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Work stress is the stress that is generated due to conflicting demands in one's job. The amount of
control employees have over their workflow can impact how significant work stress will be. While
all work has an element of stress, true work stress is harmful in that an employee has emotional
and physical reactions to job demands that are difficult to control.
Work-related stress develops because a person is unable to cope with the demands being placed
on them. Stress, including work-related stress, can be a significant cause of illness and is known
to be linked with high levels of sickness absence, staff turnover and other issues such as more
errors.
Stress can hit anyone at any level of the business and recent research shows that work related stress
is widespread and is not confined to particular sectors, jobs or industries. That is why a population-
wide approach is necessary to tackle it.
Work stress comes from many sources. Some of the most common sources of job-related stress
include:
Environmental Stress - Some stress that people experience in the workplace is related to
the physical environment in which they work. This type of stress can be associated with
workplace safety issues, the configuration of one's work area, the type of furniture or
equipment that must be used in order to perform job functions, and other variables.
Uncertainty - People who aren't sure where they stand in their jobs often experience a high
degree of work stress. This issue can be tied to fear of job loss, hoping for recognition or a
promotion, a lack of feedback on one's performance, or other issues.
People Issues - A great deal of workplace stress is related to people problems, such as
coping with difficult co-workers, dealing with a negative or uncommunicative supervisor,
peer pressure, and more.
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Factors Influencing work stress:
The most common factors which influence work stress are as follows:
Excessively high workloads, with unrealistic deadlines making people feel rushed, under
pressure and overwhelmed.
Insufficient workloads, making people feel that their skills are being underused.
People being asked to do a job for which they have insufficient experience or training.
Difficulty settling into a new promotion, both in terms of meeting the new role's
requirements and adapting to possible changes in relationships with colleagues.
Bullying or harassment.
A blame culture within your business where people are afraid to get things wrong or to
admit to making mistakes.
Weak or ineffective management which leaves employees feeling they don't have a
sense of direction. Or over-management, which can leave employees feeling
undervalued and affect their self-esteem.
Multiple reporting lines for employees, with each manager asking for their work to be
prioritised.
Failure to keep employees informed about significant changes to the business, causing
them uncertainty about their future.
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Literature Review :
Study also reveals that the most notable stressors for correctional officers are role
problems, work overload, demanding social contacts (with prisoners, colleagues and
supervisors) and poor social status. Improvement in human resource management,
professionalization of correctional officer’s jobs and improvement of the social work
environment seem to be promising avenues for reducing job stress and burnout in
correctional institutions.
Surveys also indicate that employees in publicly funded institutions experience greater
perceived work stress than those in privately funded organisations. A study on mental
health counsellors shows that damaging effects of stress and burnout can be compounded
in institutional settings such as state hospitals. These institutions have residence with lac
bass facilities and specifically ha low staff-resident ratios with limited professional
resources. Lack of adequate guidance of low pay aggravate the stress in such setting.
Study reveals that job leavers have much less organisational commitment and lower job
satisfaction. The report much more stress on relationship at work, lacked recognition and
have less personal discretion and influence. The study also explores that women tend to
report more stress, less energy, make more use of time management and seek more use
of social support to deal with it. The research also demonstrates that seniority or grade is
an important factor in occupational stress.
The changing environment creates distress when the challenge is perceived as a threat
to the employee and his/her well-being.
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Objectives
Methodology :
After deciding to conduct the study, the first step was to decide the various
sectors of Indian scenario from which the data was supposed to be collected.
A. Sources of data : The data of the study were collected from primary sources.
The data were collected from the employees of seven different sectors like;
Banking, Manufacturing, Teaching, Outsourcing, Health & Medical, Software
and Construction.
Secondary data were also collected from Books, Journals, Thesis and
Websites for broad study of the subject.
For primary data collection the persons were provided with structured
questionnaire and were collected after duly filled in by them. But in case of
workmen category and employees at distant places direct personal and telephonic
interviews were conducted with the help of structured questionnaire. Even in
some cases, online interviews were also conducted.
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Data Analysis and Interpretation:
Yes No
No.of Respondents 83 17
Responses
17%
Yes
No
83%
Interpretation:
Out of 100 respondents 83 agreed that they have stress workplace. 17 expressed that they do
not feel any kinds of stress at work. So, the proceeding survey has been conducted on those
respondents who are in stress at workplace.
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2. If “Yes”, could you please select the symptoms you experience due to stress (select
whichever is applicable):
Responses
14%
Anxiety
54%
32% Frequent Headache
Depression
Interpretation:
Out of the 100 respondents 54 have anxiety, 32 have frequent headache and 14 have
Depression. Therefore Majority of the Respondents have Anxiety.
No of Respondents 63 32 15
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RESPONSES
Work-Load Supervision Dead-Lines
14%
29% 57%
Interpretation:
Out of 100 respondents 57 agreed that they have stress due to work load. 29 expressed
that they have stress due to Supervision and balance 14 have stress due to dead-lines . So, the
proceeding survey has been conducted on those respondents who are in stress at workplace.
No of respondents 28 50 32
60
50
40
30
20
10
0
Responses
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Interpretation:
50% of the employees have job stress for a period of 1-3 months. 28% of employees have job
stress for a period less than 1 month and 32% of employees have job stress for a period more
than 1 year. This shows that Majority of Respondents are facing job stress for a period of 1-3
months.
70
60
50
40
30
20
10
0
Responses
Interpretation:
Out of the 100 respondents 11 are facing mild job stress.65 are facing Moderate job stress and 24
are facing severe job stress. This shows that major respondents rate there job stress as a moderate
one.
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6. Do you feel you have a healthy work-life balance? If “No”, then which of the following
statements best describes your work-life balance
No of 15 30 20 15 20
respondents
Responses
Interpretations:
Out of the 100 respondents 30 have expected to work long hours to achieve their targets 15 of
them face inflexible work hours.20 miss their children games. 15 are too tired after work and
other 20 have different issues.
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7. If your job stress doesn't involve another person, is it caused by the:
40
35
30
25
20
15
10
0
responses
Interpretation:
As per above chart 35% respondents feel jobs stress due to nature of the job and
responsibilities. Whereas other respondents feel job stress due to volume of work, physical work
environment and personal health issue.
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8. What industry do you work in?
No of 13 17 31 39
respondents
45
40
35
30
25
20
15
10
0
Responses
Interpretation:
As per above chart 40% respondents feel jobs stress due to service employee and
responsibilities. Whereas other respondents feel job stress due to Trades/Skilled Labor ,full time
student and technical.
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9. What is your job title?
No of respondents 26 35 39
Responses
26%
Executive
39%
Supervisor
Senior Manager
35%
Interpretation:
As per above chart 39% respondents feel jobs stress due to senior manager and responsibilities.
Whereas other respondents feel job stress due to executive and supervisor.
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10. Considering your overall experience how likely are you to recommend this organization
to your family or friends?
No of respondents 42 47 11
Responses
Very likely
Okay
Very unlikely
0 5 10 15 20 25 30 35 40 45 50
Responses
Interpretation:
As per above chart 45% respondents feel jobs stress due to okay and responsibilities. Whereas
other respondents feel job stress due to very likely and very unlikely.
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Suggestion:
Conclusion :
Workplace stress plays a significant role in physiological and psychological well-
being of employees. It also affects the productivity and performance of organizations. The
various results of workplace stress like physical problems, mental disturbances, emotional
imbalance, lifestyle disturbances and behavioral problems lead to disturb the climate of the
organization. These issues create interpersonal conflicts, decreased productivity, low
organizational commitment, increased absenteeism and more attrition etc.
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References:
3. Costa G., 1996, “The Impact of Shift and Night Work on Health”, Applied
Ergonomics, 27(1), Pp.: 9-16.
4. Edwards and Burnard P., 2003, “A Systematic Review of Stress and Stress
Management Interventions for Mental Health Nurses”, Journal of Advanced
Nursing, 42, Pp.: 169-200.
5. EdwardsD., HanniganB., Fothergill A.and BurnardP., 2002 “Stress Management
for Mental Health Professions: A Review of Effective Techniques”, Society for
the Investigation of Stress, Vol.: 18, Pp.: 203-215.
6. Israel B., House J., Schurman S., Heane C., and Mero R., 1989 “Relation of
Personal Resources, Participation, Influence, Interpersonal Relationship and
Coping Strategies to Occupational Stress, Job Strains and Health: A Multi-Variate
Analysis”, Work Stress, 3, Pp.: 169-194.
Bibilography:
a. www.google.com
b. www.scholar.google.co.in
c. www.wikipedia.org
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