Levels and Types of Occupational Stress

CHAPTER 2
LEVELS AND TYPES OF OCCUPATIONAL STRESS

This chapter is divided into six sections. Apart from the introduction the other five
sections will discuss Occupational Stress levels, Causes of general stress, Causes of
Occupational Stress, P value and Chi Square values of Selected Variables and Impacts of
Occupational Stress.
2. 1 INTRODUCTION
Today, human resource is known as one of the most important resources in any business
or industry. Many industrial and business organizations invest a major amount of their
annual budget and spend a great deal of time and effort for optimum utilization of their
available human resources. Occupational stress is now one of the special issues that
hinder employees and organizational performance and productivity. Nowadays
occupational stress has become an important issue due to changing social factors and
changing requirements of lifestyles. Occupational stress is employees’ adaptive reaction
to an outward situation which would result in physical, psychological and behavioral
changes among employees. Even though occupational stress kills brain cells, not all
stresses are destructive in nature.
To some extent occupational stress taps latent abilities and even ignites inspiration. In
the subsequent paragraphs, the researcher has tried to throw light on the widespread
problems related to occupational stress which are responsible for creating acute
dysfunctions and other diseases, increasing family problems, increasing problems in the
married life of employees and causing them other harassments. Actually, occupational
stress can be observed in all types of organizations. Information Technology employees,
too, are very stressed due to the nature of their job that is highly talent oriented and as
result they are always under pressure to achieve produce desired result.
Even since 1990s, when the field of software engineering and information technology
service and web-based services has emerged in India, India has become a major player in
this sphere. Today, the Indian Information Technology industry has employed more than
half-million employees in IT organizations. It also provides indirect employment to over
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a quarter of a million people. In any IT organization, productivity improvement
programs are mostly concentrated at the employee level. Occupational stress is one of
the most serious health hazards faced by thousands of IT employees in the new
electronic era. Many studies pertaining to occupational stress have indicated that IT
employees have higher levels of occupational stress than any other organization’s
employees; this is due to the nature of their work. As stated earlier, the high occupational
stress, that is the outcome of varied aspects of IT work can lead to many musculoskeletal
problems and other diseases.
Revolution in Information Technology has given the modern workplace an array of new
options and improved efficiency. But instead of having a calming effect on the
overworked employees, IT organizations have become a source of physical and
psychological stress. The National Institute for Occupational Safety and Health (NIOSH)
has observed that IT employees have to experience higher occupational stress than any
other employee in any other organization. IT professionals face several problems and
challenges in the highly competitive working environments, e.g., various uncontrollable
factors, limitation of time, background distractions, lack of ample space, many additional
administrative tasks and general uncertainty.
Management of occupational stress has become a buzzword and an important technique

to enhance the morale of the employee and the productivity of the organization. Today,
every IT organization has recognized that the employees play an important role and they
should be kept out of work stress so as to provide high-performance atmosphere to them.
Higher work stress which leads to hectic time schedule and complexity in work
responsibility in any IT organization, causes an imbalance between personal and
professional life. Every IT organization has now understood that effective stress
management technique should overcome the stressors. It is obvious that none of the
techniques can completely reduce the occupational stress, but it can minimize it to a very
negligible level.
Every IT organization is adopting different techniques for minimizing occupational

stress among the IT professionals. The effective implementation of these techniques is
being done with an aim of minimizing stress factors and enabling the employees to cope
up with these factors. Through the several studies, it has been observed that, though
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2. Acute stress is a transitory stress that arises as a result of some upsetting situations.
Once the stressful situation is over, the stress also vanishes, e.g., before a deadline.
Its indicators are muscle tension, stomach upset, and rapid heartbeat.
3. Fear-based stress is caused by an obnoxious or ‘toxic’ boss who makes the work
environment very unpleasant and may also add the threat of firing the employee to
it. Its symptoms are anxiety or agitation.
4. Overwork situation can be self-caused as in the case of a workaholic or brought

about by a demanding boss who gives a whole lot of work to the employee. In either
case it causes immense distress.
5. Job search stress is quite evidently a tough situation involving interviews,

rejections and so on. It can cause panic, anxiety, palpitations etc. and have a direct
impact on the health of the individual.
6. New job stress is something faced by every employee at least once in a lifetime.
Being a newcomer in any situation it is stressful and a friendly atmosphere goes a
long way in making the stress less oppressive.
7. Workplace conflict stress which involves bullying, hostility, gossip or lack of

cooperation. These are stressful situations that may be faced by employees in some
organizations and need to be addressed both by the affected individual as well as the
management.
8. Time stress is a situation when one feels that there is never enough time to get
things done. It occurs when there are projects to be finished that have deadlines and
tasks have to be completed within an agreed upon time. It is the feeling that there is
lack of time to do a proficient job.
9. Anticipatory stress relates to worrying about the future. It may be focused on a

specific upcoming event like a presentation or interview for promotion or an
inspection. However, it may also be vague and undefined, such as a general sense of
anxiety about the future.
10. Encounter stress is experienced when an employee is anxious about interacting

with a certain person or a group of persons, such as the CEO of the company or a
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disagreeable co-worker. It is basically the dread of being in an uncomfortable
situation.
Thus, occupational stress can take on a variety of forms and each form needs to be
navigated carefully.
In general, occupational stress may be divided into four main types. These types have
been explained in the subsequent paragraphs.
1) Eustress
Eustress is short term in nature and provides immediate strength. Eustress arises in terms
of increased physical activity, enthusiasm, and creativity. This type of occupational
stress is to make positive effect on the employee’s job performance. It exists when there
is a need for motivation and inspiration.
2) Distress
Distress is exactly the opposite of “Eustress.” It may be long term in nature and creates
negative effects on the job performance of the employees. This type of occupational
stress is brought out by regular re-adjustments or routine alterations. Distress creates a
feeling of discomfort and unfamiliarity among the employees. Distress has adverse effect
on the job performance of the employees and may be cause of increasing physical,
psychological and behavioral problems for the employees.
Apart from this, there are other types of occupational stress which are explained in the
following manner.
3) Acute stress
Acute stress is known as intense stress which may appear and disappears immediately.
4) Chronic Stress
Chronic stress exists for a longer period (that could be from a week to many years also).
This type of occupational stress is experienced by the employee who is constantly
relocating or contemplating changes in his/her job or nature of work.
5) Hyper Stress
Hyper stress arises when an employee is pushed beyond his or her ability and capacity of
work, overload or overwork can be responsible for hyper stress. If any employee is under
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Stress
Employees in IT organizations are often under the heavy work pressure to deliver the
services efficiently and to remain cost-effective. The expectations of customers in terms
of skill needed for jobs processing keep changing and force them to keep upgraded very
fast as per the customer’s demands. At times IT employees are forced to change the
entire paradigms amidst constant uncertainty and high risk. Such working conditions
lead to high work stress among the employees. Today, many organizations have started
recognizing higher occupational stress as an area to address because of the increasing
rate of attrition prevalent in the IT sector. The frequency in technological advancements
comes up in a short span of time with high efficiencies, putting them apart from
technology in use. The new technology puts a lot of stress on employees and
organizations, demanding more immediate and direct changes across all activities.
Nowadays, the working environment in every IT organization is becoming very stressful
with average working hours extended up to 40 to 45 hours per week. Apart from this,
even when employees are sick they are not able to take leave, that is due to them.
The higher rate of attrition and absenteeism indicates that IT employees experience
several negative mental consequences brought about by occupational stress that they face
in their profession. There is a lack of control over software products and inflexible
deadlines are the main reasons of occupational stress among IT employees. Several
studies have indicated that, the work hazard of the workplace and repetitive strain are big
problems that employees should face in the future.
For employees in any organization the issues related to financial matters may feel like an
emotional roller coaster. Layoffs and budget cuts are some of the common issues in the
organization. These result in increased threat, uncertainty and high levels of occupational
stress. In such a difficult situation of the economy, management and employees find it
difficult or harder than ever before to cope with the challenges of the job. The
employees’ experience work stress when they go to work and the stress that waits in the
organization is now ever on the rise; and therefore management office also, employees,
particularly in IT organizations are all feeling the added work stress.
The ability of employees to manage occupational stress in the organization can make the
difference between their success and failure in the job. An employee’s emotions are
contagious and stress has an effect on the quality of interactions with other co-
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employees. The better they are at managing their own stress, the more positively will
they affect those around them and the less other employee’s stress will negatively affect
them. The employees may either adjust themselves with many techniques of coping with
occupational stress, which enable them to withstand the effects of stressful conditions.
They can make efforts to change the characteristics of the condition in which they find
themselves. However, every IT organization is ultimately responsible for finding out the
proper solutions, perhaps by using redesigning initiatives to make the organization a very
less stressful place.
Through the various studies, it was observed that in Indian IT organizations,

organizational culture is seen to be lacking in terms of preceding knowledge to
employees pertaining to occupational stress and coping with psychological problems. In
IT organizations, the process of work is highly dynamic and time-bound as employees
have to achieve definite targets that are incubated in various time zones. The expectancy
of life of products and programs reduces every year, while the demands on employees to
provide good solution go on increasing. The internal departments in the IT organization
cannot keep pace with the changes and if they are not sufficiently adaptable they would
be in danger of being outsourced. Through the various studies, it was also observed that
in many IT organizations, the trend towards aspiring young employees who would work
for an extra time period to acquire material comforts seemed to increase. Today, the
main causes of higher attrition rate of the employee in IT organization are pertaining to
the work assigned to them psychologically and also pertaining to emotional factors. The
specific issues are effort-reward imbalance, heavy workload and emotional exhaustion.
The employees in IT organizations can easily identify a number of symptoms showing a

high level of stress among them. Today, many IT organizations have realized that if
these symptoms are not identified in early-stage they may create serious health problems
among their employees. However, with the help of proper stress management strategies
adopted by management the stress level of IT employees can be reduced to a great
extent. At the workplace, various roles are performed by the employees, which have to
be in synchronization with the roles at home and in society. The occupational stress is
generally induced because the roles performed by the employees at the workplace have
been some of the most persuasive organizational stressors, the results of which have been
found to be very costly to the IT organization.
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A Life Change Unit depending on how traumatic the experience was felt to be by a large
sample of participants, this scale will award each one of the 43 stressful life events. Over
a 12-month period a total value for stressful life events can be worked out by adding up
the scores for each event experienced. Less than 150 life change units will have a 30%
chance of suffering from stress, 50% chance of suffering from stress will be for 150-299
life change units and 80% chance of developing a stress related illness. 80% chance of
developing a stress related illness equates to over 300 life units.
2.6 LEVEL OF STRESS
This section attempts to measure the level of stress and identify factors influencing
information technology employees in Pune and Chandigarh. For this, scores values were
calculated for each employee from 43 identified statements relating to the factor
influencing level of stress among the (IT) employees in information technology
organization in Chandigarh and Pune. By adopting the social readjustment rating scale,
the level of stress of the IT employees has been classified into three categories namely,
high level, medium level and low level for analytical purposes. The Social Readjustment
Rating Scale is composed of 43 items which represent life change unit (LCU) which fall
into four different categories (family, work, financial, personal).
Holmes and Rahe (1967) pioneered a quantitative approach and made it possible to
arrive at a global index of life stress in terms of LCU on the objective of a tool called the
Social Readjustment Rating Scale.
Also, Occupational Stress Index (OSI) will be used for measuring the level of
occupational stress and factors influencing Information technology employees in
Chandigarh and Pune city. For this, scores values were calculated for each employee
from 46 identified statements relating to the factor influencing level of occupational
stress among the (IT) employees in Information Technology Organization in Chandigarh
and Pune. By adopting the occupational stress index, the level of stress of the IT
employees has been classified into three categories namely, high level, medium level and
low level for analytical purposes.
2.7 CLASSIFICATION OF THE RESPONDENTS ON THE BASIS OF LEVEL

OF STRESS
It has been found that out of 300 respondents in Chandigarh and Pune city with high,
medium and low levels of stress, 71 (23.7%) respondents have high level of stress, 143
(47.7%) respondents have medium level of stress and 86 (28.6%) respondents have low
33
level of stress. So, it can be concluded that the largest proportion of respondents in our
sample as per the social readjustment rating scale have medium level of stress.
Table 2.1 Classification of the Respondents on the basis of Level of Stress

(Social Readjustment Rating Scale)
Level of Stress
(Social Readjustment Rating Scale-LCU)
Low Medium High Total

City Chandigarh 18 (12.0%) 85 (56.7%) 47 (31.3%) 150 (100%)
Pune 68 (45.3%) 58 (38.7%) 24 (16.0%) 150 (100%)
Total 86 (28.7%) 143 (47.7%) 71 (23.7%) 300 (100%)

Source: Primary data
In comparative terms as per the social readjustment rating scale the above table has
shown that, out of 150 respondents in Chandigarh city, 47 (31.3%) respondents have
high level of stress, 85 (56.7%) respondents have medium level of stress, and 18 (12.0%)
respondents have low level of stress. However, in Pune city out of 150 respondents 24
(16.0%) respondents have high level of stress, 58 (38.7%) respondents have medium
level of stress and 68 (45.3%) respondents have low level of stress. Thus, it is evident
that the proportion of respondents with high level of stress in Chandigarh is much more
than the respondents in Pune city. Contrarily, the proportion of respondents with low
stress levels is much higher 68 (45.3%) in Pune city as compared to the respondents from
Chandigarh 18 (12.0%).
Figure 2.1 Classification of the Respondents on the basis of Level of Stress

(Social Readjustment Rating Scale)
90
80
70
60
50
40
30
20
10
0
Low Medium High
Chandigarh Pune
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above degree respectively. Approximately 2/3rd of the respondents from Chandigarh and
Pune city were having bachelor’s degree. Larger proportions of 60.7% and 56% of the
respondents were unmarried in Chandigarh and Pune city, respectively. When
educational qualification and marital status was compared statistically among Pune and
Chandigarh city, it was found to be statistically insignificant as p>0.05 (table 3). As
regards the gender perspective of more male employees being employed it goes to show
that women though being major contributors in every field do have a lesser
representation.
2.8.1 Gender and Level of Stress
Gender is considered to be an important factor in determining the attitude and behavior
of employees. Occupational stress may differ from person to person depending upon
their gender. Gender absolutely affects the stress level of employees in an organization.
So for this purpose, the gender of the respondents has been classified as given in the
table below as male and female and level of stress has been divided into high, medium,
and low based on the stress value.
It is evident from Table 2.4 that of the 227 male respondents, 54 (23.8%) have high
stress levels, 107 (47.1%) have medium level stress and 66(29.1%) have low levels of
stress. Among the total 73 female respondents, 17 (23.3%) have high stress levels, 36
(49.3) have medium level stress and 20(27.4%) have low stress levels. It appears that
gender is not an issue where stress is concerned.
Table 2.4 Level of Stress (Social Readjustment Rating Scale) and Gender
Level of Stress
City Low Medium High Total

Chandigarh Male 12 (11.7%) 59 (57.3%) 32 (31.1%) 103 (100%)
Female 6 (12.8%) 26 (55.3%) 15 (31.9%) 47 (100%)

Total 18 (12.0%) 85 (56.7%) 47 (31.3%) 150 (100%)
Pune Male 54 (43.5%) 48 (38.7%) 22 (17.7%) 124 (100%)
Female 14 (53.8%) 10 (38.5%) 2 (7.7%) 26 (100%)
Total 68 (45.3%) 58 (38.7%) 24 (16.0%) 150 (100%)
Total Male 66 (29.1%) 107 (47.1%) 54 (23.8%) 227 (100%)
Female 20 (27.4%) 36 (49.3%) 17 (23.3%) 73 (100%)
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Taken separately, of the 103 male respondents in Chandigarh 32 (31.1%) have high level
of stress, 59 (57.3%) have medium level stress and only 12 (11.7%) have low level of
stress. Of the 47 female respondents in Chandigarh 15 (31.9%) have high stress level, 26
(55.3%) have medium stress and 6 (12.8%) show low stress. This means among
Chandigarh respondents stress level for both male and female respondents is similar. In
the case of Pune of the 124 male respondents, only 22 (17.7%) have high level of stress,
48 (38.7%) have medium level stress and 54 (43.6%) have low stress levels. Of the 26
female respondents from Pune only 2 (7.7%) have high stress level, 10 (38.5%) have
medium stress level and a larger proportion 14 (53.8%) have low stress. Thus, in Pune,
the female respondents seem to have less stress than the males.
Figure 2.3, Level of Stress (Social Readjustment Rating Scale) and Gender
70
60
50
40
30
20
10
0
Male Female Male Female
Chandigarh Pune
Level of Stress Low Level of Stress Medium Level of Stress High
It is evident from Table 2.5 that of the 227 male respondents, 7 (3.1%) have high stress
levels, 211 (93.0%) have medium level stress and 9 (4.0%) have low levels of stress.
Among the total 73 female respondents, 2 (2.7%) have high stress levels, 71 (97.3%)
have medium level stress. It appears that gender is not an issue where stress is concerned.
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medium level stress and 21 (32.3%) respondents have low levels of stress. Also, out of
164 respondents belong to the age group of 26-35 years, 37 (22.6%) respondents have
high stress levels, 76 (46.3%) respondents have medium level stress and 51 (31.1%)
respondents have low levels of stress and out of 52 respondents belong to the age group
of 36-45 years, 13 (22.6%) respondents have high stress levels, 28 (53.8%) respondents
have medium stress, 11 (21.2%) respondents have low level of stress. Out of 13
respondents belong to the age group of 46-55 years, 7(53.8%) respondents have high
level of stress, 3 (23.1%) respondents have medium level of stress and out of 6
respondents belong to the age group of above 55 years, 5 (83.3%) respondents have high
level of stress, 1 (16.7%) respondents have medium level of stress.
Table 2.7 Level of Stress (Social Readjustment Rating Scale) and Age
Level of Stress
Chandigarh Up to 25 years 2 (5.9%) 25 (73.5%) 7 (20.6%) 34 (100%)
26-35 years 14 (15.6%) 49 (54.4%) 27 (30%) 90 (100%)
36-45 years 2 (9.1%) 10 (45.5%) 10(45.5%) 22 (100%)
46-55 years 0 (0.0%) 1 (50.0%) 1 (50.0%) 2 (100%)
Above 55 years 0 (0.0%) 0 (0.0%) 2 (100%) 2 (100%)
Total 18 (12.0%) 85 (56.7%) 47(31.3%) 150 (100%)
Pune Up to 25 years 19 (61.3%) 10 (32.3%) 2 (6.5%) 31 (100%)
26-35 years 37 (50.0%) 27 (36.5%) 10(13.5%) 74 (100%)
36-45 years 9 (30.0%) 18 (60.0%) 3 (10.0%) 30 (100%)
46-55 years 3 (27.3%) 2 (18.2%) 6 (54.5%) 11 (100%)
Above 55 years 0 (0.0%) 1 (25.0%) 3 (75.0%) 4 (100%)
Total 68 (45.3%) 58 (38.7%) 24(16.0%) 150 (100%)
Total Up to 25 years 21 (32.3%) 35 (53.8%) 9 (13.8%) 65 (100%)
26-35 years 51 (31.1%) 76 (46.3%) 37(22.6%) 164 (100%)
36-45 years 11 (21.2%) 28 (53.8%) 13(25.0%) 52 (100%)
46-55 years 3 (23.1%) 3 (23.1%) 7 (53.8%) 13 (100%)
Above 55 years 0 (0.0%) 1 (16.7%) 5 (83.3%) 6 (100%)
Total 86 (28.7%) 143 (47.7%) 71(23.7%) 300 (100%)
Taken separately, in Chandigarh case, of the 34 respondents belong to the age group of
up to 25 years 7 (20.6%) respondents have high level of stress, 25 (73.5%) respondents
have medium level stress, 2 (5.9%) respondents have low level of stress. Of the 90
respondents belong to the age group of 26-35 years, 27 (30%) respondents have high
stress level, 49 (54.4%) respondents have medium stress, 14 (15.6%) respondents have
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low level of stress. Of the 22 respondents belong to the age group of 36-45 years, 10
(45.5%) respondents have high level of stress, 10 (45.5%) respondents have medium
level of stress, 2 (9.1%) respondents have low level of stress and only 2 respondents
belong to the age group of 46-55 years, 1 (50%) respondents have high level of stress, 1
(50%) respondents have medium level of stress. Also, 2 respondents belong to the age
group of above 55 years, 2 (100%) respondents have high level of stress. This means
among Chandigarh respondents stress level for both age group of up to the 25 years and
26-35 years’ respondents are similar. In the case of Pune of the 31 respondents belong to
the age group of up to 25 years 2 (6.5%) respondents have high level of stress, 10
(32.3%) respondents have medium level stress and 19 (61.3%) respondents have low
level of stress. Of the 74 respondents belong to the age group of 26-35 years 10 (13.5%)
respondents have high stress level, 27 (36.5%) respondents have medium stress, 37
(50.0%) respondents have low level of stress. Of the 30 respondents belong to the age
group of 36-45 years in Chandigarh 3 (10.0%) respondents have high level of stress, 18
(60.0%) respondents have medium level of stress, and only 9 (30.0%) respondents have
low level of stress. Of the 11 respondents belong to the age group of 46-55 years 6
(54.5%) respondents have high level of stress, 2 (18.2%) respondents have medium level
of stress, 3 (27.3%) respondents have low level of stress. Also, 4 respondents belong to
the age group of above 55 years 3 (75%) respondents have high level of stress, 1 (25.0%)
respondents have low level of stress. Thus, in Pune, the age group of 26-35 years’
respondents seem to have more stress than the other age groups.
Figure 2.6 Level of Stress (Social Readjustment Rating Scale) and Age
60
50
40
30
20
10
0
Upto 25 26-35 36-45 46-55 Above 55 Upto 25 26-35 36-45 46-55 Above 55
years years years years years years years years years years
Chandigarh Pune
Level of Stress Low Level of Stress Medium Level of Stress High
It is evident from Table 2.8 that of the 65 respondents belong to the age group of up to
25 years, 1 (1.5%) respondents have high stress levels, 64 (98.5%) respondents have
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Table 2.9 Age wise Distribution Among Respondents
Age
Up to 25 46-55 Above 55
City years 26-35 years 36-45 years years years Total
Chandigarh 34 (22.7%) 90 (60.0%) 22 (14.7%) 2 (1.3%) 2 (1.3%) 150 (100%)
Pune 31 (20.7%) 74 (49.3%) 30(20.0%) 11 (7.3%) 4 (2.7%) 150 (100%)
Total 65 (21.7%) 164 (54.7%) 52(17.3%) 13 (4.3%) 6 (2.0%) 300 (100%)
In comparative terms the above table has shown that, of the150 respondents in
Chandigarh 34 (22.7%) respondents belong to the age group of up to 25 years, 90
(60.0%) respondents belong to the age group of 26-35 years, 22 (14.7%) respondents
belong to the age group of 36-45 years, 2 (1.3%) belong to the age group of 46-55 years
and only 2 (1.3%) respondents belong to the age group of above 55 years old. However,
of the 150 respondents in Pune city, 31 (20.7%) respondents belong to the age group of
up to 25 years, 74 (49.3%) respondents belong to the age group of 26-35 years, 30
(20.0%) respondents belong to the age group of 36-45 years, 11 (7.3%) respondents
belong to the age group of 46-55 years and only 4 (2.7%) respondents belong to the age
group of above 55 years old. Thus, it is evident that the proportion of respondents belong
to the age group of 26-35 years old.
Figure 2.8 Age wise Distribution Among Respondents

100
90
80
70
60
50
40
30
20
10
0
Upto 25 years 26-35 years 36-45 years 46-55 years Above 55 years
Agewise
Chandigarh Pune
45
2.8.3 Marital status and Level of Stress
In all over the world, marriage plays an important role in the life of every human being
and provides better conditions than bachelorhood. However, in Indian Society and Indian
culture marriage brings a lot of changes in a person’s life. It influences various
responsibilities of both men and women. So, marital status is considered as one of the
important factors which may affect the level of stress among the employees.
It is evident from Table 2.10 that of the 125 married respondents, 42 (33.6%)
respondents have high stress levels, 64 (51.2%) respondents have medium level stress
and 19 (15.2%) respondents have low levels of stress. Among the total 175 unmarried
respondents, 29 (16.6%) have high stress levels, 79 (45.1) respondents have medium
level stress and 67 (38.3%) respondents have low stress levels.
Table 2.10 Level of Stress (Social Readjustment Rating Scale) and Marital Status
Level of Stress
Chandigarh Married 3 (5.1%) 30 (50.8%) 26 (44.1%) 59 (100%)
Unmarried 15 (16.5%) 55 (60.4%) 21(23.1%) 91 (100%)
Total 18 (12.0%) 85 (56.7%) 47 (31.3%) 150 (100%)
Pune Married 16 (24.2%) 34 (51.6%) 16 (24.2%) 66 (100%)
Unmarried 52 (61.9%) 24 (28.5%) 8 (9.5%) 84 (100%)
Total 68 (45.3%) 58 (38.7%) 24 (16.0%) 150 (100%)
Total Married 19 (15.2%) 64 (51.2%) 42 (33.6%) 125 (100%)
Unmarried 67 (38.3%) 79 (45.1%) 29 (16.6%) 175 (100%)
Total 86 (28.6%) 143 (47.6%) 71 (23.8%) 300 (100%)
Taken separately, of the 59 married respondents in Chandigarh 26 (44.1%) respondents

have high level of stress, 30 (50.8%) respondents have medium level stress and only 3
(5.1%) respondents have low level of stress. Of the 91 unmarried respondents in
Chandigarh 21 (23.1%) respondents have high stress level, 55 (60.4%) respondents have
medium stress and only 15 (16.5%) respondents have low level of stress. This means
among Chandigarh respondents stress level for married respondents are more than
unmarried. In the case of Pune of the 66 married respondents, 16 (24.2%) have high level
of stress, 34 (51.6%) respondents have medium level stress and 16 (24.2%) respondents
have low stress levels. Of the 84 unmarried respondents from Pune only 8 (9.5%) have
high stress level, 24 (28.5%) respondents have medium stress level, 52 (61.9%)
46
Figure 2.11 Marital Status wise Distribution Among Respondents
Chandigarh Pune
59 66
91 84
Married Unmarried Married Unmarried
2.8.4 Educational Qualification and Level of Stress
Today education has become one of the important sources for people to get new
opportunities and to change their circumstance. Through education, people acquire new
knowledge and information and improve their level in life as well as their workplace. So,
education is one of the important factors that may influence the level of stress. The
distribution of the respondents by their education qualification and level of stress has
been shown in the given below table.
It is evident from Table 2.13 that of the 2 diploma respondents 1(50.0%) respondent has
medium level of stress, 1 (50.0%) respondent has low level of stress. Of the 230
bachelor’s degree respondents 47 (20.4%) respondents have high level of stress, 110
(47.8%) respondents have medium level of stress, 73 (31.7%) respondents have low level
of stress. Of the 64 master degree respondents 23 (35.9%) respondents have high level of
stress, 30 (46.9%) respondents have medium level of stress, 11 (17.2%) respondents
have low level of stress. Of the 4 Ph.D. and above respondents 1 (25.0%) respondent has
high level of stress, 2 (50.0%) respondents have medium level of stress and only 1
(25.0%) respondent has low level of stress.
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Table 2.13 Level of Stress (Social Readjustment Rating Scale) and Educational
Qualifications
Level of Stress
Chandigarh Bachelor's 15 (13.5%) 66 (59.5%) 30 (27.0%) 111 (100%)
degree
Master degree 3 (7.7%) 19 (48.7%) 17 (43.6%) 39 (100%)
Total 18 (12.0%) 85 (56.7%) 47 (31.3%) 150 (100%)
Pune Diploma 1 (50.0%) 1 (50.0%) 0 (0.0%) 2 (100%)
Bachelor's 58 (48.7%) 44 (37.0%) 17 (14.3%) 119 (100%)
degree
Master degree 8 (32.0%) 11(44.0%) 6 (24.0%) 25 (100%)
PhD and above 1 (25.0%) 2 (50.0%) 1 (25.0%) 4 (100%)
Total 68 (45.3%) 58 (38.7%) 24 (16.0%) 150 (100%)
Total Diploma 1 (50.0%) 1 (50.0%) 0 (0.0%) 2 (100%)
Bachelor's 73 (31.7%) 110 (47.8%) 47 (20.4%) 230 (100%)
degree
Master degree 11 (17.2%) 30 (46.9%) 23 (35.9%) 64 (100%)
PhD and above 1 (25.0%) 2 (50.0%) 1 (25.0%) 4 (100%)
Total 86 (28.7%) 143 (47.7%) 71 (23.7%) 300 (100%)
Taken separately, of the 111 bachelor’s respondents in Chandigarh 30 (27.0%)

respondents have high level of stress, 66 (59.5%) respondents have medium level stress
and 15 (13.5%) respondents have low level of stress. Of the 39 master degree
respondents in Chandigarh 17 (43.6%) have high stress level, 19 (48.7%) have medium
stress and only 3 (7.7%) respondents have low level of stress. This means among
Chandigarh respondents stress level for bachelor’s degree respondents are more than
master degree. In the case of Pune of the 2 diploma respondents 1 (50.0%) respondent
has medium level of stress and only 1 (50.0%) respondent has low level of stress. Of the
119 bachelor’s degree respondents 17 (14.3%) respondents have high level of stress, 44
(37.0%) have medium level of stress, 58 (48.7%) respondents have low level of stress.
Of the 25 master degree respondents 6 (24.0%) respondents have high level of stress, 11
(44.0%) have medium level of stress, 8 (32.0%) have low level of stress. Of the 4 Ph.D.
and above respondents 1 (25.0%) respondent has high level of stress, 2 (50.0%)
respondents have medium level of stress and only 1 (25.0%) respondent has low level of
stress. Thus, in Pune, the bachelor’s degree and master degree respondents seem to have
less stress than the Chandigarh.
50
Figure 2.14 Educational Qualifications wise Distribution Among Respondents
Chandigarh Pune
0 0 4 2
39 25
111 119
Diploma Bachelor's degree Diploma Bachelor's degree

Master degree PhD and above Master degree PhD and above
SECTION II: CAUSES OF STRESS
2.9 CAUSES OF STRESS- SOCIAL READJUSTMENT RATING SCALE

(HOLMES AND RAHE 1967)
Next we looked at the different causes of stress which may have impacted the
respondents of this study.
Death of Spouse
Table 2.16 (1) Cause of Stress (SRRS)-Death of Spouse
Which of these has been a cause of City
stress for you? Chandigarh Pune Total
1. Death of spouse Yes 1 (25.0%) 3 (75.0%) 4 (1.3%)
Not applicable 149 (50.3%) 147 (49.7%) 296 (98.7)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Of the 300 respondents only 4 (1 from Chandigarh and 3 from Pune) had lost their
spouses and all four replied in the affirmative. Thus, understandably death of spouse is
an important cause of stress.
Divorce
Table 2.16 (2) Cause of Stress (SRRS)-Divorce

Which of these has been a cause City
of stress for you? Chandigarh Pune Total
2. Divorce Yes 5 (62.5%) 3 (37.5%) 8 (2.7%)
Not applicable 145 (49.7%) 147 (50.3%) 292 (97.3%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
53
Of the 300 respondents only 8 (5 from Chandigarh and 3 from Pune) had been divorced
and all of them agreed that divorce can be a source of stress.
Marital Separation
Table 2.16 (3) Cause of Stress (SRRS)-Marital Separation

3. Marital Yes 5 (71.4%) 2 (28.6%) 7 (2.3%)
separation Not applicable 145 (49.5%) 148 (50.5%) 293 (97.7%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Regarding the issue of marital separation, we found 7 respondents (5 from Chandigarh

and 2 from Pune) who are currently going through marital separation. All of them
mention that separation from their spouses had caused them stress and affected their
work.
Jail Term
Table 2.16 (4) Cause of Stress (SRRS)-Jail Term

4. Jail term Yes 4 (80.0%) 1 (20.0%) 5 (1.7%)
Not applicable 146 (49.5%) 149 (50.5%) 295 (98.3%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Five of our respondents, 4 from Chandigarh and 1 from Pune, have faced prison terms
and as expected all of them were adversely affected by that in terms of stress.
Death of close family member
Table 2.16 (5) Cause of Stress (SRRS)-Death of close family member

5. Death of close Yes 38 (64.4%) 21 (35.6%) 59 (19.7%)
family member Not applicable 112 (46.5%) 129 (53.5%) 241 (80.3%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
54
comparative terms, 58 of the 150 respondents from Chandigarh considered this a major
reason of stress while a smaller number of 39 from Pune said the same.
Table 2.16 (11) Cause of Stress (SRRS)-Change in health of family member
11. Change in Yes 58 (59.8%) 39 (40.2%) 97 (32.3%)
health of family No 92 (45.3%) 111 (54.7%) 203 (67.7%)
member Total 150 (50.0%) 150 (50.0%) 300 (100%)
Pregnancy
Table 2.16 (12) Cause of Stress (SRRS)-Pregnancy
12. Pregnancy Yes 23 (57.5%) 17 (42.5%) 40 (13.3%)
No 127 (48.8%) 133 (51.2%) 260 (86.7%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Pregnancy was considered as a reason for stress by only 40 (13.3%) respondents while
260 (86.7%) did not think so. Twenty-three respondents from Chandigarh and 17 from
Pune regarded this as an important cause of stress.
Difficulties related to sex

Table 2.16 (13) Cause of Stress (SRRS)-Sex difficulties
13. Sex difficulties Yes 19 (57.6%) 14 (42.4%) 33 (11%)
Not applicable 131 (49.1%) 136 (50.9%) 267 (89%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Only 33 (11%) of the respondents admitted to facing sex related difficulties. Out of these
a slightly larger number (19 out of 150) came from Chandigarh while 14 were from
Pune.
57
Gain of new family member
Table 2.16 (14) Cause of Stress (SRRS)-Gain of new family member
Which of these has been a cause of stress City
for you? Chandigarh Pune Total
14. Gain of new family Yes 16 (53.3%) 14 (46.7%) 30 (10.0%)
member No 134 (49.6%) 136 (50.4%) 270 (90.0%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Of the 300 respondents 30 (10.0%) felt that gain of new family member could become a
cause of stress for them while 270 (90.0%), a very large majority did not agree with this.
In relative terms more respondents from Chandigarh (16 out of 150) considered gain of
new family member an important cause of stress while a lesser number of 14 felt the
same in Pune.
Business readjustment
Table 2.16 (15) Cause of Stress (SRRS)-Business readjustment
15. Business readjustment Yes 23 (53.5%) 20 (46.5%) 43 (14.3%)
No 127 (49.4%) 130 (50.6%) 257 (85.7%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Business readjustment was considered as a reason for stress by only 43 (14.3%)

respondents while 257 (85.7%) did not think so. Twenty-three respondents from
Chandigarh and 20 from Pune regarded this as an important cause of stress.
Change in financial state

Table 2.16 (16) Cause of Stress (SRRS)-Change in financial state
16. Change in financial state Yes 103 (50.7%) 100 (49.3%) 203 (67.7%)
No 47 (48.5%) 50 (51.5%) 97 (32.3%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
58
Of the 300 respondents only 25 had faced this situation and all of them (15 from
Chandigarh and 10 from Pune) agreed that this factor could become a cause of stress.
Foreclosure of mortgage or loan

Table 2.16 (22) Cause of Stress (SRRS)-Foreclosure of mortgage or loan
22. Foreclosure of Yes 10 (55.6%) 8 (44.4%) 18 (6.0%)
mortgage or loan Not applicable 140 (49.6%) 142 (50.4%) 282 (94.0%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Of the 300 respondents only 18 (10 from Chandigarh and 8 from Pune) had undergone a
situation where the condition of foreclosure of mortgage or loan applied. All 18 agreed
that this factor could be cause of stress.
Change in responsibilities at work

Table 2.16 (23) Cause of Stress (SRRS)-Change in responsibilities at work
23. Change in responsibilities at Yes 41 (52.6%) 37 (47.4%) 78 (26.0%)
work No 109 (49.1%) 113 (50.9%) 222 (74.0%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Of the 300 respondents only 78 (26.0%) felt that change in responsibilities at work could
cause stress at work while almost 222 (74.0%) respondents did not feel so. Among the 41
who gave importance to this factor come from Chandigarh while a lesser number of 37
are from Pune.
Son or daughter leaving home
Regarding the issue of son or daughter leaving home, we found only 14 respondents (6
from Chandigarh and 8 from Pune) agreed that this factor could be cause of stress. Thus,
a large proportion of respondents – 286 (95.3) out of 300 – did not agree with this factor.
61
Table 2.16 (24) Cause of Stress (SRRS)-Son or daughter leaving home
24. Son or daughter leaving Yes 6 (42.9%) 8 (57.1%) 14 (4.7%)
home No 144 (50.3%) 142 (49.7%) 286 (95.3)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Trouble with in-laws

Table 2.16 (25) Cause of Stress (SRRS)-Trouble with in-laws

25. Trouble with in-laws Yes 15 (68.2%) 7 (31.8%) 22 (7.3%)
No 135 (48.6%) 143 (51.4%) 278 (92.7%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)

Of the 300 respondents only 22 (7.3%) felt that trouble with in-laws could cause stress
while a very large majority of 278 (92.7%) did not agree. A larger number of
respondents from Chandigarh (15) gave importance to this factor while a lesser number
of 7 from Pune believed this.
Outstanding personal achievement

Table 2.16 (26) Cause of Stress (SRRS)-Outstanding personal achievement

26. Outstanding personal Yes 25 (62.5%) 15 (37.5%) 40 (13.3%)
achievement No 125 (48.1%) 135 (51.9%) 260 (86.7%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Outstanding personal achievement was considered as a reason for stress by only 40

(13.3%) respondents while 260 (86.7%) did not think so. Twenty-five respondents from
Chandigarh and 15 from Pune regarded this as an important cause of stress.
62
Of the 300 respondents a large majority of 190 (63.3%) agreed that trouble with boss can
cause stress at work while 110 (36.7%) believed that this factor is not very relevant. In
comparative terms larger number from Chandigarh, namely, 115 out of 150 gave
importance to this factor while in Pune a lesser number (75) felt that trouble with boss
causes stress.
Change in work hours or conditions
Change in work hours or conditions was considered as a reason for stress by a large
proportion of 167 (55.7%) respondents while 133 (44.3%) did not think so. From
Chandigarh 105 respondents and 62 from Pune regarded this as an important cause of
stress.
Table 2.16 (32) Cause of Stress (SRRS)-Change in work hours or conditions
32. Change in work hours or Yes 105 (62.9%) 62 (37.1%) 167 (55.7%)
conditions No 45 (33.8%) 88 (66.2%) 133 (44.3%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Change in residence
Table 2.16 (33) Cause of Stress (SRRS)-Change in residence
33. Change in residence Yes 62 (71.3%) 25 (28.7%) 87 (29.0%)
No 88 (41.3%) 125 (58.7%) 213 (71.0%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Of the 300 respondents of 87 (29.0%) agreed that this factor causes stress while 213
(71.0%) believed that this factor is not very relevant. In comparative terms larger number
from Chandigarh, namely, 62 out of 150 gave importance to this factor while in Pune a
lesser number (25) felt that change in residence causes stress.
65
Change in school/college of children
Table 2.16 (34) Cause of Stress (SRRS)-Change in school/college of children
34. Change in school/college of Yes 34 (68.0%) 16 (32.0%) 50 (16.7%)
children No 116 (46.4%) 134 (53.6%) 250 (83.3%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Of the 300 respondents only 50 (16.7%) felt that change in school/college of children
could cause stress while a very large majority of 250 (83.3%) did not agree with this. A
larger number of respondents from Chandigarh (34) gave importance to this factor while
a much lesser number of 16 from Pune believed this.
Change in recreation
Table 2.16 (35) Cause of Stress (SRRS)-Change in recreation
35. Change in recreation Yes 16 (69.6%) 7 (30.4%) 23 (7.7%)
No 134 (48.4%) 143 (51.6%) 277 (92.3%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Of the 300 respondents only 23 (7.7%) respondents felt that change in recreation could
cause stress while a very large majority of 277 (92.3%) did not agree. A larger number of
respondents from Chandigarh (16) gave importance to this factor while a lesser number
of 7 from Pune believed this.
Change in religious activities
Only 14 (4.7%) of the respondents believed that change in religious activities can cause
stress at workplace while 286 (95.3%) of the 300 respondents did not think so. Out of
these 6 (out of 150) came from Chandigarh while 8 were from Pune.
66
Table 2.16 (41) Cause of Stress (SRRS)-Vacation
Which of these has been a cause City
of stress for you? Chandigarh Pune Total

41. Vacation Yes 32 (62.7%) 19 (37.3%) 51 (17.0%)
No 118 (47.4%) 131 (52.6%) 249 (83.0%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Festivals
Table 2.16 (42) Cause of Stress (SRRS)-Festivals
42. Festivals Yes 5 (41.7%) 7 (58.3%) 12 (4.0%)
No 145 (50.3%) 143 (49.7%) 288 (96.0%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Of the 300 respondents, festivals were considered as the reason for stress by only 12
(4.0%) while 288 (96.0%) did not accept this as true. Relatively, 5 out of 150
respondents from Chandigarh considered this an important factor while 7 respondents
from Pune thought the same.
Minor violations of the law
Table 2.16 (43) Cause of Stress (SRRS)-Minor violations of the law
43. Minor violations of the Yes 5 (41.7%) 7 (58.3%) 12 (4.0%)
law No 145 (50.3%) 143 (49.7%) 288 (96.0%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Of the 300 respondents 12 (4.0%) agreed that this factor can cause stress at work while a
very large proportion of 288 (96.0%) believed that this factor is not very relevant. In
comparative terms 7 out of 150 respondents from Pune gave importance to this factor
while in Chandigarh 5 persons felt that minor violations of the law can cause stress.
69
Table 2.17 Distribution of Causes of Stress among the respondents
Statement Chandigarh Pune p value#
Yes No Yes No
Death of spouse (100) 1 149 3 147 0.81
Divorce (73) 5 145 3 147 0.74
Marital separation (65) 5 145 2 148 0.73
Jail term (63) 4 146 1 149 0.79
Death of close family member (63) 38 112 21 129 0.02*
Personal injury or illness (53) 28 122 19 131 0.15
Marriage (50) 52 98 35 115 <0.01*
Fear of being fired at work (47) 35 115 14 136 0.001*
Marital reconciliation (45) 20 130 18 132 0.73
Impending retirement (45) 4 146 9 141 0.16
Change in health of family member (44) 58 92 39 111 <0.01*
Pregnancy (40) 23 127 17 133 0.10
Sex difficulties (39) 19 131 14 136 0.36
Gain of new family member (39) 16 134 14 136 0.86
Business readjustment (39) 23 127 20 130 0.80
Change in financial state (38) 103 47 100 50 0.46
Death of close friend (37) 27 123 16 134 0.07
Change to a different line of work (36) 55 95 51 99 <0.01*
Change in number of arguments with spouse (35) 12 138 7 143 0.22
A large mortgage or loan (31) 5 145 10 140 0.13
Foreclosure of mortgage or loan (30) 10 140 8 142 0.68
Change in responsibilities at work (29) 41 109 37 113 0.41
Son or daughter leaving home (29) 6 144 8 142 0.63
Trouble with in-laws (29) 15 135 7 143 0.08
Outstanding personal achievement (28) 25 125 15 135 0.09
Spouse begins or stops work (26) 16 134 12 138 0.43
Begin or end of school/college of children (26) 19 131 11 139 0.09
Change in living conditions (25) 74 76 33 117 0.001*
Revision of personal habits (24) 49 101 46 104 0.56
Trouble with boss (23) 115 35 75 75 <0.01*
Change in work hours or conditions (20) 105 45 62 88 <0.01*
Change in residence (20) 62 88 25 125 <0.01*
Change in school /college (20) 34 116 16 134 0.005*
Change in recreation (19) 16 134 7 143 0.06
Change in religious activities (19) 6 144 8 142 0.59
Change in social activities (18) 30 120 24 126 0.14
A moderate loan or mortgage (17) 15 135 10 140 0.29
Change in sleeping habits (16) 33 117 21 129 0.07
Change in number of family get-togethers (15) 12 138 8 142 0.36
Change in eating habits (15) 28 122 19 131 0.15
Vacation (13) 32 118 19 131 0.04*
Festival (12) 5 145 7 143 0.71
Minor violations of the law (11) 5 145 7 143 0.68
*: statistically significant, #: chi square test
70
occupational stress among employees. These unrealistic demands of the
management can have adverse effect on the physical and mental health of the
employees.
v) Changes in Technology – Today Hi-Tech technology has made each and every
work easy; but along with its benefits, hi-tech technology has also raised the
expectations for high speed, expectations for efficiency in work and productivity
from the employees without making any complaint, all of which may cause
increasing occupational stress. Apart from this, there is constant pressure on
employees for updating their knowledge with technological breakthroughs.
Managements of organizations also keep on forcing employees to learn new things
frequently, which may also cause increasing occupational stress among the IT
employees.
vi) Monotonous nature of Job– monotonous (boring) nature of the job and lack of
confidentiality are also reason for causing occupational stress. In today’s globalized
corporate world, stress has increased due to inflation, technological changes and
rapid social changes, etc. All these extra-organizational elements cause occupational
stress.
vii) Role Ambiguity – If the expectations from employee’s role in the job or in the
organization are unclear, there may be existence of ambiguity and high level of
ambiguity is correlated to high occupational stress. Furthermore, improper
information exchange results into ambiguity about the role expectations. When an
employee is unclear about his/her routine work, expectations from him and his job
related roles, his performance ability gets reduced. All these factors are cause for
increasing occupational stress among IT employees.
viii) Deskilling – Reward for work is a significant and positive element of any
employee’s life. However, when work does not provide employees an opportunity to
use their ability, creativity, and capacity to make a decision, it causes occupational
stress. The deskilling process makes the nature of the task less challenging and less
satisfying for several IT employees and it becomes the cause of creating increase
levels of boredom among the employees.
73
ix) Role Conflict – Many roles are assigned to the employees in IT organizations which
lead to the generation occupational stress among them. The factors concerned with
role stressors are – role ambiguity, role conflict, frequent changes in role, role
overlapping, role stagnation, role erosion, inadequacy of role authority, role isolation
and self-rule distance. Apart from this, if an employee is assigned a key
responsibility without any proper authority and delegation of power, there is a
chance of increasing occupational stress among IT employees. Some IT employees
are feeling stressed because of not having proper personal and professional
development.
x) Poor and Unsupportive Relationship – Every employee in an organization develops

a personal relationship with supervisors, management officials, co-employees, etc. If
these, relationships are poor and un-unsupportive there may be an eruption of
occupational stress. Lack of friendly relationship can be a result of aggressive
management, lack of moral support from management, isolation at work, the total
absence of understanding and leadership. These are some of the many causes for
increasing occupational stress among the IT employees.
xi) Longer Working Hours – This is another important issue pertaining to occupational
stress among the IT employees. This issue is also one of the important reasons for
the high attrition rate of employees in the IT organization in India. The longer
working hours have become a norm as most of the employees are on a project basis
in which completion of a job has to be done within the pre-decided time
schedule/duration. Many times it is being observed that the majority of the IT
employees are working for 12-15 hours at a stretch with no break or a very little bit
of rest. This inconvenient or odd timing of work can also cause occupational stress
which makes employees less productive.
xii) Mental and Physical Harassment – Harassment at the workplace is also one of the
important causes which increase occupational stress among the IT employees.
Women are among the most common victims of harassment of employees in most of
the IT organizations. This becomes the main cause of the improper function of
74
As per the occupational stress index scale, the above table has indicated that
unavailability of information relating to one’s job role and its outcomes being vague and
insufficient could also be one of the reasons of occupational stress among employees. Of
the 300 respondents as many as 179 (59.6%) agree with this premise, 34 (64.7%)
strongly agree with it, 33 (11.0%) are unsure, 40 disagree and 14 strongly disagree. In
relative terms although the number of those agreeing with this notion is more in
Chandigarh than Pune, a higher number in Pune are unsure and all those who disagree
with it are from Pune.
Contradictory Instructions
Table 2.18(3) Causes of Occupational Stress among Respondents at Workplace –

Contradictory Instructions
occupational stress for you? Chandigarh Pune Total
Different officers often SDA 5 (83.3%) 1 (16.7%) 6 (2.0%)
give contradictory DA 19 (38.0%) 31 (62.0%) 50 (16.7%)
instructions regarding U 18 (24.7%) 55 (75.3%) 73 (24.3%)
work A 98 (62.8%) 58 (37.2%) 156 (52.0%)
SA 10 (66.7%) 5 (33.3%) 15 (5.0%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
As per the occupational stress index scale, the above table has revealed that different
officers often give contradictory instruction regarding work, which could be one of the
reasons of occupational stress among employees. Of the 300 respondents as many as 156
(52.0%) agree with this premise, 15 (5%) strongly agree with it, 73 (24.3%) are unsure,
50 (16.7%) disagree and 6 strongly disagree. In relative terms the number of those
agreeing with this notion is much more in Chandigarh while those who are unsure of this
are form a much higher proportion of the sample in Pune.
Problem of making Adjustment between Political/Group Pressures
As per the occupational stress index scale, the above table has shown that sometimes it
becomes a complicated problem for one to make adjustments between political or group
pressures and formal rules and instruction. This factor could be one of the reasons of
77
occupational stress among employees. Of the 300 respondents as many as 160 (53.3%)
disagree with this premise, 21 strongly disagree with it, 71 (23.7%) are unsure, 37
(12.3%) agree and 11 strongly agree. In comparative terms almost all who strongly
disagree with this notion are from Chandigarh, while those who agree or are unsure of
this come largely from Pune.

Adjustments between Political/Group Pressures
Sometimes it becomes a SDA 20 (95.2%) 1 (4.8%) 21 (7.0%)
problem to make DA 93 (58.1%) 67 (41.9%) 160 (53.3%)
adjustments between U 21 (29.6%) 50 (70.4%) 71 (23.7%)
political/group pressures A 11 (29.7%) 26 (70.3%) 37 (12.3%)
and formal rules and SA 5 (45.5%) 6 (54.5%) 11 (3.7%)
instructions. Total 150 (50.0%) 150 (50.0%) 300 (100%)
Monotonous Nature of Assignments

Monotonous Nature of Assignments
Assignments are of SDA 6 (85.7%) 1 (14.3%) 7 (2.3%)
monotonous nature DA 43 (41.0%) 62 (59.0%) 105 (35.0%)
U 21 (34.4%) 40 (65.6%) 61 (20.3%)
A 68 (64.2%) 38 (35.8%) 106 (35.4%)
SA 12 (57.1%) 9 (42.9%) 21 (7.0%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
As per the occupational stress index scale, the above table has indicated that the factor of
monotonous nature of assignments could be one of the reasons of occupational stress
among employees. Interestingly, of the 300 respondents 106 (35.4%) agreed with this
premise while an almost similar number, i.e., 105 (35%) disagreed with this idea. 61
(20.3%) were unsure, 21 strongly agreed with it, and 7 strongly disagreed. In relative
78
Being responsible for the future of a number of employees can be one of the causes of
occupational stress among employees at workplace. But it did not seem to be this way
for our respondents as of the 300 respondents as many as 173 (57.7%) disagreed with
this premise, 16 strongly disagreed with it, while 58 (19.3%) were unsure. Only 37
(12.4%) agreed with it and 16 strongly agreed. In comparative terms most of those who
disagreed were from Chandigarh.
Colleagues and Subordinates try to Defame and Malign me as Unsuccessful

Colleagues and Subordinates try to Defame and Malign me as Unsuccessful
Some of my colleagues and SDA 6 (31.6%) 13 (68.4%) 19 (6.4%)
subordinates try to defame DA 30 (41.1%) 43 (58.9%) 73 (24.3%)
and malign me as U 31 (49.2%) 32 (50.8%) 63 (21.0%)
unsuccessful A 77 (58.8%) 54 (41.2%) 131 (43.7%)
SA 6 (42.9%) 8 (57.1%) 14 (4.6%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
As per the occupational stress index scale, the above table has revealed that of the 300
respondents as many as 131 (43.7%) agreed with this premise, 14 strongly agreed with it,
63 (21.0%) were unsure, 73 (24.3%) disagreed and 19 (6.4%) strongly disagreed. In
relative terms most of those who agreed came from Chandigarh while those who
disagreed or strongly disagreed came from Pune.
Seldom Rewarded for Hard Labor and Efficient Performance

Seldom Rewarded for Hard Labor and Efficient Performance
I am seldom rewarded SDA 1 (9.1%) 10 (90.9%) 11 (3.7%)
for my hard labor and DA 32 (32.0%) 68 (68.0%) 100 (33.3%)
efficient performance U 28 (50.0%) 28 (50.0%) 56 (18.7%)
A 24 (43.6%) 31 (56.4%) 55 (18.3%)
SA 65 (83.3%) 13 (16.7%) 78 (26.0%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
81
the above table has indicated that of the 300 respondents as many as 100 (33.3%)
disagree with this premise, 11 strongly disagree with it, 56 (18.7%) are unsure, 55 agree
and 78 strongly agree. In comparative terms although the number of those disagreeing
with this notion is more in Pune than Chandigarh, a higher number in same for both
Chandigarh and Pune are unsure and all those who agree with it are from Pune.
Assignments are quite Risky and Complicated

Assignments are quite Risky and Complicated
Some of my assignments SDA 1 (14.3%) 6 (85.7%) 7 (2.3%)
are quite risky and DA 32 (35.2%) 59 (64.8%) 91 (30.3%)
complicated U 27 (45.0%) 33 (55.0%) 60 (20.0%)
A 84 (66.1%) 43 (33.9%) 127 (42.4%)
SA 6 (40.0%) 9 (60.0%) 15 (5.0%)
Total 150 (50.0%) `150 (50.0%) 300 (100%)
As per the primary data collected, of the 300 respondents as many as 127 (42.4%) agreed
with this idea, 15 (5%) strongly agreed with it, 60 (20.0%) were unsure, 91 (30.3%)
disagreed and 7 strongly disagreed. In relative terms those who disagreed or strongly
disagreed with this premise, came from Pune mainly while a large proportion of
respondents from Chandigarh agreed with it.
Disposing of Work Hurriedly

Disposing of Work Hurriedly
I have to dispose of my SDA 3 (37.5%) 5 (62.5%) 8 (2.7%)
work hurriedly owing to DA 30 (34.1%) 58 (65.9%) 88 (29.3%)
excessive work load U 24 (47.1%) 27 (52.9%) 51 (17.0%)
A 84 (60.9%) 54 (39.1%) 138 (46.0%)
SA 9 (60.0% ) 6 (40.0%) 15 (5.0%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
82
The above table has revealed that of the 300 respondents 152 (50.7%) agree with this
premise, 11 strongly agreed with it, 30 (10.0%) were unsure, 61 (20.3%) disagreed and
46 (15.3%) strongly disagreed. In relative terms respondents from Pune showed less
agreement with this view as compared to those from Chandigarh.
Higher Authorities not giving due Significance to Post and Work
As per the occupational stress index scale the data have shown that of the 300
respondents 94 (31.3%) strongly agreed with this premise, 47 (15.7%) agreed with it, 62
(20.7%) are unsure, 85 (28.3%) agreed and 12 strongly agreed. In comparative terms
although the number of those strongly disagreeing with this notion is more in Chandigarh
than Pune, a higher number in Pune are unsure and all those who disagree with it are
from Pune.
Higher Authorities do not give due Significance to Post and Work
My higher authorities do not SDA 7 (58.3%) 5 (41.7%) 12 (4.0%)
give due significance to my DA 21 (24.7%) 64 (75.3%) 85 (28.3%)
post and work. U 24 (38.7%) 38 (61.3%) 62 (20.7%)
A 13 (27.7%) 34 (72.3%) 47 (15.7%)
SA 85 (90.4%) 9 (9.6%) 94 (31.3%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Feeling this Job has Made Life Cumbersome

Feeling this Job has Made Life Cumbersome
I often feel that this job SDA 5 (62.5%) 3 (37.5%) 8 (2.7%)
has made my life DA 15 (23.1%) 50 (76.9%) 65 (21.6%)
cumbersome U 26 (36.6%) 45 (63.4%) 71 (23.7%)
A 92 (77.3%) 27 (22.7%) 119 (39.7%)
SA 12 (32.4%) 25 (67.6%) 37 (12.3%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
85
The above table has shown that of the 300 respondents as many as 119 (39.7%) agreed
with this premise, 37 (12.3%) strongly agreed with it, 71 (23.7%) were unsure, 65
(21.6%) disagreed and 8 strongly disagreed. Comparison of respondents from
Chandigarh and Pune did not yield any conclusive results.
Being Busy with Official Work
The findings show that of the 300 respondents 110 (36.7%) strongly agreed with this
premise, 42 agreed with it, 49 (16.3%) are unsure, 94 (31.3%) disagreed and 5 strongly
disagreed. In relative terms the number of those strongly agreeing with this notion is
more in Chandigarh than Pune, while more respondents from Pune disagreed with this
view or were unsure about it.

Being Busy with Official Work
Being too busy with SDA 3 (60.0%) 2 (40.0%) 5 (1.7%)
official work I am not DA 31 (33.0%) 63 (67.0%) 94 (31.3%)
able to devote sufficient U 16 (32.7%) 33 (67.3%) 49 (16.3%)
time to my domestic A 13 (31.0%) 29 (69.0%) 42 (14.0%)
and personal problems. SA 87 (79.1%) 23 (20.9%) 110 (36.7%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
Unclear Expectation of Higher Authorities

Unclear Expectation of Higher Authorities
It is not clear that what SDA 2 (12.5%) 14 (87.5%) 16 (5.3%)
type of work and DA 19 (26.8%) 52 (73.2%) 71 (23.7%)
behaviour my higher U 26 (44.8%) 32 (55.2%) 58 (19.3%)
authorities and colleagues A 93 (71.5%) 37 (28.5%) 130 (43.4%)
expect from me SA 10 (40.0%) 15 (60.0%) 25 (8.3%)
Total 150 (50.0%) 150 (50.0%) 300 (100%)
86
As per the occupational stress index scale the above table has indicated that of the 300
respondents as many as 146 (48.6%) disagreed with this premise, 11 strongly disagreed
with it, 47 (15.7%) were unsure, 65 (21.7%) agreed and 31 (10.3%) strongly agreed. In
comparative terms more respondents from Chandigarh disagreed with it while
respondents from Pune found merit in this argument.
Inability to Carry Out Assignments

Inability to Carry Out Assignments
I am unable to carry SDA 5 (33.3%) 10 (66.7%) 15 (5.0%)
out my assignments to DA 14 (30.4%) 32 (69.6%) 46 (15.3%)
my satisfaction on U 8 (29.6%) 19 (70.4%) 27 (9.0%)
account of excessive A 84 (66.7%) 42 (33.3%) 126 (42.0%)
load of work and lack SA 39 (45.3%) 47 (54.7%) 86 (28.7%)
of time. Total 150 (50.0%) 150 (50.0%) 300 (100%)
As per the occupational stress index scale the above table has shown that of the 300
respondents as many as 126 (42.0%) agreed with this premise, 86 (28.7%) strongly
agreed with it, 27 (9.0%) were unsure, 46 (15.3%) disagreed and 15 (5.0%) strongly
disagreed. In relative terms respondents from Chandigarh largely agreed with this view,
while those from Pune did not.
89
Table 2.19 Distribution of Occupational Stress Index Among the Respondents
Statements Chandigarh Pune p value#

Mean SD Mean SD
I have to do a lot of work in this job 4.67 .774 4.63 .772 0.81
The available information’s relating to my
job-role and its outcomes are vague and 3.63 1.006 3.56 1.013 0.48
insufficient.
My different Officers often give
contradictory instructions regarding my 3.59 .913 3.23 .839 0.004*
works.
Sometimes it becomes complied problem
for me to make adjustment between <0.01*
2.25 .899 2.79 .877
political/group pressures and formal rules
and instructions
The responsibility for the efficiency and <0.01*
productivity of many employees is thrust 2.16 .812 2.59 .891
upon me.
Most of my suggestions are heeded and 0.003*
2.27 .902 2.60 1.023
implemented here.
My decisions and instructions concerning
distribution of assignments among 2.21 .856 2.54 .864 0.001*
employees are properly followed.
I have to work with persons whom I like. 2.30 .888 2.83 .968 <0.01*
My assignments are of monotonous nature. 3.25 1.080 2.95 .968 0.02*
Higher authorities do care for my self- 0.03*
2.54 1.008 2.92 1.065
respect
I get less salary in comparison to the 0.02*
3.75 1.285 3.32 1.155
quantum of my labour/work.
I do my work under tense circumstances. 3.61 .982 3.01 1.170 0.01*
Owing to excessive work load I have to 0.01*
manage with insufficient number of 3.61 .911 3.03 .923
employees and resources.
The objectives of my work-role are quiet 0.04*
2.55 .959 3.03 .930
clear and adequately planned.
Officials do not interfere with my 0.001*
2.51 1.015 2.90 .961
jurisdiction and working methods.
I have to do some work unwillingly owing 0.01*
2.13 1.202 2.64 1.045
to certain group or political pressures.
I am responsible for the future of a number 0.009*
2.40 1.017 2.69 .882
of employees.
My co-operation is frequently sort in 0.03*
solving the administrative or industrial 2.41 .891 2.70 .903
problems at higher level.
My suggestions regarding the training 0.008*
programmes of employees are given due 2.97 .768 2.72 .868
significance
Some of my colleagues and subordinates
3.31 .970 3.01 1.102 0.04*
try to defame and malign me as
90
6. Occupational stress caused by I get less salary in comparison to the quantum of my
labour/work was found to be 3.75 and 3.32 in Chandigarh and Pune city
respectively.
7. Occupational stress caused by I do my work under tense circumstances was found to
be 3.61 and 3.01 in Chandigarh and Pune city respectively.
8. Occupational stress caused by owing to excessive work load I have to manage with
insufficient number of employees and resources was found to be 3.61 and 3.03 in
Chandigarh and Pune city respectively.
9. Occupational stress caused by I have to do some work unwillingly owing to certain
group or political pressures was found to be 2.13 and 2.64 in Chandigarh and Pune
city respectively.
10. Occupational stress caused by I am responsible for the future of a number of
employees was found to be 2.40 and 2.69 in Chandigarh and Pune city respectively.
11. Occupational stress caused by It is not clear that what type of work and behaviour
my higher authorities and colleagues expect from me was found to be 3.60 and 2.91
in Chandigarh and Pune city respectively.
12. Occupational stress caused by my suggestions and cooperation are not sought in
solving even those problems for which I am quite competent was found to be 1.95
and 2.91 in Chandigarh and Pune city respectively.
13. Occupational stress caused by I have to do such work as ought to be done by others
was found to be 3.50 and 3.01 in Chandigarh and Pune city respectively.
14. Occupational stress caused by it becomes difficult to implement all of a sudden the
new dealing procedures and policies in place of those already in practice was found
to be 2.46 and 3.27 in Chandigarh and Pune city respectively.
15. Occupational stress caused by I am unable to carry out my assignment to my
satisfaction on account of excessive load of work and lack of time was found to be
3.92 and 3.56 in Chandigarh and Pune city respectively.
Thus, one major finding of our study is that the employees working in IT organizations
in Chandigarh seem to be experiencing more occupational stress than those working in
Pune IT organizations.
93
SECTION IV: RANK ANALYSIS OF FACTORS CAUSING STRESS AMONG
RESPONDENTS AND P VALUE AND CHI SQUARE VALUES OF SELECTED
VARIABLES
2.11 RANK ANALYSIS OF FACTORS CAUSING STRESS AMONG

RESPONDENTS
Generally, all the employee working with various companies and organizations suffer
from pressure from both the sides, i.e., individual as well as organizational. This pressure
changes in to stress. Thus, an individual may resign, lose job, and end up with burnout,
frustration, etc. there are some demand factors like responsibility towards work, pressure
extended by management, the official’s obligations and even uncertainties faced by the
employee in an organization. On the other hand, there are resources within an
employee’s control and these can be utilized to resolve the demands.
Following is the ranking of the workplace factors causing stress among our respondents
which have been mentioned by the experts in the organizations
Table 2.20 Rank Analysis of Factor Causing Stress Among Respondents
Category RANK
Workload 1
Poor salary 2
Time pressures and deadlines 3
Frequent travel 11
Repetitive and boring work 10
Poor and unplanned work 8
Shortage of staff 9
Conflict in organization 6
Lack of career development 5
Feeling of powerlessness 7
Lack of job security 4
Unable to satisfy all stakeholders 12
Rank Analysis- Source: Primary Data
94
Table 2.20(3) Time Pressure and Deadlines Factor Among Respondents
Time pressures and deadlines
Rank Rank Rank Rank Rank Rank Rank Rank Rank Rank Rank Rank
Total
City 1 2 3 4 5 6 7 8 9 10 11 12
Chandigarh 18 25 67 17 6 1 5 2 1 3 2 3 150
(12.0%) (16.7%) (44.7%) (11.3%) (4.0%) (.7%) (3.3%) (1.3%) (.7%) (2.0%) (1.3%) (2.0%) (100%)
Pune 19 20 46 31 4 5 5 0 3 3 9 5 150
(12.7%) (13.3%) (30.7%) (20.7%) (2.7%) (3.3%) (3.3%) (0.0%) (2.0%) (2.0%) (6.0%) (3.3%) (100%)
Total 37 45 113 48 10 6 10 2 4 6 11 8 300
(12.3%) (15.0%) (37.7%) (16.0%) (3.3%) (2.0%) (3.3%) (.7%) (1.3%) (2.0%) (3.7%) (2.7%) (100%)
It has been found that out of 300 respondents in Chandigarh and Pune city, 43 (14.3%-rank 1), 162 (54.0%-rank 2), 51 (17.0%-rank 3), 15
(5.0%-rank 4), 11 (3.7%-rank 5), 7(2.3%-rank 6), 1(0.3%-rank 7), 2(0.7%-rank 8), 2(0.7%-rank 9), 1(0.3%-rank 10), 2(0.7%-rank 11), and
3(1.0%-rank 12) respondents have been affected by time pressure and deadlines factor at the workplace.
It is clear that out of the12 factors responsible for causing stress in ranking analysis, the time pressure is the third factor responsible for causing
stress among respondents in Chandigarh and Pune city. Among 150 respondents in Chandigarh, 17(11.3%-rank 1), 84(56.0%-rank 2), 30(20.0%-
rank 3), 4(2.7%-rank 4), 6(4.0%-rank 5), 5 (3.3%-rank 6), 1(0.7%-rank7), 1(0.7%-rank 8), 1(0.7%-rank 9), 1(0.7%-rank 12) and in Pune city out
of 150 respondents, 26(17.3%-rank 1), 78(52.0%-rank 2), 21(14.0%-rank 3), 11(7.3%-rank 4), 5(3.3%-rank 5), 2(1.3%-rank 6), 1(0.7%-rank 8),
1(0.7%-rank 9), 1(0.7%-rank 10), 2(1.3%-rank 11) and 2(1.3%-rank 12) respondents have been affected by this factor.
97
Table 2.20(4) Frequent Travel Factor Among Respondents
Frequent travel
Rank Rank Rank Rank Rank Rank Rank Rank Rank Rank Rank
Total
City 1 2 4 5 6 7 8 9 10 11 12
Chandigarh 0 1 8 2 2 3 4 8 11 72 39 150
(0.0%) (.7%) (5.3%) (1.3%) (1.3%) (2.0%) (2.7%) (5.3%) (7.3%) (48.0%) (26.0%) (100%)
Pune 6 0 9 5 4 4 7 9 19 56 31 150
(4.0%) (0.0%) (6.0%) (3.3%) (2.7%) (2.7%) (4.7%) (6.0%) (12.7%) (37.3%) (20.7%) (100%)
Total 6 1 17 7 6 7 11 17 30 128 70 300
(2.0%) (.3%) (5.7%) (2.3% (2.0%) (2.3%) (3.7%) (5.7%) (10.0%) (42.7%) (23.3%) (100%)
It has been found that out of 300 respondents in Chandigarh and Pune city, 6(2.0%-rank 1), 1(0.3%-rank 2), 17(5.7%-rank 4), 7(2.3%-rank 5),
6(2.0%-rank 6), 7(2.3%-rank 7), 11(3.7%-rank 8), 17(5.7%-rank 9), 30(10.0%-rank 10), 128(42.7%-rank 11), and 70(23.3%) of the respondents
have been affected by the frequent travel factor as a cause for occupational stress at the workplace.
Also, the above table reveals that out of 150 respondents in Chandigarh city, 1(0.7%-rank 2), 8(5.3%-rank 4), 2(1.3%-rank 5), 2(1.3%-rank 6),
3(2.0%-rank 7), 4(2.7%-rank 8), 8(5.3%- rank 9), 11(7.3%-rank 10), 72(48.0%-rank 11), and 39(26.0%-rank 12) and in Pune city out of 150
respondents, 6(4.0%-rank 1), 9(6.0%-rank 4), 5(3.3%-rank 5), 4(2.7%-rank 6), 4(2.7%-rank 7), 7(4.7%-rank 8), 9(6.0%-rank 9), 19(12.7%-rank
10), 56(37.3%-rank 11), and 31(20.7%-rank 12) respondents have been affected by the frequent travel factor as a cause responsible for
occupational stress.
98
Table 2.20(7) Shortage of Staff Factor Among Respondents
Shortage of staff
Total
City 2 3 4 5 6 7 8 9 10 11 12
Chandigarh 0 0 2 14 11 30 26 39 14 9 5 150
(0.0%) (0.0%) (1.3%) (9.3%) (7.3%) (20.0%) (17.3%) (26.0%) (9.3%) (6.0%) (3.3%) (100%)
Pune 1 4 4 12 15 17 31 25 21 16 4 150
(.7%) (2.7%) (2.7%) (8.0%) (10.0%) (11.3%) (20.7%) (16.7%) (14.0%) (10.7%) (2.7%) (100%)
Total 1 4 6 26 26 47 57 64 35 25 9 300
(.3%) (1.3%) (2.0%) (8.7%) (8.7%) (15.7%) (19.0%) (21.3%) (11.7%) (8.3%) (3.0%) (100%)
It has been found that out of 300 respondents in Chandigarh and Pune city, 1(0.3%- rank 2), 4(1.3%- rank 3), 6(2.0%- rank 4), 26(8.7%- rank 5),
26(8.7%- rank 6), 47(15.7%- rank 7), 57(19.0%- rank 8), 64(21.3%- rank 9), 35(11.7%- rank 10), 25(8.3%- rank 11), 9(3.0%- rank 12)
respondents have been affected by the shortage of staff.
The above table shows that out of 150 respondents in Chandigarh, 2(1.3%- rank 4), 14(9.3%- rank 5), 11(7.3%- rank 6), 30(20.0%- rank 7),
26(17.3%- rank 8), 39(26.0%- rank 9), 14(9.3%- rank 10), 9(6.0%- rank 11), 5(3.3%- rank 12) and in Pune city out of 150 respondents, 1(0.7%-
rank 2), 4(2.7%- rank 3), 4(2.7%- rank 4), 12(8.0%- rank 5), 15(10.0%- rank 6), 17(11.3%- rank 7), 31(20.7%- rank 8), 25(16.7%- rank 9),
21(14.0%- rank 10), 16(10.7%- rank 11), 4(2.7%- rank 12) respondents have been affected by shortage of staff at the workplace.
101
Table 2.20(8) Conflict in Organization Factor Among Respondents
Conflict in organization
Rank Rank Rank Rank Rank Rank Rank Rank Rank Rank
Total
City 3 4 5 6 7 8 9 10 11 12
Chandigarh 4 9 32 27 29 22 11 7 3 6 150
(2.7%) (6.0%) (21.3%) (18.0%) (19.3%) (14.7%) (7.3%) (4.7%) (2.0%) (4.0%) (100%)
Pune 6 9 25 24 27 26 18 4 6 5 150
(4.0%) (6.0%) (16.7%) (16.0%) (18.0%) (17.3%) (12.0%) (2.7%) (4.0%) (3.3%) (100%)
Total 10 18 57 51 56 48 29 11 9 11 300
(3.3%) (6.0%) (19.0%) (17.0%) (18.7%) (16.0%) (9.7%) (3.7%) (3.0%) (3.7%) (100%)
It has been found that out of 300 respondents in Chandigarh and Pune city, 10(3.3%- rank 3), 18(6.0%- rank 4), 57(19.0%- rank 5), 51(17.0%-
rank 6), 56(18.7%- rank 7), 48(16.0%- rank 8), 29(9.7%- rank 9), 11(3.7%- rank 10), 9(3.0%- rank 11), 11(3.7%- rank 12) respondents have
been affected by conflict in organization factors for causing stress at the workplace.
The above table indicates that out of 150 respondents in Chandigarh, 4(2.7%-rank 3), 9(6.0%- rank 4), 32(21.3%- rank 5), 27(18.0%- rank 6),
29(19.3%- rank 7), 22(14.7%- rank 8), 11(7.3%- rank 9), 7(4.7%- rank 10), 3(2.0%- rank 11), 6(4.0%- rank 12) and in Pune city out of 150
respondents, 6(4.0%- rank 3), 9(6.0%- rank 4), 25(16.7%- rank 5), 24(16.0%- rank 6), 27(18.0%- rank 7), 26(17.3%- rank 8), 18(12.0%- rank 9),
4(2.7%- rank 10), 6(4.0%- rank 11), 5(3.3%- rank 12) respondents have been affected by the conflict in organization as a factor responsible for
causing stress at the workplace.
102
Table 2.20(11) Lack of Job Security Factor Among Respondents
Lack of job security
Total
City 1 2 3 4 5 6 7 8 9 10 11
Chandigarh 5 15 26 63 9 13 10 4 0 3 2 150
(3.3%) (10.0%) (17.3%) (42.0%) (6.0%) (8.7%) (6.7%) (2.7%) (0.0%) (2.0%) (1.3%) (100%)
Pune 5 11 39 44 15 14 10 1 5 2 4 150
(3.3%) (7.3%) (26.0%) (29.3%) (10.0%) (9.3%) (6.7%) (.7%) (3.3%) (1.3%) (2.7%) (100%)
Total 10 26 65 107 24 27 20 5 5 5 6 300
(3.3%) (8.7%) (21.7%) (35.7%) (8.0%) (9.0%) (6.7%) (1.7%) (1.7%) (1.7%) (2.0%) (100%)
It has been found that out of 300 respondents in Chandigarh and Pune city, 10(3.3%- rank 1), 26(8.7%- rank 2), 65(21.7%- rank 3), 107(35.7%-
rank 4), 24(8.0%- rank 5), 27(9.0%- rank 6), 20(6.7%- rank 7), 5(1.7%- rank 8), 5(1.7%- rank 9), 5(1.7%- rank 10), 6(2.0%- rank 11)
respondents have been affected by the lack of job security at the workplace.
The above table has revealed that out of 150 respondents in Chandigarh, 5(3.3%- rank 1), 15(10.0%- rank 2), 26(17.3%- rank 3), 63(42.0%- rank
4), 9(6.0%- rank 5), 13(8.7%- rank 6), 10(6.7%- rank 7), 4(2.7%- rank 8), 3(2.0%- rank 10), 2(1.3%- rank 11) and in Pune city out of 150
respondents, 5(3.3%- rank 1), 11(7.3%- rank 2), 39(26.0%- rank 3), 44(29.3%- rank 4), 15(10.0%-rank 5), 14(9.3%- rank 6), 10(6.7%- rank 7),
1(0.7%- rank 8), 5(3.3%- rank 9), 2(1.3%- rank 10), 4(2.7%- rank 11) respondents have been affected by the lack of job security factor.
105
Table 2.20(12) Unable to Satisfy all Stakeholders Factor Among Respondents
Unable to satisfy all stakeholders
Rank
Total
City Rank 1 Rank 3 Rank 4 Rank 5 Rank 6 Rank 7 Rank 8 Rank 9 10 Rank 11 Rank 12
Chandigarh 6 1 3 3 1 4 6 7 11 29 79 150
(4.0%) (.7%) (2.0%) (2.0%) (.7%) (2.7%) (4.0%) (4.7%) (7.3%) (19.3%) (52.7%) (100%)
Pune 1 0 4 3 5 3 13 6 8 19 88 150
(.7%) (0.0%) (2.7%) (2.0%) (3.3%) (2.0%) (8.7%) (4.0%) (5.3%) (12.7%) (58.7%) (100%)
Total 7 1 7 6 6 7 19 13 19 48 167 300
(2.3%) (.3%) (2.3%) (2.0%) (2.0%) (2.3%) (6.3%) (4.3%) (6.3%) (16.0%) (55.7%) (100%)
It has been found that out of 300 respondents in Chandigarh and Pune city, 7(2.3%- rank 1), 1(0.3%- rank 3), 7(2.3%- rank 4), 6(2.0%- rank 5),
6(2.0%- rank 6), 7(2.3%- rank 7), 19(6.3%- rank 8), 13(4.3%- rank 9), 19(6.3%- rank 10), 48(16.0%- rank 11), 167(55.7%- rank 12) respondents
have been affected by the factor that refers to unable to satisfy all stakeholders factor at the workplace.
As per the primary collected data and rank analyst table, out of 150 employees in Chandigarh, 6(4.0%- rank 1), 1(0.7%- rank 3), 3(2.0%- rank
4), 3(2.0%- rank 5), 1(0.7%- rank 6), 4(2.7%- rank 7), 6(4.0%- rank 8), 7(4.7%- rank 9), 11(7.3%- rank 10), 29(19.3%- rank 11), 79(52.7%- rank
12) and in Pune city 1(0.7%- rank 1), 4(2.7%- rank 4), 3(2.0%- rank 5), 5(3.3%- rank 6), 3(2.0%- rank 7), 13(8.7%- rank 8), 6(4.0%- rank 9),
8(5.3%- rank 10), 19(12.7%- rank 11), 88(58.7%- rank 12) respondents have been affected by one of factors of causing stress among employees
at the workplace which has been identified as unable to satisfy all stakeholders factor.
106
Table2.22 Comparison of statement on Change in Health of Family Member in
Relation to Socio-Demographic Factors
Chandigarh Pune
Variables Yes No Yes No
Gender
Male 41 62 34 90
Female 17 30 5 21
Chi square 0.72 0.75
p value 0.41 0.67
Age (in years)
Upto 25 10 24 8 23
26-35 37 53 15 59
36-45 10 12 8 22
46-55 0 2 5 6
>55 1 1 3 1
p value 0.52 0.08
Educational Qualification
Diploma 0 0 0 2
Bachelor’s degree 44 67 30 89
Master’s degree 14 25 8 17
PhD and above 0 0 1 3
p value 0.42 0.75
Marital Status
Married 26 33 23 43
Unmarried 32 59 16 68
p value 0.31 0.04*
*: statistically significant
The above table has shown the comparison of the statement on change in health of
family members in relation to various socio-demographic factors at the level of 0.05
percentage. As we can see, 41 and 34 male subjects from Chandigarh and Pune city
respectively, reported stress in relation to change in health of family member statement
while the same was reported among 17 and 5 females. When males and females were
compared statistically in relation to stress because of change in health of family member,
it was found to be statistically insignificant. Respondents in the age group of 26-35 years
and having a bachelor’s degree reported more stress in relation to change in health of
family member as compared to other age groups. Stress in relation to change in health of
family member was more among unmarried subjects as compared to married subjects
with statistically insignificant difference.
109
Table2.23 Comparison of statement on Different Officers giving Contradictory
Instructions Regarding Work in Relation to Socio-Demographic Factors
Chandigarh Pune
Variables Mean SD Mean SD
Gender
Male 3.53 0.96 3.24 0.85
Female 3.72 0.80 3.19 0.80
t test 1.39 0.08
p value 0.24 0.79
Age (in years)
Up to 25 3.56 0.82 3.32 0.75
26-35 3.51 0.97 3.20 0.86
36-45 3.86 0.77 3.20 0.85
46-55 4 0 3.27 1.01
>55 4.5 0.71 3.25 0.96
Anova test 1.28 0.13
p value 0.28 0.97
Educational Qualification
Diploma 0 0 3.50 0.71
Bachelor’s degree 3.58 0.91 3.24 0.83
Master’s degree 3.64 0.93 3.08 0.91
PhD and above 0 0 3.75 0.50
Anova test 0.14 0.86
p value 0.71 0.47
Marital Status
Married 3.71 0.97 3.24 0.88
Unmarried 3.52 0.87 3.23 0.81
t test 1.65 0.01
p value 0.20 0.91
*: statistically significant
The above table has shown a comparison of occupational stress caused by different
officers often giving contradictory instructions regarding work in relation to socio-
demographic factors. Mean occupational stress score on this basis was found to be more
among female (3.72) than male respondents (3.24) of Chandigarh and Pune city. When
males and females were compared statistically in relation to occupational stress score, it
was found to be statistically insignificant. Respondents in the age group of 36-45 years
(3.86) and 46-55 years (3.27) reported more occupational stress scores in Chandigarh
and Pune city. Occupational stress score based on different officers often give
contradictory instructions regarding work was more among married subjects as
compared to unmarried subjects with statistically insignificant difference.
110
Table 2.25 Stress Warning Symptoms and Signs among Employees
Stress Warning Symptoms and Signs Among Employees
Sr. No Cognitive Symptoms Emotional Symptoms
01 Problems pertaining to Moodiness
memory
02 Concentration inability Short temper or irritability
03 Week judgment Agitation, unable to relax
04 Negative thinking Feeling overwhelmed
05 Anxious and racing thoughts Feeling of loneliness and isolation
06 Constant worrying Depression or general unhappiness
07 Physical symptoms Behavioral symptoms
08 Body Aches and Body pain Changes in food intake habits that is eating
more or eating very less
09 Diarrhea or Constipation Changes in sleeping habits that is sleeping
too much or too little
10 Chest pain, rapid heart beats Procrastinating or negligence towards job
responsibilities
11 Loss of sexual ability Consuming alcohol, smoking or consuming
drugs to relax
12 Suffering from frequent colds Nervous habits increase
Source: Secondary data
113
Symptoms of Occupational Stress among Respondents
Table 2.26 Symptoms of Occupational Stress Among Respondents

What are the symptoms of stress City
that you experience? Chandigarh Pune Total (out of 300)
Moody Yes 118 (47.6%) 130 (52.4%) 248 (82.7%)
No 32 (61.6%) 20 (38.4%) 52 (17.3%)
Total 150 (100.0%) 150 (100.0%) 300 (100%)
Irritability Yes 89 (47.9%) 97 (52.1%) 186 (62%)
No 61(53.6%) 53 (46.4%) 114 (38%)
Total 150 (100%) 150 (100%) 300 (100%)
Short-temper Yes 89 (49.0%) 93 (51.0%) 182 (60.7%)
No 61 (51.7%) 57 (48.3%) 118 (39.3%)
Total 150 (100%) 150 (100%) 300 (100%)
Accelerated Yes 0 (0.0%) 0 (0.0%) 0 (00.00%)
speech No 150 (100%) 150 (100%) 300 (100%)
Total 150 (100%) 150 (100%) 300 (100%)
Nail-biting Yes 10 (66.7%) 5 (33.3%) 15 (5%)
No 140 (49.1%) 145 (50.9%) 285 (95%)
Total 150 (100%) 150 (100%) 300 (100%)
Restlessness Yes 92 (61.0%) 59 (39.0%) 151 (50.3%)
No 58 (39.0%) 91 (61.0%) 149 (49.7%)
Total 150 (100%) 150 (100%) 300 (100%)
Lack of Yes 150 (100%) 150 (100%) 300 (100%)
confidence No 0 (0.0%) 0 (0.0%) 0 (00.00%)
Total 150 (100%) 150 (100%) 300 (100%)
Getting confused Yes 30 (60.0%) 20 (40.0%) 50 (16.7%)
easily No 120 (48.0%) 130 (52.0%) 250 (83.3%)
Total 150 (100%) 150 (100%) 300 (100%)
Gain/ loss of Yes 76 (53.6%) 66 (46.4%) 142 (47.3%)
weight No 74 (46.9%) 84 (53.1%) 158 (52.7%)
Total 150 (100%) 150 (100%) 300 (100%)
Feeling negative Yes 96 (48.0%) 104 (52.0%) 200 (66.7%)
about everything No 54 (54.0%) 46 (46.0%) 100 (33.3%)
Total 150 (100%) 150 (100%) 300 (100%)
Worrying Yes 150 (100%) 150 (100%) 300 (100%)
No 0 (0.0%) 0 (0.0%) 0 (00.00%)
Total 150 (100%) 150 (100%) 300 (100%)
Nervousness Yes 120 (48.0%) 130 (52.0%) 250 (83.3%)
No 30 (60.0%) 20 (40.0%) 50 (16.7%)
Total 150 (100%) 150 (100%) 300 (100%)
The above table shows that the symptoms of occupational stress among respondents are
following as:
114
74 (46.8%) respondents were from Chandigarh and 84 (53.2%) were from Pune city. So,
the larger numbers of respondents who have been affected by this symptom of
occupational stress (gain/loss of weight) are from Chandigarh.
10. Feeling negative about everything
The above table shows that of the 300 respondents, 200 (66.7%) complain of feelings of
negativity while 100 (33.3%) do not have this problem. In comparative terms, of the 200
respondents who said yes 96 (48.0%) were from Chandigarh and 104 (52.0%)
respondents were from Pune city. Of the 100 who said no, 54 (54.0%) respondents were
from Chandigarh and 46 (46.0%) were from Pune city. So, a larger number of
respondents who have been affected by this symptom of occupational stress (feeling
negative about everything) are from Pune city.
11. Worrying
Data show that all 300 respondents from both cities display the symptom of worry as a
result of occupational stress.
12. Nervousness
The above table reveals that of the total 300 respondents, as many as 250 (83.3%)
suffered from nervousness as a result of occupational stress while only 50 (16.7%) of
them did not. In comparative terms, of the 250 respondents who said yes 120 (48%) were
from Chandigarh and 130 (52%) respondents were from Pune city. Of the 50 who said
no, 30 (60%) respondents were from Chandigarh and 20 (40%) were from Pune city. So,
a larger number of respondents who have been affected by this symptom of occupational
stress (nervousness) are from Pune city.
117
Figure 2.16 Symptoms of Occupational Stress Among Respondents
160
140
120
100
80
60
40
20
0
Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No Yes No
Moody Irritability Short-temper Accelerated Nail-biting Restlessness Lack of Getting Gain/ loss of Feeling Worrying Nervousness
speech confidence confused weight negative
easily about
everything
City Chandigarh City Pune
118

Levels and Types of Occupational Stress

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Levels and Types of Occupational Stress

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CHAPTER 2

LEVELS AND TYPES OF OCCUPATIONAL STRESS

Management of occupational stress has become a buzzword and an important technique

Every IT organization is adopting different techniques for minimizing occupational

4. Overwork situation can be self-caused as in the case of a workaholic or brought

5. Job search stress is quite evidently a tough situation involving interviews,

7. Workplace conflict stress which involves bullying, hostility, gossip or lack of

9. Anticipatory stress relates to worrying about the future. It may be focused on a

10. Encounter stress is experienced when an employee is anxious about interacting

Through the various studies, it was observed that in Indian IT organizations,

The employees in IT organizations can easily identify a number of symptoms showing a

2.6 LEVEL OF STRESS

2.7 CLASSIFICATION OF THE RESPONDENTS ON THE BASIS OF LEVEL

Table 2.1 Classification of the Respondents on the basis of Level of Stress

Low Medium High Total

Pune 68 (45.3%) 58 (38.7%) 24 (16.0%) 150 (100%)

Total 86 (28.7%) 143 (47.7%) 71 (23.7%) 300 (100%)

Figure 2.1 Classification of the Respondents on the basis of Level of Stress

City Low Medium High Total

Female 6 (12.8%) 26 (55.3%) 15 (31.9%) 47 (100%)

Level of Stress Low Level of Stress Medium Level of Stress High

Level of Stress Low Level of Stress Medium Level of Stress High

Figure 2.8 Age wise Distribution Among Respondents

Taken separately, of the 59 married respondents in Chandigarh 26 (44.1%) respondents

Married Unmarried Married Unmarried

2.8.4 Educational Qualification and Level of Stress

Taken separately, of the 111 bachelor’s respondents in Chandigarh 30 (27.0%)

Diploma Bachelor's degree Diploma Bachelor's degree

SECTION II: CAUSES OF STRESS

2.9 CAUSES OF STRESS- SOCIAL READJUSTMENT RATING SCALE

Source: Primary data

Table 2.16 (2) Cause of Stress (SRRS)-Divorce

Table 2.16 (3) Cause of Stress (SRRS)-Marital Separation

Regarding the issue of marital separation, we found 7 respondents (5 from Chandigarh

Table 2.16 (4) Cause of Stress (SRRS)-Jail Term

Death of close family member

Table 2.16 (5) Cause of Stress (SRRS)-Death of close family member

Difficulties related to sex

Business readjustment was considered as a reason for stress by only 43 (14.3%)

Change in financial state

Foreclosure of mortgage or loan

Change in responsibilities at work

Source: Primary data

Son or daughter leaving home

Trouble with in-laws

for you? Chandigarh Pune Total

No 135 (48.6%) 143 (51.4%) 278 (92.7%)

Total 150 (50.0%) 150 (50.0%) 300 (100%)

Outstanding personal achievement

stress for you? Chandigarh Pune Total

Outstanding personal achievement was considered as a reason for stress by only 40

Source: Primary data

Change in religious activities

of stress for you? Chandigarh Pune Total

x) Poor and Unsupportive Relationship – Every employee in an organization develops

Table 2.18(3) Causes of Occupational Stress among Respondents at Workplace –

Problem of making Adjustment between Political/Group Pressures

Table 2.18(4) Causes of Occupational Stress among Respondents at Workplace –

Monotonous Nature of Assignments

Table 2.18(5) Causes of Occupational Stress among Respondents at Workplace –

Colleagues and Subordinates try to Defame and Malign me as Unsuccessful

Table 2.18(10) Causes of Occupational Stress among Respondents at Workplace –