Professional Documents
Culture Documents
Volume 10, Issue 3, May-June 2019, pp. 173-183, Article ID: IJM_10_03_017
Available online at https://iaeme.com/Home/issue/IJM?Volume=10&Issue=3
ISSN Print: 0976-6502 and ISSN Online: 0976-6510
Dr. Suganya S.
Associate Professor, Department of Management,
RVS Institute of Management Studies and Research,
Coimbatore, Tamil Nadu, India
ABSTRACT
Since globalization, the role of banking sector has expanded leading to increased to
competition. With employees of the banking institutions playing a vital role in the
service provision, the stiff competition has led to the increased work pressure and the
resultant stress. With work environment playing a deterministic role in productivity, the
changing work environment due to increased work pressure is expected to result in
lower productivity. Hence, it becomes pertinent to understand the employees’ opinion
on quality of work life and the level of stress due to increased work pressure. The present
piece of research attempted towards this end. The study conducted among the selected
employees of public and private sector banks of Coimbatore district indicated that there
is high level of stress which requires an immediate action of coping up the stress.
Keywords: quality of work life, stress, coping strategies, new economic reforms,
catalyst agent, job demands, work capabilities, role ambiguity, role conflict.
Cite this Article: Teena Jaculine, G. and Suganya S., An Analysis on the Impact of
Work Related Factors on the Level of Occupational Stress among the Public Banks
Employees in Coimbatore District, International Journal of Management (IJM), 10 (3),
2019, pp. 173-183.
https://iaeme.com/Home/issue/IJM?Volume=10&Issue=3
1. INTRODUCTION
With the dawn of new economic reforms and globalization, the work pressure on the part of the
employees has been increasing and the banking sector is no exception to this trend. The
technology oriented customers’ services having the primary position, the work pressure of the
employees has further increased leading to stress. With human resources, particularly, the
skilled resource forming an important part of factor input in the production and service process,
the increasing work pressure would result in job dissatisfaction and productivity decline.
Hence, it becomes pertinent to understand the level of stress the bank employees are undergoing
is essential as overall decline in productivity in services of the banking sector will have an effect
on the customer services. The present study attempts to examine the level of stress and opinion
on the working environment of selected employees of public sector banks in the district of
Coimbatore.
higher demands or expectations from the work place (Shilpa Sankpal et al., 2010). Thus, the
stress or the mental strains arises when there is a mismatch between the job demands and the
work capabilities, the availability of resources and the needs of the employees. However, the
reaction of the employees to the working conditions difference across the employees depending
on their coping skills. According to NIOSH (1999) one third of the executives and one fourth
of the employees viewed that the job is stressful
Sreelatha (1991) viewed that work intensity, tough work scheduled, long duration of
working hours, poor working condition, high speed of work, and higher expectations creates
work stress to most of the employees.
According to Sohail et.al. (2015) less control at work, poor vacations and leave facilities,
heavy work load, higher number of hours of hours, poor monetary reward, job insecurity, poor
chances of promotions, job content, poor support of co employees are the major factors of stress.
(Griffiths, 1998).
Jeremy Stranks (2005) viewed that the physical environment like, space availability, lack
of privacy, the organisational polices like, insufficient staff, poor coordination from the co
employees, heavy workload, rigid working conditions, monotonous nature of work, role
ambiguity and role conflict, poor relationship with staff and manager, lack of job security, no
transparency in promotion or poor promotion policy, Insufficient opportunities for social
contact, discrimination, Conflicts with family demands, poor equipment, are the factors
determines the level of stress among employees.
Reddy et.al. (1991) in their study viewed that the age of employees is an important factor
determining the level of stress.
Shah (2003) in his study observed that Role stagnation, inadequacy of role authority and
role erosion are the factors of job stress. The study added that the clerical cadre employees are
put in more stress in a majority of the dimensions.
Kang (2005) in his study viewed that interference of job in personal life, unsupportive
colleagues, work load and continuous pressure for improved performance have been found to
be causing stress of employees in medical industry.
Anitha Devi (2006-2007) in her study viewed that the various demographic variables like
age, experience and income effect of life stress and role stress.
Dhanalakhsmi (2008) in her study concluded that stress is predicted by working
environment and safety and security.
4. PROBLEM SETTING
The above discussion on job stress indicates that the level of stress is being determined by a
host of factors like, Job content, Working conditions, Employment conditions and Social
relations. The studies also viewed that the differences in the socio economic status results in
the differences in views on the work environment.
With the employees off the banking industry has been experiencing higher high stress
because of their job, long working hours, excessive work pressure, lack of job autonomy,
organizational culture, role conflict, and handling demanding customers in bank and due to the
lack of management support (Ahmad et al., 2007). Thus role stress has become an inevitable
part of human life and it makes life more challenging. Hence, it becomes pertinent to understand
the opinion of the bank employees on the work environment and the level of stress that prevails
among the employees. The present study is an attempt towards identifying what extent the bank
employees are contended with the work environment, what is the influence of socio economic
factors on the work environment and what is the level of stress of the sample employees and to
what extent the differences in the opinion on work environment of the employees results in the
differences in the level of stress. The present study attempts to examine these issues in the
context of the nationalised bank employees in the district of Coimbatore.
6. SOURCE OF DATA
To study the opinion on work environment in public sector banks, two banks have been selected
namely, the state bank of India which has the highest number of bank branches and the
customers followed by bank of Baroda. While state bank of India has 153 branches in the district
of Coimbatore, bank of Baroda has 48 branches. Hence, with the total of 201 branches, 20 per
cent of the branches were at random. This gave a sample bank of 40 bank branches. Adopting
the proportionate sampling technique, the 40 bank branches were distributed as 30 branches in
SBI and 10 branches in Bank of Baroda. The bank branches were selected randomly from the
list of branches prepared. Given the distribution of bank branches, five employees were selected
by convenience in each of bank branches. This gave a total sample 200 employees. A pre tested
questionnaire was prepared and the required data were collected from the selected sample
employees by direct interview method.
7. INSTRUMENT DEVELOPMENT
From the literature and from the pilot study 24 crucial factors determining the overall work
environment were identified. The level of stress was measured using the Cohen’s Perceived
Stress scale (Cohen, et.al.1983). The measured includes 10 questions relating to perceived level
of stress of the respondents measured in terms of a four point scale. The same has been used in
the present study. Based on the Cohen’s study, the present study also measured the level of
stress as low when the total stress score for the 10 questions is not greater than 13. The stress
level is considered medium when the perceived stress score total is between 14 and 26. It is
termed as high when the total stress score is greater than 27 with a maximum of 40. Hence, the
scaling of the perceived stress level in the present study is measured as low, medium and high.
The opinion on the work environment as perceived by the sample employee respondents is
also measured in a five point likert scale. As highly agree, moderately agree, neither agree nor
disagree, moderately disagree and highly disagree with the weights considered as 1, 2, 3,4 and
5.
8. TOOLS OF ANALYSIS
The collected primary data were scaled and analysed using the simple percentage method, Chi
square test and Analysis of Variance. To estimate the impact of the work related variables on
the level of stress, a multiple regression method was applied.
As given in Table 2, given that the work related stress differs between female and male due
to fulfilling the family obligations of the female workers, the opinion of the sample bank
employees on the various factors of work environment indicate that in all the factors, the female
respondents moderately disagreed to the positive statements for which the opinion are obtained.
The coefficient of variation a measure of volatility or the inconsistency in the opinion indicate
that with lower coefficient of variation of female employee respondents, imply that the opinion
of the female respondents are almost similar or consistent.
case of gender, except the factors under the dimensions on social relationship at work and
family environment, all the other factors are found to be significantly different indicating the
differences in the opinion between male and female on three dimensions. In the case of age,
none of the factors are found to be significant. This implies that the opinion on work
environment of all the sample respondents are similar across all age groups. In the case of
marital status also, there is a significant difference between the married and the unmarried on
the opinion on the dimensions on job content, working conditions, employment conditions, and
work environment. However, similar to other factors, there is no significant difference between
married and unmarried on the opinion on the factors under social relationship at work and on
family environment. Similar significance could be found in the case of the factors on experience
and income.
Table 3 Significance of Differences in the Opinion by Gender, Age, Martial Status, Experience and
Income: ANOVA
GENDER AGE MARITAL EXPERIENCE INCOME
STATUS
I. JOB CONTENT
1 I have reasonable work load 609.83* 0.97 609.83* 7.27* 7.27*
2 I am given freedom to take 194.81* 0.99 194.81* 4.05* 4.05*
decision on my job
3 MY job is free from Monotonous 259.14* 1.31 259.14* 5.39* 5.39*
Nature
4 I have sufficient skill to match 443.67* 1.03 443.67* 5.99* 5.99*
my job demands
5 I have reasonable working hours 309.46* 0.97 309.46* 5.48* 5.48*
6 I have the technical skill to carry 247.07* 1.19 247.07* 4.39* 4.39*
out my job
7 I am clear in what job 412.19* 1.07 412.19* 6.40* 6.40*
responsibility is assigned to me
II. WORKING CONDITION
8 the organisation has sufficient 216.20* 0.77 216.20* 4.01* 4.01*
infrastructure to carry out my job
without any interruption
9 My organisation has good work 609.83* 0.97 609.83* 7.27* 7.27*
environment
10 I am given sufficient time to 396.21* 1.13 396.21* 6.27* 6.27*
complete my job
11 Physically demanding work 289.25* 1.08 289.25* 4.81* 4.81*
III. EMPLOYMENT CONDITION
12 the opportunities of career 609.83* 0.97 609.83* 7.27* 7.27*
development is wide in my
organisation
13 the promotional policies in the 537.45* 0.9 537.45* 6.79* 6.79*
organisation is transparent
14 I have security of Job 619.40* 0.84 619.40* 6.62* 6.62*
15 The organisation provides me 441.10* 0.92 441.10* 7.55* 7.55*
flexible working hours
16 My organisation provides 348.46* 0.7 348.46* 5.62* 5.62*
facilities to improve my technical
knowledge frequently
IV. SOCIAL RELATIONSHIP AT WORK
17 I receive full coordination and 0.12 1.08 0.12 1.25 1.25
assistance from my immediate
manager
18 MY co employees are always 0.01 1.29 0.01 1.35 1.35
coordinative
Table 4 Relationship Between Socio Economic Factors and Work Related Factors – The Chi Square Test
Socio Economic job working Employment Social Family Critical
Status content condition conditions relations environment Value 5 %
at work LOS)
Gender(df-4) 126.35* 132.95* 193.15* 1.82 1.85 9.488
Age (df.12) 151.03* 131.56* 132.84* 164.10* 171.93* 21.026
Marital Status 114.25* 114.89* 163.39* 2.15 2.57 9.488
(df.4)
Experience 304.95* 339.60* 355.91* 89.18* 99.04* 21.026
(df.12)
Monthly Income 304.95* 339.60* 355.91* 82.97* 74.00* 31.410
(df.20)
Designation (df.8) 281.85* 294.04* 317.77* 9.74* 7.72 15.507
Qualification 175.47* 176.22* 179.11* 12.73* 11.39 15.507
(df.8)
Source: Computed from Primary Data.
Finally, given the objective of measuring the impact of the level of stress, the discriminant
analysis is used.
Table 5-A on the test of equality of group means provides the strong statistical evidence of
significant differences between means of levels of stress and the opinion on the means levels
of various work related factors.
The Eigen values provided in the table 5-B gives the information on each of the discriminant
functions or equations obtained. We have considered three levels of stress namely high, low
and medium. Hence, the maximum number of discriminant function is three minus one is two.
So we are using only two namely, high and medium. As we obtain in the case of the multiple
regression – the square root of r square as the multiple correlation coefficient, the canonical
correlation is the multiple correlation coefficient between the predictors and the discriminant
function. With two function the overall model fit, the model fit explains the maximum of 92
per cent of the variation (R2).
The Wilks’ lambda shows the significance of the discriminant function. As provided in
Table 5.C shows the high significance of the function as the calculated value is greater than the
table chi square values for the given degrees of freedom (44 and 21). It shows the proportion of
total variability that is not explained. As given in the first function, around six per cent of the
variation is not explained while in the case of second function, the unexplained variability is
high with 80 per cent.
Having discussed the significance of the model, the goodness of fit, in the present paragraph
it is attempted to discuss the discriminant coefficients obtained. The coefficients provided in
the table are unstandardized coefficients (bs) which can be used to create the discriminant
function equation. The coefficients provide information on the relative importance of each
variable. The interpretation of the coefficients is similar to the coefficients obtained in a
multiple regression equation. As provided in the Table, the first function indicates the high level
of stress. The coefficients provided in the table are all found to be negative implying that each
of the work related positive statement variables contributes negatively to the level of stress.
This means, a disagreement or dissatisfaction over the work related factors increases the level
of stress. Thus, the dissatisfied work environment results in higher level of stress among the
sample bank employees.
Table:5B Eigenvalues
Function Eigenvalue % of Cumulative Canonical
Variance % Correlation
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