CHAPTER:4: DATA ANALYSIS AND INTERPRETATION

4.1. INTRODUCTION
The primary objective of this study is to find out the impact of workspace challenges
and individual factors influencing stress in banks of Tamil Nadu, Chennai. The data analysis
has been done for the research work to achieve this objective on basis of the collected
primary data. The responses of 110 bank employees have been collected in this research.
These respondents were selected from South Chennai so as the responses are received from
all the major southern areas of the city – R.A.Puram, Mylapore, Mandaveli, Alwarpet,
Nandanam, Kotur. Frequencies calculation has been done by the researcher for all the study
variables to understand the characteristics of the collected data.

In this chapter, researcher has used SPSS version 20.0 to perform various statistical
techniques to analysis the data. Data were first coded in excel sheet and exported to Statistical
Software for further analysis. Tools selected for analysis are: Cross tabs, graphical
representation and descriptive frequencies.

4.2 GRAPHICAL ANALYSIS

Graphical analysis helps us to understand how various respondent of research are

proportionate. The researcher wants to examine the magnitude of each categorical variable
and some of the internal sub categories that has been classified for each demographic factor.
As a research tool, here the researcher has applied pie charts and bar charts to understand the
classification.
4.3 TABLE AND CHARTS

We have all heard the adage: ―a picture is worth a thousand words‖. One of the best
techniques for understanding data is to visualize the numbers as a picture. This can make it
far easier to see a pattern or it can expose patterns that might otherwise have been concealed.

1. Tables: Good tables are an integral part of your package, whether this is a news
release, an analytical article or a research paper. Using tables effectively helps
minimize the number of data values in your text. It also eliminates the need to discuss
less significant variables that are not essential to the story line.
2. Charts: Statistics can often be better understood when they are presented in a chart
than in a table. A chart is a visual representation of statistical data, in which the data
are represented by symbols such as bars or lines. It is a very effective visual tool, as it
displays data quickly and easily, facilitates comparison and can reveal trends and
relationships within the data. A chart generally takes the form of a one- or
twodimensional figure, such as a bar chart or a line chart. Although there are three-
dimensional charts available, they are usually considered too complex to be easily
understood. Charts can be used to illustrate patterns in a large amount of data or to
communicate a key finding or message.

4.4 CROSS TABULATION LAYERS

Cross- tabulation is a two or more-dimension table that records the frequencies of respondent
that have specific characteristics described in the cells of the table. It provides relationship
between two or more variables.
4.5 DEMOGRAPHIC DETAILS

Table 4.5.1 GENDER * AGE Crosstabulation

GENDER * AGE Crosstabulation

Count
AGE Total
18- 21-25 26-35 36-50 above 50
20
GENDER Male 25 16 16 5 3 65
Female 18 11 11 4 0 44
Total 43 27 27 9 3 109

Chart 4.5.1 GENDER * AGE Crosstabulation

Interpretation:
The above table shows relation between Gender and age of the employees within banks of
Chennai. Out of 109, 65 male respondents from the age of 18-20 are maximum respondent
and out of 44 Female respondents from the rage of 18-20 is again maximum respondent. The
higher officials couldn’t be contacted due to short span of time and legal obligations. The
respondents were gathered to respond with a help of a reputed firm the name will be
disclosed due to privacy and rights reasons.
 Table 4.5.2 Gender*Job specification crosstabulation

Chart 4.5.2 Gender*Job specification crosstabulation

Interpretation:
The above table shows relation between Job specification and gender of the employees within
banks of Chennai. Out of 110, 12 male respondents not want to mention their jobs. Out of
45 Female respondents, 13 respondents were normal officers. The higher officials were not
contacted due to short span of time. There were equal female officers in banking sector.
Female graduates tend to apply for banking exams but they were not really in responding to
the research as they were not sure about providing their personal opinion to a student which is
great struggle in collecting responses.
 Table 4.5.3 GENDER * EXPERIENCE Crosstabulation

GENDER * EXPERIENCE Crosstabulation

Count
EXPERIENCE Total
0-2 years 3-5 years 5-10 years more than 10
years
GENDER Male 36 21 2 6 65
Female 26 11 5 3 45
Total 62 32 7 9 110

Chart 4.5.3 GENDER * EXPERIENCE Crosstabulation

Interpretation:
The crosstabulation is used to identify the relationship between the Gender and
experience. As mentioned in the above Chart 4.5.3 the male respondent is more compared to
female bankers’ responses. The overall average is more in 0-2 years all the new joined
bankers were ready to respond as they clearly know about the research. As the questions were
more relevant, they felt the ease to answer with their personal and professional experiences.
The result attained from this research may not represent the overall population of the bank
employees. It mainly concentrates on the younger generation employees.
4.6 Major workforce challenges and roles

Table:4.6.1 Workforce challenges

Workforce challenges faced

Responses Percent of Cases
N Percent
work challenge faceda no role clarity 29 21.3% 27.1%
dissatisfied salary 31 22.8% 29.0%
environment adoption 37 27.2% 34.6%
work reliability 32 23.5% 29.9%
gender barrier 7 5.1% 6.5%
Total 136 100.0% 127.1%
a. Dichotomy group tabulated at value 1.

Charts:4.6.1 Workforce challenges

Interpretation:
There are many workforce challenges been faced by the bank employees from the interaction
between the employees and from the references five main variables were provided to choose
from the chart and table 4.6.1 we conclude that the employees face in environment adoption
of 27.2% and then comes the work reliability of 23.5%. This is because of the transfers
between 2- 5 years and the changing roles in their work which is inappropriate.
 Table:4.6.2 shifting roles

Do you shift your roles often? if yes is it troubling you?

Frequency Percent Valid Percent Cumulative
Percent

Valid yes 25 13.1 22.9 22.9

yes but not troubling 22 11.5 20.2 43.1

maybe 28 14.7 25.7 68.8
no 34 17.8 31.2 100.0
Total 109 57.1 100.0
Missing System 82 42.9
Total 191 100.0

chart:4.6.2 shifting roles

Interpretation:
Shifting roles is a major drawback in Indian banking sector the banking responses is
maximum in accepting as No of 31.2%. Therefore, they have a pretty good knowledge about
what they know and work about but the second maximum maybe of 25.7%. It might be
because the employees who responded have less work experience but with young generations
perception shifting roles seems quite acceptable.
 Table 4.6.3 Is training or meeting provided

Is training or meeting provided

Frequency Percent Valid Percent Cumulative
Percent
Valid strongly agree 5 2.6 4.5 4.5
agree 24 12.6 21.8 26.4
neutral 51 26.7 46.4 72.7
disagree 15 7.9 13.6 86.4
strongly disagree 15 7.9 13.6 100.0
Total 110 57.6 100.0
Missing System 81 42.4
Total 191 100.0

Chart 4.6.3 Is training or meeting provided

Interpretation:
As the banking entry is mostly computerised the software being used gets updated every
alternative years to improve the accuracy of the entries been made it is necessary to adopt
such upgrades. The result is derived from the table 4.6.3 that relevant training is most likely
given so the answer is maximum of neutral on a scale of 46.36% to the employees to keep
up the speed of the transactions. the second maximum is agreed with 21.82%.
 Table 4.6.4 The place of change on work
The place of change on work
Frequency Percent Valid Percent Cumulative
Percent

Valid yes 33 17.3 30.6 30.6

just a little 41 21.5 38.0 68.5

no 34 17.8 31.5 100.0
Total 108 56.5 100.0
Missing System 83 43.5
Total 191 100.0

Chart 4.6.4 The place of change on work

Interpretation:
There are many branches in various locations from a single bank. There are changes of
workplace changes and from the chart 4.6.4 there are employees who find the changing of
places a little difficult as the maximum voting is on the option just a little with 37.06% and
the second maximum is yes with 31.48% there are few points difference, not a huge
difference.
4.7 SATISFACTION LEVEL

Table 4.7.1 Are you satisfied with your salary structure

Are you satisfied with your salary structure

Frequency Percent Valid Percent Cumulative Percent

Valid yes 63 33.0 57.3 57.3

no 47 24.6 42.7 100.0
Total 110 57.6 100.0
Missing System 81 42.4

Total 191 100.0

Chart 4.7.1 Are you satisfied with your salary structure

Interpretation:
The key factor to run a bank is customer satisfaction to attain the satisfaction is by
having a proper salary structure for the service they provide. Having a proper salary structure
motivates the employee to achieve the target and to improve the banking sector. From the
chart 4.7.1 we can easily conclude that the banking employees from private as well as public
sectors are satisfied with their salary structure as the maximum responses is on yes with
42.73% .
 Table 4.7.2 dissatisfied customers

dissatisfied customers?
Frequency Percent Valid Percent Cumulative
Percent
Valid mostly 20 10.5 18.2 18.2
quite often 67 35.1 60.9 79.1
never 23 12.0 20.9 100.0
Total 110 57.6 100.0
Missing System 81 42.4
Total 191 100.0

chart 4.7.2 dissatisfied customers

Interpretation:

Dissatisfied customers are mostly interacted by the KYC team and loan department were they
tend to meet them directly. So this question is mainly for the employees who tend to receive
customers in a daily basis. From the table 4.7.2 the employees responded quite often with
60.91%. Therefore they sometimes meet with dissatisfied customers this may occur due to
miscommunication and not having proper knowledge about the banking sector they approach.
 Table 4.7.3 Rate your satisfaction

Rate your satisfaction

Frequency Percent Valid Percent Cumulative
Percent

Valid strongly dissatisfied 11 5.8 10.0 10.0

dissatisfied 11 5.8 10.0 20.0

neutral 42 22.0 38.2 58.2
dissatisfied 28 14.7 25.5 83.6
strongly dissatisfied 18 9.4 16.4 100.0
Total 110 57.6 100.0
Missing System 81 42.4

Total 191 100.0

chart 4.7.3 Rate your satisfaction

Interpretation:
The main objective of this research is to find the overall satisfaction level of the banking
employees in Indian banking sector. The overall satisfaction level of their work is
demonstrated in a bar graph format and the maximum is on neutral with 38.18% and second
maximum is 25.45 with dissatisfied.
4.8 STRESS IN WORKING ENVIRONMENT
Table 4.8.1 Factors of stress Frequencies

Factors of stress Frequencies

Responses Percent of
N Percent Cases

STRESS PROBLEMS Changing sleep schedule 31 17.8% 28.4%

more work than expected 34 19.5% 31.2%
unnoticed emotions 22 12.6% 20.2%
target achievement 37 21.3% 33.9%
not enough personal time 22 12.6% 20.2%
others 28 16.1% 25.7%
Total 174 100.0% 159.6%
a. Dichotomy group tabulated at value 1.

Chart 4.8.1 Factors of stress Frequencies

Interpretation:

Stress is a common term in each and everyone’s life the factors that causes stress to
the banking employees is noted in this question from the chart 4.8.1 the maximum factor that
causes stress between the employee is target achievement with 21.3%. The banking sector
is target oriented sector were the files should be closed within a span of time the customer
support is also needed this causes stress to most of the employees. The second maximum is
also based on the work is overloading of work with 19.54%.
 Table 4.8.2 causes of stress

$causes Frequencies
Responses Percent of Cases
N Percent
causes of stress headache 65 17.5% 59.6%
insomnia 18 4.8% 16.5%
frustration 34 9.1% 31.2%
Negative thoughts 26 7.0% 23.9%
fatigue 15 4.0% 13.8%
anger 37 9.9% 33.9%
restlessness 23 6.2% 21.1%
mood swings 31 8.3% 28.4%
overthinking 39 10.5% 35.8%
Poor concentration 16 4.3% 14.7%
digestive 11 3.0% 10.1%
backpain 30 8.1% 27.5%
neck 27 7.3% 24.8%
Total 372 100.0% 341.3%
a. Dichotomy group tabulated at value 1.

Meaning:

Term Meaning
insomnia Insomnia is a common sleep disorder that can make it hard to fall asleep, hard to stay
asleep, or cause you to wake up too early and not be able to get back to sleep.
frustration the feeling of being upset or annoyed as a result of being unable to change or
achieve something
fatigue extreme tiredness resulting from mental or physical exertion or illness.
Restlessness extreme tiredness resulting from mental or physical exertion or illness.
Digestive Some problems are Irritable bowel syndrome (IBS), Inflammatory bowel disease
problems (IBD), Peptic ulcers, Gastroesophageal reflux disease (GERD),etc,.
 Chart 4.8.2 causes of stress

Interpretation:
The effects of stress are plenty the main effects were picked and asked as a question
to find the maximum cause that affect the employee and the results are represented in a
graphical pie chart where the maximum respondent chose headache of 17.47% and the
second is 10.48% of overthinking. Employees should have a councillor to interact with to
work in peace.
 Table 4.8.3 serious illness

any serious illness experienced or experiencing due to work stress?

Frequency Percent Valid Percent Cumulative
Percent

Valid depression 37 33.6 33.9 33.9

nervousness 12 10.9 11.0 45.0
short or loss of memory 4 3.6 3.7 48.6
hair problem 24 21.8 22.0 70.6
breathing problem 5 4.5 4.6 75.2
loss of appetite 10 9.1 9.2 84.4
frequent infections 1 .9 .9 85.3
high blood pressure 16 14.5 14.7 100.0
Total 109 99.1 100.0
Missing System 1 .9
Total 110 100.0

Chart 4.8.3 serious illness

Interpretation:
Stress causes some serious problems and the maximum problem from the chart 4.8.3
is depression 33.94% and the second highest is hair problem by 22.02% the least problem
faced is frequent infections by .92%
 Table 4.8.4 More stress experienced

More stress experienced

Frequency Percent Valid Percent Cumulative
Percent
Valid physically 45 40.9 41.3 41.3

mentally 64 58.2 58.7 100.0

Total 109 99.1 100.0
Missing System 1 .9
Total 110 100.0

Chart 4.8.4 More stress experienced

Interpretation:
The employees mostly have mental pressure. The environmental adoption is major
cause which will affect mentally with 58.72%. Mental stress is more dangerous than
physical stress. Mental stress cannot be explained easily.
4.9 WORK LIFE BALANCE
Table 4.9.1 family engagements

family engagements?
Frequency Percent Valid Percent Cumulative
Percent

Valid yes 69 36.1 63.9 63.9

no 39 20.4 36.1 100.0
Total 108 56.5 100.0
Missing System 83 43.5

Total 191 100.0

Chart 4.9.1 family engagements

Interpretation
The bank employees have time off facilities for family engagements and it is cleared
by the responses by 63% with 69 respondents. The timing of Indian Banking employees are
from 9 Am to 6 Pm which is quite efficient compared to other sectors. And night shift is not
there in banking sector which is a huge advantage for the employees. The daily sleeping and
eating schedules will be same as normal and healthy life.
 Table 4.9.2 personally interact

personally interact
Frequency Percent Valid Percent Cumulative
Percent

Valid often 41 21.5 37.6 37.6

some occasions 53 27.7 48.6 86.2
mostly no 15 7.9 13.8 100.0
Total 109 57.1 100.0
Missing System 82 42.9
Total 191 100.0

chart 4.9.2 personally interact

Interpretation:
The employees personally interact with some occasions by 48.6%. It is easily
acceptable the colleagues only get few times to interact. The personal interaction helps the
employees to understand each other’s capabilities and their personal struggles. The
employees humanity comes here to adjust and help each other in work struggles.
 Table 4.9.3 gender barrier

gender barrier
Frequency Percent Valid Percent Cumulative
Percent
Valid yes 43 22.5 39.1 39.1
no 67 35.1 60.9 100.0
Total 110 57.6 100.0
Missing System 81 42.4

Total 191 100.0

Chart 4.9.3 gender barrier

Interpretation:
In banking sector there are equal number of male and female employees. Therefore,
the gender barrier is not there with the 60.91%
 Table 4.9.3 force on work life balance

force on work life balance

Frequency Percent Valid Percent Cumulative
Percent

Valid strongly agree 9 4.7 8.3 8.3

agree 23 12.0 21.1 29.4

neutral 55 28.8 50.5 79.8
disagree 8 4.2 7.3 87.2
strongly disagree 14 7.3 12.8 100.0
Total 109 57.1 100.0
Missing System 82 42.9

Total 191 100.0

Chart 4.9.3 force on work life balance

Interpretation
The work force is neutral with the maximum percentage of 50.6%. And the second
maximum is agreed with 21.10%. It is acceptable that every employee feels the workforce at
one point of their work experience.
 Table 4.9.4 can't pursue their career

can't pursue their career

Frequency Percent Valid Percent Cumulative
Percent

Valid agreed 52 27.2 47.3 47.3

might agree 23 12.0 20.9 68.2

not agreed 35 18.3 31.8 100.0
Total 110 57.6 100.0
Missing System 81 42.4

Total 191 100.0

Chart 4.9.4 can't pursue their career

Interpretation
This is the fact that female employees can’t pursue their career after getting married
or after the pregnancy. It is a life turning process for all the female employees. This is agreed
with maximum 47.27% that female employee cant presume their career.