Conceptual Model Fit For Impact of Occupational Stress On Performance and Satisfaction of The Employees With Special Reference To Private Sector Banks in Thanjavur District

International Journal of Management (IJM)
Volume 11, Issue 12, December 2020, pp. 4274-4294, Article ID: IJM_11_12_409
Available online at https://iaeme.com/Home/issue/IJM?Volume=11&Issue=12
ISSN Print: 0976-6502 and ISSN Online: 0976-6510
DOI: https://doi.org/10.34218/IJM.11.12.2020.409
© IAEME Publication Scopus Indexed
CONCEPTUAL MODEL FIT FOR IMPACT OF

OCCUPATIONAL STRESS ON PERFORMANCE
AND SATISFACTION OF THE EMPLOYEES
WITH SPECIAL REFERENCE TO PRIVATE
SECTOR BANKS IN THANJAVUR DISTRICT
C. Sangeetha
Research Scholar, Research Department of Business Administration,
Rajah Serfoji Govt. College (Autonomous), (Affiliated to Bharathidasan University),
Thanjavur, Tamil Nadu, India
Dr. R. Mohanraj
Assistant Professor and Head, Department of Business Administration,
Government Arts College (Autonomous), Kumbakonam, Tamil Nadu, India
ABSTRACT
The principle motivation behind this investigation is to investigate the impact of
occupation weight on employment execution among the workers in the vehicle
association. In addition, the exploration intends to find the pressure factors, for
example, mental pressure and physical pressure. As recognized in other observational
research, work pressure is affected by a few variables, remarkably job pressure. The
job equivocalness, job strife and job over-burden, have the most impeding effects on the
employees organizational stress in the work place. There has likewise been research
demonstrating that workers in the official level are faced with emotional pressure in the
enterprise. Thus, on analyzing the intensity of this stress factors, it has been chosen that
activity stress, ought to be investigated to determine its effect on the employees
execution. Subsequently this empirical study is expected to investigate the impact of
Occupational stress on execution of work among the employees working in
transportation enterprise, where Private Sector Banks in Thanjavur District is one kind
of it in Tamil Nadu. It is trusted that the investigation will add to growing exploration
on Occupational stress and furnish analysts and implementers with a chance to
vigilance the impact of employment productivity on the performance and efficiency of
the employees.
Key words: Stress, Conceptual Model, Satisfaction, Performance
https://iaeme.com/Home/journal/IJM 4274 editor@iaeme.com

Conceptual Model Fit for Impact of Occupational Stress on Performance and Satisfaction of the
Employees with Special Reference to Private Sector Banks in Thanjavur District
Cite this Article: C. Sangeetha and R. Mohanraj, Conceptual Model Fit for Impact of
Occupational Stress on Performance and Satisfaction of the Employees with Special
Reference to Private Sector Banks in Thanjavur District, International Journal of
Management (IJM), 11(12), 2020, pp. 4274-4294.
https://iaeme.com/Home/issue/IJM?Volume=11&Issue=12
1. INTRODUCTION
The intrinsic aspects to the job include prolonged working hours, excessive work load,
limitation in time, complicated tasks, lack of intervals, shortage of difference in choice of work,
and worst work conditions like inadequate space, temperature and lighting facility. These tend
to pessimistic results in achieving the objectives of the enterprise and procuring the
requirements of the employees. Work environment originates the social and psychological
stress that produces harmful impacts on the well-being of the employees. Stress is always a
disabling human phenomenon. Stress at work has detrimental effect on the behaviour of the
people, which results in personal and Organisational inefficiency. Occupational stress is a
condition where work related responsibilities costs the employees to change his/her nature
compelled to deviate from its actual characteristics. Due to rise in technology advancements
and aggravating competitive scenario among nations and corporate enterprises stress has
become pervasive.
The enterprises have to update their knowledge and skill in information technology on the
one hand and enhance flexible responses to market change on the other. The alternative for the
development, endurance and remain ahead in business requires quick adaption to quick
changing client solicitation and conditions. Therefore, the supervisors and staff are pressurized
for mechanical accomplishments, benefit thought processes and efficiency and at times
conventional business practices and agreements are supplanted by impermanent specialists and
contractor. Challenge, anxiety have in this manner passed on to the workforce on the loose.
Representatives presently need to face and adapt to poor working conditions, expanded time
weight and long working hours because of narrowing cutoff times and expanded outstanding
task at hand, simultaneously staying alert that employments are never again steady and the work
is getting to be dubious. Hierarchical pressure has expansive impact on physical and emotional
wellness, joy and life fulfillment.
2. CHARACTERISTICS OF STRESS
Stress is a perspective that makes a psychobiological response in the human body.
It is chiefly because of the impact of the circumstance which makes over the top physical and
mental requests with respect to a person. This is known as stressor or improvement.
• In distressing circumstance regularly an individual feels outrage, strain, nervousness
and melancholy.
• The improvement making pressure one individual may not really make pressure another
person.
• It relies upon the ability and resilience of the person to adapt to that circumstance.
• Stress has both positive and negative results. In the event that it is at an attractive level
it might incite a person to be progressively effective, imaginative and persevering to
adapt to the antagonistic circumstances.
• Stress made by attractive and pleasurable circumstance is known as eustress. Another
sort is made by bothersome circumstance. Such kind of stress is known as misery.

C. Sangeetha and R. Mohanraj
3. CAUSES FOR STRESS

The causes of stress are highly individualistic. It depends on the personality general outlook on
life, problem solving abilities, and social support system. Many different things cause stress
from physical to emotional.
Threat: A perceived threat will lead a person to feel stressed. This can include physical threats,
social threats, and financial threats. Any threat to needs is likely to lead to stress.
Fear: Threat can lead to fear which again leads to stress. Fear leads to imagined outcomes
which are the real source of stress.
Uncertainty: If one is uncertain, one is unable to predict, and therefore feel out of control and
hence may feel fear and threatened. This leads to stress.
Cognitive Dissonance: When there is a gap between what one does and what one thinks, there
is cognitive dissonance and feel stressed. Dissonance also occurs when one cannot meet
commitments and the possibility of being perceived as dishonest or incapable.
Life causes: There are many causes of stress in life like death, ill health victim of crime, self-
abuse, family change, sexual problems argument, physical change, moving to new location,
financial crisis, environment and increase in responsibility.
Frustrations: These are obstacles that prevent a person or achieving personal goals. They may
be external (discrimination) or internal (physical handicap, lack of desired ability or trait).
Conflicts: It involves two or more incompatible needs or goals, the choice between two
desirable options, or decision involving disagreeable alternations.
Pressures: Stress can stem from expectations of others or demands placed on one. Pressure to
get good grades is one among them. Survival stress is common response to danger in all people
and animals. When one is afraid that someone or something may physically hurt him or her,
this leads to stress.
Environment: It is a response to things around that cause stress like noise, crowding, pressure
from work/ family.
Fatigue and Overwork: This kind of stress builds up over a long time and takes a hard toll. It
can be caused by working too much or too hard at jobs or at home. It is also caused by not
knowing how to manage the time well and take time for rest and relaxation.
4. OCCUPATIONAL STRESS
Stress at work place is a result or reaction to specific upgrades in the earth. These days, work
pressure has turned out to be increasingly clear and prompts low confidence of representatives.
The foundations for employment stress can be ascribed to mechanical changes, focused ways
of life and different other social elements. Occupational stress is a twofold edged sword, it very
well may be both gainful and counter-beneficial. It tends to be beneficial when it encourages or
inspires individuals to work more and perform well. It will enable them to investigate openings
and prompts improved employment efficiency. It very well may be counter-beneficial when
outer components make more strain to work however doesn't prompt solid result. Occupational
stress is winning in each worker's everyday life and it impacts their activity execution. The
activity stress can happen because of a few elements like exhaust, outstanding task at hand, low
pay rates, absence of motivators, inspiration at work, acknowledgment and so on.
Organizational stress can emerge out of an assortment of sources and influence individuals
in various manners. In spite of the fact that the connection between psycho-social parts of the
activity and the wellbeing and prosperity of labourers has been all around reported, constrained
work has been done on the impacts of unmistakable stressors on employment execution. Also,
different defensive elements can avoid or lessen the impacts of work pressure, and little research

has been done toward understanding these relieving individual and authoritative components.
Significant employment stress elements influencing work execution are Workload, Job
security, Autonomy, Role clashes, Shift work, Low pay rates, Technology change, Low
assurance and Lack of acknowledgment. These are a portion of the variables influencing
representatives' activity execution. Authoritative pressure can create strain which is
inconvenient for the HR in the association. It has negative financial ramifications, for example,
low quality of work, low profitability, truancy and so on.
Stress straightforwardly influences worker execution. Stress prompts badly sequenced
effect on execution. This is in light of the fact that representatives who work in extremely
upsetting conditions may get handled on worn and disheartened. They furthermore make
physical and mental issue, for instance, hypertension, hearing issue and mental issue. These
mental and physical issues impact the exhibition of the labourers just as impact the effectiveness
of the affiliation. Various researchers have contemplated that some degree of stress is
imperative for physical and mental improvement. Hence, due to some pressure, individuals end
up being dynamically creative, imaginative and alert. They adjust new capacities and data to
adjust up to troublesome conditions.
These are sure conditions to produce the affirmation of representative and vanity. This kind
of positive pressure is called as eustress. On the other hand, elevated level of pressure causes
annoying and shocking conditions that make physical and mental disturbances and it is known
as pain. Therefore, one can say that low degree of stress causes adverse outcomes, for instance,
nonappearance of motivation, nonattendance of interest and gets pessimistic impact on benefit
of affiliation and moderate element of stress makes alluring and good conditions that help the
individuals to upgrade the exhibition of work and the proficiency of the affiliation.
5. REVIEW OF LITERATURE
Chand and Sethi (1997) in their study inspected authoritative factors as indicators of occupation
related strain (JRS). The respondents were 150 officials at the lesser administration level
working in different financial foundations in Himachala Pradesh state. The examination
uncovered huge positive connection between employments identified with pressure and job
over-burden, job struggle and strenuous working condition. The relationship of other
hierarchical factors were additionally in the normal heading, yet were not huge. Job strife,
strenuous working conditions and job over-burden were seen as the most critical indicators of
employment related pressure.
Oke et. al. (2008) in an investigation of ten Banking Organizations Nigeria, quantitative
information were caught utilizing a study instrument and subjective information were gathered
through a progression of semi-organized meeting plan. The analysts utilized double strategies
way to deal with examine work environment stress and a key finding was that worker
experience of pressure reflects both individual attributes just as progressively aggregate
characteristics that are molded by relevant components. Results demonstrated that work spot
pressure had a powerless backwards association with culture (- 0.24), positive association with
age (0.22), a reverse association with instruction level (- 0.01) and a feeble positive association
with number of years working in the bank (0.05). These discoveries showed that negative view
of the way of life inside associations add to work spot pressure.
Hansez et al, (2008).The specialists have researched the activity commitment, work strain,
burnout, work-home impedance and employment stress factors among 216 Belgian veterinary
specialists. Rustic practice was contrasted with little creature and blended action. The mean
employment strain and occupation commitment level in veterinary specialists was not higher
than what they found in other working populaces. Be that as it may, 15.6 % of the gatherings

were seen as experiencing high burnout. Rustic experts had a lower level of employment
commitment than little creature veterinary specialists. These little creature professionals had a
lower level of occupation strain than the blended specialists. The degree of burnout didn't
contrast altogether over the three kinds of movement. In contrast with other Belgian
furthermore, Dutch specialists, veterinary specialists saw increasingly negative work home
obstruction. Cow-like and blended experts were the most worried about this issue. The two
most significant wellsprings of stress detailed by cow-like experts were relations to ranchers
and working time the executives (counting crises and accessibility).
Selye (2006) says that stress is a nonspecific response of the body to a demand. If an
employee gets a work load than they can handle, they will get stress. But the level of stress is
differing from employee to employee. If the stress is continuing for a longer period it will lead
to mental, physical and behavioral problems. Based on a research done in Sri Lanka (Opatha,
2011), addiction to smoking and drinking may be a result of stress. Even though sometimes,
stress has a positive effect for employees all the time when they extent their limit, they get
negative results. Each employee will get stress at any point in their job. When a person gets a
stressful situation frequently, he/she will not be able to cope with the situation. Work place
pressure will help employees to keep motivated and learn. But individual differences and
available resources will change the employee’s cope up level and make him/her stressful.
Yuting Chen et. al (2017) this investigation showed that, notwithstanding wounds and risky
occasions, job-related stress is normal in the development business. Security atmosphere was
affirmed to be related with less physical wellbeing results and with less job-related stresses.
Results likewise recommend that individual versatility influences one's capacity to oversee job-
related stress. These discoveries feature the job of hierarchical factors just as individual factors
in influencing singular wellbeing performance and mental prosperity. Given these discoveries,
development associations need to screen workers' wellbeing performance as well as their
mental prosperity. Advancing a positive wellbeing atmosphere together with creating preparing
projects concentrating on improving workers' mental wellbeing, particularly post-injury mental
wellbeing, can improve the associations' security performance.
Abdul Haeba Ramli (2018) examined Occupational stress has a negative and huge effect on
authoritative duty. This outcome demonstrates that representative pledge to the association or
organization will be found, if the organization can focus on the work stress of its
representatives. With this negative and huge impact demonstrates that high work stress will
make authoritative duty be low, however then again if work stress can be diminished, it will
make representatives to build their promise to the association, so they will work truly and truly
to improve its performance.
Putu Irma Yunita A, Gusti Ngurah Widya Hadi Saputra (2019) explained “the twenty to
thirty year olds have special qualities, because of the administration cautious in dealing with
their workers. Their temperament is autonomous, effectively exhausted, yet simple to adjust to
change, an extreme test for human asset the executives, in completing the elements of HR. It
inspects the connection between transformations with work stress and the apparent exhibition
of millennial age representatives, appears proof that, all inclusive, millennial representatives
like organization approaches as far as changes. It is prove the increasingly visit transformations
completed the better the representative's exhibition, despite the fact that toward the start of the
position. It is brought about by mental stress for workers with the goal that representatives
experience gentle stress. The adjustment anyway in the new condition will make feel awkward
for certain individuals, including twenty to thirty year olds. This awkward condition can
diminish representative execution. It in this way can be finished up changes because
representatives to feel stressed. It will affect execution debasement. On the off chance that

changes anyway on the other hand fulfill workers, at that point an expansion in execution will
happen.”
6. STATEMENT OF THE PROBLEM

With the point of accomplishing higher profitability the associations wind up producing the
representatives with over-burden of work so as to comply with time constraint and this may
have mental and physical impacts on the workers which may bring about something as opposed
to what these associations need to accomplish. In spite of the fact that institutions are giving
more consideration these days reacting to the outcomes of the injury their employees experience
when they place phenomenal requests on them, there is still more opportunity to get better.
Globalization and privatization have brought new work needs, work instability, uncertainty
with respect to future working conditions and prompt out of date quality of job techniques.
The development of computer technology and data innovation is one of the most
overwhelming components in the regularly evolving work-life today. Profitability,
effectiveness and minimal effort are the focal point of the audience issues of any corporate.
Overseeing pressure is a zone to be engaged to address the huge high whittling down rate in the
vehicle business.
The work culture in the organizations influences the emotional well-being and the personal
satisfaction of the workers. Implementation of new technology innovation and computerization
into the workplace includes burden for the employees to accustom within the enterprise.
Subsequently it is fundamental to distinguish the impacts of Occupational stress among the
Bank employees of the Private Sector Banks, organization chosen for the study.
7. RESEARCH DESIGN
The role of research has greatly increased in the field of business and economy. The study of
research methods provides us with the knowledge and skills you need to solve the problems
and meet the challenges of today’s modern pace of development. The usefulness and
contribution of research in assisting management decisions is so crucial that it has given rise to
the opening of a new field altogether called ‘research methodology’. Research in common
context refers to a search for knowledge. It can also be defined as a scientific and systematic
search for gaining information and knowledge on a specific topic or phenomena. It requires a
strong base to research, and it leads to a reliable as well as valid interpretations. In this sense,
the research methodology acts as a basement of any type of research. A qualitative research
study is undergone in the natural settings, by making sense of or interpreting phenomena in
terms of the meanings people bring to them. On this issue of sense-making, it is understood that
the qualitative research has an interpretive characteristic which aims at discovering the
meanings of the events for the individuals who experience them, and the interpretations of those
meanings by the researcher will be the outcomes or product of the research.
7.1. Objective of the Study

To fine the conceptual model fit for impact of occupational stress on performance and
satisfaction of the employees with special reference to private sector banks in thanjavur district.
7.2. Sources of Data Used

The secondary and primary data are used in the present study. The secondary data have been
collected preliminarily form the text books, web sites, journals, magazines and other secondary
sources. The primary data are collected from the sample respondents who are the employees of

Private Sector Banks in Thanjavur district considered as target audience exposed to Knowledge
Management Practices under the considered study area, Thanjavur district of Tamil Nadu.
7.3. Sampling Technique

Quota sampling is a non-probabilistic sampling method where we divide the survey population
into mutually exclusive subgroups. These subgroups are selected with respect to certain known
and thus non-random features, traits, or interests. People in each subgroup are selected by the
researcher or interviewer who is conducting the survey. After choosing these subgroups, the
interviewer has the liberty to rely on his convenience or judgment factors to find people for
each subset. 150 samples are selected for this study.
8. CONCEPTUAL MODEL FIT FOR IMPACT OF OCCUPATIONAL

STRESS ON PERFORMANCE AND SATISFACTION OF THE
EMPLOYEES WITH SPECIAL REFERENCE TO PRIVATE SECTOR
BANKS IN THANJAVUR DISTRICT
The variables used in the structural equation model are Observed, endogenous
variables
• Effects of the Occupational stress in respect of Psychological stress
• Effects of the Occupational stress in respect of Physical stress
• Job Efficiency of the employees
• Performance of the employees
• Overall satisfaction of the employees
Observed, Exogenous variables

• Motivational factors of the employees
• Gender of the employees
• Perception of the employees towards Occupational stress
• Area of the residence of the employees
• Annual income of the employees
• Experience of the employees
• Educational status of the employees
• Marital status of the employees
• Age of the employees
Unobserved, Exogenous variables

Error 1 for Effects of the Occupational stress in respect of Psychological stress
Error 2 for Effects of the Occupational stress in respect of Physical stress
Error 3 for Job Efficiency of the employees
Error 4 for performance of the employees
Error 5 for overall satisfaction of the employees

Table 1 Summary of the variables used for the analysis

Number of variables in your model 19
Number of observed variables 14
Number of unobserved variables 5
Number of exogenous variables 14
Number of endogenous variables 5
Source: Output generated from Amos 20.
Figure 1 Unstandardized estimate for Structural Equation Model of impact of Occupational stress on
performance and satisfaction of the employees with special reference to private sector banks in
thanjavur district

Table 2 Regression weights for Structural Equation Model for impact of Occupational stress on
performance and satisfaction of the employees with special reference to private sector banks in
thanjavur district
Unstandardized Standardized
Regression weights coefficient S.E. coefficient C.R. P
Estimate Estimate
Effects of the Occupational stress in
respect of psychological stress <--- .418 .550 .028 .761 .447
Gender of the employees
respect of psychological stress <--- Age .062 .224 .010 .276 .782
of the employees
respect of psychological stress <--- -.399 .522 -.029 -.764 .445
Marital status of the employees
respect of psychological stress <---
-.021 .293 -.003 -.073 .942
Educational qualification of the
employees
respect of psychological stress <--- .319 .216 .055 1.476 .140
Experience of the employees
respect of psychological stress <--- -.479 .226 -.079 -2.123 .034
Annual income of the employees
respect of psychological stress <--- .026 .293 .003 .089 .929
Area of residence of the employees
respect of psychological stress <---
.084 .036 .086 2.332 .020
Perception of the employees towards
Occupational stress
respect of psychological stress <--- -.002 .030 -.003 -.073 .941
Motivational factors of the employees
respect of physical stress <--- Gender .472 .724 .024 .651 .515
of the employees
respect of physical stress <--- Age of .164 .295 .020 .557 .578
the employees
respect of physical stress <--- Marital -.196 .688 -.011 -.285 .776
status of the employees
respect of physical stress <---
-.158 .386 -.015 -.408 .683
Educational qualification of the
employees
respect of physical stress <--- -.084 .285 -.011 -.294 .769
respect of physical stress <--- Annual .360 .297 .045 1.209 .227
income of the employees


respect of physical stress <--- Area of -.188 .386 -.018 -.487 .626
residence of the employees
respect of physical stress <---
.076 .047 .059 1.598 .110
Perception of the employees towards
Occupational stress
respect of physical stress <--- .003 .040 .003 .070 .944
Motivational factors of the employees
Job Efficiency of the employees
<--- Effects of the Occupational stress .002 .047 .002 .045 .964
in respect of psychological stress
Job Efficiency of the employees
<--- Effects of the Occupational stress -.014 .035 -.015 -.398 .691
in respect of physical stress
Performance of the employees
.023 .036 .023 .635 .525
<---Job Efficiency of the employees
Overall satisfaction of the employees
.000 .005 -.001 -.016 .987
<--- Performance of the employees
Overall satisfaction of the employees<-
-- Motivational factors of the .015 .005 .105 2.891 .004
employees
When gender of the employees goes up by 1, effects of the Occupational stress in respect of
psychological stress goes up by 0.418. When gender of the employees goes up by 1 standard
deviation, effects of the Occupational stress in respect of psychological stress goes up by 0.028 standard
deviations. The regression weight estimate, .418, has a standard error of about .550. The
probability of getting a critical ratio as large as 0.761 in absolute value is .447. In other words,
the regression weight for gender of the employees in the prediction of effects of the Occupational
stress in respect of psychological stress is not significantly different from zero at the 0.05 level (two-
tailed). Here the coefficient of gender of the employees is 0.418 represents the partial effect of
gender of the employees on effects of the Occupational stress in respect of psychological stress, holding
the other variables as constant. The estimated positive sign implies that such effect is positive
that effects of the Occupational stress in respect of psychological stress would increase by 0.418 for
every unit increase gender of the employees and this coefficient value is significant at 5% level.
When age of the employees goes up by 1, effects of the Occupational stress in respect of
psychological stress goes up by 0.062. When age of the employees goes up by 1 standard
deviation, effects of the Occupational stress in respect of psychological stress goes up by 0.01
standard deviations. The regression weight estimate, .062, has a standard error of about .224.
The probability of getting a critical ratio as large as 0.276 in absolute value is .782. In other
words, the regression weight for age of the employees in the prediction of effects of the
Occupational stress in respect of psychological stress is not significantly different from zero at
the 0.05 level (two-tailed). Here the coefficient of age of the employees is 0.062 represents the
partial effect of age of the employees on effects of the Occupational stress in respect of
psychological stress, holding the other variables as constant. The estimated positive sign
implies that such effect is positive that effects of the Occupational stress in respect of
psychological stress would increase by 0.062 for every unit increase age of the employees and
this coefficient value is significant at 5% level.
When marital status of the employees goes up by 1, effects of the Occupational stress in
respect of psychological stress goes down by 0.399. When marital status of the employees goes

up by 1 standard deviation, effects of the Occupational stress in respect of psychological stress

goes down by 0.029 standard deviations. The regression weight estimate, -.399, has a standard
error of about .522. The probability of getting a critical ratio as large as 0.764 in absolute value
is .445. In other words, the regression weight for marital status of the employees in the
prediction of effects of the Occupational stress in respect of psychological stress is not
significantly different from zero at the 0.05 level (two-tailed). Here the coefficient of marital
status of the employees is 0.399 represents the partial effect of marital status of the employees
on effects of the Occupational stress in respect of psychological stress, holding the other
variables as constant. The estimated negative sign implies that such effect is negative that
effects of the Occupational stress in respect of psychological stress would decrease by 0.399
for every unit increase marital status of the employees and this coefficient value is significant
at 5% level.
When educational qualification of the employees goes up by 1, effects of the Occupational

stress in respect of psychological stress goes down by 0.021. When educational qualification of
the employees goes up by 1 standard deviation, effects of the Occupational stress in respect of
psychological stress goes down by 0.003 standard deviations. The regression weight estimate,
-.021, has a standard error of about .293. The probability of getting a critical ratio as large as
0.073 in absolute value is .942. In other words, the regression weight for educational
qualification of the employees in the prediction of effects of the Occupational stress in respect
of psychological stress is not significantly different from zero at the 0.05 level (two-tailed).
Here the coefficient of educational qualification of the employees is 0.021 represents the partial
effect of educational qualification of the employees on effects of the Occupational stress in
respect of psychological stress, holding the other variables as constant. The estimated negative
sign implies that such effect is negative that effects of the Occupational stress in respect of
psychological stress would decrease by 0.021 for every unit increase educational qualification
of the employees and this coefficient value is significant at 5% level.
When experience of the employees goes up by 1, effects of the Occupational stress in
respect of psychological stress goes up by 0.319. When experience of the employees goes up
by 1 standard deviation, effects of the Occupational stress in respect of psychological stress
goes up by 0.055 standard deviations. The regression weight estimate, .319, has a standard error
of about .216. The probability of getting a critical ratio as large as 1.476 in absolute value is
.140. In other words, the regression weight for experience of the employees in the prediction of
effects of the Occupational stress in respect of psychological stress is not significantly different
from zero at the 0.05 level (two-tailed). Here the coefficient of experience of the employees is
0.319 represents the partial effect of experience of the employees on effects of the Occupational
stress in respect of psychological stress, holding the other variables as constant. The estimated
positive sign implies that such effect is positive that effects of the Occupational stress in respect
of psychological stress would increase by 0.319 for every unit increase experience of the
employees and this coefficient value is significant at 5% level.
When annual income of the employees goes up by 1, effects of the Occupational stress in
respect of psychological stress goes down by 0.479. When annual income of the employees
goes up by 1 standard deviation, effects of the Occupational stress in respect of psychological
stress goes down by 0.079 standard deviations. The regression weight estimate, -.479, has a
standard error of about .226. The probability of getting a critical ratio as large as 2.123 in
absolute value is .034. In other words, the regression weight for annual income of the employees
in the prediction of effects of the Occupational stress in respect of psychological stress is
significantly different from zero at the 0.05 level (two-tailed). Here the coefficient of annual
income of the employees is 0.479 represents the partial effect of annual income of the

employees on effects of the Occupational stress in respect of psychological stress, holding the
other variables as constant. The estimated negative sign implies that such effect is negative that
effects of the Occupational stress in respect of psychological stress would decrease by 0.479
for every unit increase annual income of the employees and this coefficient value is significant
at 5% level.
When area of residence of the employees goes up by 1, effects of the Occupational stress in
respect of psychological stress goes up by 0.026. When area of residence of the employees goes
up by 1 standard deviation, effects of the Occupational stress in respect of psychological stress
goes up by 0.003 standard deviations. The regression weight estimate, .026, has a standard error
.929. In other words, the regression weight for area of residence of the employees in the
prediction of effects of the Occupational stress in respect of psychological stress is not
significantly different from zero at the 0.05 level (two-tailed). Here the coefficient of area of
residence of the employees is 0.026 represents the partial effect of area of residence of the
employees on effects of the Occupational stress in respect of psychological stress, holding the
other variables as constant. The estimated positive sign implies that such effect is positive that
effects of the Occupational stress in respect of psychological stress would increase by 0.026 for
every unit increase area of residence of the employees and this coefficient value is significant
at 5% level.
When perception of the employees towards Occupational stress goes up by 1, effects of the
Occupational stress in respect of psychological stress goes up by 0.084. When perception of the
employees towards Occupational stress goes up by 1 standard deviation, effects of the
Occupational stress in respect of psychological stress goes up by 0.086 standard deviations. The
regression weight estimate, .084, has a standard error of about .036. The probability of getting
a critical ratio as large as 2.332 in absolute value is .020. In other words, the regression weight
for perception of the employees towards Occupational stress in the prediction of effects of the
Occupational stress in respect of psychological stress is significantly different from zero at the
0.05 level (two-tailed). Here the coefficient of perception of the employees towards
Occupational stress is 0.084 represents the partial effect of perception of the employees towards
Occupational stress on effects of the Occupational stress in respect of psychological stress,
holding the other variables as constant. The estimated positive sign implies that such effect is
positive that effects of the Occupational stress in respect of psychological stress would increase
by 0.084 for every unit increase perception of the employees towards Occupational stress and
this coefficient value is significant at 5% level.
When motivational factors of the employees goes up by 1, effects of the Occupational stress
in respect of psychological stress goes down by 0.002. When motivational factors of the
employees goes up by 1 standard deviation, effects of the Occupational stress in respect of
psychological stress goes down by 0.003 standard deviations. The regression weight estimate,
-.002, has a standard error of about .030.the probability of getting a critical ratio as large as
0.073 in absolute value is .941. In other words, the regression weight for motivational factors
of the employees in the prediction of effects of the Occupational stress in respect of
psychological stress is not significantly different from zero at the 0.05 level (two-tailed). Here
the coefficient of motivational factors of the employees is 0.002 represents the partial effect of
motivational factors of the employees on effects of the Occupational stress in respect of
psychological stress, holding the other variables as constant. The estimated negative sign
implies that such effect is negative that effects of the Occupational stress in respect of
psychological stress would decrease by 0.002 for every unit increase motivational factors of
the employees and this coefficient value is significant at 5% level.

When gender of the employees goes up by 1, effects of the Occupational stress in respect
of physical stress goes up by 0.472. When gender of the employees goes up by 1 standard
deviation, effects of the Occupational stress in respect of physical stress goes up by 0.024
standard deviations. The regression weight estimate, .472, has a standard error of about .724.
The probability of getting a critical ratio as large as 0.651 in absolute value is .515. In other
words, the regression weight for gender of the employees in the prediction of effects of the
Occupational stress in respect of physical stress is not significantly different from zero at the
0.05 level (two-tailed). Here the coefficient of gender of the employees is 0.472 represents the
partial effect of gender of the employees on effects of the Occupational stress in respect of
physical stress, holding the other variables as constant. The estimated positive sign implies that
such effect is positive that effects of the Occupational stress in respect of physical stress would
increase by 0.472 for every unit increase gender of the employees and this coefficient value is
significant at 5% level.
When age of the employees goes up by 1, effects of the Occupational stress in respect of
physical stress goes up by 0.164. When age of the employees goes up by 1 standard deviation,
effects of the Occupational stress in respect of physical stress goes up by 0.02 standard
deviations. The regression weight estimate, .164, has a standard error of about .295. The
the regression weight for age of the employees in the prediction of effects of the Occupational
stress in respect of physical stress is not significantly different from zero at the 0.05 level (two-
tailed). Here the coefficient of age of the employees is 0.164 represents the partial effect of age
of the employees on effects of the Occupational stress in respect of physical stress, holding the
other variables as constant. The estimated positive sign implies that such effect is positive that
effects of the Occupational stress in respect of physical stress would increase by 0.164 for every
unit increase age of the employees and this coefficient value is significant at 5% level.
When marital status of the employees goes up by 1, effects of the Occupational stress in
respect of physical stress goes down by 0.196. When marital status of the employees goes up
by 1 standard deviation, effects of the Occupational stress in respect of physical stress goes
down by 0.011 standard deviations. The regression weight estimate, -.196, has a standard error
.776. In other words, the regression weight for marital status of the employees in the prediction
of effects of the Occupational stress in respect of physical stress is not significantly different
from zero at the 0.05 level (two-tailed). Here the coefficient of marital status of the employees
is 0.196 represents the partial effect of marital status of the employees on effects of the
Occupational stress in respect of physical stress, holding the other variables as constant. The
estimated negative sign implies that such effect is negative that effects of the Occupational
stress in respect of physical stress would decrease by 0.196for every unit increase marital status
of the employees and this coefficient value is significant at 5% level.
When educational qualification of the employees goes up by 1, effects of the Occupational
stress in respect of physical stress goes down by 0.158. When educational qualification of the
employees goes up by 1 standard deviation, effects of the Occupational stress in respect of
physical stress goes down by 0.015 standard deviations. The regression weight estimate, -.158,
has a standard error of about .386. The probability of getting a critical ratio as large as 0.408 in
absolute value is .683. In other words, the regression weight for educational qualification of the
employees in the prediction of effects of the Occupational stress in respect of physical stress is
not significantly different from zero at the 0.05 level (two-tailed). Here the coefficient of
educational qualification of the employees is 0.158 represents the partial effect of educational
qualification of the employees on effects of the Occupational stress in respect of physical stress,
holding the other variables as constant. The estimated negative sign implies that such effect is

negative that effects of the Occupational stress in respect of physical stress would decrease by
0.158 for every unit increase educational qualification of the employees and this coefficient
value is significant at 5% level.
When experience of the employees goes up by 1, effects of the Occupational stress in
respect of physical stress goes down by 0.084. When experience of the employees goes up by
1 standard deviation, effects of the Occupational stress in respect of physical stress goes down
by 0.011 standard deviations. The regression weight estimate, -.084, has a standard error of
about .285. The probability of getting a critical ratio as large as 0.294 in absolute value is .769.
In other words, the regression weight for experience of the employees in the prediction of
effects of the Occupational stress in respect of physical stress is not significantly different from
zero at the 0.05 level (two-tailed). Here the coefficient of experience of the employees is 0.084
represents the partial effect of experience of the employees on effects of the Occupational stress
in respect of physical stress, holding the other variables as constant. The estimated negative
sign implies that such effect is negative that effects of the Occupational stress in respect of
physical stress would decrease by 0.084 for every unit increase experience of the employees
and this coefficient value is significant at 5% level.
When annual income of the employees goes up by 1, effects of the Occupational stress in
respect of physical stress goes up by 0.36. When annual income of the employees goes up by 1
standard deviation, effects of the Occupational stress in respect of physical stress goes up by
0.045 standard deviations. The regression weight estimate, .360, has a standard error of about
.297. The probability of getting a critical ratio as large as 1.209 in absolute value is .227. In
other words, the regression weight for annual income of the employees in the prediction of
effects of the Occupational stress in respect of physical stress is not significantly different from
zero at the 0.05 level (two-tailed). Here the coefficient of annual income of the employees is
0.36 represents the partial effect of annual income of the employees on effects of the
Occupational stress in respect of physical stress, holding the other variables as constant. The
estimated positive sign implies that such effect is positive that effects of the Occupational stress
in respect of physical stress would decrease by 0.36 for every unit increase annual income of
the employees and this coefficient value is significant at 5% level.
When area of residence of the employees goes up by 1, effects of the Occupational stress in
respect of physical stress goes down by 0.188. When area of residence of the employees goes
up by 1 standard deviation, effects of the Occupational stress in respect of physical stress goes
.626. In other words, the regression weight for area of residence of the employees in the
prediction of effects of the Occupational stress in respect of physical stress is not significantly
different from zero at the 0.05 level (two-tailed). Here the coefficient of area of residence of the
employees is 0.188 represents the partial effect of area of residence of the employees on effects
of the Occupational stress in respect of physical stress, holding the other variables as constant.
The estimated negative sign implies that such effect is negative that effects of the Occupational
stress in respect of physical stress would decrease by 0.188 for every unit increase area of
residence of the employees and this coefficient value is significant at 5% level.
When perception of the employees towards Occupational stress goes up by 1, effects of the
Occupational stress in respect of physical stress goes up by 0.076. When perception of the
employees towards Occupational stress goes up by 1 standard deviation, effects of the
Occupational stress in respect of physical stress goes up by 0.059 standard deviations. The
for perception of the employees towards Occupational stress in the prediction of effects of the

Occupational stress in respect of physical stress is not significantly different from zero at the
0.05 level (two-tailed). Here the coefficient of perception of the employees towards
Occupational stress is 0.076 represents the partial effect of perception of the employees towards
Occupational stress on effects of the Occupational stress in respect of physical stress, holding
the other variables as constant. The estimated positive sign implies that such effect is positive
that effects of the Occupational stress in respect of physical stress would increase by 0.076 for
every unit increase perception of the employees towards Occupational stress and this coefficient
value is significant at 5% level.
When motivational factors of the employees goes up by 1, effects of the Occupational stress
in respect of physical stress goes up by 0.003. When motivational factors of the employees goes
up by 1 standard deviation, effects of the Occupational stress in respect of physical stress goes
up by 0.003 standard deviations. The regression weight estimate, .003, has a standard error of
In other words, the regression weight for motivational factors of the employees in the prediction
of effects of the Occupational stress in respect of physical stress is not significantly different
from zero at the 0.05 level (two-tailed). Here the coefficient of motivational factors of the
employees is 0.003 represents the partial effect of motivational factors of the employees on
effects of the Occupational stress in respect of physical stress, holding the other variables as
constant. The estimated positive sign implies that such effect is positive that effects of the
Occupational stress in respect of physical stress would increase by 0.003 for every unit increase
motivational factors of the employees and this coefficient value is significant at 5% level.
When effects of the Occupational stress in respect of psychological stress goes up by 1, job
efficiency of the employees goes up by 0.002. When effects of the Occupational stress in respect
of psychological stress goes up by 1 standard deviation, job efficiency of the employees goes
up by 0.002 standard deviations. The regression weight estimate, .002, has a standard error of
In other words, the regression weight for effects of the Occupational stress in respect of
psychological stress in the prediction of job efficiency of the employees is not significantly
different from zero at the 0.05 level (two-tailed). Here the coefficient of effects of the
Occupational stress in respect of psychological stress is 0.002 represents the partial effect of
effects of the Occupational stress in respect of psychological stress on job efficiency of the
employees, holding the other variables as constant. The estimated positive sign implies that
such effect is positive that job efficiency of the employees would increase by 0.002 for every
unit increase effects of the Occupational stress in respect of psychological stress and this
coefficient value is significant at 5% level.
When effects of the Occupational stress in respect of physical stress goes up by 1, job
efficiency of the employees goes down by 0.014. When effects of the Occupational stress in
respect of physical stress goes up by 1 standard deviation, job efficiency of the employees goes
.691. In other words, the regression weight for effects of the Occupational stress in respect of
physical stress in the prediction of job efficiency of the employees is not significantly different
from zero at the 0.05 level (two-tailed). Here the coefficient of effects of the Occupational stress
in respect of physical stress is 0.014 represents the partial effect of effects of the Occupational
stress in respect of physical stress on job efficiency of the employees, holding the other
variables as constant. The estimated negative sign implies that such effect is negative that job
efficiency of the employees would decrease by 0.014 for every unit increase effects of the
Occupational stress in respect of physical stress and this coefficient value is significant at 5%
level.

When job efficiency of the employees goes up by 1, performance of the employees goes up
by 0.023. When job efficiency of the employees goes up by 1 standard deviation, performance
of the employees goes up by 0.023 standard deviations. The regression weight estimate, .023,
absolute value is .525. In other words, the regression weight for job efficiency of the employees
in the prediction of performance of the employees is not significantly different from zero at the
0.05 level (two-tailed). Here the coefficient of job efficiency of the employees is 0.023
represents the partial effect of job efficiency of the employees on performance of the
employees, holding the other variables as constant. The estimated positive sign implies that
such effect is positive that performance of the employees would increase by 0.023 for every unit
increase job efficiency of the employees and this coefficient value is significant at 5% level.
When performance of the employees goes up by 1, overall satisfaction of the employees
goes up by 0. When performance of the employees goes up by 1 standard deviation, overall
satisfaction of the employees goes down by 0.001 standard deviations. The regression weight
estimate, .000, has a standard error of about .005. The probability of getting a critical ratio as
large as 0.016 in absolute value is .987. In other words, the regression weight for performance
of the employees in the prediction of overall satisfaction of the employees is not significantly
different from zero at the 0.05 level (two-tailed). Here the coefficient of performance of the
employees is equal to overall satisfaction of the employees, holding the other variables as
constant.
When motivational factors of the employees goes up by 1, overall satisfaction of the
employees goes up by 0.015. When motivational factors of the employees goes up by 1 standard
deviation, overall satisfaction of the employees goes up by 0.105 standard deviations. The
for motivational factors of the employees in the prediction of overall satisfaction of the
employees is significantly different from zero at the 0.01 level (two-tailed). Here the coefficient
of motivational factors of the employees is 0.015 represents the partial effect of motivational
factors of the employees on overall satisfaction of the employees, holding the other variables
as constant. The estimated positive sign implies that such effect is positive that overall
satisfaction of the employees would increase by 0.015 for every unit increase motivational
factors of the employees and this coefficient value is significant at 1% level.
Table 3 Co-variance relationship for impact of Occupational stress on performance and satisfaction of
the employees with special reference to private sector banks in thanjavur district
Co-variance relationship Estimate S.E. C.R. P value
Motivational factors of the employees <--> Gender of the
-.034 .111 -.308 .758
employees
Gender of the employees <--> Perception of the employees towards
-.005 .092 -.054 .957
Occupational stress
Perception of the employees towards Occupational stress <--> Age
.226 .228 .994 .320
of the employees
Motivational factors of the employees <--> Age of the employees -.097 .274 -.354 .723
Perception of the employees towards Occupational stress <-->
.269 .103 2.600 .009
Marital status of the employees
Motivational factors of the employees <--> Marital status of the
-.487 .125 -3.891 ***
employees
-.089 .177 -.506 .613
Educational status of the employees
Motivational factors of the employees <--> Educational status of the
-.536 .213 -2.512 .012
employees


-.194 .239 -.811 .417
Motivational factors of the employees <--> Experience of the
.589 .288 2.042 .041
employees
.263 .229 1.151 .250
Annual income of the employees
Motivational factors of the employees <--> Annual income of the
-.056 .275 -.202 .840
employees
Perception of the employees towards Occupational stress <--> Area
-.316 .176 -1.792 .073
of the residence of the employees
Motivational factors of the employees <--> Area of the residence of
.361 .212 1.703 .089
the employees
Motivational factors of the employees <--> Perception of the
2.477 1.706 1.451 .147
employees towards Occupational stress
The covariance between motivational factors of the employees and gender of the employees
is estimated to be -.034. The covariance estimate, -.034, has a standard error of about .111. The
the covariance between motivational factors of the employees and gender of the employees is
not significantly different from zero at the 0.05 level (two-tailed).
The covariance between gender of the employees and perception of the employees towards
Occupational stress is estimated to be -.005. The covariance estimate, -.005, has a standard error
.957. In other words, the covariance between gender of the employees and perception of the
employees towards Occupational stress is not significantly different from zero at the 0.05 level
(two-tailed).
The covariance between perception of the employees towards Occupational stress and age
of the employees is estimated to be .226. The covariance estimate, .226, has a standard error of
In other words, the covariance between perception of the employees towards Occupational
stress and age of the employees is not significantly different from zero at the 0.05 level (two-
tailed).
The covariance between motivational factors of the employees and age of the employees is
estimated to be -.097. The covariance estimate, -.097, has a standard error of about .274. The
the covariance between motivational factors of the employees and age of the employees is not
significantly different from zero at the 0.05 level (two-tailed).
The covariance between perception of the employees towards Occupational stress and
marital status of the employees is estimated to be .269. The covariance estimate, .269, has a
standard error of about .103. The probability of getting a critical ratio as large as 2.6 in absolute
value is .009. In other words, the covariance between perception of the employees towards
Occupational stress and marital status of the employees is significantly different from zero at
the 0.01 level (two-tailed).
The covariance between motivational factors of the employees and marital status of the
employees is estimated to be -.487. The covariance estimate, -.487, has a standard error of about
.125. The probability of getting a critical ratio as large as 3.891 in absolute value is less than
0.001. In other words, the covariance between motivational factors of the employees and marital
status of the employees is significantly different from zero at the 0.001 level (two-tailed).
educational status of the employees is estimated to be -.089. The covariance estimate, -.089,

absolute value is .613. In other words, the covariance between perception of the employees
towards Occupational stress and educational status of the employee is not significantly different
from zero at the 0.05 level (two-tailed).
The covariance between motivational factors of the employees and educational status of the
other words, the covariance between motivational factors of the employees and educational
status of the employees is significantly different from zero at the 0.05 level (two-tailed).
experience of the employees is estimated to be -.194. The covariance estimate, -.194, has a
towards Occupational stress and experience of the employees is not significantly different from
zero at the 0.05 level (two-tailed).
The covariance between motivational factors of the employees and experience of the
employees is estimated to be .589. The covariance estimate, .589, has a standard error of about
other words, the covariance between motivational factors of the employees and experience of
the employees is significantly different from zero at the 0.05 level (two-tailed).
annual income of the employees is estimated to be .263. The covariance estimate, .263, has a
towards Occupational stress and annual income of the employees is not significantly different
from zero at the 0.05 level (two-tailed).
The covariance between motivational factors of the employees and annual income of the
other words, the covariance between motivational factors of the employees and annual income
of the employees is not significantly different from zero at the 0.05 level (two-tailed).
The covariance between perception of the employees towards Occupational stress and area
of the residence of the employees is estimated to be -.316. The covariance estimate, -.316, has
a standard error of about .176. The probability of getting a critical ratio as large as 1.792 in
towards Occupational stress and area of the residence of the employees is not significantly
different from zero at the 0.05 level (two-tailed).
The covariance between motivational factors of the employees and area of the residence of
the employees is estimated to be .361. The covariance estimate, .361, has a standard error of
In other words, the covariance between motivational factors of the employees and area of the
residence of the employees is not significantly different from zero at the 0.05 level (two-tailed).
The covariance between motivational factors of the employees and perception of the
employees towards Occupational stress is estimated to be 2.477. The covariance estimate,
2.477, has a standard error of about 1.706. The probability of getting a critical ratio as large as
1.451 in absolute value is .147. In other words, the covariance between motivational factors of
the employees and perception of the employees towards Occupational stress is not significantly
different from zero at the 0.05 level (two-tailed).

Table 4 Model Fit Summary for impact of Occupational stress on performance and satisfaction of the
employees with special reference to private sector banks in thanjavur district
Indices Value Suggested Value
Chi-square value 25.942
P value 0.766 >0.05 (Hair et al., 1998)
CMIN/DF 0.811 < 5 (Marsh&Hocevar,1985)
GFI 0.995 >0.90 (Hu and Bentler, 1999)
AGFI 0.984 >0.90 (Hair et al. 2006)
CFI 0.999 >0.90 (Daire et al., 2008
RMR 0.319 <0.08 (Hair et al. 2006)
RMSEA 0.002 <0.08 ( Hair et al. 2006)
Source: Output generated from Amos 20
From the above table it is found that the calculated P value is 0.766 which is greater than
0.05 which indicates the model is fit. And also, the CMIN value is 0.811 which is less than 5
which indicates the model is fit. Here GFI (Goodness of Fit Index) value and AGFI (Adjusted
Goodness of Fit Index) value is greater than 0.9 which represent it is a good fit. The calculated
CFI (Comparative Fit Index) value is 0.999 which means that it is a perfectly fit and also it is
found that RMR (Root Mean Square Residuals) value is 0.319 and RMSEA (Root Mean Square
Error of Approximation) value is 0.002 which is less than 0.10 which indicated it is perfectly
fit.
9. CONCLUSION
This study has analysed the relationship between perceived occupational stress of employees in
private sector banks in thanjavur district and their levels of job performance. Job performance
and job satisfaction were also found to be having high levels of impacts. Further the employee’s
personality characteristics instigated by motivational factors were seen to influence the
relationship between various occupational stressors and their job efficiency, job performance
and job satisfaction. The results of the study have indicated that employees manifest high levels
of occupational stress. Excessive work related stress is bound to adversely affect the
performance of the employees. Motivation is an identified major tool that helps in reducing
work related stress and excessive job dissatisfaction. The major implication of the study is that
it brings out the importance of orientating the employees to strategies better stress management
and to lower their job inefficiency and heighten their job performance and satisfaction. This in
the long run would be beneficial to the management in terms of increasing the productivity.
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Conceptual Model Fit For Impact of Occupational Stress On Performance and Satisfaction of The Employees With Special Reference To Private Sector Banks in Thanjavur District

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Conceptual Model Fit For Impact of Occupational Stress On Performance and Satisfaction of The Employees With Special Reference To Private Sector Banks in Thanjavur District

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International Journal of Management (IJM)

© IAEME Publication Scopus Indexed

CONCEPTUAL MODEL FIT FOR IMPACT OF

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3. CAUSES FOR STRESS

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6. STATEMENT OF THE PROBLEM

7.1. Objective of the Study

7.2. Sources of Data Used

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7.3. Sampling Technique

8. CONCEPTUAL MODEL FIT FOR IMPACT OF OCCUPATIONAL

Observed, Exogenous variables

Unobserved, Exogenous variables

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Table 1 Summary of the variables used for the analysis

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Effects of the Occupational stress in

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up by 1 standard deviation, effects of the Occupational stress in respect of psychological stress

When educational qualification of the employees goes up by 1, effects of the Occupational

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Perception of the employees towards Occupational stress <-->

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