Chapter V

Stressors Perceived by Trained Social Workers in their Occupation

This chapter analyses stress causing factors (stressors), classifies stressors in relation to the
nature of jobs, as well as stressors in relation to individual context of TSWs and
organisational stressors.
This chapter aims to identify the stressors (first five) for the TSWs in each category and to
analyse differences in the perception of these stressors on the basis of the socio-demographic
(i.e., sex, marital status, and age) and occupational characteristics (i.e., work settings, work
experience, education, salary, job level and job type) of TSWs. This was done by calculating
multiple responses under each category of stressors and by cross-tabulating them with sociodemographic and occupational characteristics of TSWs.
Moreover, information about exposure of abuse by clients during social work occupation of
TSWs was explored and presented across each work setting to understand the role of the
particular stress factor in a social workers occupation. Clients were treated as beneficiaries
under each work setting of TSWs.
Stressors listed under each category are self-explanatory, though before moving ahead here is
the list of stressors and connotation of these stress causing factors is repeated to avoid any
subsequent confusion.

Stressors related to the nature of job

Lack of autonomy Absence of freedom to TSWs take decisions in regard to their job
responsibilities.

Expected to work for long hours/on unsocial hours and uncertainty and wide
breadth of the work task- These two factors are in relation to the overload of the work
task/responsibilities and worries related to them.

Minimal support from co-workers or supervisors and inter-personal conflicts

with/among co-workers- These two factors are explained in regard to the relations of
TSRs with their workmates and colleagues to sort out co-operation and support for the
fulfilment of job responsibilities.

Insufficient quantity/quality of work, lack of recognition as professional social

worker in a team, lack of recognition of work accomplished and more of

100

paper/administrative work- These four are described in regard to the quality of work
and the satisfaction from that work.

Lack of social status- Social status is explained as the image and prestige of their work,
job and profession among their workmates and society at large in which they work.

Job Insecurity- It is perceived as a threat of loss of job and the worries relating to it.

Low salary and few opportunities for advancement or promotion- They are with
regard to the economical and career growth of TSWs in their present occupations.

Stressors related to individual context of TSWs

Conflict between the demands at job and home, and lack of family support and cooperation- These two factors are in regard to the co-operation from the family and the
perception of TSWs about balancing their work and life..

Lack of proper training and orientation for the job and lack of expertise/skills as
social workers to handle the present job responsibly- These two factors are about the
perception of TSWs that their training is insufficient for handling the present job
responsibilities and so they feel worried about it.

Physical or mental difficulties- TSWs were asked about any physical or mental illness
which is acting as an additional issue in dealing with the problems at the work place.

Ideological differences- Differences faced by TSWs in regard to their own ideas about
social work practices and the ideas they learned during their training with the organisation
in which they are working.

Conflict between their aspiration and present job and whether deserve a better job
(as they are more qualified for present job) - This is in relation to dissatisfaction of
TSWs in regard to the mismatch between their skills as TSWs and the job they are
involved in.

Frustration for not being able to bring desired changes in a clients life/scenario and
finding oneself extremely emotional and sensitive for a clients pain and sufferingsThese two factors are referred to as the emotional sensitivity of TSWs which they
perceive as vulnerability for stress at work.

101

Stressors related to organisational context

Lack of employees benefits (provident fund, health insurance, life insurance, etc.),
lack of paid vacation time/sick leave offered, and lack of compensation or protection
in case of any grievance by the employers-These factors are related with the provisions
of basic benefits provided by organisations to their employees.

Lack

of

essential

facilities

(like

water,

electricity,

internet,

stationery,

communication aids, etc.) and lack of adequate recourses to accomplish the given
work task- These two factors can be understood as non-availability of basic resources at
the work place.

Lack of Opportunity to utilize your skills and talents, Lack of Opportunity to learn
new skills, Lack of Support for additional training and education- These factors are
related with the non-availability of opportunities for self-advancement and refinement of
TSWs in the organisations they are working.

Lack of contingent rewards and stringent bureaucratic work environment- These

two factors are in regard to the absence of any motivational efforts from organisations for
employees and about very formal and non-friendly environment leading to stress.

Continued

102

I. Stressors related to nature of job of the professional social workers

Stressors under job nature

Chart 5.1 Distribution of Respondents for Stressors Perceived in Regard to Nature of Job

Lack of social status

56%

Insufficient quantity/quality of work

57%

Interpersonal conflict with/among co-workers

58%

More of paper/admin work

59%

Lack of autonomy

59%

Lack of recognition for work accomplished

60%

Lack of recognition as professional social

Minimal support from co-workers or supervisors

62%
64%

Low salary

66%

Uncertainty and wide breadth of the work task

71%

Expected to work for long hours/on unsocial

Job insecurity

73%
78%

Few opportunities for advancement or promotion

86%
0%

20%
40%
60%
80%
Percentage* of the respondents

100%

*Percentages do not add up to 100 due to multiple responses. Percentages and totals are
based on respondents. Dichotomy group tabulated at value 1, n =186
All the 13 stressors listed under the category of nature of job have been chosen by more than
approximately 50 per cent of the respondents out of total 186. It is clear from the above bar
graph (based on multiple responses) that the few opportunities for advancement and
promotion are the most frequently chosen stressor related to the nature of job (86 per cent,
i.e., 160) by 186 respondents. On the other hand, job insecurity also troubles a majority (78
per cent ,i.e.,145) of the TSWs. Stressors like expected to work for long hours/on unsocial
hours (73per cent ,i.e., 135) and uncertainty and wide breadth of the work task (71 per
cent,i.e.,132) have the third and fourth ranks respectively among all the stressors. Both the
stressors are almost perceived equal by same percentage of TSWs. Moreover, stressor of
having low salary is chosen by 66 per cent (i.e., 123) respondents is at the fifth position as
compared with all the remaining 13 stressors.

103

Chart 5.2 Distribution of Respondents for Top Five Stressors in Regard to Nature of Job as
per sex
77%

Stressors under job nature

Low salary

Female
Male

Minimal support from co-workers or

supervisors

66%

Uncertainty and wide breadth of the work task

77%
68%

Job insecurity

78%
74%
67%
76%

Expected to work for long hours/on unsocial

hours

78%

Few opportunities for advancement or

promotion

90%
0%

50%
100%
Percentage* of the respondents

*Percentages do not add up to 100 due to multiple responses. Percentages and totals are
based on respondents. Dichotomy group tabulated at value 1, Males (n=117), Females
(n=69)
Few opportunities for advancement and promotion, and job insecurity are perceived by equal
number of females (78%, i.e., 54) and were the most chosen responses by female TSWs as
compared with all other stressors. Similarly, stressor of low salary and uncertainty, and wide
breadth of the work task is perceived by equal number of female TSWs (77per cent, i.e., 53)
at the second position. Low salary was a cause of stress for female TSWs only under the first
five stressors.
For male TSWs opportunities for advancement and promotion were few. This was the most
chosen response (90 per cent, i.e., 105). Rest of the stressors chosen by male TSWs were
expectation to work for long/unsocial hours (76%, i.e., 89), job insecurity (74%, i.e., 87),
uncertainty and wide breadth of the work task (68%, i.e., 80), and minimal support from the
co-workers (66%, i.e., 77).

104

Chart 5.3 Distribution of Respondents for Top Five Stressors in Regard to Job Nature as per
marital status

Low salary

65%

Stressors under job nature

Uncertainty and wide breadth of

the work task
Insufficient quantity/ quality of
work

Unmarried
Married

71%
76%
80%

More of paper/admin work

Expected to work for long
hours/on unsocial hours

74%
72%

Job insecurity

75%

Few opportunities for

advancement or promotion

85%

93%
83%

0%
50%
100%
Percentage* of the respondents

*Percentages do not add up to 100 due to multiple responses. Percentages and totals are
based on respondents. Dichotomy group tabulated at value 1, Married (n=132), Unmarried
(n=54)
Exceptionally glaring stressors of low salary (65 per cent, i.e., 86) and uncertainty and wide
breath of the task (71 per cent, i.e., 94) are perceived under first five stressors by married
TSWs only. Unmarried TSWs are concerned more about the quality of work at the work
place [as expressed by choosing stressor of having more administrative/paper work (80 per
cent, i.e., 43) and having insufficient quantity and quality of work (76 per cent, i.e., 41)]
After comparing the above findings with the findings of Chart 5.3, it can be concluded that
the married female TSWs perceive the stressor of low salary more, as compared with their
other counterparts.

105

Table 5.1 Distribution of Respondents for Top Five Stressors in Regard to Job Nature as per
Work Settings
NGOs
(n=92)
1 Few opportunities
for advancement or
promotion
2
Job insecurity
3 Lack of recognition
as professional
social worker in a
team
4 Minimal support
from co-workers or
supervisors
5 Expected to work
for long hours/on
unsocial hours

92

Academics
(n=33)
Few opportunities
for advancement or
promotion

91

Corporate/ Industries
(n=61)
Uncertainty and wide
breadth of the work
task

79

87

Low salary

82

Expected to work for

long hours/on unsocial
hours

72

78

Job insecurity

79

Few opportunities for

advancement or
promotion

72

77

Lack of recognition
for work
accomplished

70

Interpersonal conflict
with/among coworkers

69

75

Expected to work
for long hours/on
unsocial hours

67

More of paper/admin
work

66

Percentages do not add up to 100 due to multiple responses. Percentages and totals are
based on respondents. Dichotomy group tabulated at value 1
Examination of perception of stressors based on the work setting shows that lack of
recognition as a professional social worker in a team (78% ,i.e., 72) and minimal support
from co-workers or supervisors (77 per cent

,i.e., 71) were prominent (getting third and

fourth ranks respectively) in NGO work setting as compared with other two work settings.
Similarly low salary (82 per cent, i.e., 27) and lack of recognition for work accomplished (70
per cent, i.e., 23) were prominent chosen stressors (at second and fourth positions
respectively) in academic work setting.
Uncertainty and wide breadth of the work task (79 per cent ,i.e., 48), inter-personal conflict
with/among co-workers (69 per cent ,i.e., 42) and more of paper/administrative work (66 per
cent ,i.e., 40) are noticeable stressors rank first, fourth and fifth respectively in cooperate
sector as compared with NGOs and academic work setting. Job insecurity is common in both
NGOs and academic work setting.

106

Table 5.2 Distribution of Respondents for Top Five Stressors in Regard to Job Nature as per
Work Experience
3-12 years
(n=122)

23-32 Years
(n=20)
Few opportunities
84 for advancement or
promotion
Expected to work
68 for long hours/on
unsocial hours

Job insecurity

87

Few opportunities
for advancement or
promotion

84

Low salary

75

Expected to work
for long hours/on
unsocial hours

Minimal support
66 from co-workers or
supervisors

85

Uncertainty and
wide breadth of the
work task

73

Lack of social
status

64 Lack of autonomy

70

72

Minimal support
from co-workers or
supervisors

Lack of recognition
61 for work
accomplished

70

13-22 Years
(n=44)
Few opportunities
for advancement or
promotion
Uncertainty and
wide breadth of the
work task

Expected to work
for long hours/on
unsocial hours

95

90

Percentages do not add up to 100 due to multiple responses. Percentages and totals are
based on respondents. Dichotomy group tabulated at value 1
In the initial years of work experience (i.e., from 3 to 12 years), job insecurity (87 per cent ,
i.e., 106) was the most chosen response by the TSWs. Similarly, stressor of low salary (75
per cent, i.e., 92) was also prominently chosen stressor.
As the number of years of work experience increases, TSWs were concerned about lack of
social status (64 per cent, i.e., 28- work experience of 13-22 years) and lack of autonomy (70
per cent, i.e., 14- work experience of 23 to 32 years) along with other stressors.

107

Table5.3 Distribution of Respondents for Top Five Stressors in Regard to Job Nature as per
Job Type
Contractual job
(n=103)

Ad hoc basis
(n=13)
Insufficient
quantity/ quality of
work
Few opportunities
for advancement or
promotion

1 Job insecurity

93

2 Few opportunities for

advancement or promotion

86

Uncertainty and wide

3 breadth of the work task

77

Job insecurity

4 Low salary

75

Expected to work
for long hours/on
unsocial hours

Permanent
(n=70)

Few opportunities
100 for advancement
or promotion
Expected to work
92 for long hours/on
unsocial hours
More of
92
paper/admin work
85

Uncertainty and
wide breadth of
the work task

Lack of recognition as
Minimal support
Minimal support
5 professional social worker
69 from co-workers or
85 from co-workers
in a team
supervisors
or supervisors
Note- Ad hoc means jobs which are likely to get permanent
Percentages do not add up to 100 due to multiple responses. Percentages and totals are
based on respondents. Dichotomy group tabulated at value 1

83

80
66
63

61

TSWs working on contractual jobs experience job insecurity to the highest extent as it is
chosen by 93 per cent (, i.e., 96) of the total 186 TSWs. Low salaries (74 per cent, i.e., 76)
and lack of recognition as professional social worker in a team (69 per cent, i.e., 71) was also
a prominent stressor getting ranked in the first five stressors by TSWs working on contractual
jobs.
TSWs working on an ad hoc basis were worried about the quality of work (stressorinsufficient quantity/quality of work is mentioned by all TSWs working on ad hoc basis (i.e.,
100 per cent, i.e., 13). Moreover, they shared the feelings of job insecurity with TSWs
working on a contractual basis.
With the permanent nature of job, more of paper/administration work is coming into
depiction on rank third. It was chosen by 66 per cent (i.e., 46) of TSWs. Few opportunities
for advancement or promotion are commonly chosen stressors by all the TSWs across all
types of jobs.

108

II. Stressors related to individual/personal context

Stresors under personal/individual nature

Chart5.4 Distribution of Respondents for Stressors Perceived by TSWs in Regard to

Individual/Personal Context

Physical or mental difficulty

17%

Lack of family support and co-operation

45%

Lack of expertise/skills as social worker

53%

Find yourself extremely emotional and

59%

Frustration for not being able to bring

63%

Conflict between demands at job and home

63%

Ideological difference

65%

Lack of proper training and orientation

70%

Deserve better job (as you are more

71%

Conflict between your aspiration and

71%

0%

20%

40%

60%

80%

Percentage* of the respondents

*Percentages do not add up to 100 due to multiple responses. Percentages and totals are
based on respondents. Dichotomy group tabulated at value 1, n =186.
Under this category of stress causing factors, two stressors ,i.e., conflict between their own
aspiration and present nature of job, and wish to have a better job (as they find themselves
more qualified for the present job) were the most chosen stressors (by equal number of
TSWs- 71 per cent ,i.e.,132) as compared with other stressors.
Moreover, feelings of having inadequate training and orientation for the job were also found
to be prominent stressor at the third position as chosen by 70 per cent (i.e., 130) of the total
TSWs. Some other prominent stressors which were expressed were ideological difference at
the work place (65 per cent, i.e., 121), conflict between demands at job and home (63 per
cent, i.e., 117) and frustration for not being able to bring desired changes in the client's
life/scenario (63 per cent, i.e., 117).

109

Chart 5.5 Distribution of Respondents for Top Five Individual/Personal Stressors as per Sex

Individual/personal stressors

Conflict between demands of job

and home

72%

Frustration for not being able to

bring desired changes in client's

64%
62%

Conflict between your aspiration

and present nature of job

80%
67%

Lack of proper training and

orientation for the job

72%
68%

Ideological difference

Females
Males

69%

Deserve better job (as you are

more qualified for present job)

63%

76%

0.0%
50.0%
100.0%
Percentage* of the respondents
*Percentages do not add up to 100 due to multiple responses. Percentages and totals are
based on respondents Dichotomy group tabulated at value 1, Male (n=117), Female (n=69)
Conflict between their own aspiration and present nature of job was the most chosen response
by female TSWs (80 per cent, i.e., 55). Conflict between demands of job and home, and lack
of proper training and orientation for the job were at the second position chosen by the equal
number of female TSWs (,i.e.,72 per cent ,i.e., 50). Stressor of conflict between demands of
job and home was chosen by only female TSWs under five stressors.
Male TSWs were different in perceiving the stressors. They marked ideological differences
(70 per cent, i.e., 82) at the second position among the first five stressors.

110

Chart 5.6 Distribution of Respondents for Top Five Individual/Personal Stressors as per
Marital Status

Individual/personal stressors

Find yourself extremely emotional

and sensitive for clients pain and

72%

Conflict between demands at job

and home

65%
62%

Ideological difference

67%
64%

Lack of proper training and

orientation for the job

76%
67%

Conflict between your aspiration

and present nature of job

Unmarried
Married

80%
68%

Deserve more better job (as you are

more qualified for present job)

75%

0%
50%
100%
Percentage* of the respondents
*Percentages do not add up to 100 due to multiple responses. Percentages and totals are
based on respondents. Dichotomy group tabulated at value 1. Married (n=132), Unmarried
(n=54)
Marital status does not bring much difference in the first five stressors marked by TSWs in
chart 5.4. Only married TSWs expressed clearly that they deserve better jobs as they were
more qualified for the present job (chosen by 75 per cent, i.e., 99 of total 132 married TSWs
at first position). Unmarried TSWs were more concerned about pain and sufferings of their
clients (chosen by 72 per cent, i.e., 39 of total 54 unmarried TSWs at the second position).
After comparing the above findings with the findings of the previous (,i.e., chart 5.5) chart, it
can be concluded that female TSWs irrespective of their marital status perceived the stressor
of conflict between demands of job and home more seriously, as compared with their other
counterparts.

111

Table 5.4 Distribution of Respondents for the Top Five Individual/Personal Stressors as per
Work Settings

NGOs
(n=92)
Lack of proper
training and
orientation for the
job
Conflict between
demands of job and
home
Conflict between
your aspiration and
present nature of job

Academics
(n=33)

Conflict between
77 your aspiration and
present nature of job
Deserve better job
(as you are more
75
qualified for present
job)
Frustration for not
being able to bring
71
desired changes in
client's life/scenario

82

Corporate/Industries
(n=61)
Deserve e better job
(as you are more
qualified for present
job)

79

82

Ideological difference

75

79

Conflict between your

aspiration and present
nature of job

66

Frustration for not

Conflict between
Lack of proper
being able to bring
71 demands of job and
70 training and
62
desired changes in
home
orientation for job
client's life/scenario
5 Find yourself
Lack of
Lack of proper
extremely emotional
expertise/skills as
training and
and sensitive for
67
64 social worker to
56
orientation for the
clients pain and
handle present job
job
sufferings
responsibly
Percentages do not add up to 100 due to multiple responses. Percentages and totals are
based on respondents. Dichotomy group tabulated at value 1
As for the work setting, TSWs working in corporate/industries have shown concern about the
ideological differences at the work place (75 per cent, i.e., 46), and lack of expertise/skills as
social workers to handle the present job responsibly (56 per cent, i.e., 34) as compared with
the similar pattern of first five stressors across all the three work settings.

112

III. Stressors related to organisations

Chart 5.7 Distribution of Respondents for Stressors in Regard to Organisational context
Lack of essential facilities (Water,
electricity, Internet, stationery,
Lack of paid vacation time/sick leave
offered
Lack of compensation or protection in case
of any grievances by the employer

45%
53%
56%

Stringent bureaucratic work environment

63%

Lack of employment benefits (Provident

funds, Health Insurance, Life Insurance etc.)
Lack of adequate resources to accomplish
the given work task

64%
67%

Lack of contingent rewards

75%

Lack of support for additional training and

education

75%

Lack of opportunities to learn new skills

87%

Lack of opportunities to utilise your skills

and talents

89%
0%

50%

100%

Percentage* of the respondents

*Percentages do not add up to 100 due to multiple responses. Percentages and totals are
based on respondents. Dichotomy group tabulated at value 1. n =186
Under the category of stressors related to organisational context, TSWs were most concerned
about lack of opportunities to utilize their skills and talents. This particular stressor was
ranked first as it was chosen by 89 per cent (i.e., 166) of the total TSWs. In a similar vein,
TSWs were bothered about the lack of opportunities to learn new skills (87 per cent, i.e., 162)
and lack of support for additional training and education (75 per cent, i.e., 140) in their
present occupation. Moreover, lack of contingent rewards (75 per cent, i.e., 140) by the
organisation and lack of adequate resources to accomplish the given work task (67 per cent,
i.e., 125) were also marked in the first five stressors under the organisational context.

113

Organisational stressors

Chart 5.8 Distribution of Respondents for Top Five Organisational Stressors as per Sex

Lack of adequate resources to

accomplish the given work task

74%
64%
72%
76%

Lack of contingent rewards

Lack of support for additional
training and education

69%
78%

Females
Males

Lack of opportunities to learn new

skills

88%
86%

Lack of opportunities to utilize

your skills and talents

93%
87%

0.0%
50.0%
100.0%
Percentage* of the respondents
*Percentages do not add up to 100 due to multiple responses. Percentages and totals are
based on respondents. Dichotomy group tabulated at value 1, Male (n=117), Female (n=69)

Both male and female TSWs expressed similar views for stressors related to their
organizational context. Female TSWs had lack of support for additional training and
education (69 per cent, i.e., 48) and lack of adequate resources to accomplish the given work
task (74 per cent, i.e., 51) to a greater extent as compare with their male counterparts.

114

Organisational stressors

Chart 5.9 Distribution of Respondents for Top Five Organisational Stressors as per Marital
Status

Unmarried

Lack of adequate resources to

accomplish the given work task

71%

Lack of employment benefits

(Provident funds, Health

Married

73%
67%
77%

Lack of contingent rewards

Lack of support for additional
training and education

65%
79%

Lack of opportunities to learn new

skills

73%
92%

Lack of opportunities to utilize your

skills and talents

79%
93%

0%
50%
100%
Percentage*of the respondents
*Percentages do not add up to 100 due to multiple responses. Percentages and totals are
based on respondents. Dichotomy group tabulated at value 1, Married (n=132), Unmarried
(n=54)
Equal numbers of unmarried TSWs (73 per cent, i.e., 39) perceived the stressor called lack of
opportunities to learn new skills and the lack of employment benefits (provident funds, health
insurance, life Insurance, etc.). Moreover, lack of employment benefits was prominent only
for unmarried TSWs. For married TSWs, lack of adequate resources to accomplish the given
work task (71 per cent, i.e., 94) was a prominent stressor.

115

Table 5.5 Distribution of Respondents for Top Five Organisational Stressors as per Work
Settings

NGOs
(n=92)
Lack of opportunities
to utilize your skills
and talents

86

2
Lack of opportunities
to learn new skills
3

80

Academics
(n=33)
Lack of
opportunities to
learn new skills
Lack of
opportunities to
utilize your skills
and talents
Lack of employment
benefits (provident
funds, health
insurance, life
insurance, etc.)

97

88

Corporate/ Industries
(n=61)
Lack of opportunities
to utilize your skills
and talents
Lack of opportunities
to learn new skills

95

92

Lack of employment
benefits (provident
Lack of support for
funds, health
77
85 additional training
78
insurance, life
and education
insurance, etc.)
4 Lack of support for
Lack of contingent
Lack of contingent
additional training
71
82
78
rewards
rewards
and education
5 Lack of adequate
Lack of support for
Stringent
resources to
70 additional training
79 bureaucratic work
77
accomplish the given
and education
environment
work task
*Percentages do not add up to 100 due to multiple responses. Percentages and totals are
based on respondents. Dichotomy group tabulated at value 1
Lack of opportunities to learn new skills and to utilize already acquired skill and their talent
seems to be the most chosen stressors among all the three work settings. Except TSWs
working in NGOs and academic setting, others were not getting basic employment benefits
like provident funds, health insurance, etc. TSWs working in corporate sector had worries
about stringent bureaucratic work environment as different from other two work settings.

116

IV. Abuse by the client* as one of the stressor

Table 5.6 Distribution of Respondents for Nature of Abuse by Clients* as per Work Settings
No abuse
(n=85)
NGOs

47%

Verbal
abuse
(n=75)
51%

Threats of
violence
(n=16)
25%

Physical abuse
(Physical fightings)
(n=10)
100%

Total
(N=186)

Academics
Corporates/ Industries

26%

13%

6%

0%

17%

27%

36%

69%

0%

33%

49%

*Clients for respondents were treated as beneficiaries under each work setting.
Above table represents the nature of abuse faced by TSWs while performing their services as
professional social workers for their beneficiaries in their respective work settings.
As compared with other two work settings, TSWs working in NGOs faced the verbal abuse
the most (51 per cent, i.e., 38) and experienced physical abuse (physical fightings) during
their work. TSWs working in corporate/industry work setting experienced threats of violence
most (69 per cent, i.e., 11). TSWs working in academics were less abused during their work.

117

V. Conclusion
The most chosen stressors by TSWs were few opportunities for advancement and promotion,
job insecurity, and work for long hours/on holidays. They also had conflict between their
aspirations and present nature of job, ideological difference, and conflict between demands
from job and home. Further, they lacked opportunities for the refinement of their job skills,
had fewer contingent rewards and inadequate resources to accomplish the given work task.
Perception of these stressors was found to vary as per the socio-demographic and
occupational variables of the TSWs like stressors and fewer opportunities for
advancement/promotion. Job insecurity was the most source of stress for the female TSWs.
Stressors like low salary, vagueness and extensiveness of the work task, lack of support for
additional training and education at the work place, and lack of adequate resources to
accomplish the work task were the stressors perceived by female TSWs only under the first
five stressors.
Moreover, only married female TSWs perceived the stressor of low salary more. Irrespective
of their marital status, they were more worried for the conflicts between demands of job and
home as compared with their male counterparts. However, male TSWs had less support from
co-workers in relation to their job tasks and ideological differences at the work place.
Unmarried TSWs had more administrative and paper work, insufficient quantity and quality
of work and absence of basic employment benefits (like provident funds, etc.) as major
stressors. They also found themselves sensitive to the pain and sufferings of their clients.
Married TSWs perceived low salary and uncertainty and wide breadth of the work task as
major stressors for them.
TSWs from NGOs perceived lack of recognition as a professional/trained social worker in a
team and minimum support from co-workers as major stressors. TSWs from academic work
setting had low salaries and lack of recognition for the job responsibilities discharged by
them successfully. TSWs from both NGOs and academics had feelings of job insecurity,
fewer chances to learn new skills and less employment benefits.
Uncertainty and wide breadth of the work task, inter-personal conflict with/among coworkers and more of paper/administrative work, ideological differences and stringent

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bureaucratic work environment were noticeable stressors for TSWs working in corporate
sector.
In the initial years (3 to12 years) of employment, TSWs had job insecurity and low salary.
During the employment period of 13 to 22 years they suffered from lack of social
respectability for their profession. As the work experience increased to 23 to 32 years they
had minimal support from the co-workers.
An important finding of the study was that TSWs faced violence at the work place. TSWs in
corporate/industries experienced maximum threats of violence.

TSWs in NGOs alone

experienced physical abuse (physical fighting) as compared with their counterpart elsewhere.
They were also exposed to verbal abuse the most. TSWs working in academics were less
abused.
Further, next chapter is about stress among trained social workers, wherein various statistical
tests were performed to know stress levels of TSWs in their occupation and the difference in
the occupational stress as per their socio-demographic and occupational characteristics.

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