion which acts positively in decreasing
work related stress in employees. There are a lot of reasons causing stress work family
conflicts work over load one of reason identified by (Stamper &Johlke ,2003) that if the
organization or management does not appreciate its employees for their hard work or
contribution toward the organization it creates stress and mostly creates intention to
leave. Stress on job can be stated as the outcome of an individual due to the working
environment from which he feels unsecured. (Beehr, Jex, Stacy & Murray, 2000) found
the relationship between occupational stressors an the performance of employees of an
organization as well as it can affect the employees psychologically.
2.3 Work place stress
We are all different in the events that we perceive as stressors and the coping abilities at
our disposal. However, there are a number of situations, which are generally identified
as being stressful, and include financial worries, work overload,
Unemployment, relationships, parenting, balancing work and family, caregiving, health
problems, losses, Christmas, competitiveness, peer pressure, exams, and not having
enough time (Canadian Mental Health Association, n.d.).Stress is apresent issue with the
majority of Canadians, according to results from the 2001 Canadian Mental Health
Survey (Canadian Mental Health Association, 2001). 500Canadians were asked the
question, “Thinking about stress in your life, how often do you feel really stressed… all
the time, a few times a week, about once a month, a few times a year, once a
Year or less often, or never?” In response, 9 percent of Canadians said they felt stressed
all the time, 43% felt stressed a few times a week, while 24 percent felt stressed about
once a month. Stress is a normal, adaptive response to stressors in our environment. Our
10
bodies redesigned with a set of automatic responses to deal with stress. This system is
very effective for the short term "fight or flight" responses we need when faced with
immediate danger. The problem is that, physiologically, our bodies have the same
reaction to all types of stressors. Experiencing stress for long periods, such as lower level
but constant stressors at work, activates this system. For many people, every day stressors
keep this response activated, so that
It does not have a chance to “turn off.”
This reaction is called the “Generalized Stress Response” and consists of the following
Physiological responses:
· Increased blood pressure
· Increased metabolism (e.g., faster heartbeat, faster respiration)
· Decrease in protein synthesis, intestinal movement (digestion), immune and allergic
response systems
· Increased cholesterol and fatty acids in the blood for energy production systems
· Localized inflammation (redness, swelling, heat and pain)
· Faster blood clotting
· Increased production of blood sugar for energy
· Increased stomach acids
When this set of reactions is continuously activated, individuals begin to display signs
and symptoms that indicate they are having difficulty coping with the stresses in their
lives. These symptoms can be physical, psychosocial, and behavioral in nature, as
11
illustrated in the following table (Canadian Centre for Occupational Health and Safety,
2000):
Table 2. 1 -Workplace Stress
Physical Psychosocial Behavioral

Headaches Anxiety Overeating
or loss of appetite
Grinding teeth Irritability Impatience
Clenched jaws Neglect

Depression Of responsibility
Chest pain Defensiveness Poor

job performance
Shortness of breath Apathy Quickness

to argue
Pounding heart Anger Procrastination
Muscle aches Mood Increased

use of alcohol /
drugs
Fatigue Hypersensitivity Withdrawal

Or isolation from
Others
12
2.4 Reasons to job stress
Wide varieties of physical hazards have been extensively studied for their effects on the
psychological experience of stress and on health (see, for example, Gobeletal. 1998;
United States Department of Health, 1980; Holt, 1982; Neale et al., 1983). Most can be
measured objectively, and with some degree of reliability and validity, and are therefore
relatively easily monitored in the workplace. In some cases, standards exist which can be
used in the regulation of exposure to these potential sources of harm. Particular attention
has been paid to noise as a source of stress and threat to health (Holt, 1982), and this is
taken here as an exemplar of physical hazard
2.4.1 Noise
Noise can act as a physical and a psychological stimulus (Akerstedt&Landstrom, 1998;
Kryter, 1972; Kasl, 1992). Smith (1991) suggests, “The health effects of noise may often
reflect psychological reactions to the noise –stresses well as objective exposure levels”.
High levels of noise directly damage the middle and inner ears with consequent
impairment of hearing (Jones, 1983). Less severe noise may interfere with speech
perception and communication (Jones, 1999) and, particularly if it is prolonged, may give
rise to the experience of stress, and to anxiety, irritability and tension, increase fatigue
and impair performance efficiency (see, for example, Cohen, 1969, 1974; Barretoet al.,
1997; Glass & Singer, 1972; Miller, 1974; Cohen, 1980; Ahasanet al., 1999). However,
Jones (1983) has concluded that evidence of the relationship between noise and
psychological and physical health (beyond damage to the ear and hearing impairment) is
equivocal: while health effects have been found in a number of studies, they cannot be
unequivocally linked to exposure to high levels of noise. He argues that in most studies
13
the effects of noise are confounded with those of other hazards: noisy work is often
hazardous in other respects. While such arguments are valid, they do need to be placed in
perspective given the complexity of all work design and the availability of other data
(e.g., Landstromet al., 1995). Smith (1991) has concluded that there is considerable
evidence that acute noise exposure produces physiological responses, which, if
prolonged, could have harmful effects on health. He has also argued that the available
epidemiological data suggest that noise is a risk factor for health. Furthermore,
intervention and epidemiological studies suggest that noise can have harmful effects on
health (see, for example, Cohen, 1976; Wallhagenet al., 1997). As with most
occupational health issues, it is a case of integrating different types of evidence in
reaching a balanced conclusion.
2.4.2 Poor relationship supervisor and peers
It has been argued strongly that good relationships amongst workers and members of
work groups are essential for both individual and organizational health (Cooper, 1981). A
survey by the Ministry of Labor in Japan (1987) revealed that 52% of the women
interviewed had experienced anxiety and stress, the main cause being unsatisfactory
interpersonal relations at work (61%). Similarly, Jones et al. (1998) found that workers
reporting high levels of stress and stress-related illnesses were 61/2 times more likely to
report “lack of support from people in charge at work” than the
generalworkingpopulation.Three important sets of relationships havebeen identified:
relationships with superiors,relationships with subordinates andrelationships with
colleagues (Sauteret al., 1992). Low interpersonal support at work has been found to be
associated with high anxiety, emotional exhaustion, job tension and low job satisfaction
14
and increased risk ofcardiovascular disease (for example,Beehr& Newman, 1978;
Davidson &Cooper, 1981; Pearse, 1977; Warr, 1992).
2.4.3 Workload
Workload was one of the first aspects of work to receive attention (Stewart, 1976), and it
has long been clear that both work overload and work under load can be problematic
(Frankenhauser, 1975; Frankenhauser&Gardell, 1975; Lundberg &Forsman, 1979;
Szaboet al., 1983; Jones et al., 1998). French and his colleagues, among others, have
made a further distinction between quantitative and qualitative workload (French
&Caplan, 1970; French et al., 1974). Both have been associated with the experience of
stress. Quantitative workload refers to the amount of work to be done while qualitative
workload refers to the difficulty of that work. The two dimensions of workload are
independent and it is possible to have work, which involves quantitative overload and
qualitative under load. Much short cycle repetitive assembly work is of this nature, and
there is strong evidence that it offers a threat to both physical and psychological health
(see above). Kahn &Byosiere (1990) have extended this line of argument by suggesting
that workload is a function of quality, quantity and time.
2.4.4 Shift work
Much of the literature relates to shift (and night) working and has been adequately
reviewed elsewhere (see, for example, Boggild&Knutsson, 1999; Harrington, 1978;
Johnson, 1981; Rutenfranzet al., 1977, 1985; Monk &Tapas, 1985; Waterhouse et al.,
1992). Harrington (1978) concluded, “Whereas good evidence exists to show that shift
work, particularly night work, causes disruption of circadian rhythms and sleep patterns,
the evidence for there being any major effect on health is slim.” He did, however, also
15
conclude that there may be a link between night work and digestive disorders and
betweenshift works in general and fatigue. He also commented that whatever effects did
exist, they were likely to be greater in those who had difficulty in adapting to such forms
of working or who had existing digestive or sleep related problems. Monk&Tapas (1985)
reached broadly similar conclusions. In their recent study of night shift nurses, Kobayashi
et al. (1999) found that the cortisol and NK cell activity levels werelower during the night
shift, suggesting that night shift work is highly stressful and may prejudicial to
biodefense.
2.4.5 Long work hours
The European Community Directive on Working Time, which should have been
implemented in Member States of the European Community by November 1996, contains
several ought related to working hours, including the right of employees to refuse to
work more than 48hours a week. Much of the research in this area has focused on the
problems of shift working, emphasizing this aspect of working hours. However, there is
much less information about the effects of overtime work, which is a central element of
the terms of the Directive. Research to date has been restricted to a limited range of
health outcomes –namely, mental health and cardiovascular disorders (Spurgeon etal.,
1997). Other potential effects that are normally associated with stress (for example,
gastrointestinal disorders, musculoskeletal disorders, and problems associated with
depression of the immune system) have received little attention.There have also been few
systematic investigations of performance effects, and little consideration of the
implications for occupational exposure limits of extensions to the working day. Existing
data relate largely to situations where working hours exceed50 a week and there is a lack
16
of information on hours below this level, which is of direct relevance to European Union
legislation.
2.4.6 Discrimination
Department is strongly committed to providing its employees with a workplace free
from all forms of discrimination and harassment. Workplace discrimination and
harassment have serious implications for both productivity and morale. The negative
consequencesthe foremployees and the Department include.
Sustained harassment or discrimination can have a devastating effect on the lives of
Victims. Individuals can suffer fear, anxiety and stress, which can cause or exacerbate
physical illness, reduce their work performance, increase absenteeism and even cause
them to resign from work.
Workplace Discrimination is denying any person equality of treatment in employment
Matters for any grounds other than those directly related to the requirements of the job.
(Department of innovation, industry-science and research)
2.5 Effect of the stress
2.5.1 Absenteeism
An estimated one million employees miss work each day because of job stress. Costing
organization an estimated $ 602 per employees per year & absenteeism is to blame for
26% of health related lost productivity in business.
17
2.5.2 Disability &accident, worker’s compensation claims
Stress related distraction or sleepiness account for an estimated 60%-80% of accident an
the job, according to the American institute of stress. Workers‟ compensation claims for
stress have increased substantially every year. Threatening to bankrupt the system in
several states.
18
3 CHAPTER 03
RESEARCH METHODOLOGY
3.1 Introduction
Chapter three includes methodology of the research. This chapter attempts to describe the
theoretical framework and identify the real reasons behind the job stress with reference to
Brandix Lingerie (PVT) Limited in Nitambuwa Trade zone. In addition, this chapter
defines the key concepts and variables. Methodology consists of collection and analysis
of data. Further the rationale behind the designing of questionnaire is to facilitate, gather
and accurate the data for the research purpose.
3.2 Research Design
This study is done to find out the relationship between independent variable, Reasons to
job stress and the dependent variable, job stress. Therefore, the study is hypothesis testing
in nature. Data was collected by questionnaire method within natural environment
without any control of sample. The unit of analysis was an operational level employee in
Brandix lingerie (Pvt) Ltd
3.2.1 Population
This study is limited to garment industry and therefore the population of this study is
machine operators in the industry. Since there is limited, time to consider the whole
population. The sample was drawn by selecting one garment manufacturing organization,
which is situated in export processing zone Nittambuwa in western province.
19
the select organization for the sample was Brandix lingerie limited in Nittambuwa and
the sample of machine operator‟s was drawn from that company. The sample size was
100.
The total number of operational employees in the organization is 1600. This can be
classified according to the sections of the organization
Table 3. 1-Machine operater carder in Brandix.
Mini factory No of Mo’s
BLI 1 550
BLI 2 656
BLI 3 394
Total 1600
3.2.2 Sampling
Sample identified for the study would be 05% of the population. First stratified sampling
is used in order to pick sample. Then convenience sampling is going to be adopted due to
the time and resources constraints within each stratum.
20
3.3 Conceptual Frame Work
The following figure 3.1 explains the conceptual framework
Figure 3. 1 -conceptual framework

Demographic variable
Economic Level
Age
Civil states
Insufficient break time
Work overload
Excessive noises
Discrimination
Shift work
Inadequate lighting
Job
Overcrowding
Stress
Poor relationship with peers
Poor relationship with supervisors
Ruff supervision
Social state is in law level
Punished
Independent variables
21
Researcher hopes to do this research by using the above conceptual framework and
according to the conceptual framework; the main variables used in this study were
independent, dependent and demographics variable.
3.4 Data Collection
The relevant data for the purpose of this study were collected from primary sources and
secondary sources. Primary data were collected through distributed questionnaires among
the sample of the population and the open conversation and communication.
The questionnaire has three parts. One for acquiring personal details as sex, civil status,
service time, age and further, this part has been included their Economiclevel,propose of
engaging the job and job satisfaction. To collect those data questionnaire was consisted
closed ended questions. Otherpart consisted questions regarding stress. To measure the
stress, some indicators were used such as work overload, Discrimination , insufficient
break time ,shift work,excessive noises, Unpleasant co-workers , Complete a task in a
limited time, Organizational structure, Those questions were created based on 4point
Likert scale in order to identify the level on their stress. The scale is ranging from
strongly agree (1) to strongly disagree (4)
The scores are,
-Highly agree-1
-Agree- 2
-Disagree-3
-Highly Disagree-4
22
The third part is consisted questions about job stress. To measure the job stress some
indicators such as labor turnover, absenteeism, accident happening, complains. Further,
in order to identify the existing stress, researcher had the open conversation with the
compliance officer and HRIS System of each branches and inquired about existing stress
and description about stress. In addition, some secondary data also were used to develop
the research such as past research articles.
3.5 Method of Data Analysis
Since it is hard to analysis all population, only a sample of hundred individuals
were randomly selected from the total population in working Brandix lingerie limited in
Nittambuwa. Before making any conclusion from this research, it is necessary to
informed analytical procedure by using the data obtained from the questionnaires and
other relevant sources.
This research included independent variable (Reasons to job stress) and dependent
variable (Job stress). The existing situation of those variables was analyzed by using
descriptive analysis. The strength of relationship between independent and dependent
variables was analyzed by the Karl Pearson coefficient of correlation and Regression
analysis, Factor analysis, T-test and ANOVA test.
3.5.1 Regression Analysis
In general, regression analysis describes the mathematical equation, that "best
fits" the value recorded for the two variables. While nonlinear equations may be used for
this purpose, the researcher limits the discussion to regression equations of the linear
(straight-line) type.
23
In this case, the multiple regressions were used to plot the relationship among
dependent and independent variables. The general purpose of multiple regressions is to
learn more about the relationship between several independent or predictor variables and
a dependent or criterion variable. Multiple regressionsis a flexible method of data
analysis that may be appropriate whenever a quantitative variable is to be examined in
relationship to any other factors (expressed as independent or predictor variables)
(Cohen, Cohen, West, & Aiken, 2003).
The equation for find out the regression is as
Y '  A  B1 X 1  B2 X 2  B3 X 3 +E
follows;
Where;
y = dependen variable
A = Intercept of the equation
B1, B2 = Slope of the equation
X1, X2 = Independent variable
In this research job stress is the dependent variable (y) and reasons to job Stress is the
independent variable (x)
3.5.2 The coefficient of determination
It has special meanings because its value represents the proportion of the variations in y that is
explained by the independent variables.
24
3.5.3 T-test and ANOVA test
The on –way ANOVA, T-test and regression methods (0.05) used to determine whether
demographic factors, job stress have a significant relationship with the job stress.
3.5.4 Reliability test
The test will be significant when alpha value result more than 0.7. It assures the
reliability of questions.
3.6 Research site
3.6.1 Introduction to the organization
History of BrandixLingerie
Brandix company was establish in 1972 as fully own Sri Lankan Company. As the Sri
Lankan largest garment exporter, company earns more than USD five hundred millions
for a year. More than twenty thirty five thousand employees are working in
Brandixgroup. There are more thenthirty-fourcompaniesfacilitate production facility in
Sri Lanka, Indian and Bangladesh.Brandix lingerie is one of the clusters it has. Their
main production is under wear for women. In lingeriecluster there are three plants in
Nittambuwa .This Cluster Companyestablished in 1999. Now there are more than two
thousand five hundred employees.
Company vision is “To be the inspired solution for branded clothing”. TheBrandix vision
relies on core values of “Integrity”, “Team work”, “Responsibility and Commitment”,
“Learning and Development” and “Customer Focus” To lead the Company to great
heights and new horizon in the apparelindustry. Company strengths are talented labor
force, Goodwill, World reputed customers, Capacity of investing and profitability.
25
Customers of the Brandix are Victoria‟s secret. Marks&Spencer, H& M, Pink, Tesco
like worldwide famous customers.
3.7 Data presentation & analysis
To present the data of this study used tables, pie chart, and bar chart, histogram and
researcher used statistical method as statistical package SPSS will be used to analyze the
data. More ever this study will utilize the several statistics in order to determine the
difference and relationship of the respondents regarding their perception study.
Percentage value, weighted mean, standard deviation as statistical formulas will applied
in this study.
Tables
Tables effectively order and summarize the quantitative data. Theyare used to arrange
figures in columns and rows. Thesefacts and figures can be systematically examined.
Charts
These are very effective tool when the data presentation need in summarized from as a
graphical or a picture form. it is mostly use when needed to get an idea about the whole
summery than the content number/count
26
4 CHAPTER 04
DATA ANALYSIS
4.1 Introduction
After collectingdata have to analyze data to come to a reasonable conclusion. Data
collected through samples from Brandix lingerie limited Nittmbuwawill be presented
toanalyze in this chapter. Data were interpreted toanalyze by using various methods that
already mentioned in Chapter 3. The main analysis for this purpose is Descriptive
analysis, correlation analysis and regression analysis
4.2 Presentation of Demographic Variables
4.2.1 Distribution of employees according to position
4.1 Table – Distribution of employees based on machine operator’s
Grade Frequency Percentage
A 24 24
B 18 18
C 42 42
D 16 16
Total 100 100
Source-sample survey (December 2013)
The sampleconsists of Grade A, B, C, D of machine operators inBrandix lingerie limited
Nittambuwa.Thereforethe researcher decides to distribute a questionnaireto directivecare
27
Figure 4. 1 - Distribution of employees based on machine operators
Machine Operator's
Grade
16%
42% Grade A
Grade B
Grade c
Grade D
24%
18%
Source: 4.1 Table
4.2.2 Distribution of employees according to the Age Group
Table 4.2– Distribution of employees based on Age Group
Frequenc
y Percent
Val below 20
21 21.0
id
between 20-25 40 40.0
between25-30 21 21.0
up to 30 18 18.0
Total 100 100.0
28
According to the table 4.2, 40% of employees are in the age group of 20-25 years and
21% of employees are in two age group. There are below 20 and between 25-30 groups.
There for 18% of employees are in the age group up to 30.Majority age group of the
sample is the age group of 20-25, which consist of 40 employees. Lot of Mos of Brandix
is in younger age groups.
Figure 4. 2 -Disribution of employees based on age group
Age
below 20
between 20-25
between25-30
up to 30
18% 21%
21%
40%
Source: 4.2Table
Source: 4.2Table
29
4.2.3 -Disribution of employees based on civil status
Table 4. 3 - Distribution of employees based on civil status
Frequency Percent
Val Married
69 69.0
id
Unmarried 31 31.0
Total 100 100.0
By considering the above table 4.3, 69% are married and 31% unmarried. The
majority of employees is married.
Figure 4. 3 -Disribution of employees based on civil status
sivil states
marrid
unmarrid
31%
69%
Source: 4.3 table
30
4.2.4 -Disribution of employees based on Have any children
Table 4. 4 - Distribution of employees based on Have any Childrean
Frequency Percent
Val yes
64 64.0
id
no 36 36.0
Total 100 100.0
By considering the above table 4.4, 64% have children and 36% have not children.
Majority of employees have children.
Figure 4. 4 -Disribution of employees based on have any children
have you any children
yes
no
36%
64%
64%
Source: 4.4table
31
4.2.5 Disribution of employees based on no of children
Table 4. 5 - Distribution of employees based on no of children
Frequency Percent
Val 0
36 36.0
id
between 1-2 44 44.0
up to 2 20 20.0
Total 100 100.0
By considering the table 4.5,36% employees are haven‟t any children,44% of employees
have any children between 1-2 and 20% employees are have children up to 2.Majority of
employees are have children between 1-2.under this situation we can say, majority
employees are suffer from strees
Figure 4. 5 - Disribution of employees based on no of children
No of children
50
40
Frequency
30
20
10
0
0 between 1-2 up to 2
No of children
Source: table 4.5
32
4.2.6 Disribution of employees based on No of employed members
Table 4. 6 - Distribution of employees based on No of employed member
Frequency Percent
Val No
12 12.0
id
1-2 73 73.0
Up to 3 15 15.0
Total 100 100.0
According to the above table 4.6 shows 12% of the employees have not to employed
members in their family. There for 73% employees have to employed members between
1-2 and 15% employees have to employed members up to three in their family. Under
this situation, major employers have to employed member between 1-2 in their family.
Most of the family‟s husband and wife engaging the Job but it's insufficient income
considered the present economy of Sri Lanka. Because, most of employees are suffering
from stress.
Figure 4. 6 -Disribution of employees based on no of employed members
No of employed members
80
60
Frequency
40
20
0
no 1-2 up to 3
No of employed members
Source: table 4.6

33
4.2.7 Disribution of employees based on Economic level
Table 4. 7 - Distribution of employees based on Economic level
Frequency Percent
Val V. Good 00 0.0
id Good 8 8.0
Ordinary 47 47.0
Poor 45 45.0
Total 100 100.0
By considering the above table 4.7, 7.0% of employees are in economic level is very
good, 8% of employee members are in economic level is good, 47% of employees are in
economic level is ordinary and 45% employees are in economic level is poor. Under this
situation, most employees in the apparel industry their economic level is poor or
ordinary. Because most employees are suffering from stress
Figure 4. 7 -Disribution of employees based on Economic level
Economic level
50
40
Frequency
30
20
10
0
good odinery poor
Economic level
Source: table 4.7
34
4.2.8 Disribution of employees according to service time
Table 4. 8- Distribution of employees, according to service time
Frequency Percent
Val Below 3 month
8 8.0
id
Between 3-12 months 30 30.0
Between 1-5 years 53 53.0
Up to 5 years 9 9.0
Total 100 100.0
According to the table 4.8,53% of employees are in the range 1-5 years,30% of
employees are in the 3-12 month, 9% of employees are on the up to 5 years and 8% of the
employees are in the under 3 months. According to the table, employees between 1-5
years‟ service period and according to the percentage most of the employees might be
leaving the workplace after 5 years‟ service period. Reasonsfor this situation, most
employees are forced to stressful cases, because their job is boring
Figure 4. 8-Disribution of employees, according to service time
service time
below 3 month
between 3-12 months
between 1-5 years
9% 8% up to 5 years
30%
53%
Source: table 4.8
35
4.2.9 -Disribution of employees based on Favorable to Live
Table 4. 9 - Distribution of employees based on Favorable to Live
Place frequency percentage
At work place 25 25
At Home 63 63
Both work place & home 12 12
Total 100 100
By considering the table 4.9, 25% of employees like to spend in their time at work
place,63% of employees like to spend in their time at home and 12% of employees like to
spend in their time both work place & home. Majority of employees are more than likely
spend in their time at home. Under this situation, most employs are faced to stress in
workplace. Because employees more than favorable to live in at home.
Figure 4. 9-Disribution of employees based on more than favorable to live
Faverabale to live
12%
25%
At home
At workplace
Both home& workplace
63%
Source: table 4.9
36
4.3 presentation of open Question
4.3.1-Disribution of employees based on purpose of engaging the job
Table 4. 10 - Distribution of employees based on purpose of engaging the job
Purpose frequency percentage

To Success in 74 50.30
economy
To Forward in job 30 20.40
To earn money 43 29.30
According to above table 4.10 shows 50.30% of the employee‟s purpose of engaging the
job to success in their economy, 20.40% of the employee‟s purpose of the job to forward
in job and 29.30% of the employee‟s purpose of the job to earn money. Under this table,
majority employees engaging job to success in their economy.
Figure 4. 10 -Disribution of employees based on purpose of engaging the job
purpose of engaging the job
29.30%
sucsess in economy
forword in job
50.30%
to earn money
20.40%
Source: Table 4.10

37
4.3.1 Disribution of employees based on other reasons to job stress
Table 4. 11 - Distribution of employees based other reasons to job stress
Reasons frequency percentage

Weaknesses for support 64 43
service
Faced to accident 52 34
Insufficient pay 3 02
Weaknesses of 31 21
supervision
Total 150 100
Employees faced to so many reasons to affect the stress. According to the above table
4.11 shows there are reasons, Weaknesses for support service, faced to accident,
insufficient pay, Weaknesses of supervision.
Figure 4. 110-Disribution of employees based on other reasons to job stress
Other resons to stress
21%
weaknesses for support services

2% 43%
faced to accident
Insufficient salary
weakenesses of supervision
34%
Source: table 4.11
38
4.4 Validity and reliability measurement
In this study 19 concepts were used to measure the job stress and reasons for job stress of
machine operator‟s level. The validity and reliability of these variables were measured by
using Cronbach‟s alpha. Cronbach‟s alpha describes how well the items measure the
concept. If there is a good correlation between these items, we can say, that question
properly measure the concept. Higher values of Cronbach‟s alpha represent the high
reliability.
Table 4. 12 - Cronbach’s alpha values of independent variables
Cronbach's Alpha N of Items
.904 13
According to the table 4.12, explain about Cronbach‟s alpha of variables.There are 13
variables such as, punished, poor relation with supervisors, poor relation to peers, shift
work, working with dislike people, workload, ruff supervision, discrimination,
insufficient break time, overcrowding, inadequate lighting, excessive noises, punished
and social state
From thesefactors,the alpha value is 0.904. Their values get more than 0.5. All these high
alpha values reveal that all the items were highly valid and reliable for measure the
reasons for job stress.
39
Table 4. 13 - Cronbach’s alpha value dependent variables
Cronbach's Alpha N of Items
.796 6
From table 4.13 describes about job stress. There are six variables such
as,tiredly,indigestion,irritability,angry,headaches, chest pain. From these factors,the alpha
valueis 0.796 their values get more than 0.5. All these high alpha values reveal that all the
items were highly valid and reliable for measure the job stress
4.5 ANOVA Analysis
The ANOVA analysis tool provides different type of variance analysis. The tool to use
depends on the number of factors and the number of samples you have from the
population you want to test.
This method used to measure the significant relationship between demographic factors
(Age, Economic level) and job stress. These factors are examined by one-way-ANOVA
and showed each factors significant result and those results would be computed which
demographic factors are important to job stress.
40
4.5.1 Significant Relationship between Demographic factors (age & economic
level) and job stress
Table 4. 14- significant Relationship between Age group and job stress
Demographic Sum of Mean

factor Group Squares Df Square F Sig.
Between
2.310 3 .770 4.356 .006
Age Groups
Within
16.968 96 .177
Groups
Total 19.278 99
Significant at the 0.05 Level
From the table 4.14 represented the relationship between employee age and job stress sig.
Is 0.006, which is less than 0.05. The statistical significant level expressed that employee
age is an important factor to job stress. Therefore, employee age and job stress has a
significant relationship to employee job stress.
Figure 4. 14-significant Relationship between Age group and job stress
Note; Mean of Mean11= Job stress Source-4.13 Table
41
Table 4. 15 - significant Relationships between Economic level and job stress
Demographic Sum of Mean

factor Squares Df Square F Sig.
Economic Between
5.082 2 2.541 17.361 .000
Level Groups
Within
14.196 97 .146
Groups
Total 19.278 99
Significant at the 0.05 Level
From the table 4.15 represented the relationship between employee‟s Economic level and
job stress sig. Is 0.000, which is less than 0.05.the statistical significant level expressed
that employee‟s Economic level is an important factor to job stress. Therefore, the
employee‟s Economic level and job stress have a significant relationship to employee job
stress.
Figure 4. 15– significant Relationships between Economic level and job stress
Note; Mean of Mean11= Job stress Source-4.15 Table
42
4.6 T-test analysis
This method measures the significant relationship between demographic factors (Civil
status) and job stress. These factors are examined by T-test and showed each factors
significant result and those result would be computed which demographic factors are
important to job stress.
4.6.1 Significant relationship between demographic factors (Civil status) and job
stress
Table 4. 16- significant relationship between civil status and job stress
Independent Samples Test
Levene's Test
for Equality of
Variances t-test for Equality of Means
Sig. (2-
F Sig. t df tailed)
Job stress Equal

variances 0.969 0.327 1.614 98 .110
assumed
Equal
variances 69.11
1.733 .187
not assumed 6
Equal
variances
assumed
Significant at the 0.05 Level Sources; sample survey(December 2013)
The table 4.16 expressed that employee civil statues, job stress sig. is (2-tailed) 0.110,
which is higher than 0.05.it is mean that civil status, and job stress has no statistical
significant relationship. This result is can be accepted, because most of times employees
are stressed on working condition in workplace. Not too much, affect civil states for that.
43
4.7 factor analysis
In order to examine if the item for a share a single underlying factor and to establish
discriminate validity of the constructs under investigation, an exploratory factor analysis
using varimax rotation was rotation was performed. Hair et al. (1995) indicated that the
factor loading with used 0.5 as the cutoff score for factor loadings.
According to this analysis, there are 13 variables for measured the stressors. Forare easily
analysis researcher divided 13 variables in to several parts for that use factor analysis.
Here Kaiser-Meyer-Olkin Measure of Sampling Adequacy (KMO) 0.857 and significant
value is 0.000.it's KMO value is higher than 0.06 and significant value lower than
0.05.there for use factor analysis. In order to determine the number of factors needed to
represent the data, the 13 items (variables) measuring the rotation method were subjected
to principal component factor analysis.
According to the table 4.09 indicates that two factors out of 13 variables were extracted
with an eigenvalue greater than 1 for each and explaining 55.68 present of the total
variance. Based on items loading on each factor. These factors were labeled as “physical”
factor 1 and “psychological” factor 2.
44
Table 4. 17- factor analysis
Rotated Component Matrix (a)
Component
Factor 01 Factor 02
psychological Physical
Punished .783
Poor relation with
.781
supervisor
Poor relation to
.751
peers
Workload .734
Dislike people .726
Ruff supervision .726
Discrimination .712
Insufficient break
.704
time
Excessive noise .682
Inadequate lighting .566
Overcrowding .555
Shift work .443
Social state .342
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.
a Rotation converged in 3 iterations.
According to the table 4.17 the factor 01, 10 items have factor loadings, which are 0.342
or more than that value. This comes under factor 1.all the items used under factor 1 is
relating the intention to Psychological factors.
Similarly, the factor 2, 3 items have factor loadings, which are 0.555 or more than that
value. This comes under factor 2, all the items used under factor 2 is relating the intention
to Physical factors.
45
4.8 Regression Analysis
The regression analysis describes the mathematical relationship between two
variables. (How one variable is related to another?)
Simple linear regression
Table 4. 18- Relationship between job stress and Psychological factors

Model Summary
Std. Error
R Adjusted of the
Model R Square(a) R Square Estimate
1 .990(b) .981 .981 .36503
Table 4.18 shows the model summary. Coefficient of correlation is R-value is
0.990.coefficient of determination R-square 0.981. Which is represented between job
stress and psychological factors the simple correlation and there for indication strong
correlation.
Table 4. 19 Relationship between job stress and Physical factors

Model Summary
Std. Error
Adjusted of the
Model R R Square R Square Estimate
1 .429(a) .184 .176 .40066
A Predictors: (Constant), Physical factors
B Dependent Variable: Job stress
Table 4.19 shows the model summary. Coefficient of correlation is R-value is
0.429.coefficient of determination R-square 0.184. Which is represented between job
stress and physical factors the simple correlation and there for indication strong
correlation.
46
4.9 Correlation Analysis (Bivariate analysis)
Correlation analysis is used to investigate the relationship between independent variable
and dependent variable, intensity ofstressors and perceived degree of job stress
respectively.
Table 4. 20- Correlation between job stress and Psychological factors
Job stress Psychological

factors
Job stress Pearson Correlation 1 .990
Sig. (1-tailed) .000
N 100 100
Psychological Pearson Correlation .990 1
factors Sig. (1-tailed) .000
N 100 100
Pearson correlation has used to check relationship the between job stress and
Psychological factors. According to the results of that test as shown in the Table 4.20
correlation between job stress and Psychological factors is .990. It indicates that there is a
strong positive relationship between two variables. Those machine operators‟s who had
high level of stressors had high-level job stress. As this statistical evidence based on 0.01
significant levels,therefore, there is statistical, evidence to claim that there is a significant
relationship between job stress and Psychological factors. As the significant value (0.000)
is less than the desired level of significance (0.05), the found coefficient (0.990) is
statistically significant.
47
Table 4. 21 - Correlation between job stress and physical factors
Job stress Physical
factors
Job Pearson Correlation 1 .429
stress Sig. (1-tailed) .000
N 100 100
Physical Pearson Correlation .429 1
Sig. (1-tailed) .000
N 100 100
Pearson correlation has used to check relationship the between job stress and Physical
factors. According to the results of that test as shown in the Table 4.21 correlation
between job stress and Physical factors is .429. It indicates that there is a positive
relationship between two variables. As this statistical evidence based on 0.05 significant
level, Therefore, there is statistical evidence to claim that there is significant relationship
between job stress and Physical factors. As the significant value (0.000) is smaller than
the desired level of significance (0.05), the found coefficient (0.990) is statistically
significant.
48
5 CHAPTER 05
CONCLUTION AND RECOMENDATION
5.1 Introduction
This chapter deals with giving recommendations and conclusions based on the results
through the chapter four. This research intends to investigate the job stress and reason to
job stress .the relationship is important to examine which factors cause to the stress and
relative effect as well as what remedies can be taken in favor of rectify the situation.
Especially the factors of the stress can be identified according to this investigation carried
out in the Brandix lingerie limited Nittambuwa.
5.2 Conclusions
The stressors aresubstantial factor for the jobstress. When management is unable to cope,
develop work place, and reduce employees stressors it will lead to substantially LTO,
Absenteeism. Accident happening and reduce their performance. Most researchers now
acknowledge that stress is a personal, subjective reaction to pressure.It depends on
individuals‟s perception both of the scale of the problem and their own ability to cope
with it.Therefore,where an individual perceives that the problem is manageable and is
confident in his or her ability to handle the problem. Then the symptoms of stress are
unlikely to appear, however much pressures is exerted by the problem as difficult to
manage, and is lacking self confidence in their ability to handle it, then stress will result,
49
According to the questionnaire section, one is used to gather personal details of selected
sample. This study based on machine operator‟s in Brandixlingerie. There were 2600
machineoperators in Brandix. The sample of the study was 100-machineoperators. There
for researcher randomly selected. In addition, in Brandix lingerie most of employees are
at the twenty to twenty five agegroups. Mostof machine operators are in young age
category and most of young age machine operator‟s are marriage and have
children.Therefore, most of the times these employees are suffer from stress. From the
chapter 4 analyzedtables4.14, 4.15, and 4.16 results showed the relationship between the
employee age, job stress sig. is 0.006, which is less than 0.05.there for relationship
between economic level, and job stress sig. Is 0.000, which is less than 0.05.The
statistical significant level expressed that employee‟s age and economic level are strong
relationship between employee job stresses. The employee civil states did not influence
job stress.Becausethe analyzed result expressed that civil states and job stress sign.Is
0.110.Isich is more than 0.05. Consequently, civil states and job stress have no statistical
significant relationship which do not affect job stress.
The other part of the questionnaire consisted of independent variables and dependent
variables. The objective of this is to identify, if there is a relationship between stress and
job stress. This effort, especially for understanding, how can reducethe job stress.
In this study researcher based 13 variables to measure the reason to job stress.Insufficient
break time.Discrimination,excessivenoises, overcrowding,shift work, work overload,
poor relationship supervisors, poor relationship peers, social state, work with dislike
people, ruff supervision,inadequate lighting. The researcher all these factorsdivided the
50
main two factors. There are physical factors and psychological factors. Fromthis study
researcher proved all these variables affected to the job stress.
Actually, machine operator‟s level employees of the Brandix lingerie works under job
stress. For their job stress highly affected the psychological factors. From the chapter 4,
analyzed table 4.19 result showed correlation between psychological factors and job
stress person correlation value is 0.000. Which is less than 0.5.the statistical Pearson
correlation level expressedstrong positive relationship between job stress and
psychological factors. Also analyzedresult table4.19-showed relationship between
physiological factors and job stress Pearson correlation 0.429 that is higher than 0.5.the
statistical Pearson correlation level expressedpositive relationship between job stress and
physiological factors.
Therefore, jobstress can be poor moralamong the employees, productivityloss, lawquality
products and specially laborturnover (LTO) and absenteeism. According to the secondary
result organization LTO rate is last five year 5.3% and absenteeism rate is last five year
7.71%.
This result can be reasons job stress.
5.3 Recommendation
The psychologicalfactors that have significant influence on the employee‟s
job stress. It can be reduces mainly throughsome suggestions are put forward to
manage the employees‟ stress.
The organization should create a supportive organizational climate.
Unfortunately,today, the organizations continue to be highly formalized with
51
accompanying inflexible, impersonal climate. Therefore, the structure should be
decentralized with participative decision-making and upward communication flows.
1. The management of the organization should eliminate or reduce the
conflict between employees and administrative officers.
2. Employees should be allowed to get advice from their supervisor. Through
this, they will correctly perform their responsibilities and duties.
3. Organization should expand the health maintenance programs supervisor
training programs and stress reduction workshops.
4. Organization should handle the problems and opportunities that are
common to all employees.
5. New technologies should be used to reduce the work overload. When the
paper work is reduced and when we use computers in maintaining records, the work
over load will automatically reduce.
6. Some departments there are overload of work and in such situations,
employing more hands can reduce the stress of work.
7. Motivation for employees should be granted without biased to perform
their task
8. Develop and maintain personal relationship social support at work and
away from work can help alleviate some of negative effects of stress.
5.4 Limitations and future research
I have realized that there are some limitations and constraints that must be considered in
future investigation and some of them are pointed out in the first chapter summarized
52
from. Firstly, the findings are limitedto thespecificsample. The sample was drawn from
the machine operators of the Brandix lingerie limited Nittambuwa. As a result, the
sample is generally week. Future research might include power full sample for this study.
Secondly, thefindings were based on the use of survey data,which may affect by response
basic. Thus, the answers were based on several situations such as respondent positions or
their political trends. Future research should figure out a way to achieve higher freedom
for the respondents without such restrictions.
However, future researchers should figure out a way to achieve higher responds rate,
quicker responds time and higher quality responses from the respondents.
53
8 References
Amanda Griffiths, “Job related stress” institute of work, Health & organizations,
University of Nottingham business school. United Kingdom.p 67-85
American psychological association “stress survey”(2007) stress a major Health problem
in US.P 165-170
Andrew smith, Carolyn brice,AlisonCollins,Victoria Mathews &Rachel namara (2000)
“The scale of occupational stress” Center of occupational and Health psychological,
Cardiff university.
Baker D.B, (1985) “the study of stress at work”- annual review of public health.p6,367-
381
Beal,D,cox, T., Clarke D, Lawrence, C, & Leather, p (1998) “Temparal architecture of
violent incident” Junal of occupational Health psycology .p3,65-82
Beehe, T.A.S Newman. J.E (1978), job stress, employee health & organizational
effectiveness; p; 31,665-699
Beehr,T.A.(1995),” Psychological stress in the work place “Newyourk,Routledge.
Brunner/mazel, (1983), Stress and the family, newYork p57-59
Canadian association of professional employees,“ stress in the work place” 2012 p 1-37
Canadian mental health association, sources of workplace stress, http://
www.vonbcca/rmdcmba/scureces.html.
Colligan, M.J., Smith, M.J., & Hurrell, J.J.(1977) Occupational incidence rates of Mental
health disorders. Journal of Human
54
Coorper, C.L, & smith, s(1997), “creating health work organizations”
chichester;Johnwiley& sons
Health and community sector, “job stress causes, impact and interventions” 2006
Melamed s, Yektieli Deform p. Kristal- boneh, E. Ribak, (1999).Advers work
environmental conditions predict occupational injuries. American Journal of
Epidemiology p 18-26
Mr,Zazrulislambiswas, “the role of employers behind employees leaving their jobs in
bankok”2006,master of business administration mgt.shinawatra university p33-75
Robet.T.keller (1964), Role conflict & ambiguity P 57-59
santer s.et.al, “stress at work” 1999, national institute for occupational safety and health
(NIOSH)
TF &Redburn, fs (1983), shutdown at Youngstown: public policy for mass
unemployment, Albany, Newyourk
Usmanbashir (1978) Impact of stress on employee‟s job performance a study on banking
sector of Pakistan.Faculty of management science, international Islamic university
Islamabad, Pakistan.
V.S. Department of health and Human services, “Stress at work place” public health
service.p1-17
55
10 Appendix
01- QUESTIONNAIRE
According to academic requirement of final year in faculty of management & finance
university of Ruhuna. This questionnaire gets to you & it relevant to topic of “Job stress
of the machine operator‟s & reason to stress” This questionnaire is not asked your
personnel details only considered about relevant details to research, put secretly of given
information by you.
Section 1-Demographic & Basic information
1. Please mention your Designation: -
………………………………………………
2. Age (please tick „√ „ the relevant answer)
Less than 20 Years
Between 20-25 Years
Between 25-30 Years
Greater than 30 Years
3. Whether you married or not:-………………..
4. Whether you have child:-…………If you have children please state:-…...
5. How many employed members in your family? .................................
6. State you economic level ( please tick „√ „ the correct answer)
Very good
Good
56
Generally
Poor
7. Your service time
Less than 3 month
Between 3-12 month
Between 1-5 years
Greater than 5 year
8. Whereare you Favorable to live?
At job place
At work
Both job place & home
Section 2-Job Stress
9.Please tick a box on each line to indicate how much you agree or disagree with
each of the following statements.
Do you ever suffer from any of the following?
Strongly Agree Disagree Strongly
Agree Disagree
a. tiredly
57
b. indigestion
c. irritability
d. angry
e. headache
f. chest pain
Section 3-Reason to job stress
10. Please tick a box on each line to indicate how much you agree or disagree
with each of the following statements.
Do you find any of the following cause problems?
Strongly agree Agree Disagree Strongly Disagree
a. Inadequate break time
b. Work with dislike people
c. Poor relation with supervisors
d. Poor relation with peers

e. Overcrowding
f. Shift work
g. Inadequate lighting
h. Excessive noise
i. Discrimination
j. Very heavy workload
k. Social state in low level
l. Ruff supervision
m. punished
58
Section 3- Open Question
11. State your ideas regarding following Question
(1) What is your purpose of engaging the job?
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………………………………
………………………
(2) What are the other reasons to stress in work place?
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………………………………
………………………………………………………………………………
59

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Job Stress of the Machine Operator’s and Reasons to Job Stress

(With Special reference to Brandix Lingerie (PVT) Limited- Nittambuwa)

The dissertation submitted as a partial requirement of the bachelor of Business Administration

Department of Management & Entrepreneurship

Faculty of Management & Finance

Approved by the Lecturer

Department of Management and Entrepreneurship

Faculty of Management and Finance

Approved by the Head of the Department

Mr. P.E.D.D. Silva

Head of the Department of management and Entrepreneurship

Faculty of Management and Finance

my sincere thanks to all of them.

department of Management and Entrepreneurship, for the support, advice, encouragement

and feedbacks given to me for the success of my research report.

Entrepreneurship, Faculty of Management and Finance of University of Ruhuna.

Special word of mouth should be goes to Mr.Sithara ishan dilanka jayasinghe,Technical

have had a tought time.

operation and encouragement, which help me in completion of this research.

My thanks and appreciations go to my colleague in developing the research report and

people who have willingly helped me out with their abilities.

lingerie (Pvt) limited.

Key words;Job stress,stressors,physical factors,psychological factors,demographic

Table 2. 1 -Workplace Stress ..................................................................................................... 12

Figure 3. 1 -conceptual framework ............................................................................................ 21

1.1 Introduction to the topic

industry have beendissatisatisfyregarding their career suffering from stress.

The current turbulent environment in the apparel sector.Especially blue-collar workers

likely in samesituation than another is& in some individuals than others.

situations Nowadays, quality productivity is very essential for organizational survival.

There for, stress at workplace becomes a concern to organization administrators.

lingerie (pvt) ltd.

1.2 Research problem

day-by-day most of garmentfactory's managers have to face so many inconveniences. As

the research problem can be identified as,

 What reasons job stress to face of machine operators of Brandixlingerie

The study aims to obtain the following objectives,

working at Brandix lingerie (PVT) Ltd.

apparel industry in Sri Lanka.Underthis purpose,researchhas been continued based on the

1.5 Significance of the study.

stress and reasons for job stress.

Every organization should manage stress experienced by their employees. Individuals

achieve organizational expected objectives effectively.

apparel, industry there is a vast Human Resourceinvolve. Therefore, their major

1.6 Scope of the study.

The study collected one hundred-machine operator‟s information by using

questionnaires.In addition, gathered Brandixlingerie (Pvt) Ltd.all questions are associated

with the reasons for job stress.

1.7 Limitations of the study.

However, indirect carder doesn't consider in the study.

fear, unaware or careless.

1.8 Chapter's Organization

research, actual problem, objective of research, significance of research to the garment

the recommendations that useful to the garment industry

2.1 Definition of Stress.

regarding stress and reasons to job stress

person with a demand, a constraint or an opportunity for behavior. Stress is usually

thought of in negative terms. It is thought to be caused by something bad. This is a form

to deal adequately with pressure, then symptoms appear.

domestic/social problems, will eventually lead to reduce employee performance at work,

increased sickness absence and even to an early death.

2.2 Definition of stress

follows: “an adaptive response, mediated by individual differences and/or psychological