1

A STUDY ON OCCUPATIONAL STRESS OF EMPLOYEES IN PAPER INDUSTRY, WITH SPECIAL REFERENCE TO TAMIL NADU

THESIS

Submitted to the BHARATHIDASAN UNIVERSITY

for the award of the degree of

DOCTOR OF PHILOSOPHY IN MANAGEMENT

Submitted By

G.GOPALAKRISHNAN

Under the Supervision and Guidance of

Dr.M.ARUNACHALAM, M.Sc., M.B.A., Ph.D., Principal, RDB College of Arts and Science,

Papanasam – 614 025

Thanjavur

BHARATHIDASAN UNIVERSITY TIRUCHIRAPALLI, TAMILNADU, INDIA.

MAY 2011

2

CERTIFICATE

This is to certify that the thesis, entitled “A STUDY ON

OCCUPATIONAL STRESS OF EMPLOYEES IN PAPER

INDUSTRY, WITH SPECIAL REFERENCE TO TAMIL NADU”,

submitted to the Bharathidasan University, Tiruchirapalli in partial

fulfillment of the requirements for the award of the Degree of DOCTOR

OF PHILOSOPHY IN MANAGEMENT is a record of original research

work done by Mr. G. GOPALAKRISHNAN, during the period 2008-2011

of his study in the Department of Management Studies, Rajagiri Dawood

Batcha College of Arts and Science, Papanasam, under my supervision and

guidance and the thesis has not formed the basis for the award of any

Degree / Diploma / Associateship / Fellowship or other similar title to any

candidate of any University.

Place : Papanasam Signature of Research Supervisor

Date : (Dr.M.Arunachalam)

3

DECLARATION

I, G.GOPALAKRISHNAN hereby declare that the thesis, entitled

“A STUDY ON OCCUPATIONAL STRESS OF EMPLOYEES IN

PAPER INDUSTRY, WITH SPECIAL REFERENCE TO TAMIL

NADU”, submitted to the Bharathidasan University, Tiruchirapalli in partial

fulfillment of the requirements for the award of the Degree of DOCTOR

OF PHILOSOPHY IN MANAGEMENT is a record of original and

independent research work done by me during 2008-2011 under the

supervision and guidance of Dr.M.ARUNACHALAM, M.Sc., M.B.A.,

Ph.D., Principal, Rajagiri Dawood Batcha College of Arts and Science,

Papanasam, Thanjavur and it has not formed the basis for the award of any

Degree / Diploma / Associateship / Fellowship or other similar title to any

candidate of any University.

Station: Salem Signature of the candidate

Date :

Counter Signed

(Dr.M.ARUNACHALAM)

Research Supervisor

4

ACKNOWLEDGEMENTS

I am ever grateful to many personalities, who have extended their

expertise and experience which helped me a lot in the preparation of this

thesis work.

I am highly indebted to my research supervisor, Dr.M.Arunachalam,

M.Sc., M.B.A., Ph.D., Principal, RDB College of Arts and Science,

Papanasam – 614 025 Thanjavur, Tamilnadu, India, under whose able

guidance this study was carried out. His fluent, frank and frequent advice

have got me on the right direction whenever and wherever I have deviated. I

owe much for his labour and pains. Without his endeavour, sacrifice,

constructive criticism and constant encouragement, this thesis would not

have been completed so successfully in time.

My deep sense of respect and gratitude goes to The Management,

Paavai Educational Trust, Rasipuram, Namakkal District for granting me an

opportunity to do this research work and complete the thesis in a successful

manner.

I am grateful to The Head of the Department, Faculty Members

and the Students of Management Studies for giving their support to

successfully complete of this work.

5

A special note of thanks is expressed to Mr. M. Murali and his

colleagues at Aryaa Infostat Technologies, Erode, for their continuous

assistance in providing me the technical details of this work and their

patience during the countless revisions of the manuscript which enabled me

to prepare the thesis.

I am really grateful to my parents, brother, my wife, my childrens and

friends who have encouraged me in completing this work.

G.GOPALAKRISHNAN

6

CONTENTS

CHAPTER

NO. PARTICULARS

PAGE

NO.

LIST OF TABLES

LIST OF CHARTS

I INTRODUCTION AND DESIGN OF THE

STUDY 1

II REVIEW OF LITERATURE 18

III PAPER INDUSTRY – AN OVERVIEW 55

IV AN OVERVIEW OF OCCUPATIONAL

STRESS 90

V DATA ANALYSIS AND INTERPRETATION 125

VI SUMMARY OF FINDINGS, SUGGESTIONS

AND CONCLUSION 214

BIBLIOGRAPHY

APPENDICES

Company Profile

Questionnaire

Publications

7

LIST OF TABLES

TABLE

NO. PARTICULARS

PAGE

NO.

1.1 Paper units and their employees’ strength 11

1.2 List of paper units employing more than 1000

employees in the factory

12

1.3 Distribution of respondents in the study area 13

3.1 Paper industry – Developmental phases 56

3.2 Per capita consumption of paper in Asian countries 64

3.3 Details of paper demand and production in India 69

3.4 Details of paper mills in India 71

3.5 Total paper production in Tamil Nadu 83

5.2.1 Age and level of perception towards job 129

5.2.2 Age and level of perception towards job (Two-way table)

132

5.2.3 Age and level of perception towards job

(Chi-square test)

133

5.2.4 Gender and level of perception towards job 134

5.2.5 Gender and level of perception towards job (Two-way table)

136

5.2.6 Gender and level of perception towards job (Chi-square test)

137

8

TABLE

NO. PARTICULARS

PAGE

NO.

5.2.7 Marital status and level of perception towards job 138

5.2.8 Marital status and level of perception towards job (Two-way table)

140

5.2.9 Marital status and level of perception towards job (Chi-square test)

141

5.2.10 Educational qualification and level of perception towards job

142

5.2.11 Educational qualification and level of perception towards job (Two-way table)

144

5.2.12 Educational qualification and level of perception towards job (Chi-square test)

145

5.2.13 Experience and level of perception towards job 146

5.2.14 Experience and level of perception towards job (Two-way table)

148

5.2.15 Experience and level of perception towards job (Chi-square test)

149

5.2.16 No. of earning persons in the family and level of perception towards job

150

5.2.17 No. of earning persons in the family and level of perception towards job (Two-way table)

152

5.2.18 No. of earning persons in the family and level of perception towards job (Chi-square test)

153

5.2.19 Monthly income and level of perception towards job

154

5.2.20 Monthly income and level of perception towards job (Two-way table)

156

5.2.21 Monthly income and level of perception towards job (Chi-square test)

157

5.3.1 Age and level of occupational stress 159

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TABLE

NO. PARTICULARS

PAGE

NO.

5.3.2 Age and level of occupational stress (Two-way table)

161

5.3.3 Age and level of occupational stress (Anova test) 162

5.3.4 Gender and level of occupational stress 163

5.3.5 Gender and level of occupational stress (Two-way table)

164

5.3.6 Gender and level of occupational stress (Anova test)

165

5.3.7 Marital status and level of occupational stress 166

5.3.8 Marital status and level of occupational stress (Two-way table)

167

5.3.9 Marital status and level of occupational stress (Anova test)

168

5.3.10 Educational qualification and level of occupational stress

169

5.3.11 Educational qualification and level of occupational stress (Two-way table)

170

5.3.12 Educational qualification and level of occupational stress (Anova test)

171

5.3.13 Experience and level of occupational stress 172

5.3.14 Experience and level of occupational stress (Two-way table)

173

5.3.15 Experience and level of occupational stress (Anova test)

174

5.3.16 No. of earning persons in the family and level of occupational stress

175

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TABLE

NO. PARTICULARS

PAGE

NO.

5.3.17 No. of earning persons in the family and level of occupational stress (Two-way table)

176

5.3.18 No. of earning persons in the family and level of occupational stress (Anova test)

177

5.3.19 Monthly income and level of occupational stress 178

5.3.20 Monthly income and level of occupational stress (Two-way table)

179

5.3.21 Monthly income and level of occupational stress (Anova test)

180

5.3.22 Perception of respondents on occupational stress 181

5.3.23 Personality traits of the respondent 183

5.4.1 Perception about job 185

5.4.2 Perception about family 187

5.4.3 Impact of occupational stress 189

5.4.4 Work related causes 191

5.4.5 Organizational related causes 192

5.4.6 Psychological consequences 194

5.4.7 Physical consequences 195

5.4.8 Coping strategy 197

5.5.1 Multiple regression analysis 199

5.5.2 Multiple regression analysis 201

5.5.3 Variable with extracted communality factor value – perception of the job

203

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TABLE

NO. PARTICULARS

PAGE

NO.

5.5.4 Total variance – Perception of the job 206

5.5.5 Rotated Component Matrix a –Perception of the job 208

5.5.6 Variable with extracted communality factor value –

Impact of occupational stress

209

5.5.7 Total variance – Perception of the job 211

5.5.8 Rotated Component Matrix a – Perception of the job

213

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LIST OF CHARTS

CHART

NO. PARTICULARS

PAGE

NO.

5.2.1 Age of the respondents 130

5.2.2 Gender of the respondents 135

5.2.3 Marital status of the respondents 139

5.2.4 Educational qualification of the respondents 143

5.2.5 Experience of the respondents 147

5.2.6 Number of earning persons in the family of the

respondents

151

5.2.7 Monthly income of the respondents 155

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CHAPTER – I

INTRODUCTION AND DESIGN OF THE STUDY

1. INTRODUCTION

Stress is an inevitable concomitant of organizational life. Its source in

an organization is task or role related. An organization, being a network of

roles performed in interconnected positions, is dynamic in nature. The

complex and dynamic environment of organization adds to further stress at

work. These environmental forces include: 1. Rapid technological

advancements, 2. The demands made on employee skills, 3. Increased

employee expectations about the quality of work – life and incongruence

between these expectations and the perceived organizational outcomes, and

4. Changes in organizations like downsizing, mergers, etc. These factors

influence employment security, social relations at work and upward

mobility, which, in turn, will result in stress of the employees.1

A lot of researches have been conducted about stress over the last

hundred years. Some of the theories behind it are now settled and accepted;

others are still being researched and debated. During this time, it seems that

open warfare between competing theories and definitions does exist. Views

have been passionately held and aggressively defended.

1 K. Harigopal, “Organisational Stress”, Universities Press (India) Ltd., Hyderabad, 1995.

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Stress occurs when there is an imbalance between demand made on a

person and the resources available to respond to the demand. The demand

may be real (i.e. things outside the person's control, such as departure time

of a plane and traffic) or perceived (how the person views the situation, i.e.

within his/her control or sphere of influence or not). Similarly, the resources

may be real (fact) or perceived (what you think, feel, imagine, etc).

1.1 CONCEPT OF STRESS

1.1.1 Definitions

Hans Selye was one of the founding fathers of stress research. His

view in 1956 was that “stress is not necessarily something bad – it all

depends on how you take it. The stress of exhilarating, creative successful

work is beneficial, while that of failure, humiliation or infection is

detrimental.”2 Selye believed that the biochemical effects of stress would be

experienced irrespectively whether the situation was positive or negative.

Since then a great deal of further research has been conducted, ideas

have moved further. Stress is now viewed as a "bad thing", with a range of

harmful biochemical and long-term effects.3 These effects have rarely been

observed in positive situations.

The most commonly accepted definition of stress (mainly attributed to

Richard S Lazarus) is that stress is a condition or feeling experienced, when

a person perceives that “demands exceed the personal and social resources,

2 Hans Selye, “The Nature of Stress”, International Institute of Stress, University of Montreal,

Canada. 3 Ibid.,

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the individual is able to mobilize.”4 In short, it's what we feel when we think

of losing control over events.

We also recognize that there is an intertwined instinctive stress

response to unexpected events. The stress response inside us is part instinct

and part to do with the way we think.

It is generally thought that stress will always have bad effect. It is not

always true. Stress may result in better effects also. The twin effects of

stress are explained below. The stress which results in good stress is called

eustress and that which results in bad effects is called distress.

1.1.2 Eustress

Good stress (i.e.) Eustress can have a positive impact on a person.

This form of stress is achieved, when the brain and body feel challenged and

want to extend themselves in order to respond to the situation. This is caused

when a person is feeling as though (he or she):

1. has ideas of possible solutions to the challenge ("Look at all these

possibilities!")

2. has the resources (internal and external) to solve the challenge

("I can do it!");

3. has some control over what's happening ("I have choices!");

4. has had sufficient rest between his/her challenges.

4 Richard S Lazarus, www.fatfreekitchen.com/stress

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1.1.3 Distress

When we talk of bad stress (Distress), we're talking about something

that directly causes the brain and body to shrink in its working capacity,

resulting in low-performance levels. It is caused when a person feels

anxious, threatened (may be embarrassed, pressed for time, loss of prestige)

or is overwhelmed with feelings of helplessness. This occurs when a person

feels he or she:

1. is being forced to face a challenge that he does not want to ("I do not

want to do it");

2. cannot think of a solution to the challenge ("I do not know how");

3. lacks the resources (internal, as in brain capacity, or external as in

materialistic) to solve the challenge ("I cannot do it");

4. has little or no control over the situation ("I am helpless").

These perceptions can be real (the person actually has no control or

power over changing the situation) or imagined (the person could have

influence over the situation) but the effects are the same: the person feels

threatened and in danger. This danger could be physical safety or to his

psychological state of mind.

The present study deals only with the negative effect of stress (i.e.)

this report deals with distress.

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1.2 FACTORS THAT INFLUENCE THE SEVERITY OF STRESS

The severity of stress is the amount or level of stress that is felt as a

result of a stressor. There are certain factors which influence the degree of

stress experienced; these have an impact on the person's wellbeing both

physically and mentally.

The characteristics of the stressor that influence stress include the

following:

1.2.1 Significance

How much change will an event exert dependence upon how much

the event is important and critical to the individual. For example, the death

of his/her beloved one, failing in an examination, breakup with boy/girl

friend, etc., may have adverse effect on the individual. Similarly, a pass in

an interview, winning a lottery, promotion to higher position, etc, may have

positive effect on the individual. The greater the significance and change is,

the higher the impact of the stressor is.

1.2.2 Time length

If a stressor continues over a long period of time, it will result in

higher stress levels. For example, insufficient sleep over an extended period

of time will result in higher stress.

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1.2.3 Cumulative Effect

This is when stressors are built up over a period of time & left

unnoticed. It results in cumulative effect. For example, a long series of little

irritations and annoyances could result in a massive blowout between two

people.

1.2.4 Multiplicity

A number of stressors at one time will result in higher stress levels

than their sum. For example, a fight with one's parents, final exams around

the corner and loss of a loved one, etc., all this happening at a time will be

more stressful than each of these events that happened separately.

1.2.5 Approaching deadline

If a demand has been made a few weeks or months in advance of the

deadline, the degree of stress will increase as the due date approaches. For

example, if a person is given a project assignment two months in advance, it

will probably seem too far away to get worked up about. As the deadline

approaches, his stress level will increase until he does something about the

project.

1.3 IMPORTANCE OF THE STUDY

The word ‘stress’ has been repeatedly used in the recent years as a

way to describe many symptoms seen in working individuals. The studies

suggest that work-stress may increase a person’s risk for cardiovascular

disease, psychological disorders, workplace injury and other health

19

problems. Early warning symptoms may include headaches, sleep

disturbances, difficulties in concentration, job dissatisfaction and low

morale. Stressful working conditions are also associated with increased

absenteeism, tardiness, disability claims, and other factors that reduce a

company’s productivity and competitiveness. The studies indicate that one

fourth of the work force views their jobs as the number one stressor in their

lives and that worker widely perceives job stress as being on the rise.5

Corporate profitability is affected due to employee stress. But certain

factors are avoidable. Heavy work load, conflicting job responsibilities and

job insecurity are stressors across organizations. The risk for the job stress

can be reduced through smart strategic action.

The cost of the effects of stress is very high in American industry

which is estimated over $300 billion annually as a result of accidents,

absenteeism, employee turnover, diminished productivity, direct medical,

legal and insurance costs.6

In this context, managers must recognize the financial impact of

stress. An organization can be significantly higher in its performance in the

absence of stress among its employees. Under these circumstances a study

on stress management to suggest measures to reduce the impact of stress is

very much important.

5 Susan Cantrell and David Smith, “Workforce of One”, Book Excerpt, April 30, 2010. 6 Ron Ball, Inroads, LLC, “Workplace Stress Sucks $300 Billion Annually From Corporate

Profits”, TMC Customer Interaction Solution, November 2004.

20

1.4 LITERATURE SURVEY

Sufficient literature is available on stress management. Also, a large

number of research works have been conducted on stress. Details of nearly

sixty research works have been included in the main thesis. A review of

such works shows that they have all concentrated on the various work

environment factors leading to stress. No doubt, off the job environment

(i.e. family environment) also result in stress. Hence, the present study

concentrates not only on work environment but also the family environment

which leads to the stress of employees. It is a well known fact that work life

and home life are interrelated with each other.

1.5 SCOPE OF THE STUDY

The organizations have now realized the importance of stress

management. As already mentioned, stress in due to work environment and

also family circumstance. However, the organizations focus on the reduction

or management of the job-related stressors alone. But the impact of personal

stressors like family and social commitments which have a bearing on the

emotional stability and physical ability of the employees has not been taken

care of by these organizations. The scope of the study is extended to include

the personal stressors also. It is just not enough to treat the causes but the

consequences of stress on physical, emotional and behavioral areas also

require due attention. This study focuses on the identification of the

consequences of stress with a view to enable the employees in the better

management of their response to stress.

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1.6 STATEMENT OF THE PROBLEM

The expectations of modern society are that everything should be fast

track. As the pace of life has speeded up, the incidence of certain forms of

stress illness such as coronary heart disease, stomach ulcers and strokes has

also increased. With the introduction of new high speed information

technology, increased global competitiveness and reduced staff levels,

employees have less job security. They are carrying heavier workloads and

working longer hour for the purpose of continuing in their jobs. A marked

increase in the stress levels at work is being experienced on a universal

scale.

Stress affects different people in different ways. While some take

stress home with them everyone tries to make some personal changes to deal

with it.

However, it is shocking to note that, stress is considered something

glamorous among certain individuals and industries. Many people leading a

hard life style, are showing their commitment to their career and

significance. While this belief damages an individual personally, it harms

the institution too. Stress would deteriorate the employees’ efficiency and

organizational effective functioning.

Now the institutions have started realizing the impact of Job stress;

they no more think that dealing with job stress is the individual

responsibility. Encouragingly, many institutions have come out with such

interventions as they feel necessary to combat the effect of stress on the

individuals and organizations.

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In this context, it will be worthwhile and social relevant for the health

of employees for undertaking a study to identify the causes and coping

strategies of stress with reference to paper industry in Tamilnadu.

1.7 OBJECTIVES OF THE STUDY

The following are the objectives of the study,

1. To identify the major sources of stress of the employees in the paper

industry.

2. To evaluate the level of occupational stress among the employees in

the paper industry.

3. To find out the impact of occupational stress in different dimensions

among the employees in the paper industry.

4. To suggest better ways and means to reduce stress among the

employees in the paper industry

1.8 RESEARCH METHODOLOGY

1.8.1 Research design

A research design is the basic framework or plan for a study that

guides the collection of data and analysis of the data. The present study is

descriptive in nature. A descriptive research is one which is concerned with

describing the characteristics of a particular individual or of a group. Since

this study describes the characteristics of employees influenced by stress and

behaves in different ways, this research is certainly a descriptive one.

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1.8.2 Study units

There are various units in the paper industry in Tamil Nadu. They are

listed below.

TABLE NO. 1.1 PAPER UNITS AND THEIR EMPLOYEES’ STRENGTH

Sl.

No. Name of the Company

Administrative

Employees

Factory

Employees

Total

Employees

1. Amaravathi Sri Vankatesa Paper Mills 100 550 650

2. Bafina Packaolings Pvt. Ltd. 50 320 370

3. BMM Paper Board Pvt. Ltd. 30 175 205

4. Chendur Paper Mills Pvt. Ltd. 10 120 130

5. Cholan Paper and Board Mills Ltd. 40 150 190

6. Coromandal Papers 60 200 260

7. Danalakshmi Paper Mills Pvt. Ltd. 70 650 720

8. Denmur Fax Rells Ltd. 30 95 125

9. G.V.G. Paper Mills Ltd. 45 150 195

10. Kovai Maruthi Paper and Boards Pvt. Ltd. 35 150 185

11. Lakshmi Paper Agencies 30 135 165

12. Prakash Paper Mills 45 230 275

13. Rajalakshmi Paper Mills Ltd. 35 150 185

14. Saraswathi Udyog India Ltd 45 180 225

15. Saradhambika Paper & Board Mills (P) Ltd.

30 125 155

16. Servalakshmi Paper & Boards Pvt. Ltd. 35 164 199

17. Seshasayee Paper and Boards Ltd., 590 2360 2950

18. Shree Karthik Papers Ltd. 20 100 120

19. Shree Vishalkshi Mill Pvt. Ltd 30 125 155

20. Sripathi Paper & Boards Pvt. Ltd. 25 125 150

21. Sri Sudarsan Paper Mills Ltd. 20 65 85

22. Subburaj Papers Ltd. 155 1395 1550

23. Sun Paper Mill Ltd. 187 1688 1875

24. Tamil Nadu Newsprint and Papers Ltd. 725 2900 3625

25. V.G. Paper and Boards Ltd 20 100 120

26. Vijayalakshmi Paper Mills 20 73 93

27. Vishnuvardhan Paper Mills 30 152 182

Total 2512 12627 15139

Source: Indian Pulp & Paper Technical Association Industrial Directory - 2007

24

The employees working in the paper units of Tamilnadu are broadly

classified into two, viz (i) Administrative employees, and (ii) factory

employees. It has been understood that the factory employees have more

stress compared to the stress experienced by the administrative employees.

Hence it was decided to study the aspect of stress experienced by the factory

employees alone in the paper industry of Tamil Nadu.

As given in Table 1.1, there are 27 units in the paper industry of

Tamilnadu, each employing different number of employees both in

administration and factory. It was decided to conduct the study only in units

which have employed more than 1000 factory employees. There are four

such units. The factory employee’s strength of those units is depicted in the

following table:

TABLE NO. 1.2

LIST OF PAPER UNITS EMPLOYING MORE THAN 1000 EMPLOYEES IN THE FACTORY

S.No. Name of the Company Total No. of Factory

Employees

1 Tamil Nadu Newsprint and Papers Ltd.

2900

2 Seshasayee Paper and Boards Ltd., 2360

3 Sun Paper Mill Ltd. 1688

4 Subburaj Papers Ltd. 1395

Total 8343

Source: Indian Pulp & Paper Technical Association Industrial Directory –2007

25

1.8.3 Population of the study

The population of the study is all the factory employees employed in

the various units of the paper industry in Tamil Nadu.

1.9 SAMPLE DESIGN

As already stated, four units employing more than 1000 factory

employees each, have been taken for the study. Hence, the sample is selected

from these units,

The total number of factory employees working in the study units is

8343. Of this, the researcher decided to select 1000 employees (around12%)

for the study. The sample size is 1000. Stratified sampling technique was

applied to select sample employees from each unit. The number of

employees to was to be selected in proportion to the total number of

employees. Hence, the number of factory employees selected from each unit

will be as given in Table No.1.3 below.

TABLE NO. 1.3

DISTRIBUTION OF RESPONDENTS IN THE STUDY UNITS.

Name of the Company Factory

Employees 12% from Factory

Employees

Tamil Nadu Newsprint and Papers Ltd.

2900 348

Seshasayee Paper and Boards Ltd.,

2360 283

Sun Paper Mill Ltd. 1688 202

Subburaj Papers Ltd. 1395 167

Total 8343 1000

Source: Indian Pulp & Paper Technical Association Industrial Directory - 2007

26

1.9.1 SAMPLING TECHNIQUES

The actual respondent from each unit for the present study was

selected at random. Thus the sampling technique used was stratified

sampling technique, followed by random sampling technique.

1.10 DATA COLLECTION

The necessary data have been collected from both primary sources

and secondary sources.

1.10.1 Primary Data

The primary data are collected afresh. It is original in character. The

primary data were collected with the help of a questionnaire. Moreover, The

researcher used personal interview method and observation method.

1.10.2 Secondary Data

The secondary data, on the other hand, are those which was already

collected by someone else and which was already passed through the

statistical process. The secondary data for this study is collected from the

company records, company reports, magazines, websites and published

articles.

1.11 DATA COLLECTION TOOLS

i. Questionnaire: A questionnaire with questions, dichotomous, rank and

statements, open ended and close ended questions were used to collect

27

data. The questionnaire was pre-tested and finalised before putting

into use for primary data collection.

ii. Personal interview: The questionnaire was used to collect opinions of

the respondents about their experience on stress. But, some of their

opinions or feelings which could not be expressed through the

questionnaire were collected through personal interviews.

iii. Observation: The researcher felt that there was certain information

which could not be collected from either questionnaire or personal

interview. Therefore, the researcher observed the problems found by

the respondents due to stress at work place.

1.12 TOOLS FOR ANALYSIS

The statistical tools used to analyze the data with reference to the

selected objectives of the study, include Simple Percentage, Chi square Test,

ANOVA, Multiple Regression, Henry Garrett Ranking Technique, and

Factor analysis.

a. The chi-square test is used to identify the association between two

heterogeneous groups of employees in the factory. This test shows the

level of perception on jobs and the factors like age, gender, income

level and experience.

b. ANOVA test is used to measure the variance of the population in two

different ways. First, within the sample, and second out of the sample.

c. Multiple regression analysis is used to show the relationship between

the level of perception towards job and level of occupational stress.

28

d. In this research, the ranking technique is applied and the ranks are

given to the factors based on the responses given by the respondent

regarding work-related causes, organizational related causes,

psychological consequences and physical consequences.

e. Several factors have been considered in this study. To identify the

internal relationship of a set of factors, the factor analysis is applied.

1.13 PERIOD OF THE STUDY

The study is confined to a period of 10 years (From 1999 to 2008).

1.14 LIMITATIONS OF THE STUDY

The following are the limitations of the study.

1. The behavioural symptoms of stress were excluded from the study.

2. Due to time constraints, only large scale units were taken up for this

study.

3. The study is confined to the factory employees only in the paper

industry.

1.15 CHAPTER SCHEME ARRANGEMENTS:

The study is presented in six chapters. Brief content of these chapters

are given below:

The First Chapter deals with the introduction and design of the study.

The Second Chapter presents a comprehensive literature review.

The Third Chapter evaluates the overview of paper industry.

29

The Fourth Chapter gives the glimpses of occupational stress.

The Fifth Chapter analyses the employees’ opinion about occupational

stress.

The Sixth Chapter presents the summary of findings, suggestions and

conclusion.

At the end of the report, bibliography and annexure are given.

30

CHAPTER – II

REVIEW OF LITERATURE

2.1 INTRODUCTION

Review of literature paves way for a clear understanding of the areas

of research already undertaken and throws a light on the potential areas

which are yet to be covered. Keeping this view in mind, an attempt has been

made to make a brief survey of the work undertaken on the field of

occupational stress.

This chapter deals with the review of literature concerned with the

subject of this study. Many studies have been conducted. It highlights the

occupational stress from different angles.The review of some of the

important studies are presented below.

Amir Shani and Abraham Pizam7 in their article “Work-Related

Depression among Hotel Employees” conducted a study on the depression

of work among hotel employees in Central Florida. They have confirmed the

incidence of depression among workers in the hospitality industry by

evaluating the relationship between the occupational stress and work

characteristics.

7 Amir Shani and Abraham Pizam, “Work-Related Depression among Hotel Employees”, Cornell

Hospitality Quarterly, Vol. 50, No. 4, 446-459 (2009)

31

Viljoen, J.P., and Rothmann, S.8 aimed at studying and investigating

the relationship between “occupational stress, ill health and

organizational commitment” (2009). The results were that organizational

stressors contributed significantly to ill health and low organizational

commitment. Stress about job security contributed to both physical and

psychological ill health. Low individual commitment to the organization was

predicted by five stressors, namely work-life balance, overload, control, job

aspects and pay.

Schmidt, Denise Rodrigues Costa; Dantas, Rosana Aparecida

Spadoti; Marziale, Maria Helena Palucci and Laus, Ana Maria.9 In

their work title on “Occupational stress among nursing staff in surgical

settings” This study aimed at evaluating the presence of occupational stress

among nursing professionals working in surgical settings and investigating

the relations between occupational stress and work characteristics.

Li-fang Zhang10conducted a study titled “Occupational stress and

teaching approaches among Chinese academics” (2009) He suggested

that controlling the self-rating abilities of the participants, the conducive

conceptual change in teaching approach and their role insufficiency

predicated that the conceptual change in teaching strategy is negative.

8 Viljoen, J.P., & Rothmann, S. (2009). Occupational stress, ill health and organisational

commitment of employees at a university of technology. SA Journal of Industrial Psychology/SA

Tydskrif vir Bedryfsielkunde, 35(1), Art. #730, 11 pages. DOI: 10.4102/sajip.v35i1.730. 9 Schmidt, Denise Rodrigues Costa; Dantas, Rosana Aparecida Spadoti; Marziale, Maria Helena

Palucci and Laus, Ana Maria, “Occupational stress among nursing staff in surgical settings”, Texto contexto - enferm. [online]. 2009, vol.18, n.2, pp. 330-337.

10 Li-fang Zhang, “Occupational stress and teaching approaches among Chinese academics”, Educational Psychology, Volume 29, Issue 2, March 2009 , pages 203 - 219

32

Kayoko Urakawa and Kazuhito Yokoyam 11 in their journal “Sense

of Coherence (SOC) may Reduce the Effects of Occupational Stress on

Mental Health Status among Japanese Factory Workers” (2009) has

resulted the adverse effects on mental health due to the job demand and job

strees was positively associated with SOC (sense of coherence), the mental

health status of males in managerial work was adversely negative, where as

it was positive among the female co-workers. Thus, SOC is an important

factor determining the coping ability over the job stress for both the genders

J.E. Agolla12

in his research article titled “Occupational Stress

Among Police Officers: The Case of Botswana Police Service”, (2009)

has conducted a study among the police to find out work stress symptoms

and coping strategies among the police service in Botswana. This study

reveals that the police work stressors are; getting injured while on duty and

the use of force when the job demands to do so, etc. The coping strategies

were identified as exercising, socializing, healthy eating or diets, career

planning and employee training.

Connolly, John F and Willock, Joyce and Hipwell, Michele and

Chisholm, Vivienne13 in their research titled “Occupational Stress &

Psychological Well Being following University Relocation” (2009) they

describe and analyze that management standards for work related stress

11 Kayoko Urakawa and Kazuhito Yokoyam, “Sense of Coherence (SOC) may Reduce the Effects of

Occupational Stress on Mental Health Status among Japanese Factory Workers”, Journal of Industrial Health, Vol. 47 , No. 5 pp.503-508

12 J.E. Agolla, Occupational Stress Among Police Officers: The Case of Botswana Police Service”, ccupational Stress Among Police Officers: The Case of Botswana Police Service, Vol. 3, Issue 1, pp. 25-35, 2009.

13 Connolly, John F and Willock, Joyce and Hipwell, Michele and Chisholm, Vivienne (2009) Occupational Stress & Psychological Well Being following University Relocation: six months on. Project Report. Queen Margaret University. (Unpublished).

33

(demand, support, control, role, relationships and change) can be analysed

by examining 1) overall levels of psychological strain 2) job satisfaction,

and 3) the psychosocial working conditions

Chen, Wei-Qing; Wong, Tze-Wai; Yu, Tak-Sun14

in their book

titled “Direct and interactive effects of occupational stress and coping

on ulcer-like symptoms among Chinese male off-shore oil workers”,

(2009) has suggested that gastric/ulcer like health problems, age,

educational qualification, marital status has been positively associated with

occupational stress and ‘internal behaviour’ coping methods, but negatively

associated with ‘external/social behaviour’ coping methods.

Chang-qin Lu; Oi-ling Siu; Wing-tung Au; Sandy S. W.

Leung15in their article titled “Manager's occupational stress in state-

owned and private enterprises in the People's Republic of China” (2009)

has showed that managers in private enterprises experienced higher levels of

occupational stressors and psychological strains than those in state-owned

enterprises. Moreover, ‘Organizational structure and climate’ was also found

to be a major stressor when predicting both psychological and physical strain

in both economic sectors.

Stewart Collins16

in his book titled “Statutory Social Workers:

Stress, Job Satisfaction, Coping, Social Support and Individual

Differences” (2008) he is highlighted that healthy or unhealthy coping

14 Chen, Wei-Qing; Wong, Tze-Wai; Yu, Tak-Sun, “Direct and interactive effects of occupational

stress and coping on ulcer-like symptoms among Chinese male off-shore oil workers”, American journal of industrial medicine, Vol.52, Issue 6, pp.500-8.

15 Chang-qin Lu; Oi-ling Siu; Wing-tung Au; Sandy S. W. Leung, “Manager's occupational stress in state-owned and private enterprises in the People's Republic of China”, The International Journal of Human Resource Management, Volume 20, Issue 8, August 2009 , pages 1670 - 1682

16 Stewart Collins, “Statutory Social Workers: Stress, Job Satisfaction, Coping, Social Support and Individual Differences”, British Journal of Social Work 2008, Vol. 38 No. (6): pp. 1173-1193;

34

strategies have gender difference and the importance of support in various

forms with in the work setting, where as mutual group support accompanied

by individual differences are linked to good self-esteem, personal hardiness

and resilience.

Richardson, K. M., and Rothsetin, H.R.17in their article titled

“Effects of occupational stress management intervention programs”

(2008) they provided an empirical review of stress management

interventions, employing meta-analysis procedures. The results also revealed

that relaxation interventions were the most frequent type of intervention.

Further, there were a few stress interventions focused on the organizational

level. More specific results also indicated that cognitive-behavioural

interventions produced larger effects than other types of interventions.

Pal, S., and Saksvik, P.18 In their article titled “Work-family

conflict and psychosocial work environment stressors as predictors of

job stress in a cross-cultural study” (2009) conducted a study on job stress

on 27 Norwegian doctors and 328 nurses and 111 Indian doctors and 136

nurses. The result was that work-family conflict was not predictive of job

stress in Norwegian doctors, but work-family conflict, high job demands,

and low flexibility in working hours predict job stress in Norwegian nurses.

For the Indian sample, job stress was predicted by high family-work conflict

and low social support in nurses and low job control in doctors. Hence, it

seems to be overlapping and some differences in cultures when considering

the role of demands, control, support, and flexibility in predicting strain. 17 Richardson, K. M., & Rothsetin, H. R. (2008). Effects of occupational stress management

intervention programs: A meta-analysis. Journal of Occupational Health Psychology, Vol. 13 (1), pp.69-93

18 Pal, S., & Saksvik, P. (2008). Work-family conflict and psychosocial work environment stressors as predictors of job stress in a cross-cultural study. International Journal of Stress Management, Vol. 15, No. (1), 22-42.

35

Nagesh, P. and Murthy, M. S. Narasimha19

in their study titled

“Stress Management at IT Call Centres” (2008) has identified that the six

factors contribute to workplace stress: demands of the job, control over

work, support from colleagues and management, working, clarity of role,

and organizational change. This paper also suggested measures in the form

of training to enable organizations and individuals to manage stress at

workplaces in general and IT call centres in particular. The paper is based on

a study carried out in respect of a few selected IT call centres.

Mäki K, Vahtera J, Virtanen M, Elovainio M, Keltikangas-

Järvinen L and Kivimäki M.20

in their study titled “Work stress and new

onset migraine in a female employee population” (2008) examined

whether work stress, as indicated by the job strain model and the effort-

reward imbalance model, predicts new-onset migraine among 19 469 female

employees with no history of migraine at study entry. The proportion of

new migraine cases attributable to high effort-reward imbalance was

6.2percentage. This study suggested that the high effort-reward imbalance

might function as a modifiable risk factor for new-onset migraine.

Magee, and Bill21 in their article titled "Stress, Anxiety and Anger

about Home and Work" (2009) they suggested that mediate associations

between the differentiated forms of work with me matching effects at home.

19 Nagesh, P. and Murthy, M. S. Narasimha , Stress Management at IT Call Centers: A Case Study

(December 18, 2008). The Icfai University Journal of Soft Skills, Vol. 2, No. 4, pp. 51-68, December 2008.

20 Mäki K, Vahtera J, Virtanen M, Elovainio M, Keltikangas-Järvinen L & Kivimäki M. Work stress and new onset migraine in a female employee population. Cephalalgia 2008; Vol. 28: pp.18-25. London. ISSN 0333-1024,

21 Magee, Bill. "Stress, Anxiety and Anger About Home and Work" Paper presented at the annual meeting of the American Sociological Association Annual Meeting, Sheraton Boston and the Boston Marriott Copley Place, Boston, MA, Jul 31, 2008 <Not Available>. 2009-05-23 http://www.allacademic.com/meta/p237397_index.html.

36

Their interference seems to play a relatively limited role in maintaining the

cross-domain association which is affected in either form of negative or

positive.

Kopp, Maria S; Stauder, Adrienne; Purebl, Gyorgy; Janszky,

Imre; Skrabski, Arpad22

in their research paper titled “Work stress and

mental health in a changing society” (2008) they conducted a study

indicates that a cluster of stressful working and psychosocial conditions are

responsible for a substantial part of variation in self reported mental and

physical health with work related factors.

Katherine Pollak. Eisen. George J. Allen. Mary Bollash and Linda

S. Pescatello23

in their book titled “Stress management in the workplace”

(2009) it suggested that work stress significantly contribute to corporate

health costs. Comparison through randomised controlled design of stress

management and intervention provided by an instructor-led group and

computer presented format, has resulted in significantly higher attrition in

computer based presentation format.

Hampel, Petra; Meier, Manuela; Kummel, and Ursula24

in their

article “School-Based Stress Management Training for Adolescents:

Longitudinal Results from an Experimental Study” (2008) they

investigated the effectiveness of a school-based universal preventive stress

22 Kopp, Maria S; Stauder, Adrienne; Purebl, Gyorgy; Janszky, Imre; Skrabski, Arpad, “Work stress

and mental health in a changing society”, European Journal of Public Health. 18(3):238-244, June 2008.

23 Katherine Pollak. Eisen. George J. Allen. Mary Bollash and Linda S. Pescatello, “Stress management in the workplace: A comparison of a computer-based and an in-person stress-management intervention”, Vol.24, Issue 2, pp. 486-496, 2008.

24 Hampel, Petra; Meier, Manuela; Kummel, Ursula, “School-Based Stress Management Training for Adolescents: Longitudinal Results from an Experimental Study”, ournal of Youth and Adolescence, v37 n8 p1009-1024 Sep 2008.

37

management training program for early and middle adolescents in

comparison with a no-treatment control group. The experimental group

scored higher on perceived self-efficacy compared to the control group at the

follow-up assessment.

Gbolahan and Gbadamosi25 in their research titled “Stress at

Work: Any Potential Redirection from an African Sample” (2008) they

conducted a study which explored the relationship among perceived stress,

perception of sources of stress, satisfaction, core self-evaluation, perceived

health and well being. Data were collected from 355 employees in botswana.

Result indicated that significant links existed between perceived stress,

Satisfaction, Core self-evaluation and Well being.

D.R. Rutter and M.J. Lovegrove26 in their research titled

“Occupational stress and its predictors in radiographers”, (2009) they

conducted a study to establish the level of occupational stress in UK NHS

radiographers, and to examine its causes. The result was significantly lower

in the mammography group than in the others. However, the junior staff

reported low level stress due to role ambiguity, role conflict and work

problems and the superintendents reported a high level stress; but the effects

were sometimes buffered by social support from colleagues.

25 Gbolahan Gbadamosi, (2008) Stress at Work: Any Potential Redirection From an African Sample?

International Academy of African Business and Development (IAABD) , United States. ISBN 0-9765288-3-5.

26 .R. Rutter and M.J. Lovegrove, “Occupational stress and its predictors in radiographers”, Vol.14, Issue 2, pp.138-143, 2009.

38

Christopoulos, M. And Hicks, R.E. 27 in their article titled

“Perfectionism, occupational stress and depression among Australian

university students”. (2008) they carried out a study and investigated the

relationship of perfectionism between occupational stress and depression in

the context of an Australian university student population. The study

revealed that as expected maladaptive perfectionism significantly correlated

with occupational stress and depression; however, unexpectedly adaptive

perfectionism did not correlate significantly with occupational stress and

depression.

Buddeberg-Fischer, B; Klaghofer, R; Stamm, M; Siegrist, J;

Buddeberg,28

in their book titled “Work stress and reduced health in

young physicians: prospective evidence from Swiss residents” (2008)

they investigated the perceived job stress, its association with the amount of

working hours, and its impact on young physicians’ self-reported health and

their satisfaction with life during residency. Stress at work in young

physicians, especially when being experienced over a longer period in

postgraduate training, has to be a matter of concern because of its negative

impact on health and life satisfaction and the risk of developing symptoms

of burnout in the long run.

27 Christopoulos, M. & Hicks, R.E. (2008). Perfectionism, occupational stress and depression among

Australian university students. In S. Boag (Ed.), Personality down under: Perspectives from Australia (pp. 41-52). New York, United States: Nova Science Publishers. ISBN: 9781604567946.

28 Buddeberg-Fischer, B; Klaghofer, R; Stamm, M; Siegrist, J; Buddeberg, C (2008), “Work stress

and reduced health in young physicians: prospective evidence from Swiss residents”. International Archives of Occupational and Environmental Health, Vol. 82 No.(1): pp.31-38

39

Sang, Katherine J. C.; Dainty, Andrew R. J.; Ison, Stephen G.29 In

their research titled. “Gender: a risk factor for occupational stress in the

architectural profession” (2007) jointly aimed to research gender

differences in occupational health and well-being. In this study, the female

respondents reported significantly lower overall job satisfaction and due to

it, significantly higher levels of insomnia and constipation, work-life conflict

and turnover intentions.

Upson, John W.; Ketchen Jr., David J.; Ireland, R. Duane30

in

their article titled “Managing Employee Stress: A Key to the

Effectiveness of Strategic Supply Chain Management” (2007) focused

their research on supply chain activities and studied the dangerous role of

stress among supply chain members. They have also given measures to

address this stress. The researchers concluded that by using the suggested

initiatives, both employees' quality of life and the organization's

performance can improve.

The study by Mikolajczak, Moïra; Menil, Clémentine; Luminet,

Olivier31 in their article “Explaining the protective effect of trait

emotional intelligence regarding occupational stress: Exploration of

emotional labour processes” (2007) focused that, when confronted with

emotional labour, high trait EI individuals experience lower levels of

29 Sang, Katherine J. C.; Dainty, Andrew R. J.; Ison, Stephen G.. “Gender: a risk factor for

occupational stress in the architectural profession?”, Construction Management & Economics, Dec2007, Vol. 25 Issue 12, p1305-1317, 13p

30 Upson, John W.; Ketchen Jr., David J.; Ireland, R. Duane. “Managing Employee Stress: A Key to the Effectiveness of Strategic Supply Chain Management”, Organizational Dynamics, 2007, Vol. 36 Issue 1, p78-92, 15p.

31 Mikolajczak, Moïra; Menil, Clémentine; Luminet, Olivier. “Explaining the protective effect of trait emotional intelligence regarding occupational stress: Exploration of emotional labour processes”, Journal of Research in Personality, Oct2007, Vol. 41 Issue 5, p1107-1117, 11p.

40

burnout and somatic complaints, and this effect was found to be mediated by

the choice of emotional labour strategies.

Wated, Guillermo; Sanchez, Juan I.,32 in their research titled “The

Role of Accent as a Work Stressor on Attitudinal and Health-Related

Work Outcomes”, (2006) has stated that, data collected from the

employees who spoke English with a supported accent and prediction, by

examining in their role in group, self-efficiency and perceived control in the

process where none of the proposed coping mechanism had an impact of

perceived discrimination on employees accent.

W. de Vente; J.H. Kamphuis; P.M.G. Emmelkamp33

in their

article. “Alexithymia, Risk Factor or Consequence of Work-Related

Stress” (2006) they investigated the level and the type of alexithymia

associated with occupational stress. Group differences in alexithymia were

analyzed using ANOVAs. The type of alexithymia was investigated by (a)

determining absolute and relative stability, (b) exploring state dependence

by adjusting alexithymia for burnout and distress complaints and (c)

associating recovery of complaints with change in alexithymia. According to

them, Alexithymia was significantly elevated among the patients. In the

patient group, absolute stability of two alexithymia dimensions (identifying

feelings, describing feelings) and relative stability of one alexithymia

dimension (identifying feelings) was lower than they were in the healthy

group.

32 Wated, Guillermo; Sanchez, Juan I. “The Role of Accent as a Work Stressor on Attitudinal and

Health-Related Work Outcomes”, International Journal of Stress Management, Aug2006, Vol. 13 Issue 3, p329-350, 22p.

33 W. de Vente; J.H. Kamphuis; P.M.G. Emmelkamp. “Alexithymia, Risk Factor or Consequence of Work-Related Stress?”, Psychotherapy & Psychosomatics, Aug2006, Vol. 75 Issue 5, p304-311, 8p.

41

Stetz, Thomas A.; Stetz, Melba C.; Bliese, Paul D.34

In their article

titled “The importance of self-efficacy in the moderating effects of social

support on stressor–strain relationships” (2005) has explained that

organizational constraints, co-workers support and self efficiency had

significant interaction for predicting the job satisfaction and psychological

well being. It had resulted that intervention aimed for reducing strains are

expected through increased social support and considering self efficiency of

individual.

Richards, David; Bee, Penny; Barkham, Michael; Gilbody,

Simon; Cahill, Jane; Glanville, Julie.35 In their research article “The

prevalence of nursing staff stress on adult acute psychiatric in-patient

wards” (2006) their study reviewed the prevalence of low staff morale, due

to stress, burnout, job satisfaction and psychological well-being amongst

staff working in in-patient psychiatric wards. It has resulted that particular

mental health studies has specific and non specific samples, it explain that

using of validating measures of stress together with personal and

organisational variation requires the process influencing the stress over the

staff.

Raidén, Ani Birgit; Dainty, Andrew R. J.; Neale, Richard H.36 in

their study on “Balancing employee needs, project requirements and

34 Stetz, Thomas A.; Stetz, Melba C.; Bliese, Paul D.. “The importance of self-efficacy in the

moderating effects of social support on stressor–strain relationships”, Work & Stress, Jan-Mar2006, Vol. 20 Issue 1, p49-59, 11p.

35 Richards, David; Bee, Penny; Barkham, Michael; Gilbody, Simon; Cahill, Jane; Glanville, Julie. “The prevalence of nursing staff stress on adult acute psychiatric in-patient wards”, Social Psychiatry & Psychiatric Epidemiology, Jan2006, Vol. 41 Issue 1, p34-43, 10p.

36 Raidén, Ani Birgit; Dainty, Andrew R. J.; Neale, Richard H. “Balancing employee needs, project requirements and organisational priorities in team deployment”, Construction Management & Economics, Aug2006, Vol. 24 Issue 8, p883-895, 13p.

42

organisational priorities in team deployment” (2006) the team

deployment strategies of a large construction company with the view of

establishing how a balance could be achieved between organizational

strategic priorities, operational project requirements and individual

employee needs and preferences, suggested that project priorities often took

precedence over the delivery of the strategic intentions of the organisation in

meeting employees’ individual needs.

Noblet, Andrew; LaMontagne, Anthony D.37 conducted a study on

“The role of workplace health promotion in addressing job stress”

(2006). The enormous human and economic costs associated with

occupational stress suggested that initiatives designed to prevent and /or

reduce employee stress should be high on the agenda of Workplace Health

Promotion (WHP) program. The aim of the second part of this study is a

detailed description of what the comprehensive approach to stress

prevention/reduction looks like in practice and to examine the means by

which WHP can help develop initiatives that address both the sources and

the symptoms of job stress.

Kushnir, Talma; Melamed, and Samuel38

in their study titled

“Domestic Stress and Well-Being of Employed Women”. (2006)

Respondents were 133 mothers employed in secretarial and managerial jobs.

It is suggested that in families (as in teams), shared decision control may be

a more potent coping resource than personal control.

37 Noblet, Andrew; LaMontagne, Anthony D. “The role of workplace health promotion in addressing

job stress”, Health Promotion International, Dec2006, Vol. 21 Issue 4, p346-353, 8p. 38 Kushnir, Talma; Melamed, Samuel. “Domestic Stress and Well-Being of Employed Women:

Interplay Between Demands and Decision Control at Home”, Sex Roles, May2006, Vol. 54 Issue 9/10, p687-694, 8p.

43

Keeva, and Steven39

in their article titled “Depression Takes a Toll”

(2006) deal with the high rates of mental depression among lawyers in the

U.S. Studies which highlighted the depression problem among lawyers are

cited. It discusses the suicide of Judge Mack Kidd of Austin, Texas. It

explores the role of occupational stress in depression among lawyers.

Jackson, Leon; Rothmann, Sebastiaan40 in their titled

“Occupational stress, organisational commitment, and ill-health of

educators in the North West Province” (2006) discussed to determine the

differences between occupational stress and strain of educators in different

biographical groups, and to assess the relationship between occupational

stress, organizational commitment and ill-health. A sample of 1170 was

selected and Organizational Stress Screening Tool and a biographical

questionnaire were administered. The results show differences between the

occupational stress, organizational commitment and ill-health of educators

of different ages, qualifications and associated with different types of

schools.

H., Azlihanis A.; L., Naing; D., Aziah B.; N., Rusli41 in their titled

“Socio-demographic, Occupational And Psychosocial Factors

Associated With Job Strain Among Secondary School Teachers In Kota

Bharu, Kelantan” (2006) they conducted a study to identify the factors

associated with job strain among teachers working in secondary schools in

39 Keeva, Steven. “Depression Takes a Toll”, ABA Journal, Jan2006, Vol. 92 Issue 1, p37-38, 2p 40 Jackson, Leon; Rothmann, Sebastiaan. “Occupational stress, organisational commitment, and ill-

health of educators in the North West Province”, South African Journal of Education, Feb2006, Vol. 26 Issue 1, p75-95, 21p, 8.

41 H., Azlihanis A.; L., Naing; D., Aziah B.; N., Rusli. “Socio-demographic, Occupational And Psychosocial Factors Associated With Job Strain Among Secondary School Teachers In Kota Bharu, Kelantan”. Malaysian Journal of Medical Sciences, Jan2006 Supplement, Vol. 13, p18-18, 1p.

44

Kota Bharu, Kelantan. A sample size of 580 teachers was taken. The result

was significant. There was linear relationship between job strain and the

duration of service in the present employment, duration of working hours,

job insecurity and social support.

Coetzer, and W.J.; Rothmann, S.42 In their article titled

“Occupational stress of employees in an insurance company”, (2006)

they identified occupational stressors for employees in an insurance

company. The results showed that job insecurity as well as pay and benefits

were the highest stressors in the insurance industry. They also assessed the

relationships between occupational stress, ill health and organisational

commitment.

Botha, Christo; Pienaar, and Jaco43

in their titled “South African

correctional official occupational stress: The role of psychological

strengths” (2006) conducted a study to determine the dimensions of

occupational stress of employees of the Department of Correctional Services

in a management area of the Freestate Province of South Africa. The results

indicated that an external locus of control and negative affect contributed to

the experience of occupational stress.

Bernhart, and Molly44

in their article, “Work intensity showing up

in stress, employee attrition”, (2006) focused the intensification of work

by employers to increase productivity with fewer employees, where human

42

Coetzer, W. J.; Rothmann, S. “Occupational stress of employees in an insurance company”, South African Journal of Business Management, Sep2006, Vol. 37 Issue 3, p29-39, 11p

43 Botha, Christo; Pienaar, Jaco. “South African correctional official occupational stress: The role of psychological strengths”, Journal of Criminal Justice, Jan/Feb2006, Vol. 34 Issue 1, p73-84, 12p.

44 Bernhart, Molly. “Work intensity showing up in stress, employee attrition”, Employee Benefit News, Oct2006, Vol. 20 Issue 13, p26-26, 1p.

45

resource turnover are in large number due to shortage of skilled workers,

retiring employees, stressed out workers, work-life option should be set up

in such way to eliminate employee stress for filling the vacancy by bridging

the gap between retiring employees and stress out workers.

Barzilai-Pesach, Vered; Sheiner, Einat K.; Sheiner, Eyal;

Potashnik, Gad; Shoham-Vardi, Ilana45

in their research work titled “The

Effect of Women's Occupational Psychologic Stress on Outcome of

Fertility Treatments”, (2006) examined the possible association between

women's occupational stress and its outcome during pregnancy has made the

women workers perceive that their job demanding more was less to achieved

work load, by measuring full time with part time job it was found that

woman who conceived are significantly associated less with full time job

until successful completion of the pregnancy period.

Akerboom, and S.; Maes S.46 in their paper titled “Beyond demand

and control: The contribution of organizational risk factors in assessing

the psychological well-being of health care employees.”, (2006)

examined that both the unique and the additional contribution of

organizational characteristics and the organizational Risk Factors explain the

importance part of their outcome and their training opportunities which

gives importance to carriers and job satisfaction.

45 Barzilai-Pesach, Vered; Sheiner, Einat K.; Sheiner, Eyal; Potashnik, Gad; Shoham-Vardi, Ilana.

The Effect of Women's Occupational Psychologic Stress on Outcome of Fertility Treatments”, Journal of Occupational & Environmental Medicine, Jan2006, Vol. 48 Issue 1, p56-62, 7p.

46 Akerboom, S.; Maes, S.. “Beyond demand and control: The contribution of organizational risk factors in assessing the psychological well-being of health care employees.”, Work & Stress, Jan-Mar2006, Vol. 20 Issue 1, p21-36, 16p.

46

Adriaenssens, Liesbeth; De Prins, Peggy; VloeberghS, and Daniël.

47 In their work titled “Work Experience, Work Stress and HRM at the

University”, (2006) investigated (1) the well-being of academic staff at the

University of Antwerp, (2) the specific factors of the work environment that

have an impact on employee well-being, and (3) the interaction between HR

practices and employee well-being. They have concluded the work with

suggestions of improvement of the work environment.

Adams, Richard E.; Boscarino, Joseph A.; Figley, and Charles R.

48 Conducted their study titled “Compassion Fatigue and Psychological

Distress among Social Workers: A Validation Study”, (2006) the article

highlights the factors analysed and indicated that the compassion fatigue

(CF) scale measured multiple dimensions, which measures increasing ability

of professionals meet the emotional needs of their clients which results in

stressful environment without experiencing CF (compassion fatigue)

Yates, and Iva49

in their research work titled “Reducing

Occupational Stress”, (2005) the survey explains in detail that 40% of

worker in a manufacturing company reported that their job was very

stressful and another 25% expressed that this job was extremely increasing

the stress towards their family life, this survey has identified various job

conditions that can be adopted to maintain a stress less work life which leads

to a stress less family life.

47 Adriaenssens, Liesbeth; De Prins, Peggy; VloeberghS, Daniël. “Work Experience, Work Stress

and HRM at the University”, Management Revue, 2006, Vol. 17 Issue 3, p344-363, 20p. 48 Adams, Richard E.; Boscarino, Joseph A.; Figley, Charles R.. “Compassion Fatigue and

Psychological Distress Among Social Workers: A Validation Study”, American Journal of Orthopsychiatry, Jan2006, Vol. 76 Issue 1, p103-108, 6p.

49 Yates, Iva. “Reducing Occupational Stress”, Caribbean Business, 2/24/2005, Vol. 33 Issue 7, p79-79, 3/4p.

47

Wiesner, Margit; Windle, Michael; Freeman, Amy50 in their

research article titled “work stress, substance use, and Depression among

young adult Workers (2005) they examined the main and moderated

relationships between 5 job stressors using data from a community sample of

583 young adults (mean age = 23.68 years). Analyses revealed a few direct

associations among the job stressors of high job boredom, low skill variety,

low autonomy, depression measures and heavy alcohol use.

Van Vegchel, Natasja; de Jonge, Jan; Landsbergis, Paul A.51

In

their article titled “Occupational stress in (inter)action: the interplay

between job demands and job resources” (2005) they addressed

theoretical issues involving different interaction effects between job

demands and job resources in an analysis on 471employees. Results

including cross-validation showed that only a multiplicative interaction term

yielded consistent results for both the DC model and the ERI model.

Theoretical as well as empirical results argue for a multiplicative interaction

term to test the DC model and the ERI model.

Vakola, Maria; Nikolaou, Loannis52 In their article titled,

“Attitudes towards organizational change” (2005) they suggested that

occupational stress and organizational change are now widely accepted as

two major issues in organizational life. The study explored the linkage

between employees' attitudes towards organizational change and two of the

50 Wiesner, Margit; Windle, Michael; Freeman, Amy., “Work Stress, Substance Use, and Depression

Among Young Adult Workers: An Examination of Main and Moderator Effect Models”, Journal of Occupational Health Psychgy, Apr2005, Vol. 10 Issue 2, p83-96, 14p.

51 van Vegchel, Natasja; de Jonge, Jan; Landsbergis, Paul A., “Occupational stress in (inter)action: the interplay between job demands and job resources”, Journal of Organizational Behavior, August 2005, Vol. 26 Issue 5, p535-560, 26p.

52 Vakola, Maria; Nikolaou, Loannis. “Attitudes towards organizational change: What is the role of employees' stress and commitment?”, Employee Relations, 2005, Vol. 27 Issue 2, p160-174, 15p.

48

most significant constructs in organizational behaviour; occupational stress

and organizational commitment. The results were in the expected direction

showing negative correlations between occupational stressors and attitudes

to change, indicating that highly stressed individuals demonstrate decreased

commitment and increased reluctance to accept organizational change

interventions.

Salmond, Susan; Ropis, Patricia E.,53 In their research work titled,

“Job Stress and General Well-Being: A Comparative Study of Medical-

Surgical and Home Care Nurses” (2005)they analysed the job stress

among medical-surgical and home care nurses in the U.S. According to

them, high stress leads to negative work environments that deprive nurses of

their spirit and passion about their job. Key factors contributing to

workplace stress include team conflict, unclear role expectations, heavy

workload, and lack of autonomy.

Ryan, P.; Hill, R.; Anczewska, M.; Hardy, P.; Kurek, A.; Nielson,

K.; Turner, C.54 In their book titled, “occupational stress reduction”

(2005) they have attempted to address the issue of work-related stress

through whole team training programmes, on a background of largely

ineffective stress reduction training programmes offered to individuals

within the workplace. The findings show significant implications to the

conceptual, methodological and everyday organizational practice levels of

tackling this central issue to the health of the workplace.

53 Salmond, Susan; Ropis, Patricia E.. “Job Stress and General Well-Being: A Comparative Study of

Medical-Surgical and Home Care Nurses”, MEDSURG Nursing, Oct2005, Vol. 14 Issue 5, p301-309, 9p.

54 Ryan, P.; Hill, R.; Anczewska, M.; Hardy, P.; Kurek, A.; Nielson, K.; Turner, C. “Team-based occupational stress reduction: A European overview from the perspective of the OSCAR project” International Review of Psychiatry, Oct2005, Vol. 17 Issue 5, p401-408, 8p.

49

Oliver, A.; Tomás, J. M.. Ansiedad y Estrés55 In their research work

titled, “Consequences of Work Stress” (2005) empirically tested the two

broad hypotheses of Warr's vitamin model: non-linear effects of working

conditions on well-being, and moderator effects of personal characteristics

on these relationships. The results did not support the non-linear hypothesis

of Warr's model, and the support for the moderator effects of personal

characteristics on the stressors-well being is weak.

Ogińska-Bulik, Nina56

In their article titled “Emotional Intelligence

In The Workplace”, (2005) explored the relationship between emotional

intelligence and perceived stress in the workplace and health-related

consequences in human service workers. They selected 330 respondents as

sample size. Three methods were used in the study, namely, the Emotional

Intelligence Questionnaire with Polish modification, the Subjective Work

Evaluation Questionnaire developed in Poland, and the General Health

Questionnaire with Polish modification. The results confirmed an essential,

but not very strong, role of emotional intelligence in perceiving occupational

stress and preventing employees of human services from negative health

outcomes.

Noblet, Andrew; Teo, Stephen T.T.; McWilliams, John; Rodwell,

John J.57 In their research work titled, “work characteristics predict

55 Oliver, A.; Tomás, J. M. Ansiedad Y. Estrés, “Consequences of Work Stress: An application of

Warr's Vitamin Model to predict Anxiety and Depression”, Dec2005, Vol. 11 Issue 2/3, p233-245, 13p.

56 Ogińska-Bulik, Nina, “Emotional Intelligence In The Workplace: Exploring Its Effects On Occupational Stress And Health Outcomes In Human Service Workers”, International Journal of Occupational Medicine & Environmental Health, Apr2005, Vol. 18 Issue 2, p167-175, 9p.

57 Noblet, Andrew; Teo, Stephen T. T.; McWilliams, John; Rodwell, John J. “Which work characteristics predict employee outcomes for the public-sector employee? An examination of generic and occupation-specific characteristics”, International Journal of Human Resource Management, Aug2005, Vol. 16 Issue 8, p1415-1430, 16p.

50

employee outcomes for the public-sector employee” (2005) indicted that

the middle managers and HR managers can have positive impact on

employees through the introduction of new public management which is

caused be reducing the employee’s job strain. It is done through the useful

tool “job strain model” which has increasing utility in public sector

environment.

Michailidis, Maria; Georgiou, Yiota58 In their article titled,

“Employee occupational stress in banking”,(2005) have stated that

occupational stress literature emphasized the importance of assessment and

management of work related stress. The recognition of the harmful physical

and psychological effects of stress on both individuals and organizations is

widely studied in many parts of the world. A sample of 60 bank employees

at different organizational levels and with different educational backgrounds

was used. Data collection utilized the Occupational Stress Indicator (OSI). It

implied that educational levels affect the degree of stress they experience in

various ways finally, the drinking habits (alcohol) of the employees were

found to play a significant role in determining the levels of occupational

stress.

Marsella, Anthony; Wong, Paul T. P.; Wong, Lilian C. J.; Leong,

Frederick T. L.; Tolliver, Dwight59 In their article titled, “Towards an

Understanding of Occupational Stress Among Asian Americans”,

(2005) explained how the stress literature on Asian Americans can help

58 Michailidis, Maria; Georgiou, Yiota., “Employee occupational stress in banking”, Work, 2005,

Vol. 24 Issue 2, p123-137, 15p. 59 Marsella, Anthony; Wong, Paul T. P.; Wong, Lilian C. J.; Leong, Frederick T. L.; Tolliver,

Dwight. “Towards an Understanding of Occupational Stress Among Asian Americans”, Handbook of Multicultural Perspectives on Stress & Coping, 2005, p535-553, 19p.

51

understand and conduct future research on occupational stress. In an attempt

to stimulate more direct research on this topic, they used the theoretical

framework of occupational stress developed by Osipow and Spokane (1987)

to guide us in this review.

Härenstam, Annika60 In their book titled, “working life and

increasing occupational stress” (2005) discussed two types of objectives in

their article. First, it provided an explanation for the increase in occupational

stress and sick leaves in Sweden in terms of the structural and organizational

conditions. Second, it discussed measures that address these issues. The

results indicated that management technologies distribute risks between

segments of the labour market,

Haraway, Dana L.; Haraway III, William M.61 In their book titled,

“Analysis of the Effect of Conflict-Management and Resolution

Training on Employee Stress at a Healthcare Organization”, (2005)

conducted a study in which, 23 supervisors and managers in a local

healthcare organization participated in for 3-hour sessions designed to teach

practical conflict-management strategies immediately applicable to their

workplace duties and responsibilities. A comparison of pre test and post test

measures indicated statistically that there were differences in four areas and

suggested a positive influence of the brief intervention. This is clearly

explained in the article titled “Analysis of the Effect of Conflict-

60 Härenstam, Annika. “Different development trends in working life and increasing occupational

stress require new work environment strategies”, Work, 2005, Vol. 24 Issue 3, p261-277, 17p. 61 Haraway, Dana L.; Haraway III, William M. “Analysis of the Effect of Conflict-Management and

Resolution Training on Employee Stress at a Healthcare Organization”, Hospital Topics, Fall2005, Vol. 83 Issue 4, p11-17, 8p.

52

Management and Resolution Training on Employee Stress at a Healthcare

Organization”,

Green, Rosemary; Lonne, Bob62 In their article titled, “Great

Lifestyle, Pity about the Job Stress” (2005) examined the rural practice

and occupational stress. While employers and colleagues may attribute stress

reactions to the individual practitioner's inability to cope with the demands

of rural practice, strategies that are both systemic and structural, are required

to address this significant occupational issue.

Gillen, Mark C.; Ed Chung63 In their article titled, “An Initial

Investigation of Employee Stress Related to Caring for Elderly and

Dependent Relatives at Home”, (2005) examined that the problems

confronting individuals who not only had employment obligations to their

employers, but who also had responsibilities as caregivers to aging/sick

parents or other family members at home. The modern organizational person

has come to accept the importance of task interests--getting the job done--in

exchange for ways to further their career interests and perhaps directly or

indirectly their personal interests.

Demetri Kantarelis64 In his article titled, “Occupational stress:

some microeconomic issues”, (2005) found that the theoretical concepts are

proposed to capture the substance of issues associated with occupational

stress. Reduction below the profit maximizing stress level may be achieved

62 Green, Rosemary; Lonne, Bob. “Great Lifestyle, Pity about the Job Stress': Occupational Stress in

Rural Human Service Practice”, Rural Society, 2005, Vol. 15 Issue 3, p252-266, 15p. 63 Gillen, Mark C.; Ed Chung. “An Initial Investigation of Employee Stress Related to Caring for

Elderly and Dependent Relatives at Home”, International Journal of Sociology & Social Policy, 2005, Vol. 25 Issue 9, p78-93, 16p.

64 Demetri Kantarelis “Occupational stress: some microeconomic issues”, International Journal of Management Concepts & Philosophy, 2005, Vol. 1 Issue 3, pN.PAG, 00p.

53

only if a firm's increase in cost for stress relief in the work place guarantees

productivity and profit improvement in exchange for a reduction in

employee health damages due to stress.

Chen, W. Q.; Yu, I. T.-S.; Wong, T.W.65

In their article titled,

“Impact of occupational stress and other psychosocial factors on

musculoskeletal pain among Chinese offshore oil installation workers”,

(2005) explored the relation between psychosocial factors and

musculoskeletal pain in Chinese offshore oil installation workers.

Significant associations were found between various psychosocial factors

and musculoskeletal pain in different body regions after adjusting for

potential confounding factors. Occupational stressors, in particular stress

from safety, physical environment, and ergonomics, were important

predictors of musculoskeletal pain.

Béjean, Sophie; Sultan-Taäeb, Hélène66 In their article titled,

“Modelling the economic burden of diseases imputable to stress at

work”, (2005) have evaluated the costs of work-related stress in France.

Three illnesses-cardiovascular diseases, musculoskeletal diseases and back

pain-that may result from exposure to stress are identified and the

proportions of cases attributable to the risk factor are calculated from

epidemiological studies. Two methodological hypotheses allow us to

provide complementary evaluations of the social cost of occupational stress

and raise the ethical questions inherent in the choice of methodology. Work-

65 Chen, W. Q.; Yu, I. T.-S.; Wong, T. W, “Impact of occupational stress and other psychosocial

factors on musculoskeletal pain among Chinese offshore oil installation workers”, Occupational & Environmental Medicine, Apr2005, Vol. 62 Issue 4, p251-256, 6p.

66 Béjean, Sophie; Sultan-Taäeb, Hélène, “Modeling the economic burden of diseases imputable to stress at work”, European Journal of Health Economics, Mar2005, Vol. 6 Issue 1, p16-23, 8p.

54

related stress costs society between €1,167 million and €1,975 million in

France, or 14.4-24.2 percentage of the total spending of social security

occupational illnesses and work injuries branch.

Arthur, Andrew R.67 In their article titled, (2005) found that 86 per

cent of employees who experience stress in the workplace sought help from

their workplace counselling schemes. This study found that almost high

levels of mental health problems existed (86 per cent) in employees who

remained at their work. This finding was at variance with the usual co-

morbid presentation of anxiety and depression found in community based on

mental health services and suggests that depression may be an important

differentiating factor between those who can remain at work and use

counselling and those who cannot.

Alves, Steve L.68 In their article titled, “anxiety and depression in

employees who use occupational stress counselling schemes”, (2005)

Data analyses revealed the compression between the CRNA (Collaboration

in Nurse Anaesthetists) with hospital employees. It resulted as low stress

level for CRNA over the hospital employees. And they suggested

counselling as a stress resolution tool for the hospital employees.

Aldred, Carolyn.69 In his research work titled, “lower claims

standards in stress-related suits”, (2005) reported that recent Appeal Court

67 Arthur, Andrew R.. “When stress is mental illness: A study of anxiety and depression in

employees who use occupational stress counselling schemes”, Stress & Health: Journal of the International Society for the Investigation of Stress, Oct2005, Vol. 21 Issue 4, p273-280, 8p.

68 Alves, Steve L.. AANA “A study of occupational stress, scope of practice, and collaboration in nurse anesthetists practicing in anesthesia care team settings”, Journal, Dec2005, Vol. 73 Issue 6, p443-452, 10p.

69 Aldred, Carolyn.” U.K. companies face lower claims standards in stress-related suits”, Business Insurance, 4/4/2005, Vol. 39 Issue 14, p13-14, 2p.

55

ruling lowers the standard for stress claims against Great Britain employers

and allows companies to be held vicariously liable for the actions of

workers' supervisors. The Court of Appeal in London ruled that an employee

could sue his former employer under the Harassment Act of 1997 for

allegedly harassed by his manager. The ruling marks for the first time the

Harassment Act (which is a public-order statute) has been successfully used

as a ground for an occupational stress claim.

Tyson, Paul D.; Pongruengphant, Rana70 In their article titled,

“Five-year follow-up study of stress among nurses in public and private

hospitals in Thailand”, (2004) examined the sources of occupational stress,

coping strategies, and job satisfaction. A sample of 200 nurses was

compared to 147 nurses sampled from the same hospital wards after 5 years

and revealed a significant increase in nurses’ workload, involvement with

life and death situations, and pressure from being required to perform tasks

outside of their competence. Although nurses working in public hospitals

generally reported more stress than private hospitals, surprisingly nurses’

satisfaction with their job increased particularly in public hospitals, which

may be attributable to age, improvements in monetary compensation, and

organizational support.

Torkelson, Eva; Muhonen, Tuija71 In their article titled, “The role

of gender and job level in coping with occupational stress” (2004)

investigated that resulted the employees working at sugar factory were

70 Tyson, Paul D.; Pongruengphant, Rana., “Five-year follow-up study of stress among nurses in

public and private hospitals in Thailand”, International Journal of Nursing Studies, Mar2004, Vol. 41 Issue 3, p247, 8p.

71 Torkelson, Eva; Muhonen, Tuija., “The role of gender and job level in coping with occupational stress”, Work & Stress, Jul2004, Vol. 18 Issue 3, p267-274, 8p.

56

studies through an investigation has resulted with more mental health

problems due to insufficient emotional support from the management and

also in times the disengagement of drug/alcoholic consumption also have

resulted with the same symptoms.

Terluin, Berend; Van Rhenen, Willem; Schaufeli, Wilmar B.; De

Haan, Marten72 In their article titled, “The four-dimensional symptom

questionnaire (4DSQ): measuring distress and other mental health

problems in a working population”, (2004) expressed that valid

instrument can be used in a working population to distinguish between

stress-related symptoms and psychiatric illness.

Lords73

In his article titled, “employers need to look for signs of

stress.” (2004) revealed that the ruling made by the Great Britain House of

Lords in the case of Barber versus Somerset County Council has made it

clear that being unsympathetic to complaints of occupational stress or

having autocratic or bullying leadership could count against an employer.

The information on the case was based on the remarks from Cloister, the law

firm which represented former school teacher Leon Barber.

Muhonen, Tuija; Torkelson, Eva74 In their article titled, “Work

locus of control and its relationship to health and job satisfaction from a

gender perspective”, (2004) suggested that the work locus of control was a

72 Terluin, Berend; Van Rhenen, Willem; Schaufeli, Wilmar B.; De Haan, Marten., “The four-

dimensional symptom questionnaire (4DSQ): measuring distress and other mental health problems in a working population”, Work & Stress, Jul2004, Vol. 18 Issue 3, p187-207, 21p.

73 “Lords' ruling means employers need to look for signs of stress.” Occupational Health, May2004, Vol. 56 Issue 5, p5-5, 1/3p

74 Muhonen, Tuija; Torkelson, Eva. “Work locus of control and its relationship to health and job satisfaction from a gender perspective”, Stress & Health: Journal of the International Society for the Investigation of Stress, Feb2004, Vol. 20 Issue 1, p21-28, 8p.

57

significant predictor of both symptoms of ill-health and job satisfaction, but

only for women. This indicates that separate analyses for women and men

are needed in order to investigate potential gender differences that might

otherwise go unnoticed.

Korn, Adam75 In his article titled, “Stressing the point the

employee” (2005) identified the complexity of the causes of mental illness

that depend upon the interaction between the patient's personality and a

number of factors in the patient's life;

Gaumer, Carol J.; Shah, Amit J.; Ashley-Cotleur, Cathy76

In their

article titled, “Causes and Effects of Stress on Women”, (2005) have

analysed that the organizations respond to stressors and the environment

they create has the potential for enhancing its competitiveness in the market

place. Several corporate cases are included to represent examples of

corporate excellence and strategies that may be adopted by other

organizations.

According to Aldred, Carolyn77 In their work titled, “U.K. decision

increases employer duty to closely manage employee stress claims”,

(2004) the employers should ensure that they step in, investigate and

actively manage employment-related stress. In addition, employers should

apply management techniques that are more sympathetic to employee

concerns about stress. The ruling will also allow more teachers to pursue

compensation claims for stress.

75 Korn, Adam., “Stressing the point The employee” Lawyer. Vol. 18 Issue 24, 2005, p25-25, 1/2p 76 Gaumer, Carol J.; Shah, Amit J.; Ashley-Cotleur, Cathy.” Enhancing Organizational

Competitiveness: Causes and Effects of Stress on Women”, Journal of Workplace Behavioral Health, 2005, Vol. 21 Issue 2, p31-43, 13p.

77 Aldred, Carolyn. “U.K. decision increases employer duty to closely manage employee stress claims”, Business Insurance, 4/12/2004, Vol. 38 Issue 15, p17-19, 2p.

58

Noblet, Andrew78

In his article titled, “Building health promoting

work settings: identifying the relationship between work characteristics

and occupational stress”, (2003) revealed that the work characteristics,

viz, ‘social support’ and ‘job control’ accounted for large proportions of

explained variance in job satisfaction and psychological health. In addition

to these generic variables, several job-specific stressors were found to be

predictive of the strain experienced by employees.

Lewig, K. A.; Dollard, M. F.79 In their article titled, “Emotional

dissonance, emotional exhaustion and job satisfaction in call centre

workers”, (2003) confirmed the central role of emotional labour variables in

the experience of emotional exhaustion and satisfaction at work. Specifically

the research confirmed the pre-eminence of emotional dissonance compared

to a range of emotional demand variables in its potency to account for

variance in emotional exhaustion and job satisfaction. Specifically,

emotional dissonance mediated the effect of emotional labour (positive

emotions) on emotional exhaustion. Furthermore, emotional dissonance was

found to be equal in its capacity to explain variance in the outcomes

compared to the most frequently researched demand measure in the work

stress literature (psychosocial demands). Finally, emotional dissonance was

found to exacerbate the level of emotional exhaustion at high levels of

psychosocial demands, indicating jobs combining high levels of both kinds

of demands are much more risky.

78 Noblet, Andrew, “Building health promoting work settings: identifying the relationship between

work characteristics and occupational stress in Australia”, Health Promotion International, Dec2003, Vol. 18 Issue 4, p351-359, 9p.

79 Lewig, K. A.; Dollard, M. F., “Emotional dissonance, emotional exhaustion and job satisfaction in call centre workers”, European Journal of Work & Organizational Psychology, Dec2003, Vol. 12 Issue 4, p366-392, 27p.

59

Gardner, L.J.; Stough, C.80 In his research work titled,

“Exploration of the relationships between workplace Emotional

Intelligence, occupational stress and employee health”, (2003) examined

the relationship between Emotional Intelligence, occupational stress and

physical and psychological health, in 80 employees. They hypothesised that

participants reporting higher levels of Emotional Intelligence would be

better able to manage stress and would have better physical and

psychological health than those reporting lower levels of Emotional

Intelligence. The results of the study indicated that the ability to recognise

and express emotions, to manage and control emotions measured by the

Swinburne University Emotional Intelligence Test (SUEIT) were related to

wellbeing.

Fevre, Mark Le; Matheny, Jonathan; Kolt, Gregory S.81 In their

article titled, ‘Eustress, distress, and interpretation in occupational

stress.”, (2003) discussed the meaning assigned to the word ‘stress’ that has

shifted from Selye's original formulation, and that this shift, in conjunction

with the use of the Yerkes Dodson Law, leads to inappropriate management

of stress in organizations. The result revealed that some stress is good.

Performance should be rejected in favour of more useful and accurate

concepts.

80 Gardner, L.J.; Stough, C., “Exploration of the relationships between workplace Emotional

Intelligence, occupational stress and employee health”, Australian Journal of Psychology, Aug2003 Supplement, Vol. 55, p181-181, 1/4p.

81 Fevre, Mark Le; Matheny, Jonathan; Kolt, Gregory S. ‘Eustress, distress, and interpretation in occupational stress.”, Journal of Managerial Psychology, 2003, Vol. 18 Issue 7, p726-744, 19p.

60

Edwards, D.; Barnard, P.82 In their review titled, “stress is a

problem for mental health nurses but research on interventions is

insufficient”, (2003) analysed the sources of stress for mental health

included workload, poor resources, role conflict, job insecurity and client

issues. They have concluded that research about stress management

techniques is insufficient and cannot be generalized due to problems with the

methods of existing research.

Nikolaou, Ioannis; Tsaousis, Ioannis83 In their research article titled,

. “Emotional Intelligence In The Workplace: Exploring Its Effects On

Occupational Stress And Organizational Commitment”, (2002) Found

their results in the expected direction, showing a negative correlation

between emotional intelligence and stress at work, indicating that high

scorers in overall Emotional Intelligence suffered less stress related to

occupational environment. A positive correlation was also found between

emotional intelligence and organizational commitment.

Nicoll, Anne84 In her research work titled, “employee stress claims

are rising: what you can do about it”, (2002) discussed the importance of

considering the impact of the September 11, 2001 terrorist attacks on

employees in Canada, effect of increased layoffs on employees; discussion

on incentive to be proactive in the workforce; management processes that

have helped manage time loss.

82 Edwards, D.; Barnard, P. “Review: stress is a problem for mental health nurses but research on

interventions is insufficient”, Evidence-Based Mental Health, Nov2003, Vol. 6 Issue 4, p126-126, 1p.

83 Nikolaou, Ioannis; Tsaousis, Ioannis. “Emotional Intelligence In The Workplace: Exploring Its Effects On Occupational Stress And Organizational Commitment”, International Journal of Organizational Analysis (1993 - 2002), 2002, Vol. 10 Issue 4, p327, 16p.

84 Nicoll, Anne. “employee stress claims are rising: what you can do about it”, HR Professional, Feb/Mar2002, Vol. 19 Issue 1, p23, 2p.

61

Morris, Jodi E.; Long, Bonita C.85 In their article titled, “Female

Clerical Workers' Occupational Stress: The Role of Person and Social

Resources, Negative Affectivity, and Stress Appraisals”, (2002) tested

main, moderating, and mediating effects of appraisals on the relationship

between resources and change in depression and partially replicated on an

independent sample, which controlled for negative affectivity (a pervasive

tendency toward negative emotionality). Results were consistent with

predictions that primary appraisals (i.e., threats to self-esteem) contribute to

change in depression beyond the effects of person and social resources and

negative affectivity. There was modest evidence that control appraisals

moderate the effects of optimism and work support.

Rees, Christopher J.; Redfern, David86

In their article titled,

“Recognising the perceived causes of stress--a training and development

perspective”, (2000) aimed to provide examples of how different

perspectives of occupational stress can be identified and highlighted.

Training and development specialists can play an important role in ensuring

that a balanced and eclectic approach to occupational stress is adopted in the

workplace.

Lyne, Kenneth D.; Barrett, Paul T.; Williams, Christine; Coaley,

Keith87

In their review titled, “A psychometric evaluation of the

85 Morris, Jodi E.; Long, Bonita C. “Female Clerical Workers' Occupational Stress: The Role of

Person and Social Resources, Negative Affectivity, and Stress Appraisals”, Journal of Counseling Psychology, Oct2002, Vol. 49 Issue 4, p395, 16p.

86 Rees, Christopher J.; Redfern, David “Recognising the perceived causes of stress--a training and

development perspective”, Industrial & Commercial Training, 2000, Vol. 32 Issue 4, p120-127, 8p.

87 Lyne, Kenneth D.; Barrett, Paul T.; Williams, Christine; Coaley, Keith. “A psychometric

evaluation of the Occupational Stress Indicator”, Journal of Occupational & Organizational Psychology, Jun2000, Vol. 73 Issue 2, p195-220, 26p.

62

Occupational Stress Indicator”, Journal of Occupational &

Organizational Psychology,” (2000) examined the degree to which the

psychometric structure of the test was reflected in the published score key.

The three datasets were comprehensively analysed using item analysis and

exploratory factor analysis. Their study concluded that the current norms for

the test were of dubious validity and findings were replicated.

Hlen, Craig R.; Cluskey Jr., G. R.; Rivers, Richard A.88 In their

research work titled, “Reducing Stress from Workload Compression:

Coping Strategies That Work in CPA Firms”, (2000) conducted a study

on accounting practitioners titled ‘reducing stress from work load

comparison – coping strategies that work in CPA firms’ according to them

the practising accountants experience greater stress in October (than in

February) since during october they have high job demands of that work.

Zohar, Dov89

In his review titled, “When things go wrong: The

effect of daily work hassles on effort, exertion and negative mood”,

(1999) discussed the effect of occupational hassles on negative mood and

effort exertion. Using pooled-time series analysis on daily records of a

sample of military jump masters (parachute trainers), it was shown that

hassles severity predicted end-of-day mood, fatigue and subjective

workload. Author indicated that, despite their transient nature, daily hassles

at work constitute a significant factor whose effect has been overlooked by

available methods of occupational stress.

88 Ehlen, Craig R.; Cluskey Jr., G. R.; Rivers, Richard A. “Reducing Stress from Workload

Compression: Coping Strategies That Work in CPA Firms”, Journal of Applied Business Research, Winter2000, Vol. 16 Issue 1, p9, 7p.

89 Zohar, Dov. “When things go wrong: The effect of daily work hassles on effort, exertion and negative mood”, Journal of Occupational & Organizational Psychology, Sep99, Vol. 72 Issue 3, p265-283, 19p.

63

Savery, Lawson K.90 In his article titled, “The Influence of Social

Support on the Reaction of an Employee.” (1988) discussed the influence

of social support groups on relieving occupational stress among employees

resulting in an increase of job satisfaction and productivity. The study was

conducted on the role of various social support agents on occupational

performance and stress.

Garnitz, Rick91

In his article titled, “Managing the

interrelationship of work, family and finances”, (1988) discussed the

need for employers to address the interrelationship of work, family and

finances. They emphasise on employee self-reliance and empowering

employees through education and suggest evolving work-life benefit

programs to relieve employee stress.

Struebing, Laura92 In their article titled, “Eight ways to reduce

employee stress”, (1996) expressed that according to the American Society

for Training and Development (ASTD). They have conducted survey in

several manufacturing units in various states in United States, such as

California, Peru, chille. They have found that many of the employees have

stress related health problems hence they suggested to Teach people to

negotiate alternatives; Setting realistic deadlines; Paying for overtime hours

in time; Encouraging regular exercise, Offering nutritious snacks during

breaks.

90 Savery, Lawson K., “The Influence of Social Support on the Reaction of an Employee.”, Journal

of Managerial Psychology, 1988, Vol. 3 Issue 1, p27, 5p. 91 Garnitz, Rick. “Managing the interrelationship of work, family and finances”, Employee Benefits

Journal, Mar1998, Vol. 23 Issue 1, p18, 2p. 92 Struebing, Laura. “Eight ways to reduce employee stress”, Quality Progress, Jul96, Vol. 29 Issue

7, p14, 2p.

64

Leong, C. S.; Furnham, Adrian; Cooper, Cary L.93

In their

research article titled, “The Moderating Effect of Organizational

Commitment on the Occupational Stress Outcome Relationship”, (1996)

attempted to examine the effect of organizational commitment as a

moderator of the stress-outcome of administrative officers from various

departments of a public sector organization. Each completed a questioner

with six scale measurement to identify the Occupational Stress Indicator.

The questioner had six questions relating to stressors, six relating to coping

strategies, three relating to type A behaviour, three to locus of control as

well as three outcome measures.

Hurrell Jr., Joseph J. 94 In their article titled, “Police work,

occupational stress and individual coping”, (1995) studied the selection of

employees on the basis of their ability to cope with organizational stressors

or training them to better tolerate. Indeed, altering the job or aspects of the

organization as a means of reducing employee stress, represents a preferred

approach because the focus is on changing the source of the problem

(stressors), not the symptoms of stress.

Heaney, Catherine A.; Price, Richard H.; Rafferty, Jane95 In their

article titled, “Increasing coping resources at work: a field experiment to

93 Leong, C. S.; Furnham, Adrian; Cooper, Cary L. “The Moderating Effect of Organizational

Commitment on the Occupational Stress Outcome Relationship”, Human Relations, Oct96, Vol. 49 Issue 10, p1345-1363, 19p.

94 Hurrell Jr., Joseph J. “Police work, occupational stress and individual coping”, Journal of Organizational Behavior, Jan95, Vol. 16 Issue 1, p27-28, 2p.

95 Heaney, Catherine A.; Price, Richard H.; Rafferty, Jane. “Increasing coping resources at work: a field experiment to increase social support, improve work team functioning, and enhance employee mental health”, Journal of Organizational Behavior, Jul95, Vol. 16 Issue 4, p335-352, 18p.

65

increase social support, improve work team functioning, and enhance

employee mental health”, (1995) have indicated that the field experiment

enhanced the work team climate and reduced depressive symptoms. Also

according the experiment, though who are at high risk are willing for

relieving their job. And dissatisfaction in those most at risk for leaving their

jobs. The program was also effective in increasing the amount of supervisor

support received on the job and strengthening perceptions of coping abilities

in those workers most likely to participate in the program.

Bogg, Janet and Cooper, Cary96 In their review titled, “Job

Satisfaction, Mental Health, and Occupational Stress Among Senior

Civil Servants”, (1995) have indicated that the main sources of stress

among the senior civil servants were "factors intrinsic to the job" such as

poor pay and working conditions, and a strong feeling of possessing little

control over their job and their organization.

Savery, Lawson K.97

In their research work titled, “Effect of

Motivators on Job Satisfaction”, (1987) have pointed out the effect of

motivators on job satisfaction. Perceptions of the enterprise’s concern with

and the people's desire for, intrinsic and extrinsic motivators, role of

immediate supervisors and their subordinates act as motivators for job

satisfaction.

96 Bogg, Janet and Cooper, Cary “Job Satisfaction, Mental Health, and Occupational Stress Among

Senior Civil Servants”, Human Relations; Mar95, Vol. 48 Issue 3, p327-341, 15p. 97 Savery, Lawson K., “Effect of Motivators on Job Satisfaction”, Journal of Managerial Psychology,

1987, Vol. 2 Issue 3, p28, 4p.

66

CONCLUSION

The above studies concentrated on various aspects of HRM practices

on stress management followed by both government and private

organisations including, telecom, hospital, school, bank, sugar mill, safety

and health, colleges, universities, police, insurance, professionals like

lawyer, doctor, home makers, IT, off shore operations, manufacturing, hotel,

training and development sector, transport and others. Few of the above

studies deal with physical and mental performance of employees and their

stress management. The studies rarely highlighted the occupational stress

and health of the employees. There was no comprehensive study to realise

the job satisfaction and job stress among the employees of paper industry

especially its factory workers whose jobs are stressful and risky. The studies

failed to measure:

i. what was the level of attitude and perception of the employees

towards Human Resource Management followed by paper

industry in Tamilnadu

ii. what was the level of job stress among employees in paper

industry, and

iii. what was the relationship between job stress and health of the

employees

These issues have not been addressed by the earlier studies in paper

industry. Having this fact in mind, the researcher has made an attempt to

address the above social issues in the paper industry of Tamilnadu.

67

CHAPTER – III

PAPER INDUSTRY – AN OVERVIEW

3.1 INTRODUCTION TO PAPER INDUSTRY:

It is fact that paper is inevitable for the development of human race,

and the economy of country. Hence the paper industry of any country plays

vital role. In this chapter how the present material form of paper has come in

to existence, how they worked paper industry is, the role of Indian paper

industry and that of Tamilnadu are explained.

The origin of paper goes to the early Egyptian civilization. The

Egyptians used the stalks of the papyrus plant to manufacture a material

resembling paper. Several changes have been made and many new materials

have been used in the paper making process, but base of most papers is still

fiber form plant.

3.2 HISTRICAL DEVELOPMENT OF PAPER INDUSTRY IN THE

WORLD

Paper making can be traced to about 105 AD, when T’Sai Lun, an

official in the imperial court of China created a sheet of paper using

mulberry and other bast fibres along with fishnets, old rags and hemp

waste.98 In its slow travel westward, the art of papermaking reached

Samarkand, in central asia, in 751 AD and in 793 AD the first paper was

made in Baghdad during the time of Harunat-Rashid, with the golden age of

98 http://great100persons.blogspot.com/2009/09/07tsai-lun.html.

68

Islamic culture that brought papermaking to the frontiers of Europe. In the

10th century, Arabians substituted linen fibres and bamboo to create finer

sheet of paper. By 12th century, paper making reached Europe. Johannes

Gutenberg invented printing machine in 1448 which led to rapid increase in

demand of paper. The first successful paper machine was built by JLN

Robert in 1798. Thereafter, papermaking underwent revolutionary changes,

when several major pulping processes were gradually developed, which

relieved paper industry of its crucial dependence upon cotton and linen rags.

The origin and development of paper industry is segregated in five stages

and presented in the following table:

TABLE NO.3.1

PAPER INDUSTRY – DEVELOPMENTAL PHASES

Phase Period covered Development Process

First 1800-1860 • Mechanization –rage preparation, use of

filler, pulp beating and paper machine

Second 1840-1880

• Industrial scale rage substitute (ground wood/chemical pulp)

• Appropriate pulp mills were developed

Third 1860-1950

• Enlargement of web width - 85 to 770cm

• Increase in production speed - 5 mpm to 500mpm

• Introduction of electric drive

• Machines to produce particular type of paper

Fourth 1950-1980

• Further increase in web width and working speed, use of new materials (TMP, dinked paper, new filler, chemicals and dyes), new sheet forming (twin wire formers) etc.

Fifth 1980 onwards

• Leads into future

• Evolution of new sheet forming principles and chemical pulp processes

69

3.3 VARIOUS PAPER PRODUCTS:

3.3.1 TYPES OF PAPERS PRODUCED IN PAPER INDUSTRY

There are different types and grades of paper for different uses, which

are often reflected in their names. Coated text and cover are used for the

majority of four-color printing. Uncoated text and cover are also used

regularly. Bond, book, offset, label, index, and news-print are some of the

other grades used commercially. Paper choice can make a major difference

in the appearance of the finished job. A dull or plain design can be perked up

with an exciting color or texture.

a) Coated Papers

It is best suited for higher-quality jobs. Coated papers may be gloss-

coated, dull-coated, machine-coated, and cast-coated on one or both sides.

Printing ink does not soak into a coated sheet as much as it does with an

uncoated paper. So, coated papers can make halftones and color images

look richer. Coated papers are associated with corporate capability brochures

and annual reports. Since coated papers come in several grades and prices,

user should not have to shy away from using them. Today, more and more

coated papers are recycled, which also lowers their costs.

b) Uncoated Papers

Uncoated papers are also known as text. These papers can be

excellent sheets for printing. Some uncoated papers are so smooth that it's

hard to tell that they're not coated. Uncoated papers are manufactured in

70

many textures and colors. Uncoated papers are used for halftones, when the

designer is trying to achieve a certain effect or look.

c) Bond

It is often used for stationery. It takes ink well from a laser printer or

a pen. Part of this absorbency comes from the paper's rag content, which is

the percentage of cotton fiber in a sheet of bond. Twenty five per cent or 50

percent is the usual amount added.

d) Note Book Paper

It is used, for books and textbooks. These papers come in antique or

smooth finishes. They also come in many weight so that a book can be

bulked up or down.

e) Offset Papers

It is similar to the coated and uncoated sheets. It resists the moisture

that occurs in offset printing.

f) Index Papers

It is stiff. It takes writing ink well. Index papers are less expensive

than cover grades. Index papers are used for cards or tabs and are also used

in place of the more expensive cover stocks. They come in a smooth or

vellum finish.

71

g) Newsprint Papers

As their name suggests, they are used for newspapers. The sheets are

not as white as other papers. Ink tends to soak into them. Being relatively

inexpensive, newsprint is ideal for the large volumes of paper that modern

newspapers need.

h) Computer Paper

This is the general term used to describe paper used in a computer. It

can also refer to paper used with a copier or for a laser printer. Although the

“fan-fold” paper was probably the Copier Paper, or just plain bond paper.

This is because of the move from the dot-matrix printer to the laser and

inkjet printers. If so, take a look below for some valuable information that

may help you in your search.

i) Copier Paper

It is standard paper used for copies. It is 20 per grams square meter,

thin and somewhat transparent. Copier Paper has many different properties

that affect the quality of the copies. White Point - Contrast is a key element

between the toner and the paper. The whiter the paper the better your copies,

Texture- The smoother the paper, the better the toner transfers to it.

Smoother paper gives sharper copies and better fills. Smooth paper,

however, can sometimes be difficult to feed.

72

j) Coating

Coating paper needs some type of clay or dust coating to help the

paper separate and feed it. Most copier paper will have some type of

indicator to show which side should be copied on.

k) Gloss Paper

It is ideal for photographic images, posters and printing of graphic

designs. Matte Paper -is a high resolution bright white coated paper. Ideal is

for everyday printing and it features superior drying properties.

l) Picture Paper

It is water resistant. It dries spontaneously for easy handling. This

inkjet paper, in the popular 4" x 6" format, is ideal for consumer use.

m) Inkjet Paper

If the task is a printing of a document an email or memo, plain copier

paper will work best. If color is important, then coated paper stock is

preferred. Coated paper allows colors to be sharper than regular copier

paper. A high level of coating allows for a high print resolution from 600 dpi

-1440 dpi. There are many different types of paper available. But, only

coated papers designed specifically for inkjet printers, will give the highest

quality output.

73

The product segments in the paper industry can be broadly classified

as newsprint, printing and writing paper, industrial paper and specialty

papers. Based on the primary raw material used, the companies in the paper

industry are categorizing in to wood based, agro based and waste paper

based companies.

Some of the paper products are sheet paper, paper boxes, tissues,

paper bags, stationery, envelopes, and printed-paper products such as books,

periodicals, and newspapers. Specialty papers like sandpaper, blueprint

paper, carbon paper are not a part of paper products industry. Stationery

includes greeting cards, printing and writing papers, school and office

papers. The toiletry products include paper towels, tissue paper, and bath

tissue.

3.3.2. VARIOUS TYPES OF PAPER INDUSTRY:-

a) Wood Based industry

Forest policy should be revised wish a view to raising plantation by

industry/Cooperatives of farmers/State Government.

b) Waste Paper based Industry

Introduction of ecolabeling system wherein products made from

recycled fibre, are rated higher than the products made from virgin fibre.

74

c) Agro Based Industry

Funds are made available for technology up-gradation for handling

and processing of agro residue fibre, in small and medium scale industries.

3.4 WORLD PAPER INDUSTRY

Although modern inventions and engineering have transformed an

ancient craft into a highly technical industry, the basic operations in

papermaking remain the same to this day. The steps in the process are as

follows (1) suspension of cellulose fibre is prepared by beating it in water,

so that the fibres are throughly separated and saturated with water; (2) the

paper stock is filtered on a woven screen to form a matted sheet of fibre; (3)

the wet sheet is pressed and compacted to squeeze out a large proportion of

water; (4) the remaining water is removed by evaporation; and (5) depending

upon the use and requirements, the dry paper sheet is further compressed,

coated or impregnated. The differences among various grades and types of

paper are determined by the type of fibre or pulp, the degree of beating, the

addition of various materials to stock, formation conditions of the sheet,

including basis weight, or substance per unit are, and the physical or

chemical treatment applied to the paper after its formation.

Government has completely delicensed the paper industry with effect

from 17th July, 1997. The entrepreneurs are now required to file an Industrial

Entrepreneur Memorandum with the Secretariat for Industrial Assistance for

75

setting up a new paper mill or substantial expansion of the existing mill in

permissible locations. 99

The new millennium is going to be the millennium of knowledge. So

demand for paper would go on increasing in times to come. In view of paper

industry's strategic role for the society and also for the overall industrial

growth, it is necessary that the paper industry performs well. The Paper

industry is a priority sector for foreign collaboration and foreign equity

participation up to 100 percent receives automatic approval by Reserve Bank

of India. Several fiscal incentives have also been provided to the paper

industry, particularly to those mills which are based on non-conventional

raw material.

Global production of paper and paper board was around 350 million

tons which contributes to about 3.5 percent of world‘s Industrial production

and 2 percentage of world’s trade. India was ranked 15th in the World in

terms of paper and boards production capacity.

The world paper industry was growing at a CAGR (Compound

Annual Growth Rate) of 2.8 percent with a per capita consumption of 45

Kilograms. The per capita consumption is 152 Kilograms in developed

countries and 12 Kilograms in developing countries and in India it is around

6 Kilograms.

The per capita consumption of paper in Asian countries is shown in

Table No.3.2.

99 Das Subir, “Future Prospects of Paper Industry”, Savvica Inc., Gurragon, India, 2011,

http://nuvvo.com/lesson/15902-future-prospects-of-paper-industry

76

TABLE NO. 3.2

PER CAPITA CONSUMPTION OF PAPER IN

VARIOUES COUNTRIES

(as on march 2008)

Country Production

(Million

tons)

Consumption

(million tons)

Consumption

per capita (kg)

Japan 31.828 31.736 250

China 30.900 36.277 28

Korea 9.308 7.385 156

Indonesia 6.935 3.911 19

Taiwan 4.500 5.110 229

India 5.260 5.220 5

Thailand 2.466 2.114 34

Malaysia 1.078 2.251 101

Philippines 0.750 0.828 11

Vietnam 0.389 0.570 7

Hong Kong 0.190 1.041 151

Singapore 0.052 0.577 160

Source : Metso paper 2008

The paper industry is estimated to contribute about from 2,000 to

2,500 crores to the national exchequer by way of excise duty and sales tax.

Indian paper industry reported a volume growth of about 6 percentage in

2007-08 in line with GDP growth. Low domestic per capita consumption of

paper is 6 Kilograms. The paper market in India is in a ‘catch up’ phase with

growth rate more than twice the world’s average.

77

3.4.1 GLOBAL COMPETITIVENESS

With India becoming a member of World Trade Organization, it has

become important for the Indian industry to develop a strategy to become

globally competitive. During the phase of industrialization after

independence, the immediate focus of this industry was essentially on

growth and expansion. In a regulated market under a mixed economy, it had

developed a feeling of complacence. For a long time, it often compromised

quality, perhaps due to monopolistic conditions in a closed market scenario.

Indeed, for several decades, a major part of the Indian paper industry never

really came to attach significance to terms such as market forces, economy

of scale, quality and customer satisfaction.

Demand of Paper has been around 15 per cent. During the years

2006-09. While newsprint registered a growth of 13 per cent, Writing and

Printing paper, Container board, Carton board and others registered growth

of 5 per cent, 11 per cent, 9 per cent and 1 per cent respectively. So far, the

growth in paper industry has mirrored the growth in GDP and has grown on

an average 6-7 per cent over the last few years. The futuristic view is that

growth in paper consumption would be in multiples of GDP. Hence, an

increase in consumption by one kg per capita would lead to an increase in

demand of 1 million tons.

As per the estimation of industry, paper production is likely to grow at

a CAGR (Compound Aggregate Growth Rate) of 8.4 per cent where as

paper consumption will grow at a CAGR of 9 per cent till 2012-13. The

import of pulp & paper products is likely to show a growing trend. During

last few years, the Indian paper market witnessed a five-fold jump in the

78

import of coated paper. The total import of this paper rose to 10,000 tons in

2008.100

3.5 PAPER INDUSTRY IN INDIA

In India, first machine-made paper was manufactured in 1812. During

this time there were 15 mills with a total production of lakh tones. In India

the soft wood is the principal raw material used for making paper especially

newsprint and high class printing papers. With rise in population and

broadening of education, the demand for paper has been constantly

escalated. Owing to very narrow forest resources, wood pulp is in a shortage.

As soft woods grow in temperate climate, India is in short supply of such

woods. Thus, in such circumstances, the Bamboo became the major raw

materials for the manufacture of paper in the country as it grows very

quickly even after cutting

Paper industry primarily depends upon forest-based raw materials.

The first paper mill in India was set up at Sreerampur, West Bengal, in the

year 1812. It uses grasses and jute as raw material. Large scale mechanized

technology of papermaking was introduced in India in early 1905. Since the

raw material for the paper industry underwent a number of changes over a

period of time, wood , bamboo, and other non-conventional raw materials

have been developed for use in the papermaking. The Indian pulp and paper

industry at present is very well developed and established. Now, the paper

industry is categorized as forest-based, agro-based and others (waste paper,

secondary fibre, bast fibres and market pulp).

100 http://www.ipma.co.in/paper_industry_overview.asp

79

In 1951, there were 17 paper mills but, today there are about 400 units

engaged in the manufacture of paper, paperboards and newsprint in India.

The pulp and paper industries in India have been categorized into large-scale

and small-scale. Those paper industries, which have the capacity of above

24,000 tonnes per annum, are designated as large-scale paper industries.

India is self-sufficient in manufacture of most varieties of paper and

paperboards. Import is confined only to certain specialty papers. To meet

part of its raw material needs, the industry has to rely on the imported wood

pulp and waste paper.101

Growth of paper industry in India has been constrained due to high

cost of production caused by inadequate availability and high cost of raw

materials, power cost and concentration of mills in one particular area.

Government has taken several policy measures to remove the bottlenecks of

availability of raw materials and infrastructure development.

India is facing era of profound economical change. Economic

liberalization and reduced import duties for paper as well as paper product

has triggered a significant restructuring in the India pulp and paper industry.

The domestic supplier’s ability to meet the rapidly growing demand of

printing industry of paper product is limited by the high quality fiber

shortage and also technology gap prevailing in India. Securing the fiber

supply is an important precondition for the growth of the domestic pulp and

paper industry. Surging environmental awareness and concern with

mounting economic limitation has forced many mills not available in the

dynamic market environment. The shift from small to medium and large

101 http://www.cpcb.nic.in/oldwebsite/News%20Letters/Archives/Cleaner%20Production

%20Options%20for%20Pulp%20&%20Paper%20Industry/ch2-CLEANPRO.html

80

scale operation has become important due to the erosion of important tariff

barriers and consequent supply pressures from abroad. The changing market

scenario made paper manufacturers to rethink and plan the strategies to

sustain future markets. The industry has to respond with a challenge to the

change in situation prevailing in paper market.

3.5.1. POSITION OF INDIAN PAPER INDUSTRY:

Paper industry in India is the 15th largest paper industry in the world.

It provides employment to nearly 1.3 million people and contributes Rs.25

billion to the government's kitty. The government regards the paper industry

as one of the 35 high priority industries of the country.

India’s population is forecast to grow from 923 million in 1994 to

1.23 billion by 2010, corresponding to an average long term growth rate of

1.8 per cent the literacy rate in India has been sturdily growing (52 per cent)

in 1995 to at least 70 to 75 per cent during next ten years. The average GDP

growth is expected to remind at beyond 8 to 9 per cent per annum in the next

5 to 10 years and for every increase of one per cent in GDP paper demand

increases by one lakhs tones annually. The Indian paper industry is highly

fragmented with the capacity of paper mills ranging from 3300 tons per

annum to 2 lakhs tons per annum

It is estimated that 400 paper mills are in India with total capacity

about 51 lakhs tpa (1999-2000). Of the total effective capacity of 51 lakhs

tons per annum 39 per cent is accounted for wood based units. And 32 per

cent by agro residual based mills. The total supply in the country including

all grades from organized sector was about 28.3 lakhs tones in 1994-95 and

38.8 lakhs during 1999-2000.

81

Generally speaking, per capita consumption of paper is a measure of

standard of living. Business activity, personal sending power and advertising

are the main engine behind paper consumption in the earth requirements for

packaging boards, business papers and advertising media. With the

increasing literacy levels and per capita income, the demand for all grades of

paper will have a growth rate of 7 per cent. If the demand continues, they

should reach at 51 lakhs tones by 2010-2011 as shown below:

TABLE NO. 3.3

DETAILS OF PAPER DEMAND AND PRODUCTION IN INDIA

(in thousand tones)

Variety Demand by 2010-2011 Production 2008-2009

Printing and writing 1688 1530

Industrial packaging 2093 1577

News print 1094 613

Others 172 130

Total 5047 3850

Source: Indian Pulp & Paper Technical Association Industrial Directory -

2010

There are many conjectures about the arrival of paper industry in

India. The general view often expressed is that Muslims came into eastern

India from china via. Nepal. One has to examine critically whether former

view is not due to the preponderance of Muslim sources and lack of tradition

for documentation in others in the east the manuscript evidence begins from

82

the 12th century onwards and these are non-Muslims libraries. in both eastern

and western India, Hindu, Buddhist and Jain manuscript libraries made

extensive use of papers. But only after Muslim conquest of India, records of

invention, use and manufacture of paper are scant in non-Muslim sources.

Indian Paper Industry accounts for about 1.6 per cent of the world’s

production of paper and paperboard. The estimated turnover of the industry

is Rs 25,000 crore, and its contribution to the exchequer is around Rs. 2918

crore.

Demand of paper has been around 15 per cent. During 2006-09,

newsprint registered a growth of 13 per cent. Newsprint and publication

paper consumption account for 2 million tonnes, of which 1.2 million tonnes

of newsprint paper is manufactured in India and the remaining 0.8 million

tonnes is imported.

The industry provides employment to more than 3 million people

directly and another 1 million people indirectly.

83

TABLE NO. 3.4

DETAILS OF PAPER MILLS IN INDIA

SL.NO NAME OF THE STATE NUMBER OF

PAPER MILLS

1. Andra Pradesh 25

2. Assam 1

3. Bihar 3

4. Chandigarh 7

5. Delhi 1

6. Gujrat 52

7. Haryana 14

8. Himachal Pradesh 2

9. Jammu 1

10. Karnataka 19

11. Kerala 10

12. Maharashtra 59

13. Nagaland 3

14. Orissa 5

15. Pondichery 6

16. Punjab 35

17. Rajastan 6

18. Tamil Nadu 27

19. Ujjaini 1

20. Utradinakpur 1

21. Utranchal 3

22. Uttar Pradesh 57

23. Uttarkand 9

24. West Bengal 14

Source: Indian Pulp & Paper Technical Association Industrial Directory - 2007

84

3.5.2 PAPER INDUSTRY AFTER ECONOMIC REFORMS

With liberalization, the industry is thrown open to competition from

mills abroad without providing a level field. Shortage of fiber supply, high

cost of energy and old technology has plagued the industry. The three years

ending with the financial year 2005-2006 has been extremely difficult for the

paper industry. In the domestic market, the supply outstripped the demand.

Improved newsprint was available at rock bottom prices. Domestic

newsprint prices have been rolled back by 30 per cent. As the prices in the

international market were ruling low, export of printing and writing from the

country also dwindled down. Even now the industry is under the grip of

several recessions.

Now, with the global economic slowdown, the demand for newsprint

has started declining from January 2001. Consequently, the prices in the

international have become soft since January 2001. This has begun to affect

the price in the domestic market. Over supplying Asia has also affected the

printing and writing papers segment since January 2001. Unlike in the past

when a market downturn would seriously impact its profitability, the mills

can do reasonably well by cost reduction of imported pulp and flexibility in

product mix.

The last decade of the twentieth century will certainly be characterized

as one of accelerating globalization. Although individual countries and

regions of the globe experience change and react to it in unique ways, it is

clear that they are becoming increasingly interdependent. Corporations are

becoming more and more multinational through expansion, mergers, and

acquisitions. Trade barriers are falling away. Public policy issues, notably

85

those concerning environment, are having worldwide impact,

democratization is changing social and political patterns in the direction of

increased co-operation and accord. The pulp and paper industry worldwide is

dearly a participant and is profoundly affected by these changes. An

international perspective is essential today, both in developing longer term

strategy and in making shorter term business decisions.

The Indian paper industry presents a unique picture, with a mix of

large and small paper mills, having capacities ranging from 5 to 600 tonnes

per day, with an average size of 11,500 tonnes per year. There are more

than 400 pulp and paper mills produce nearly 6.2 million tonnes per year of

paper and board as against its installed capacity of 8.6 million tonnes. The

industry has a turnover of more than Rs.25000 Crore, employing nearly

3,00,000 people directly and another one million indirectly.

But in the wake of the economic liberalization, triggered by the new

economic policy of the government in 1991, the Indian paper industry found

itself confronted with international competition. Almost overnight, the

industry was exposed to the difficult task of integrating into the global

economy. This also had an evolutionary effect on the traditional Indian

management style, triggering a serious redesign of strategies to ensure

survival. Today, the concept of globalization, eco-cycle compatibility and

other environmental issues are being integrated at the planning level by the

major domestic players.

Among the above three segments of the Indian paper industry, the

forest-based pulp and paper industry is slowly moving towards

competitiveness through adequate modernization. However, a significant

86

proportion of this segment has yet to undertake modernization programs.

Areas identified for technological improvement in these mills include the

installation of oxygen delignification for low kappa pulp and improved

online control of stock preparation and paper machines.

In the agro-residue-based segment, there are a few mills complying

with quality and environmental requirements. Furthermore, the majority of

units do not have the proper technology to produce good quality products at

a competitive price. This segment is also having serious environmental

problems due to the lack of chemical recovery systems.

Major portions of this segment require modernization to become

competitive. Upgrading pulp washing systems to reduce the organic

carryover to the bleach plant, extracting the maximum amount of chemicals

(addition of extra rotary drum washer) and building a common chemical

recovery plant for a cluster of mills have been identified as the main

technological initiatives needed.

The third segment, recycled fibre, also has a number of small pulp and

paper mills that are based on obsolete technology. One of the major concerns

of these mills is a lack of adequate equipment for processing recycled fibre.

As a consequence, the quality of paper products produced from these mills

does not conform to international standards. The competitiveness of this

segment without modernization would be poor. Among the areas identified

for improvement in this sector are upgrades of secondary fibre processing

systems and the installation of a common effluent treatment plant for a

cluster of mills.

87

In a vibrant, growth-oriented economy, the demand for paper is

expected to be increasing, which in turn is expected to foster growth in the

Indian paper industry. Pressure for technological improvements is also

closely tied to demands for greater environmental responsibility in the

country. The industry has to comply with the Charter on Corporate

Responsibility for Environmental Protection (CREP) wherein the emission

limits have already been fixed for the future.

3.5.3. PROBLEMS AND ISSUES OF INDIAN PAPER INDUSTRY

The Indian paper industry faces the following problems

(1) Non-availability of good quality of raw materials:

It is obvious that a right combination of pulp and paper markets and

wood raw materials is a prerequisite for developing new industries and

establishes a basis for selecting the type and size of the development. While

domestic or regional markets in the tropical countries are often relatively

limited and can support a type and size of plant which would not be

internationally competitive, these markets are often protected and can in

some cases accept products which are not of the best quality. To be

competitive on international markets, pulp and paper development normally

needs large quantities of wood at relatively low cost. The type and quality of

wood which a pulp and paper mill can use from the technical point of view

and the price the mill can afford to pay for the wood vary widely depending

on the market. The three basic and most important questions regarding the

feasibility of using wood for pulp and paper production are thus:

88

1. Markets for products,

2. Type and quality of wood,

3. Quantity and cost of wood.

Forecasting future markets is a well-established and relatively simple

procedure which needs no further discussion within the scope of this paper.

Classifying the wood to be either coniferous or broad-leaved type is

sufficient to indicate the broad pulp and paper categories for which it can be

used. Regarding quality, an extremely important factor is uniformity of

wood in terms of uniform density and uniform fibre dimensions. Other

factors affecting quality are hemi-cellulose, extractive and parenchymatic

and vessel cell contents in the wood. It should be noted that, while the

softwood species have a wider and more versatile use for pulp and paper

products than hardwood species, long-fibred softwood cannot be said to be

of better quality than short-fibred hardwood without specifying for what

product the wood is used and without considering product quality

requirements and economics of operation.

(2) Lack of modernization and basic infrastructure:

This point explains the investments in modernization and innovation

on productivity in a sample of firms in the global pulp and paper industry.

This industry is important because it has traditionally accounted for

significant amounts of employment and capital investment. In contrast to

much of the existing literature which focuses on the impact of R&D and

patents on firms’ performance and productivity, actual investment

transactions in four main areas of operations such as mechanicals,

chemicals, monitoring devices and Information technology.

89

We find that firms which made decisions to implement a greater

number of investment transactions in modernization achieved higher

productivity, and these estimated quantitative effects are greater than the

impact of standard innovation variables such as patents and R&D.

3. Increased emerging environmental issues

a) Deforestation

Worldwide consumption of paper has risen by 400% in the past 40

years, with 35% of harvested trees being used for paper manufacture.

Logging of old growth forests accounts for less than 10% of wood pulp, but

is one of the most controversial issues. Plantation forest, from where the

majority of wood for pulping is obtained, is generally a monoculture and this

raises concerns over the ecological effects of the practice. Wood chipping to

produce paper pulp is a contentious environmental issue in the world.

b) Air pollution

Nitrogen dioxide (NO2) sulfur dioxide (SO2) and carbon dioxide

(CO2) are all emitted during paper manufacturing. Nitrogen dioxide and

sulfur dioxide are major contributors of acid rain, where as CO2 is

a greenhouse gas responsible for climate change.

c) Water pollution

Waste water discharges for a pulp and paper mill contains solids,

nutrients and dissolved organic matter, and unless at low levels these are

classed as pollutants. Organic matter dissolved in fresh water, measured

90

by Biological Oxygen Demand (BOD), changes ecological characteristics,

and in worse case scenarios leads to death of all higher living organisms..

(3) Resource Development

The problem of practice described in this paper is a resource

allocation problem in innovation. And how make resource allocation

decisions in Research and Development. More specifically, the paper will

investigate contextual patterns as to when organizations rely on markets

versus hierarchies in technological innovation. Based on the taxonomy of the

decision making process, this paper will describe trajectories along which

economic entities make resource allocation decisions and suggest a

framework linking decision making variables with strategic considerations.

Currently companies face pressures not only from the customers and

competitors but also from other agents of the distribution channel such a

retailers and wholesalers. In this situation, companies are trying to

differentiate themselves from domestic and international competition

through innovation, branding and product marketing. However, decisions in

innovation are becoming more complex since new technologies involve high

risk and uncertainty. Moreover, consumer expectations have continuously

risen and continue to challenge manufacturers in the area of product cost,

speed to market, and innovative feature sets. The question that professionals

like how to innovate in an environment that is shaped by high uncertainty

and volatility, where suppliers and collaborators can become competitors

and vice versa. Moreover, these situations are subject to the opportunistic

behavior of the economic agents. Moreover, companies talk about core

competencies in a competitive world.

91

3.5.4 PAPER MANUFACTURE CENTRES IN INDIA

With the rapid demand of writing materials, the paper making centres

were established in different parts of the country like in Sialkot (Punjab);

Zafarabad in district Jaunpur (Oudh); Bihar Sharif in district Azimabad

(Patna) and Arwal in district Gaya (Bihar); Murshidabad and Hooghly

(Bengal) ; Ahmedabad, Khambat and Patan (Gujarat) ; and Aurangabad and

Mysore in the south.

• Out of these, the Punjab was the leading centre. Sialkot paper was

white in colour and very thick. It was used throughout Punjab.

• In Uttar Pradesh, Zafarabad is a famous town in Jaunpur district. It

was known as Kaghdi Shahar (paper city) in olden times. It produced

a very fine, glossy and strong variety of bamboo paper. Generally, two

varieties of paper were produced here. The first was the polished

paper, which was exceedingly glossy, and the second was unpolished

paper.

• Bihar had two major papermaking centers in medieval times. The first

was Arwal town in district Gaya, and the second was Bihar Sharif in

district Azimabad (Patna).

• In Bengal, Murshidabad and Hooghly were the major papermaking

centers in the medieval times. At a later period, Dinajpur also started

manufacturing paper.

• After some time, Gujarat developed as the largest producer of paper.

It supplied paper to the rest of India and also exported it to the West,

other Asian countries and Turkey also. In Gujarat, Ahmedabad was

the largest papermaking centre. It produced white and glossy paper.

92

• During the Mughal period, Daulatabad, having Aurangabad as its

capital, emerged as an important papermaking center. The most

remarkable feature of Daulatabadi paper was its durability and

glossiness. Daulatabad was the chief supply centre of paper to south

India.

• Tipu Sultan developed papermaking centres in Mysore. The paper

produced by Mysore was a high quality paper, which was employed

only for royal use.

• Other big paper making centres of medieval India were: Sanganer (in

Jaipur, Rajasthan), Kotah (Rajasthan), Tijarah (in Alwar, Rajasthan),

Kannauj (in Farrukhabad, Uttar Pradesh), Kalpi and Pukharayan in

Kanpur (Uttar Pradesh), Maler-Kotlal (Punjab), Hariharganj(in district

Shahabad, Bihar), Kalita (in district Pabna, now in Bangladesh),

Panchamnagar (in district Damoh, Madhya Pradesh), Dharangaon and

Erandel town (in district East Khandesh, Maharashtra) and Poona.

Generally Indian papermaking centres produced glazed paper.

Rahman has categorized ancient paper into seven categories: Kashmiri,

Ahmedabadi, Hyderabadi, Faizabadi, Khasah-i-Jahangiri, Kanpuri and

Aurangabadi.

• Ahmedabadi paper was a little thick and was of two qualities: fine and

superfine. The paper had extra whiteness and glossiness.

• Kashmiri paper was thick and glazed. Some Kashmiri centres

produced superfine paper called silken paper.

• Khasah-i-Jahangiri paper was made at Sialkot. The paper was glossy,

thin, polished and bluish white.

93

• Hyderabadi paper was well glazed; some was polished and of brown

colour with very fine shades.

• Faizabadi paper had three varieties: i) unpolished paper (medium

quality); ii) pale yellow; and iii) polished dark yellow.

• Kanpuri paper was prepared from bamboo and was greyish in colour.

• Aurangabadi paper was glossy and thick. It had a few varieties like,

Bahadur Khani (medium quality paper, thick, stout and durable),

Sahib Khani paper (medium quality, thick), Murad Shahi paper (fine

quality), Sharbati paper (thick and fine), Qasim Begi paper (thick),

Ruba-Kari paper (This variety was made in to four or five different

grades) and Balapuri paper (four or five varieties of different colures).

3.5.5 ECONOMIC ASPECTS OF PAPER INDUSTRY

There are, at present, about 400 units engaged in the manufacture of

paper, paperboards and newsprint in India. The country is almost self-

sufficient in manufacture of most varieties of paper and paperboards. Import,

however, is confined only to certain specialty papers. To meet part of its raw

material needs, the industry has to rely on the imported wood pulp and waste

paper. Production of paper and paperboard during the year 2007-08 was

24.52 lakhs tonnes. At present, about 60.8 per cent of the total production is

based on non-wood raw material and 39.2 per cent is based on wood.

Performance of the industry is constrained due to high cost of

production caused by inadequate availability, high cost of raw materials,

power cost and concentration of mills in one particular area. Several policy

measures are initiated in recent years to remove the bottlenecks of

availability of raw materials and infrastructure development. The capacity

94

utilization of the industry is low at 60 percentage. About 125 paper mills,

particularly small mills, are sick and are lying closed. Several policy

measures have been initiated in recent years.

The import of paper and paper products has been growing over the

years. However, it increased during 2009-10 after a fall in 2008-09. About

70,000 tons of paper was exported in 2009-10 mainly to the neighbour

countries. India's per capita consumption of paper is around 6.00 kg, which

is one of the lowest in the world. With an expected increase in literacy rate

and growth of the economy, an increase in the per capita consumption of

paper is expected.

3.6 PAPER INDUSTRY IN TAMIL NADU

Tamil Nadu is one of the well developed states in terms of industrial

development. It has enjoyed a significant position in India’s geopolitical

space and economic progress. Logistical advantages due to presence of three

major seaports, an international airport and several domestic airports, quality

of human resources, a peaceful industrial climate and a positive work culture

have strengthened Tamil Nadu’s standing in the industrial world. The State’s

business-friendly policies and proactive initiatives have played a key role in

this resurgence.

Tamil Nadu continues to be one of the forerunners in the production

of paper and paper products. There are 28 paper mills in operation in Tamil

Nadu. The total paper production was 3.7 lakh tons in 2005 - 06, which

accounts for 17.30 per cent share of the national production, next only to

Andhra Pradesh. As the country’s forest cover is much below the desired

95

level, the Government of Tamil Nadu established Tamilnadu news print

limited in 1979 to manufacture newsprint and paper using bagasse

(sugarcane waste) as the primary raw material. This is the largest paper mill

in India with an installed capacity of 2,30,000 TPA (tons per annum). In

2005-2006, the company produced 230079 MTs of newsprint and printing

and writing paper.

TABLE NO.3.5

TOTAL PAPER PRODUCTION IN TAMIL NADU

Year Total Paper Production in Tamil Nadu

(lakh tonnes)

2005 - 2006 3.7

2006 - 2007 4.0

2007 - 2008 4.4

2008 - 2009 4.8

2009 - 2010 5.3

Source: Indian Pulp & Paper Technical Association Industrial Directory - 2010

Tamil Nadu is engaged in the manufacturing of writing and printing

paper (WPP) and news print. It is the 2nd largest producer of WPP in

southern India and has the largest paper plant of the country in terms of

capacity.

Tamil Nadu is the largest producer of bagasse-based paper in the

world especially at ‘Tamilnadu news print limited’.

Some more factors which would add up to benefit the paper sector

are: The targeted rise in Exports which anticipates them to go up to 0.7 per

96

cent of global trade, Increased agriculture export which would also benefit

the sector in terms of increased demand for packaging material, similar

would be the effect of a booming Indian Retail Market & Robust FMCG

players.

3.6.1 MAJOR PLAYERS IN TAMILNDAU

The following are the of the paper units are major player in Tamilnadu

A) Tamil Nadu Newsprint and Papers Ltd.

B) Seshasayee Paper and Boards Ltd.,

C) Sun Paper Mill Ltd.

D) Subburaj Papers Ltd.

The particulars of operational efficiency and other details of such

units are given in Annexure part of this report.

3.6.2 ROLE OF PAPER INDUSTRY IN ECONOMIC DEVELOPMENT

Paper industry is the second largest sector providing employment to

0.3 million directly and about 1 million people indirectly. Industry turnover

is 120 billion rupees and contributes about 2.3 percentage of overall Indian

industry’s output. Generally, the composition of Indian paper industry is

wood-based (35-40 percent) and non-wood based (60-65 percent). The wood

based industries are functioning under imported/indigenous hardwood/

softwood, bamboo and the non wood based industries are classified as agro-

residue based (functions under baggase and sabai grass, Jute/rag, wheat

straw) and waste paper based (imported/ indigenous waste paper,

97

corrugated/kraft waste paper, waste cuttings). The end products of paper

industry are classified under

(i) Cultural paper accounts for 44 percentage of total domestic

demand. It consists of writing and printing paper, office stationery,

communication paper and specialty paper such as cheques and

currency papers. The demand is a function of the GDP, the

population, the literacy levels, and the standard of living.

(ii) Industrial paper accounts for 43 percentage the total demand in

India. It consists of kraft paper, pulp board and duplex board, and is

used in packaging applications. Demand depends on growth in

industrial production, consumer durables, processed food, and other

kind of packaging. This segment is relatively price inelastic.

(iii) Newsprint accounts for 80 percentage of the output. It depends on

the number of newspapers, the size of the paper and the circulation. It

has been placed under the OGL which means that newspaper

companies are free to import any quantity of newsprint.

Large size mills (above 50,000 tpa) are reasonably modern and

efficient but design capacities of world paper machines are about 20-

30 times the capacity of the best Indian paper machines. Smaller size

machines result in higher energy consumption besides quality

constraints. Quality benchmarking with international standards

improved technology are being used for cleaner, brighter and stronger

paper. High speed machines of more than 1000 mpm are not many in

India.

98

Paper industry represents an important segment of the Indian

economy. The Industry has witnessed. A steady increase in installed

capacity and production over the decades. The paper industry in India is

primarily tree-free as 62 per cent of the market is catered by paper products

from non-conventional raw material like agro-waste, agro-resides and

recycled papers. The demand is estimated to be around 84.80 lakh tons in

2012-2014 on the basis of growth rate of 6.5 per cent for the period 2007-08

to 2012-2014.

At present, there are about 400 mills in the country with an annual

installed capacity of about 51 lakh tons. They account for more than 5 per

cent of the total installed capacity and production. At present, the capacity

utilization in the paper industry is about 67 percent, as 125 paper mills

particularly small mills are sick and are lying closed. Several fiscal

incentives have also been provided to the paper industry, particularly to

those mills which are based on non-conventional raw material. Import was

2.20 lakhs tons in 2009-10 and 3.05 lakhs tons in 2010-11. It is estimated to

be almost 4.20 lakh tons in 2011-12. About 70,000 tons of paper is exported

per annum mainly to the neigh bouring countries.

India is the 10th largest industrialized sector in the world and it

accounts for Asia’s 4th largest economy. The GDP growth rate is around

7 percent, one of the highest in the world and the GNP per capita is

Rs.21,9576 or GNP 22,834 billion rupees. The economy size contributed to

US $ 600 billion, growing @ 6 percent for the last five years. The value of

exports (2007-08) is Rs.28,3605 crore and the values of Imports (2007-08)

is Rs 34,6475.

99

3.6.3 NEWSPAPER DEVELOPMENT COMMISSION:

Newspaper Development Commission was started in 1st September

1982. The commission proposed the establishment of a Newspaper

Development Commission (NDC) funded by a newsprint cess (ie specific

tax) and an advertisement tax to help the growth of Indian-language, local

and other small and medium newspapers. As well as owning large swathes

of Pondicherry, the ashram also employs half its citizens in cottage

industries producing goods ranging from perfumes to paper it even runs a

number of guesthouses including the Seaside Guest house.

The State, once a pioneer in the industry, has been virtually wiped out

from the country's paper production map, Andhra Pradesh, Tamil Nadu,

Gujarat, Punjab, Uttar Pradesh, and Orissa were playing an important role

for the continuous growth and development of the domestic paper industry.

And The Calcutta Paper Traders Association (2008) CPTA has urged the

West Bengal Government to take a fresh initiative to revive the State's paper

industry. Tamil nadu, Punjab, Uttar Pradesh and Orissa were playing an

important role for the continuous growth and development of the domestic

paper industry.

Industries and Finance Secretaries (2004) considered it wiser to spend

the money meant for Tamil Nadu News Print Ltd TNPL on ten mini paper

mills to which they have not polluted the rivers. The paper industry is one

example, before 2003, there was no excise duty on the first clearance of

paper up to 2500 tonnes. Thereafter, the rate of duty was 16 per cent. The

sales tax levied on paper was about 10 per cent in Tamil Nadu.

100

In order to improve the strength of the paper, spray starches were

developed. Modified starches were also used in food industries as a

thickener. It acted as a binding agent to improve consistency and shelf life of

the product. In 22 colleges in Karnataka, Tamil Nadu, Andhra Pradesh and

Kerala the smart card has been introduced and the benefits The benefits of

the system are many. The lecturers and students have become tech-savvy.

There is saving in terms of usage of paper.

State Industries Department has recently carried out an exercise to

assess the requirements of technically trained manpower in sectors like

mainly Paper, Engineering & Auto, Textiles and Chemicals. A company has

launched a Rs 66-crore project for life cycle extension of the first paper

machine. This was completed by March. Mr.Farooqui, who is the Tamil

Nadu Secretary for Industries, said that the company has also embarked on a

backward integration.

Selection is based on Tamil Nadu Common Admissions (TANCA)

Test. During this period, newsprint, writing & printing, container board,

carton board and others registered growth of 13 per cent, 5 per cent, 11 per

cent, 9 per cent and 1 per cent respectively. The Indian Paper Industry

accounts for about 1.6 per cent of the world's production of paper and

paperboard.

With complete Implementation of the Mill Development plan in all

respects, the company has moved from conventional bleaching to Elemental

Chlorine Free process. The Paper industry is expected to grow to10 million

tonnes by 2010 and to 15 million tonnes by 2015.

101

3.7 CONCLUSION

The paper industry has been providing noble mobility services to the

public more than hundred years. It has a vast fleet strength catering the paper

needs of our state with the aim of extending economical and efficient service

facility. Though it adhered to strict rules and procedures formulated by the

state government, in resolving the grievances of employees and in

understanding their attitude. Streamlining the Human Resource practices

would be very essential to implement the best practices and enable the

detailed study of the occupational stress of the employees.

102

CHAPTER – IV

AN OVERVIEW OF OCCUPATIONAL STRESS

4.1 INTRODUCTION

Stress is an inherent factor in any type of vocation or career. At its

best, the presence of stress can be a motivator that urges the individual to

strive for excellence. However, excess amounts of stress can lead to a lack of

productivity, a loss of confidence, and the inability to perform routine tasks.

As a result, quality employees lose their enthusiasm for their work and

eventually withdraw from the company.

Occupational Stress is defined in terms of its psychological and

physiological effects on a person (or thing). Stress is mental, physical or

emotional strain or tension or it is a situation or factor that can cause this.

Occupational stress occurs, when there is a discrepancy between the

demands of the environment/workplace and an individual’s ability to carry

out and complete these demands .Often a stressor can lead the body to have a

physiological effect, which, in turn, will result in strain on a person

physically as well as mentally. One of the main causes of occupational stress

is work overload. Occupational stress is often caused by an increased

workload without the addition of employees to take on that additional work.

Instead, the increased amount of work is given to the current employees to

finish it in the same time span that they would be asked to finish their

regular or standard workload.

103

During the middle of the 20th century, employers began to initiate

programs to help corporate cultures in an effort to minimize the amount of

productive stress found in the workplace. For many companies, With the

working definition in place, employers began to utilize resources such as

confidential reporting methods, professional counselling, and employee

committees to identify areas, where the corporate climate could be enhanced

and reduce stress levels at the same time.

The human body has a natural chemical response to a threat or

demand, commonly known as the “flight or fight” reaction, which includes

the release of adrenalin. Once the threat or demand is over, the body can

return to its natural state. A stressor is an event or set of conditions that

causes a stress response. Stress is the body’s physiological response to the

stressor, and strain is the body’s longer-term reaction to chronic stress.

Occupational stress can affect one’s health, when the stressors of the

workplace exceed the employee’s ability to have some control over their

situation.102

This has led to stressful working conditions for employees who might

have to face problems due to with:

• Downsizing/Privatization

• Hiring freezes

• Contingent work

• Shift work/Rotating schedules

• Quality Programs/Worker Participation schemes

102

Baker, D.B. (1985). The study of stress at work. Annual Review of Public Health, 6, 367-381.

104

4.2 SOURCES OF STRESS:

The following are the important sources of stress.

• Little autonomy or control over one’s job

• Non-existent career ladders

• Inadequate resources to do the job

• High demands, workload, time pressures

• Lack of job security

• Understaffing

• Mandatory overtime

• Violence/Harassment103

4.3 CAUSES FOR STRESS IN PAPER INDUSTRY

Some scholars note that an increase in workload, a hostile work

environment, downsizing and shift work can result in occupational stress.

Often workloads remain immense, although the employee does his or her

best to complete them. The high demand and time pressures contribute to the

stress. There is privatizing of a company downsizing might occur. When

downsizing occurs, employees are laid off or fired. Those who still have

their jobs have to worry about whether they will be next on the list of

employees to be laid off. Those who have been laid off, have to deal with the

stressful situation of finding another job. If superiors aren’t supportive,

discriminate towards certain employees while favouring others, do not offer

encouragement or create a hostile work environment, this can cause stress

103 Ashkanasy, N., Hartel, C., & Zerbe, W. (2000). Emotions in the workplace: research, theory, and

practice. London: Quorum Books.

105

for an employee. Interpersonal conflicts within the workplace, uncertainty

about the stability of job security and underutilized job abilities are also

causes for occupational stress.

4.4 EFFECTS OF STRESS ON EMPLOYEES

Physical symptoms due to occupational stress are fatigue, headache,

stomach problems, muscles aches and pains, chronic mild illness, sleep

disturbances and eating disorders. Psychological and behavioural problems

of stress are anxiety, irritability, alcohol and drug use, feeling powerless and

low morale. If exposure to stressors in the workplace is prolonged, then

chronic health problems can occur including stroke. The studies among the

Japanese population specifically showed. That there is a more than 2-fold

increase in the risk of total stroke among men with job strain (combination

of high job demand and low job) control. Along with the risk of stroke, high

blood pressure comes. and immune system dysfunctions. Prolonged

occupational stress can lead to occupational burnout.104

4.5 STRESS MODELS

Over the years, the tools are used to identify and effectively deal with

occupational stress. Today, there is a standard occupational stress index that

is used in many stress management programs to assess the potential for

negative stress to undermine one or more employees. There are also various

incarnations of an occupational stress indicator listing that can help

individuals determine if general conditions have the potential to lead to

unhealthy stress levels.

104 Beehr, T. (1998). An organizational psychology meta-model of occupational stress. In C. L.

Cooper (Ed.), Theories of Organizational Stress. (pp. 6-27). Oxford: Oxford University Press

106

In response to tools such as the occupational stress scale, counselling

and employee training programs often include individual and group

counselling opportunities. These programs seek to teach employers and

employees how to look at the workplace objectively, then take steps to

contain or eliminate factors that are likely to undermine the confidence and

function of employees. As a result, the company enjoys a higher level of

productivity and the employee enjoys a more positive work environment

within a company that is more likely to provide employment for many years.

The Demand Control model and the Effort Reward Imbalance model

are two work stress models that help to identify particular job characteristics

for employee’s well being. The Demand Control model predicts that the

most adverse health effects of psychological strain occur, when job demands

are high and decision latitude is low. The Effort Reward Imbalance model

assumes that emotional distress and adverse health effects occur, when there

is an imbalance between efforts and occupational rewards. These models are

able to help employees and managers understand the correlation between job

demand and high emotional and physiological distress. If so, more

preventive actions can be taken.

4.5.1 OCCUPATIONAL BURNOUT PREVENTION

Occupational burnout is characterized by exhaustion, cynicism, and

reduced professional efficacy within the workplace. More accurately

defined, exhaustion refers to the depletion or draining of emotional

resources. Cynicism refers to the indifference or distant attitude of work, and

reduced professional efficacy refers to the lack of satisfaction with

past/present expectations. Occupational burnout is typically and particularly

107

found within the human service professions. Such jobs that naturally

experience high amounts of occupational burnout include: social workers,

nurses, teachers, lawyers, physicians, and police officers. The reason why

burnout is so prevalent in the human service professions is due in part to the

high stress environment, emotional investment.

In order to quell occupational burnout, it is important to reduce or

remove the negative aspects of the three main components that make up

occupational burnout. However, it is difficult to treat all three components as

the three burnout symptoms. It reacts differently to the same preventive or

treatment activities. Exhaustion is more easily treated than cynicism and

professional efficacy, which tend to be more resistant to treatment.

Burnout prevention programs in the past, focused on cognitive-

behavior, cognitive restructuring, didactic stress management, and

relaxation. These types of prevention programs rely on reducing the

exhaustion component of occupational burnout. However, recent research

indicates that, at the individual level, cognitive-behavioral strategies have

the best potential for success. It is more complicated at the organizational

level, where reducing or removing job stressors have been shown to

decrease burnout. Burnout experts believe that a strategy of combining both

organizational and individual level activities may be the most beneficial

approach to reduce the three main symptoms in order to reduce occupational

burnout. Improving upon job-person fit by focusing attention on the

relationship between the person and the job situation appears to be a

promising way to deal with burnout.

108

The individuals, who are most vulnerable to occupational burnout are

ones who are strongly motivated, dedicated, and involved in the work in

which they partake. As work for these individuals is a source of importance

in which they derive meaning in life, it is significant that they find meaning

by achieving their goals and expectations. Therefore, the process of burning

out is the realization and reflection of the failure to find meaning and growth

in life.

Occupational burnout is associated with increased work experience,

increased workload, absenteeism and time missed from work, impaired

empathy and cynical attitudes toward clientele, and thoughts of quitting.105

4.5.2 Employee Rehabilitation

Employee rehabilitation is defined as a tertiary preventive intervention

which means the strategies used to alleviate, as well as prevent, burnout

symptoms. Such rehabilitation of the working population includes

multidisciplinary activities with the intent of maintaining and improving

employees’ working ability and ensuring a supply of skilled and capable

labour in society.

4.5.3 Insulation from Burnout

Several studies suggest that social-cognitive processes such as

commitment to work, self-efficacy, learned resourcefulness, and hope may

insulate individuals from experiencing occupational burnout.

105 Blonna R., ‘Coping with stress in a changing world’ Tata McGraw Hill Edition, New Delhi

(2000).

109

4.6 STRESS MANAGEMENT IN PAPER INDUSTY

Stress management is the amelioration of stress and especially chronic

stress often for the purpose of improving everyday functioning. Stress

produces numerous symptoms which vary according to persons, situations,

and severity. These can include physical health decline as well as

depression.

4.6.1 Transactional model

Richard Lazarus and Susan Folk man suggested in 1984 that stress

can be thought of as resulting from an “imbalance between demands and

resources” or as occurring when “pressure exceeds one's perceived ability to

cope”. Stress management was developed and premised on the idea that

stress is not a direct response to a stressor but rather one’s resources and

ability to cope with and mediate the stress response and are amenable to

change, thus allowing stress to be controllable.

In order to develop an effective stress management programme it is

first necessary to identify the factors that are central to a person controlling

his/her stress, and to identify the intervention methods which effectively

target these factors. Lazarus and Folk man’s interpretation of stress focuses

on the transaction between people and their external environment (known as

the Transactional Model). The model conceptualizes stress as a result of how

a stressor is appraised and how a person appraises his/her resources to cope

with the stressor. The model breaks the stressor deficient coping strategies,

stress may not necessarily follow the presence of a potential stressor.

110

The model proposes that stress can be reduced by helping stressed

people change their perceptions of stressors, providing them with strategies

to help them cope and improving their confidence in their ability to do so.106

4.6.2 Health realization health model

The health realization/innate health model of stress is also founded on

the idea that stress does not necessarily follow the presence of a potential

stressor. Instead of focusing on the individual's appraisal of so-called

stressors in relation to his or her own coping skills, the health realization

model focuses on the nature of thought, stating that it is ultimately a person's

thought processes that determine the response to potentially stressful

external circumstances. In this model, stress results from appraising oneself

and one's circumstances through a mental filter of insecurity and negativity,

whereas a feeling of well-being results from approaching the world with a

"quiet mind," "inner wisdom," and "common sense".

This model proposes that helping stressed individuals to understand

the nature of thought-especially providing them with the ability to recognize

when they are in the grip of insecure thinking, disengage from it, and access

natural positive feelings-will reduce their stress.

4.6.3 Measuring stress in paper industry

Levels of stress can be measured. The use of the Holmes and Rahe

Stress Scale is be one way to rate stressful life events. Changes in blood

pressure and galvanic skin response can also be measured to test stress

106 Cartwright, S., & Cooper, C.L. (1997). Managing Workplace Stress. Thousand Oaks, California:

Sage Publications.

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levels, and changes in stress levels. A digital thermometer can be used to

evaluate changes in skin temperature, which can indicate the activation of

the fight-or-flight response drawing blood away from the extremities.

4.6.4 Effectiveness of stress management in paper industry

Positive outcomes are observed using a combination of non-drug

interventions.

• treatment of anger or hostility,

• autogenic training

• talking therapy (around relationship or existential issues)

• biofeedback

• cognitive therapy for anxiety or clinical depression

Work-life balance is a broad concept including proper prioritizing

between "work" (career and ambition) on one hand and "life" (pleasure,

leisure, family and spiritual development) on the other.

4.6.5 Work statistics

According to a survey conducted by the National Life Insurance

Company, four out of ten employees state that their jobs are "very" or

"extremely" stressful. Those in high stress jobs are three times more likely

than others to suffer from stress-related medical conditions and are twice as

likely to quit. The study states that women, in particular, report stress,

related to the conflict between work and family.

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4.7 STRESS AND WORK LIFE BALANCE IN PAPER INDUSTRY

The number of stress-related disability claimed by American

employees has doubled according to the Employee Assistance Professionals

Association in Arlington, Virginia. Seventy-five to ninety percent of

physician visits are related to stress. According to the American Institute of

Stress, the cost to industry has been estimated at $200 billion-$300 billion a

year.

Steven L. Sauter, Chief of the Applied Psychology and Ergonomics

Branch of the National Institute for Occupational Safety and Health in

Cincinnati, Ohio, states that recent studies show that "the workplace has

become the single greatest source of stress". Michael Feuerstein, Professor

of clinical psychology at the Uniformed Services University of the Health

Sciences at Bethesda Naval Hospital states, "We're seeing a greater increase

in work-related neuroskeletal disorders from a combination of stress and

ergonomic stressors".

It is clear that problems caused by stress have become a major

concern to both employers and employees. Symptoms of stress are

manifested both physiologically and psychologically. Persistent stress can

result in cardiovascular disease, sexual health problems, a weaker immune

system and frequent headaches, stiff muscles, or backache. It can also result

in poor coping skills, irritability, jumpiness, insecurity, exhaustion, and

difficulty in concentrating. Stress may also perpetuate or lead to binge

eating, smoking, and alcohol consumption.

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According to James Campbell Quick, a professor of organizational

behavior at the University of Texas-Arlington, “The average tenure of

presidents at land-grant universities in the past ten years has dropped from

approximately seven to three-and-a-half years”.

“To get ahead, a seventy-hour work week is the new standard. What

little time is left is often divided up among relationships, kids, and sleep.”

This increase in work hours over the past two decades means that less time

will be spent with family, friends, and community as well as pursuing

activities that one enjoys and taking the time to grow personally and

spiritually.

Texas Quick, an expert witness at trials of companies who were

accused of overworking their employees, states that “when people get

worked beyond their capacity, companies pay the price.” Although some

employers believe that workers should reduce their own stress by

simplifying their lives and making a better effort to care for their health,

more experts feel that the chief responsibility for reducing stress should be

management.

According to Esther M. Orioli, President of Essi Systems, a stress

management consulting firm, “Traditional stress-management programs

placed the responsibility of reducing stress on the individual rather than on

the organization-where it belongs. No matter how healthy individual

employees are when they start out, if they work in a dysfunctional system,

they’ll burn out”.

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4.7.1 Responsibilities of the employer

Companies have begun to realize how important the work-life balance

is to the productivity and creativity of their employees. Research by Kenexa

Research Institute in 2007 shows that those employees who were more

favorable toward their organization’s efforts to support work-life balance

also indicated a much lower intent to leave the organization.

Employers can offer a range of different programs and initiatives,

such as flexible working arrangements in the form of part time, casual and

telecommuting work. More proactive employers can provide compulsory

leave, strict maximum hours and foster an environment that encourages

employees not to continue working after hours.

4.7.2 Changes in Workplace to Reduce Stress

This handout assumes a working knowledge of the relationship

between occupational stress and both psychological and physical strain,

including cardiovascular disease. It is assured that some of the

organizational costs of high stress levels to your workplace and employees

have been identified. Another key assumption is that you are interested in a

change strategy that includes structural, or organizational change. The

approach discussed in this handout views individual approaches as

augmenting, not replacing organizational change. Finally, it is assumed that

the employee has the opportunity to improve the quality of work in their

working organization.

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If these assumptions are correct, health and possibly the productivity

of your employees. This handout will detail this process of healthy

organizational change. Basically, this handout has two goals: 1. Identifying

the major features of healthy organizational change. 2. Developing

organizational and individual change strategies.

This handout will not review various theoretical models of change. It

is intended to be a concrete and practical guide for healthy organizational

change. For a review of theoretical models and references for additional

examples, one can refer to Interventions to Reduce Job Strain. A serious

organizational change effort has two important levels to it. The first is the

content of the change and the second is the process of the change. In

common terms, the content of change is what you want to do and the process

is how you are going to do it. In practical terms, the process of the change

effort is the more crucial aspect. The primary goal of any change process

needs to reflect that overarching goal. 107

4.7.3 Real Commitment to Stress Reduction

Probably, the most important step in healthy organizational change is

to make a serious and sustained commitment to it. In non-unionized

workplaces, this commitment should be made by top management. In

unionized workplaces, both top management and union representatives need

to be involved. Healthy organizational change takes lot of time. No serious

change effort should be initiated with a time frame limited to weeks or a few

months. Healthy organizational change includes employee health and

107 Dwivedi R.S. ‘Human Relations and organizational Behaviour’ Macmillan India Ltd., New Delhi

(2001).

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satisfaction as an explicit and independent outcome measure. These

outcomes should be the key goals of the change effort, not potential by

products.

4.8 OCCUPATIONAL STRESS WORKSHOP An occupational safety and health training agency in Massachusetts

offered a stress reduction workshop to a diverse group of workers. They

expected that the workshop would be of utmost interest to human service

workers as well as other public sector workers. However, a number of

workers from the manufacturing sector also came to the workshop and were

active participants. One concrete benefit from the initial workshop was that

both the training agency and the manufacturing workers realized the extent

to which stress on the job was negatively impacting on the workers' home

lives. This led to additional training on coping skills and family dynamics.

Workers participating in this second round of training found it to be

extremely useful. A serious problem was identified, and employees were

motivated to address it during the initial occupational stress workshop.108

4.8.1 Occupational Stress Committee

A reasonable next step might be the formation of an occupational

stress committee. This group could meet on an ongoing basis and formulate

a strategy for improving the work environment in your organization. This

group should have a unique identity and focus. Group membership should

include both labor and management. If employees are represented by a union

108 Epstein Robert, ‘the Big Book of stress relief Games: Quick fun. McGraw-Hill Professional, New

Delhi (2000).

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or bargaining unit, they should be included in the committee. Potential

conflicts with the collective bargaining process need to be avoided. If no

bargaining unit exists, then a representative group of employees and

administrators should attend the meetings. Since this committee is

examining issues of the work environment, everyone involved in that work

environment including clerical, support and maintenance staff should be

involved.

Employees from various departments, divisions, shifts, and work

groups should be included. Management representatives should include

persons with real authority in the organization. It is also essential that

employee representatives should be protected from discrimination for their

participation in the committee. The committee should be provided with

adequate resources to make a serious and sustained effort. These resources

might include access to relevant consultants, training materials, relevant

records, and release time.

Social scientists have written many volumes on what good group

process is, but here are a few, Brief common sense guidelines to start with:

� Every member of the group should be valued and have a chance to

speak.

� There should be no negative consequences to opinions expressed in

the meetings.

� The groups should be given a clear mandate and the authority to make

specific recommendations. This includes a clear understanding of

what issues they may not address because of collective bargaining

restraints. (As one example, discussing salary levels and job

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categories would not be allowed outside of a collective bargaining

process).

� Meetings should have a clear starting and ending time. Participants

should understand that their time is valuable.

� The chairperson of the committee should be rotated between

management and employees.

� The committee needs to be distinguished from other ongoing

committees. This is not a training committee, or a productivity

committee. This is an occupational stress committee and reducing

stress levels and enhancing coping strategies should be its focus.

4.8.2 STRESS MANAGEMENT IN WORK PLACE

The key point here is to increase real control and participation; not the

illusion of control. Possible workplace strategies. Using staff meetings more

effectively to encourage participation and input.

A state law had been passed in California, insisting the requirement of

more frequent staff meeting in hospitals. In one hospital, an organizational

psychologist is appointed to work with employees and management to

measure the effects of participation in decision-making on job stress, job

satisfaction, absenteeism and turnover. Units where the intervention was

carried out, reported greater influence, less role conflict and ambiguity, less

emotional strain, and greater job satisfaction, at 3-month and 6-month

follow-up.

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4.8.3 Develop autonomous work groups

Blue-Collar employees in a British confectionary company reported

low scores on three job characteristics (autonomy, task identity and

feedback), low work motivation, low job satisfaction and high levels of

emotional distress. Increases in group autonomy were attempted by shifting

responsibility and control to work teams and away from the supervisor.

Teams had control over the work place, organization of rest breaks, and

allocation of overtime and assignments. Six months and 18-month follow up

revealed the reduced emotional distress and lasting increases in autonomy.

4.8.4 Increasing the Skill Levels of Employees

Healthy work is skillful work. It allows for the ongoing development

of new skills and the opportunity to use them. There has been a great deal of

discussion at the national level concerning to the importance of high skill,

high wage work in increasing the productivity of U.S. companies.

Unfortunately, many of the jobs being added to the economy are extremely

low skill ones.

4.8.5 Increased skill based training.

A public sector child welfare agency initiated a competency based

training program that targeted core practice skills. The trainings were

designed to improve the professional skills of the staff in handling difficult

client situations. Participants in the training showed a significant decrease in

psychological strain symptoms compared with a control group. Skill

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development from this perspective should benefit the employee as well as

the organization.

1) Use of career ladders to reward skill development.

2) Use of job rotation to expand skills.

3) Use of job redesign to increase range of skill needed.

4) Healthy use of computers for skill development.

An intervention designed to improve the case practice skills of child

protective workers utilized interactive, multimedia computer-based training

to both provide information, and to encourage further development of

computer skills. This project also had extensive input from the staff

regarding the design and implementation of software utilized by the agency.

4.8.6 Increasing Levels of Social Support

Key components to social support in the workplace are supervisory

support and coworker support. Possible workplace strategies: The

supervisory approach emphasizes positive feedback, employee growth and

development, open lines of communication, and strong levels of support.

1) Training in conflict resolution and team building.

2) Appropriate use of staff retreats.

4.8.7 Changes that Improve Physical Working Conditions

There is extensive evidence that poor physical working conditions

contribute not only to physical hazards, but also stress levels as well.

Possible workplace strategies:

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1) Improving indoor air quality.

2) Reducing levels of physical hazards such as noise, toxins, chemicals, etc.

3) Job redesign to reduce incidence of repetitive strain injuries (that is,

reducing repetitive work, awkward work postures and/or heavy lifting.

4.9 HEALTHY PRACTICES

More and more of our working time is spent in front of machines. It

can also increase stress levels if the machine work is poorly designed.

Cumulative trauma disorders can be a particular physical hazard of increased

machine use.

Good ergonomics is a key to healthy machine use. State health

departments usually have someone who is an expert in this area. They can

help you with proper equipment, lighting and pace of work issues. They can

also help you reduce the risk of repetitive strain injuries among the staff.109

4.9.1 Staff involvement in choosing new equipment:

This is a common sense strategy that is often overlooked. This can

have payoffs for both job satisfaction and productivity.

A large state human service agency was planning to buy new machine

work stations for its 3000 employees. This represented a tremendous

expenditure for the agency. Instead of making a unilateral decision, they put

three different work stations in one office and left them there for two

months. At the end of that time, they asked the staffs which work station

109 Gardner, H. (1993). Frames of Mind: The Theory of Multiple Intelligences. New York: Basic

Books.

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they preferred, and the overwhelming favorite turned out to be the least

expensive, and was purchased state wide.

For lots of us, the job we do is often one of the largest causes of stress

in our lives - this is known as ‘Job Related Stress’ or ‘occupational stress’.

Being unable to cope with the day to day needs of the employees, job can

easily lead to acute stress levels building up. Equally (and maybe

surprisingly) identifying the causes of employees stress is the first and

foremost important step in self stress management. Without identifying

where the stress in employees’ life is stemming from, the industry never is

able to take the proper steps to control it. So, read through this list of

possible causes of occupational stress.

4.9.2 PRESENT CONDITIONS OF EMPLOYEE WORKING:

Technology was supposed to shorten our working week and give us

more leisure time, but the reverse seems to be happening. We’re all working

longer hours and spending less time on family and leisure activities. Rapid

changes in your working environment and working practices often lead to

increased job-related stress levels. Many people in many different types of

jobs and occupations are finding themselves struggling to keep up with the

pace of change of modern technology.

Now-a-days, workers often feel that they are a part of the machine,

rather than individuals. More people than ever before work alone or in

isolation from their colleagues.

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4.9.3 Shift Work

This is a prime source of occupational stress. It upsets your normal

body clock and can interrupt the employees sleep patterns - this in turn will

make you tired, irritable and eventually lead to stress.

4.9.4 Deadlines

Jobs with constant deadlines are another potential source of

occupational stress. Time pressures and urgent deadlines always lead to job

stress. This effect is doubled if the employees are prone to setting yourself

unrealistic goals and deadlines.

4.9.5 Longer Working Hours

If the employees work too many hours in a week, he/she become

unproductive and tired and stress set in. Not getting enough proper sleep is a

major cause of stress; a good night’s sleep is essential. Managing time at

work efficiently is one of the most important parts of controlling job related

stress. Try not to work long hours and ask whether flexible working hours

are available.

4.9.6 Commuting to Work

We tend to work farther away from home and to travel too much. It

leads to stress in congested roads and railways. This also greatly extends to

working day, lessening the time available for non work activities.

Commuting is often one of the most stressful parts of the working day,

causing employee to arrive at work with the wrong frame of mind and

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stopping you from concentrating properly. If the daily commute to work is a

main cause of the employees’ job related stress, then try to do something

practical about the problem, this may not be easy to achieve.

4.9.7 Working Conditions

Working in unhealthy conditions will contribute to increased stress

levels. Noisy or overly hot, cramped or cluttered, excessively busy places or

air conditioned windowless offices - all contribute to occupational stress.

4.9.8 Interest on job

Working in a job just for the money, this leads to a lack of self value

and lack of fulfillment. Most people failed to realize how stressful this can

be and they underestimate the long term effects on their health.

4.9.9 Work Colleagues

Working with people that one does not like and does not get on with'

can be a huge source of job related stress. Spending many hours each day

with people may be very bad for the employees. It may affect their health

over long run as they may get angry or resentful frequently.

4.9.10 Job Security

Gone are the days of a 'job for life'. The threat of losing a job makes

life generally very stressful. Worker also put up with more hassles just to

keep a job. Changing occupations is far more common now days - this can

be one of the most stressful times in a person’s life.

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4.9.11 Being a Boss

All very stressful. Being in charge of people is often one of the most

stressful types of jobs. Whatever the main reasons for the stress in

employees working life, the first step in effective stress management is to

identify the main causes. After that, the thing would be to find practical,

workable solutions to lower long term dangerous stress.

4.10 TECHNIQUES OF MANAGING STRESS

There are several ways of coping with stress. Some techniques of time

management may help a person to control stress. In the face of high

demands, effective stress management involves learning to set limits and to

say “No” to some demands that others make. The following techniques have

been recently dubbed “Destressitizers” by The Journal of the Canadian

Medical Association. A destressitizer is any process by which an individual

can relieve stress. Techniques of stress management will vary according to

the theoretical paradigm adhered to, but may include some of the following:

• Autogenic training

• Cognitive therapy

• Conflict resolution

• Exercise

• Getting a hobby

• Meditation

• Relaxation techniques

• Artistic Expression

• Spas

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• Spending time in nature

• Stress balls

• Natural medicine

• Time management

• Listening to certain types of relaxing music, particularly:

o New Age music

o Classical music

o Psychedelic music

o Sleep Music.

a). Autogenic Training :

Autogenic Training has been developed by Dr. Schultz who published

the first book on the subject in 1932. Dr. Schultz recognized that during

hypnosis the subject experiences various feelings such as warmth and

heaviness. He went on to teach practices to self induce these feelings and,

consequently, hypnotic states. From this, self induction practice is named as,

Autogenic Training. Auto-genic means self created. Autogenic Training has

more in common with Yoga.

b). Cognitive therapy

Cognitive therapy helps the patient to overcome difficulties by

identifying and changing dysfunctional thinking, behavior, and emotional

responses. This involves helping patients to develop skills for modifying

beliefs, identifying distorted thinking, relating to others in different ways,

and changing behaviors

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c). Conflict resolution

Conflict resolution is a wide range of methods of addressing sources

of conflict - whether at the inter-personal level or between states - and of

finding means of resolving a given conflict or of continuing it in less

destructive forms than, say, armed conflict. Processes of conflict resolution

generally include negotiation, mediation, diplomacy and creative peace

building. The term "conflict resolution" is sometimes used interchangeably

with the terms ‘dispute resolution’ or ‘alternative dispute resolution’.

d). Exercise

Exercise increases overall health and sense of well-being, which puts

more pep in step every day. But, exercise also has some direct stress-busting

benefits.

It pumps up endorphins. Physical activity helps to bump up the

production of one brain's feel-good neurotransmitters, called endorphins.

Although this function is often referred to as a runner's high, a rousing game

of tennis or a nature hike also can contribute to this same feeling.

It's meditation in motion. After a fast-paced game of racquetball or

several laps in the pool, he / she shall often find that they have forgotten the

day's irritations and concentrated only on their body's movements. As they

begin to shed their daily tensions through movement and physical activity,

they may find that this focus on a single task, and the resulting energy and

optimism, can help them remain calm and clear in everything that they do.

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It improves mood. Regular exercise can increase self-confidence and

lower the symptoms associated with mild depression and anxiety. Exercise

also can improve one’s sleep, which is often disrupted by stress, depression

and anxiety. All this can ease their stress levels and give them a sense of

command over their body and life.

e). Getting a hobby

With today's stressful lifestyles, it's important to have time that takes

to do something just for the fun of it. While there are many great hobbies to

choose from. Here is a list of hobbies that are particularly useful in relieving

stress. Some of the major hobbies are gardening, Explore Photography,

Scrapbooking, Maintain a Saltwater Aquarium, Puzzles, Drawing, Painting,

knitting, Playing The Piano and writing. Learn about the benefits of each,

and find resources to get started on a new great hobby for stress relief.

f). Meditation

Meditation is a group of mental training techniques. One can use

meditation to improve not only mental health and capacities, but also the

physical health. Some of these techniques are very simple, so one can learn

from a book or an article; and others may require guidance from a qualified

meditation teacher. Meditation may sometimes give problems for people

suffering from mental diseases, epilepsy, serious heart problems or

neurological diseases. On the other hand, meditation is helpful for the

treatment of these ailments.

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g). Relaxation Techniques

Relaxation is a skill. With frequent practice, he/she will improve these

kills to control employees’ emotions and improve their physical well being.

These techniques can be practiced either day or night to assist the employees

to relax and feel in control. It is really important to practice regularly.

Slow Breathing Technique: This is useful for the employees start to

over breath and when they are feeling the first signs of anxiety or stress.

Muscle Relaxation Technique: This technique involves the

employees using their slow breathing technique in conjunction with muscle

relaxation. This can be practiced any time. The more you practice the easier

it will be to achieve total relaxation and also the duration of feeling relaxed

and being stress free will last longer.

h). Artistic Expression

Expressing oneself through the arts can be a natural stress buster. The

arts include visual arts, playing or creating musical arrangements, creative

writing or poetry, as well as different forms of dance. He / she does not

need to be a professional artist in any of these arts.

i). SPAS

It's a steam bath, followed by a great massage, which is a great way to

relieve stress. Stress is one of the major causes of diseases like cancer and

many other sicknesses. It has been proven that the benefits of this experience

are very effective in reducing stress.

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j). Spending time in nature

Spending time in nature reduces anxiety. It calms minds, soothes

soul, and lifts spirits. Just looking at the colour green can give us health

benefits. If he / she are feeling sad, fearful, or anxious, perhaps they just

need to get outside and interact with Mother Nature a bit. Just a few minutes

can do wonders. If they are not able to get outside, there are still ways to

incorporate nature and the outdoors into their day.

k). Stress balls

A stress ball is a malleable toy, usually not more than 7 cm in

diameter. It is squeezed in the hand and manipulated by the fingers,

ostensibly to either relieve stress and muscle tension or to exercise the

muscles of the hand. Stress balls are being used by many people for stress

relief.

l). Natural medicine

Naturopathy or Natural Medicine is a form of alternative medicine

based on a belief in vitalism, which posits that a special energy called vital

energy or vital force guides bodily processes such as metabolism,

reproduction, growth, and adaptation. some of the herbals can reduce stress,

support emotional wellness and health, lessen common feelings of the blues,

support the nervous system, support a healthy motivated attitude, support a

positive mental attitude, address common menstrual moodiness, maintain a

well-adjusted outlook and positive temperament, support healthy sleep

patterns and a healthy balanced appetite and etc.

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J). Time management

Time management is essential if one is to handle a heavy workload

without excessive stress. By using time management skills effectively, they

can reduce work stress by being more in control of their time, and by being

more productive. This ensures that they have time to relax outside work.

Effective time management will help a person to get more done each

day. It has important health benefits too. By managing time more wisely,

they can minimize stress and improve their quality of life.

4.11 STRESS AFFECTS THE BRAIN AND EMPLOYEE

PERFORMANCE

To appreciate truly how seriously stress affects employee safety, it’s

helpful to understand how stress affects the human brain. The bottom line is

this: stress interferes with brain functioning because our brain’s ability to

function is directly related to our emotional state. When we’re in appositive

emotional state, our brain works best, enabling us to perform at our best.

When we’re in a negative emotional state, such as feeling nervous, angry,

depressed, or stressed out in any way, our brain works less effectively. This

process was labeled ‘Downshifting’ by Dr. Leslie Hart, an educator who

studied employees performance under varying emotional states. Dr. Hart’s

interest in how stress affects the brain arose from his observation that

employees’ ability to think and learn decreased as their stress level

increased. Just as a car’s speed and performance decrease if the driver

downshifts from high gear to low gear, the brain’s performance decreases

when it downshifts. Dr. Hart’s research, along with a great deal of other

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scientific research, shows that when people downshift, their intellectual,

psychological, and behavioural responses deteriorate. Because downshifting

plays such an important role in how stress affects employee performance and

vulnerability to accidents and injuries. It’s important to understand how it

gets acted out in the workplace. To make sense of this concept, we will

break downshifting down into its component parts and give descriptions and

examples of each.

4.11.1 Intellectual Downshifting

When we downshift intellectually, our thinking becomes less creative,

our problem-solving ability diminishes, and our overall ability to process

information deteriorates. One symptom of intellectual downshifting is the

“deer in the headlights” when they experience information overload. In this

overloaded state, their ability to think literally shuts down. A common

example of the combination of high stress and information overload leading

to intellectual downshifting is the dreaded computer crash, followed by the

even more dreaded call to a tech support hotline. In this stressed state, we

have great difficulty understanding directions and processing information. If

we’re peppered with questions, and those questions include terms and jargon

we know nothing about, our brain will likely shut down. In this downshifted

state, nothing the other person says registers; it’s almost like they are

speaking a foreign language. Another example of intellectual downshifting

is when we are nervous and blurt out we ask a nonsensical question. Yet

another example of the information overload aspect of downshifting is when

you’re driving with the radio. Many people will shut off the radio at this

point or ask their passengers to stop talking. So, they can focus their

attention on their driving. In this overloaded, stressed-out state, their brain

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can’t handle all the information coming in and perform its job effectively.

Intellectual downshifting can cause serious safety problems. If an employee

isn’t thinking clearly or sharply, they are likely to make poor decisions,

including those involving taking appropriate safety precautions. In such an

overloaded, downshifted state, they are less likely to think clearly about

potential consequences or dangers.

4.11.2 Psychological Downshifting

Not only does a person’s emotional state affect their intellectual

functioning, it also affects their psychological functioning. When we

downshift psychologically, we become immature. We’ve all seen that adults

have temper tantrums or behave in childish ways, when they were stressed

out. Other examples of psychological downshifting are throwing or

slamming things around, becoming defensive, acting rebelliously, and

interacting with people in childish ways such as mocking, mimicking, and

pouting. Sometimes a whole workforce can be psychologically downshifted

if the organization has a negative emotional climate of fear or resentment.

One of the most common causes of such a situation is managers who are

disrespectful and/or over controlling. When they act in this way, their

workers tend to act more like rebellious teenagers than adults. This creates

many problems for the company. Psychologically downshifted employees

are harder to manage. They don’t perform well. They are more likely to

have accidents and injuries. Psychologically downshifted employees are at

higher risk of accidents and injuries because, being in an adolescent mind-

set, they are less likely to listen to safety precautions. They are also likely to

do the opposite of what they are told, to prove that no one can tell them what

to do just like teenagers do.

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4.11.3 Behavioural Downshifting

When we downshift behaviorally, we become rigid and inflexible in

our responses to problems and challenges. We also become more awkward

and clumsy in our movements. One common example of increased

behavioral rigidity due to downshifting occurs when we’re running late and

can’t find our car keys. In this frantic, stressed-out state, we often look for

our car keys several times in the same location. We might reach into our

pockets or peek under the same pile of papers several times, as if our keys

will materialize on the next attempt. When we downshift, we tend to repeat

behaviors, even though they are not working. This makes workers more apt

to break equipment, because they are more likely to continue to try to force a

piece of equipment to move a certain way or do something it wasn’t made to

do. Rather than switching gears and doing something else, the downshifted

worker is likely to continue trying to make the piece of equipment do what

he wants it to do by using more force. The increased behavioral rigidity

caused by downshifting also increases the chances that employees will

continue to engage in behaviors that will injure them. The downshifted

employee is less likely to stop engaging in a physical activity that is causing

them pain and start doing something else or seek help. Instead, they will

likely doggedly continue the activity, despite harmful signals. Physical

downshifting also increases one’s risk of injury because it makes people

more clumsy. When people are feeling rushed or pressured, they are more

prone to bang into things. When nervous, people are more liable to drop or

fumble objects. One way to understand how downshifting causes these

problems is to think of stress as overloading the brain’s circuits. Because the

brain is so busy processing whatever is causing the person stress, it doesn’t

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have that processing power available to deal with all the information

required to produce effective hand and eye coordination or graceful body

movements. Thus, if a person is stressed out and their brain circuits

overloaded, they become clumsy and awkward in their movements, making

them vulnerable to accidents and injuries.

4.11.4 Other Consequences of Downshifting

Downshifting impact on employee performance and the bottom line

goes far beyond its impact on safety. Without going into detail, the

following list indicates how costly a problem downshifting is in terms of its

overall effects and influences on other than safety-related issues.

When people downshift, they are more likely to become:

• fearful of, and resistant to, change

• over reactive to minor hassles, inconveniences, and frustrations

• immature

• aggressive

• defensive and paranoid

• territorial

• distrustful of anybody who is different from themselves- seeing

the world in an “us versus them” way

• “control freaks”

• “power hungry”

• simplistic in their thinking

• self-centered, interpersonally dense, and unable to empathize

with others

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The preceding list of characteristics is obviously not a formula for the

ideal employee. Unfortunately, many organizations have some - if not the

majority- of their employees who display these characteristics. Because their

employees are stressed out and downshifted, the company gets the worst out

of them, rather than the best. When people become stressed, their brain

downshifts. When in a downshifted state, their ability to function

intellectually, psychologically, and behaviorally is all compromised. This

makes them more vulnerable to accidents and injuries. Downshifting also

causes a large number of other undesirable qualities and behaviors that lead

to performance problems.

4.12 CONCLUSION

Most organisations have realised that living ethical would be of no

good industrial practice but would pay in the long run. An organization that

would be interested in growth and profits must establish relationship with

the employees based on trust. Improvement of the employer – employee

relationship would be vital for both parties giving to several reasons. First

the productivity of employees would increase, when employees treated

humanely rather than mechanically. Second, the employees could feel that

increased ethical power on their part actually resulted in higher

compensations. Third even if there was no material gain ethically,

appropriate behaviors are provided on intrinsic sense of self satisfaction.

Therefore, it would be advantageous for every organization to maintain high

ethical standard to provide stress free work and to view impartially the

organization and its employees.

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CHAPTER – V

DATA ANALYSIS AND INTERPRETATION

5.1 INTRODUCTION

The relationship between man and occupation has always been

attracted the attention of the researchers, scientists and novalties. A major

part of man’s life would be spent in work. Work not only provides status to

an individual but also bound him to the society. By working on a job men

could gravity many of their needs, but not financial needs alone. If men

worked for money alone, there would be no way of explaining the fact that

some men who had plenty of money still continued work. Work in this

regard would be a potent some of need gratification of all types such as

physical, security, Social and ego needs (Pestonjee 1991, p.70). People do

work because getting on the job would enable them to achieve whatever they

wanted to achieve off the fob. The job would remain the means to achieve

the desired needs.

The word occupation would refer to a specific task, where as

occupational satisfaction derived from being engaged in work to in any

pursuit of a higher order. If would be essentially related to human needs and

their fulfilment through work. It would be generated by the individual’s

perception of how well his occupational satisfaction his various needs.

Occupational dissatisfaction would be the pleasurable conditional state

resulting from the appraisal of one’s occupation as achieving facilitating

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the achievement of one’s occupational values. Occupational dissatisfaction

would be the un pleasurable emotional state resulting from the appraisal of

one’s occupation as frustrating or blocking the attainment of one’s

occupational values or as blocking the attainment of one’s occupational

values or as entailing disvalues. Occupational satisfaction and dissatisfaction

would remain the function of the perceived relationship between what are

want from one’s occupation and what one’s perceived it as offering or

entailing. Therefore occupational happiness would be regarded as an

important factor in positive behaviour like productive efficiency, employee

on male, mental health of a worker and the relationship between employer

and employee and also in negative job behaviour like accidents, absenteeism

and turn over.

Therefore the chapter explained the result of analyse of employee

perception an occupation and occupation stress. The analysis made under the

heads viz, (1) analysis perception above occupation on the basis of

democratic factors and (2) on the basis of democratic factor we analyse the

stress of the employees in paper industry

5.2 OCCUPATIONAL PERCEPTION OF THE EMPLOYEE

The study of occupational perception and satisfaction became popular

with the famous how throne studies in 1930’s. Historically speaking, interest

in occupational satisfaction starts when the central condition of modern

organization appeared about 175 years ago (Davis keith: 1961, pp 176-193)

In early preliterate days, work has been man’s total way of life of was

not separated from other spheres of life. The incentive for work was

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immediate satisfaction of need. But as society changed magic and aesthetic

considerations were stripped off from work. Even when it formed the most

important activity of man in ancient days, manual work was thought to be

avoided by elites. For better or worse the modern employees have to spend

many of their working hours at work. In addition to working in assigned

tasks, they would typically interact with other persons (supervisor, fellow

employees) and would get exposed to organizational policies and practices.

All these in turn would influence employees, feelings about their job; and

organization that employed them. These feelings would broadly labelled as

job attitudes.

An occupation would become satisfying when there was a match

between the expectation of the occupation and the needs of the employee or

individual. When an employee was expected to perform well on a particular

occupation, he, in term would also expect that the management or

organization should full fill his expectations various occupational factors

such as promotion, transfer, salary and benefit.

According to Peling (1990, p.143) the best predictor of occupational

stress would be when the employees personal values matched with the

occupational factors. Wild and Dawsan (1972, p.150) examined that the

influence of certain biological variables like age marital status and length of

service on the relationship between specific job attitude and over all

occupational satisfaction. The results indicated that age and marital status

had significant impact on the relationship of specific occupational attitude to

over all occupational perception. Length of service also appeared as a

significant variable. Therefore in order to find out the level of perception of

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employees, the following analyses were taken place. Therefore level of

perception of employees towards their occupation are analyzed by using chi-

square test,

Chi-square association test is a non parametric test useful to establish

an associated between to categorical variables. The frequency dumping in

each cell of the cross tabs of heterogeneous groups and also the nature of

cases in that particular cell. It also exhibits linear by linear relationship, and

crammer’s phi statistics to study the relationship.

5.2.1 AGE AND LEVEL OF PERCEPTION TOWARDS JOB

Age has been an important demographical variable and it net only

determined individual’s physical and mental attitude but also deputed his or

her like experience. It determined whether one was economically active or

dependent upon others. It decided the active participation of the individual in

the attains of the organization (Ravichandran and Revathibala; 2008, p.109).

Age has also been an important consideration in determining a man’s

promotion of his failure to receive it. In terms of HRM dimensions and

Hantman (2000, p .5) found that age influenced employees attitudes towards

affirmative action.

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TABLE NO. 5.2.1

AGE AND LEVEL OF PERCEPTION TOWARDS JOB

S.No Age

(in years)

No. of Respondents

Percen-tage

Average Range

S.D Min Max

1 Below 20 52 5.2 59.3 46 77 5.8

2 21 to 25 102 10.2 61.8 45 84 6.9

3 26 to 30 140 14.0 62.2 46 83 7.5

4 31 to 35 203 20.3 60.7 45 88 6.2

5 36 & above 503 50.3 60.2 33 86 6.6

Total 1000 100.0

Source :Primary Data

It is inferred from the above table 5.2.1 that the level of perception

towards job the respondents were ranged between 46 and 77 with an average

of 59.3 among below 20 years of age group age group between 21-25 years

were ranged from 45 and a maximum of 84 with an average of 61.8.

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The age of the respondents from 26-30 years were ranged between a

minimum of 46 and the maximum range of 83 with an average of 62.2. But

the respondents who are the above the age of36 years were ranged between

33 and 86 with an average of 60.2. From the above analysis it is formed that

the maximum level of perceptions towards the job were placed among the

age group of 36 and above.

Null Hypothesis (H0): There is no significant relationship between age and

level of perception towards job.

Alternative Hypothesis (H1): There is significant relationship between age

and level of perception towards job.

Two -way table

With a view to find out the degree of association between the age of

the respondents and their level of perception towards job, a two-way table

was constructed as shown in Table No.5.2.2.

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TABLE NO. 5.2.2

AGE AND LEVEL OF PERCEPTION TOWARDS JOB (TWO-WAY TABLE)

S.No. Age Level of Perception towards job

Total Low Medium High

1 Below 20 14

(26.9)

28

(53.8)

10

(19.2)

52

(100)

2 21 to 25 17

(16.7)

56

(54.9)

29

(28.4)

102

(100)

3 26 to 30 23

(16.4)

61

(43.6)

56

(40.0)

140

(100)

4 31 to 35 39

(19.2)

117

(57.6)

47

(23.2)

203

(100)

5 Above 35 127

(25.2)

253

(50.3)

123

(24.5)

503

(100)

Total 220 515 265 1000

Source: Primary data

Note : Figures in Parenthesis are percentage

It was observed that 26.5 percentage of employees in all the age group

where in high level perception. Highest percentage (51.5) of the employees

in medium level, and 22 percentage if employee’s perception level towards

the job is low.

Chi – square test

In order to find out the relationship between the age of the

respondents and their level of perception towards job, a chi-square test was

employed and the result of the test is shown in the following table no.5.2.3.

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TABLE NO. 5.2.3

AGE AND LEVEL OF PERCEPTION TOWARDS JOB

(CHI-SQUARE TEST)

Factor Calculated

χχχχ2 Value

Table Value D.F Remarks

Age 23.078 15.507 8 Significant at

5percentage level

The result of chi-square test indicated that there was significant

relationship between the age of the employees and their level of perception

5.2.2 GENDER AND LEVEL OF PERCEPTION TOWARDS JOB

Once the significant universally accepted criteria of development has

been gender. There has been a clear distinction made in development

literature between sex and gender. Sex related to the biological differences

between male and female. Whereas gender related to the role assigned to

male and female in the society. Thus gender has been a social economic

variable involving rules, responsibilities, constraints, opportunities and the

needs of the females in an economy Sharma: (1988.p.126). Where HRM

policies and practices hence been formed to promote equality in the work

place, such as, equal employment opportunities (EEO), research finding

demonstrated that women were more likely than men to hold favourable

attitude towards them. Kenmard and lrincehan : (1995,p.409). However, a

commitment to equity and fairness in employment would not remain limited

to an overall EEO policy. It should also be reflected in impartial recruitment

and selection practices and the impartial provision of training and

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development opportunities to all employees including women (the Hindu

2007 p-5 ). Thus, three areas of HRM viz., training and development, EEO,

Recruitment and selection have been perceived as more important them men

(Kerton and Grecrce : 2000, p.37). Therefore the details of gender and level

of perception depicted in table 5.2.4.

TABLE NO. 5.2.4

GENDER AND LEVEL OF PERCEPTION TOWARDS JOB

S.

No. Gender

No. of Respondents

Percentage

Ave

Rage

Range

S.D Min Max

1 Male 936 93.6 60.7 33 88 6.8

2 Female 64 6.4 60.2 52 84 6.0

Total 1000 100.0

Source: Primary data It is inferred from the above table that the level of perception towards

job of the male respondents ranged between 33 and 88 with an average of

60.7 and the level of perception of the female respondents were ranged

between 52 and 84 with an average of 60.2. From the above analysis it is

concluded that the maximum level of perception towards job perceived by

the male respondents were more than female respondents.

Null Hypothesis (H0): There is no significant relationship between gender

and level of perception towards job.

Alternative Hypothesis (H1): There is significant relationship between

gender and level of perception towards job.

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Two – way table

With a view to find the degree of association between gender of the

respondents and their level of perception towards job, a two-way table was

prepared and is exhibited in table no.5.2.5.

TABLE NO. 5.2.5

GENDER AND LEVEL OF PERCEPTION TOWARDS JOB (TWO-WAY TABLE)

S. No.

Gender Level of Perception towards job

Total Low Medium High

1 Male 20 4

(21.8)

481

(51.4)

251

(26.8) 936

2 Female 16

(25.0)

34

(53.1)

14

(21.9) 64

Total 220 515 265 1000

Source : As in table 5.2.4

Note : Figures in Parenthesis are percentage

In the total sample interviewed, majority of (51.4 percent) male

employees and the female employees (53.1 percent) were in the medium

level of perception 21.8 percentage of the male employees were in the low

perception only 21.9 percentage of the female employees were highly

perceived with their occupation.

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TABLE NO. 5.2.6

GENDER AND LEVEL OF PERCEPTION TOWARDS JOB (CHI-SQUARE TEST)

Factor Calculated

χχχχ2 Value

Table Value D.F Remarks

Gender 0.867 5.991 2 Not

Significant

The result of chi square test indicated that there was no significant

relationship found between gender and their level of perception on job.

5.2.3 MARITAL STATUS AND LEVEL OF PERCEPTION

TOWARDS JOB

In Indian society marriage has been supported to be a religious

obligation. In the social context, it has been the prelude to family

formulation, expansion or even bifurcations. After marriage there would be

transitions in the status of men and women with attendant rights and

obligations. Marital status related of measuring the level of occupational

happiness as indicated by (bowenet.al; 1994). He formed that the married

employees were more satisfied with their jobs than those who were single

(Fetsch and Kennington; 1997) also found a relationship between marital

status and job satisfaction levels. They fund both divorced and marred

employees to be more perceived with their jobs them employees who were

never married. Marriage has been an important event in life it would

influence the style of living and also the attitude, disposition and

commitment towards work.

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TABLE NO. 5.2.7

MARITAL STATUS AND LEVEL OF PERCEPTION TOWARDS JOB

S. No.

Marital Status No. of

Respondents percentage

Ave

Rage

Range S.D

Min Max

1 Married 793 79.3 60.6 33 88 6.7

2 Unmarried 129 12.9 62.5 50 84 7.0

3. Widow 48 4.8 57.7 45 68 4.2

4. Widower 30 3.0 59.7 52 75 5.9

Total 1000 100.0

Source :Primary Data

The above table reveals that the levels of perceptions towards job of

the married respondents were ranged from a minimum of 33 and the

maximum of 88 with an average of 60.6. But the levels of perception

between unmarried respondents were ranged between the minimum of 50

and with the maximum range of 84 with an average of 62.5. The level of

perception among widows and widowers were ranged from 45, 52 and the

maximum of 68, 75 with an average of 57.7 and 59.7 respectively. From the

analysis it is concluded that the married respondents were perceived

maximum level of perception compare with the other respondents

Null Hypothesis (H0): There is no significant relationship between marital

status and level of perception towards job.

Alternative Hypothesis (H1): There is significant relationship between

marital status and level of perception towards job.

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Two – way table

With a view to find the degree of association between marital status of

the respondents and their level of perception towards job, a two-way table

was prepared and is exhibited in table no.5.2.8.

TABLE NO. 5.2.8

MARITAL STATUS AND LEVEL OF PERCEPTION TOWARDS

JOB (TWO-WAY TABLE)

S. No.

Marital Status Level of Perception towards job

Total Low Medium High

1 Married 178

(22.4)

406

(51.2)

209

(26.4)

793

(100)

2 Unmarried 18

(14.0)

67

(51.9)

44

(34.1)

129

(100)

3. Widow 15

(31.3)

27

(56.3)

6

(12.5)

48

(100)

4. Widower 9

(30.0)

15

(50.0)

6

(20.0)

30

(100)

Total 220 515 265 1000

Source: As in table 5.2.7

Note : Figures in Parenthesis are percentage

It was inferred that 14 percentage unmarried employees, 22.4

percentage of married employees are having low level perception except

widow employees all others having medium level of perception, and 34

percentage of unmarried employees are having high of perception towards

their job.

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Chi – square test

In order to find the relationship between the marital status of the

respondents and their level of perception towards job, a chi-square test was

employed and the result of the test is shown in the following table no. 5.2.9.

TABLE NO.5.2.9

MARITAL STATUS AND LEVEL OF PERCEPTION TOWARDS JOB (CHI-SQUARE TEST)

Factor Calculated

χχχχ2 Value

Table Value D.F Level of

significance

Marital Status

13.703 12.592 6 Significant at 5 percentage level

It is identified from the above table that the calculated chi-square

value is greater than the table value and the result is significant at 5

percentage level. Hence, the hypothesis, “Marital status of the respondent

and their level of perception towards job are not associated”, does not hold

good. The result of chi-square test indicated that there was significant

association between marital status and their level of perception on job.

5.2.4 EDUCATIONAL QUALIFICATION AND LEVEL OF

PERCEPTION TOWARDS JOB

Education would not only widen the knowledge but also help person

to make use of rational and sequential approach to solve problems.

Educational has positive impact on survival life, quality of life and the other

career development and vice-verse on illiteracy and inadequate skills in job

workers would like their occupation when their interest and abilities are

commensurate with occupational demands many students have painted art

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that the level of education was significantly related to job satisfaction

(Sharma: 1980, p.85; Anand and schal : 1981, p.11).

The details of educational qualification and the level of perception on

their job is depicted in table 5.2.10.

TABLE NO. 5.2.10

EDUCATIONAL QUALIFICATION AND LEVEL OF

PERCEPTION TOWARDS JOB

S.

No.

Educational Qualification

No. of Respondents

percentage

Ave

rage

Range S.D

Min Max

1 School education 168 16.8 62.4 44 85 6.9

2 ITI holders 257 25.7 60.0 49 88 6.4

3 Diploma holders 193 19.3 61.0 47 84 7.1

4 Graduates 194 19.4 60.7 33 84 7.4

5 Post Graduates 188 18.8 59.8 46 80 5.5

Total 1000 100.0

Source :Primary Data

It is evident from the above table 5.2.10 that the levels of perception

towards job of the respondents were ranged between 44 and 85 with an

average of 62.4. And the levels of perception among ITI holders were

ranged between 49 and 88 with an average of 60.0. The level of perception

among graduates ranged between 33 and 84 with an average of 60.7. On the

other hand the perception among post graduates ranged between 46 and 80

with an average of 59.8. From their analysis, it is identified that there was

maximum level of perception towards job.

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Null Hypothesis (H0): There is no significant relationship between

educational qualification and level of perception towards job.

Alternative Hypothesis (H1): There is significant relationship between

educational qualification and level of perception towards job.

Two way table

With a view to find the degree of association between educational

qualification of the respondents and their level of perception towards job, a

two-way table was prepared and is exhibited in table no. 5.2.11.

TABLE NO. 5.2.11

EDUCATIONAL QUALIFICATION AND LEVEL OF PERCEPTION TOWARDS JOB (TWO-WAY TABLE)

S.No. Educational Qualification

Level of Perception

towards job Total

Low Medium High

1 School education 26

(15.5) 87

(51.8) 55

(32.7) 168

(100)

2 ITI holders 62

(24.1) 137

(53.3) 58

(22.6) 257

(100)

3. Diploma holders 51

(26.4) 79

(40.9) 63

(32.6) 193

(100)

4. Graduate 45

(23.2) 100

(51.5) 49

(25.3) 194

(100)

5. Post Graduate 36

(19.1) 112

(59.6) 40

(21.3) 188

(100)

Total 220 515 265 1000

Source: As in table 5.2.10

Note : Figures in Parenthesis are percentage

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It was found that 26 employees of school level education are having

low level perception. 100 employees having graduate qualification having

medium level perception and 63 employees of diploma holders having high

level perception towards their occupation.

Chi – square test

In order to find the relationship between the educational qualification

of the respondents and their level of perception towards job, a chi-square test

was employed and the result of the test is shown in table no.5.2.12.

TABLE NO.5.2.12

EDUCATIONAL QUALIFICATION AND LEVEL OF PERCEPTION TOWARDS JOB (CHI-SQUARE TEST)

Factor Calculated

χχχχ2 Value

Table Value D.F Level of

significant

Educational Qualification

21.809 15.507 8 Significant at

5percentage level

Source: as in table 5.2.11

It could be observed that the calculated value is greater than the table

value and the result is significant at 5 percent level. Hence, the null

hypothesis, “Educational qualification of the respondents and their level of

perception towards job are not associated”, is rejected. From the analysis, it

is concluded that there is a close relationship between the educational

qualification of the respondent and their level of perception towards job of

the respondents.

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5.2.5 SPAN OF SERVICE AND LEVEL OF PERCEPTION

TOWARDS JOB

The span of service would denote the year of the perception of the

employees of paper industries in Tamil Nadu. It reflected the efficiency, risk

facing ability and the physical and mental fitness of the employees to serve

for the betterment of the organization that they belonged to. On the other

hand it determined the scale of pay and the promotion of the employees

TABLE NO. 5.2.13

EXPERIENCE AND LEVEL OF PERCEPTION TOWARDS JOB

S. No.

Experience No. of

Respondents Percen-

tage

Ave

rage

Range S.D

Min Max

1 Below 10 years 439 43.9 59.7 43 84 6.8

2 11 to 15 years 293 29.3 60.9 44 88 6.2

3 16 to 20 years 77 7.7 62.0 45 80 5.4

4 21 to 25 years 54 5.4 62.4 52 72 4.9

5 Above 25 years 137 13.7 61.9 33 85 8.2

Total 1000 100.0

Source: Primary Data

The employees having below 10 years experience were ranged

between 43 and 84 with an average of 59.7 and 11 to 15 years of experience

were ranged between 44 and 48 with an average of 60.9. 7.7% of the

employees having 16 to 20 years of experience were ranged between 45 and

80 with an average of 62.0 about 5.4 percent of the employees were gained

experience between 21 to 25 years ranged between 52 and 72 with an

average of 62.4. There were 13.7 percent of the respondents having more

than 25 years of experience and they ranged between 33 and 85 with an

average of 61.9.

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Null Hypothesis (H0): There is no significant relationship between working

experience and level of perception towards job.

Alternative Hypothesis (H1): There is close significant relationship

between working experience and level of perception towards job.

Two way table

With a view to find the degree of association between working

experience of the respondents and their level of perception towards job, a

two-way table was prepared and is exhibited in table 5.2.14.

TABLE NO.5.2.14

EXPERIENCE AND LEVEL OF PERCEPTION TOWARDS JOB (TWO-WAY TABLE)

S.No. Experience

Level of Perception towards job Total

Low Medium High

1 Below 10 years 120

(27.3) 230

(52.4) 89

(20.3) 439

(100)

2 11 to 15 years 54

(18.4) 156

(53.2) 83

(28.3) 293

(100)

3 16 to 20 years 8

(10.4) 43

(55.8) 26

(33.8) 77

(100)

4 21 to 25 years 6

(11.1) 27

(50.0) 21

(38.9) 54

(100)

5 Above 25 years 32

(23.4) 59

(43.1) 46

(33.6) 137

(100)

Total 220 515 265 1000

Source: As in table 5.2.13

Note : Figures in Parenthesis are percentage

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It was found that the 11.1 percent employees of experience between

21-25 are having low level of perception, 20.3 percent employees of below

10 years of experience are having high level of perception towards their job.

Chi – square test

In order to find the relationship between working experience of the

respondents and their level of perception towards job, a chi-square test was

employed and the results of the test is shown in the following table

no.5.2.15.

TABLE NO. 5.2.15

EXPERIENCE AND LEVEL OF PERCEPTION TOWARDS JOB (CHI-SQUARE TEST)

Factor Calculated

χχχχ2 Value

Table Value D.F Remarks

Experience 31.601 15.507 8 Significant at 5percentage

level

Source: As in table 5.2.14

The results of chi – square test indicated that there was significant

relationship between span of service and the level of perception.

5.2.6 NO. OF EARNING PERSONS IN THE FAMILY AND LEVEL

OF PERCEPTION TOWARDS JOB

Family income has been the major sources for satisfying the basic

needs. It included the earnings of the respondents and their family members

from various service including agriculture and business etc..,

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The details earning persons in family and the level of perception

towards job is depicted in table 5.2.16

TABLE NO. 5.2.16

NO. OF EARNING PERSONS IN THE FAMILY AND LEVEL OF PERCEPTION TOWARDS JOB

S.No No. of Persons No. of

Respondents Percent

-tage

Ave

rage

Range S.D

Min Max

1 Only one 457 45.7 62.0 45 85 6.4

2 Two 394 39.4 59.5 43 86 6.2

3 Three 98 9.8 61.2 33 83 8.4

4 More than three 51 5.1 56.5 44 88 5.8

Total 1000 100.0

Source: Primary Data

It was found that the number of earning persons in the family

significantly varied with the level of perception. 5.1 percent or the

respondents having more than three persons in their family were ranged

between 44 and 88 which an average of 56.5 and 9.8 percent employees

having 3 earning persons they ranged between 33 and 83 with an average

61.2. there were 39.4 percent of employees having 2 earning persons in their

family and that earning persons were ranged between 43 and 86 with an

average of 59.5 But 45.7 percent of the employees having only one earning

person in their family and they were ranged between 45 and 85 with an

average of 62.0 Therefore the analysis concluded that the employees who

had only one earning person in their family they perceived maximum level

of stress among the employees.

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Null Hypothesis (H0): There is no significant relationship between number

of earning members in the family and level of perception towards job.

Alternative Hypothesis (H1): There is close significant relationship

between number of earning members in the family and level of perception

towards job.

Two way table

With a view to find the degree of association between the number of

earning persons in the family respondents and level of perception towards

job, a two-way table was prepared and is exhibited in table no.5.2.17.

TABLE NO.5.2.17

NO. OF EARNING PERSONS IN THE FAMILY AND LEVEL OF PERCEPTION TOWARDS JOB (TWO-WAY TABLE)

S.No. No. of Persons

Level of Perception towards job Total

Low Medium High

1 Only one 64

(14.0) 246

(53.8) 147

(32.2) 457

(100)

2 Two 108

(27.4) 204

(51.8) 82

(20.8) 394

(100)

3 Three 22

(22.4) 46

(46.9) 30

(30.6) 98

(100)

4 More than three 26

(51.0) 19

(37.3) 6

(11.8) 51

(100)

Total 220 515 265 1000

Source: As is table 5.2.16

Note : Figures in Parenthesis are percentage

165

It was found that 22.4 percent of employees are having low level of

perception who have three member earning in their family, other than that

32.2 percent of employees who have only one person earning in their family

have a high level of perception. Whereas 51.8 percent of employees in two

earning person in the family have medium level of stress.

Chi – square test

In order to find the relationship between the number of earning

persons in their family and level of perception towards job, a chi-square test

was employed and the result of the test is shown in the following table

no.5.2.18.

TABLE NO.5.2.18

NO. OF EARNING PERSONS IN THE FAMILY AND LEVEL OF PERCEPTION TOWARDS JOB (CHI-SQUARE TEST)

Factor Calculated

χχχχ2 Value

Table Value D.F Remarks

No. of persons

56.046 12.592 6 Significant at

5percentage level

Source: As in table 5.2.17

The result of chi – square test indicated that the calculated chi –

square value is greater than the table value at 5 percent level of significant.

Hence the formulated hypothesis was rejected. Hence it is concluded that

there is a close relationship between the number of earning person and their

level of perception and stress.

166

5.2.7 MONTHLY INCOME AND LEVEL OF PERCEPTION

TOWARDS JOB

The family incomes of the employees have been directly to job stress.

Ahmad, Bharadvaj and Norula (1980.pp.47-50): Sundararajan (2007, p.78)

found that high income group were faced low stress then other income

categories. The details of monthly income and the level of stress of

employees depicted in table 5.2.19.

TABLE NO. 5.2.19

MONTHLY INCOME AND LEVEL OF PERCEPTION TOWARDS JOB

S.No Monthly Income No. of

Respondents Percen-

tage

Ave

rage

Range S.D Min Max

1 Below Rs.5000 134 13.4 60.5 48 84 5.9

2 Rs.5001-10000 416 41.6 61.4 43 88 7.1

3. Rs.10001-15000 240 24.0 61.1 45 86 6.2

4. Rs.15001-20000 102 10.2 61.0 33 83 7.4

5. Rs.20001 & above 108 10.8 56.9 46 75 5.1

Total 1000 100.0

Source: Primary Data

It was found that the majority of the employee earnings below

Rs.5000 were ranged between 48 and 84 with an average of 60.5.41.6

percent of the employees falling the income range between Rs.5001 – 10000

and were ranged in between 43 and 88 with an average of 61.4 and 24

percent of the employees were included under the income level between

10001 – 15000 ranged between 45 and 86 with an average of 61.1.

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Whereas 10.2 and 10.8 percent of the employees falling under the

income group of 15001 – 20000 and more than 20000 with an average of

61.0 and 56.9.

Null Hypothesis (H0): There is no significant relationship between monthly

income and level of perception towards job.

Alternative Hypothesis (H1): There is close significant relationship

between monthly income and level of perception towards job.

Two way table

With a view to find the degree of association between monthly

income of the respondents and their level of perception towards job, a two-

way table was prepared and is exhibited in Table No.5.2.20.

TABLE NO. 5.2.20

MONTHLY INCOME AND LEVEL OF PERCEPTION TOWARDS JOB (TWO-WAY TABLE)

S.No. Monthly Income Level of Perception towards job

Total Low Medium High

1 Below Rs.5000 25

(18.7) 83

(61.9) 26

(19.4) 134

(100)

2 Rs.5001-10000 81

(19.5) 207

(49.8) 128

(30.8) 416

(100)

3 Rs.10001-15000 46

(19.2) 122

(50.8) 72

(30.0) 240

(100)

4 Rs.15001-20000 19

(18.6) 54

(52.9) 29

(28.4) 102

(100)

5 Above Rs.20001 49

(45.4) 49

(45.4) 10

(9.3) 108

(100)

Total 220 515 265 1000

Source: As in table 5.2.19 Note : Figures in Parenthesis are percentage

169

The above table indicates that the 30.8 percent of the respondents

earning between Rs.5001 – 10000 were in the high level perception and 9.3

percent of the employees getting more than Rs.20000 also were in the high

level perception. But in the same case 61.9 percent of the employees earning

below Rs.5000 were in the medium level of perception and 45.4 percent of

the employees earning more than Rs.20000 were in the middle level

perception.

In case of low level perception among the employees were 45.4 even

their monthly income was more than 20000 and at the same time 18.6

percent of the employees falling in the income range between Rs.15001 –

20000 were in low level perception

TABLE NO. 5.2.21

MONTHLY INCOME AND LEVEL OF PERCEPTION TOWARDS JOB (CHI-SQUARE TEST)

Factor Calculated

χχχχ2 Value

Table Value D.F Level of

significance

Monthly Income

52.811 15.507 8 5percentage

level

Source : As in table 5.2.20

It was found from the above table that the calculated value is greater

than the table value and the result is significant at 5percentage level. Hence,

the null hypothesis, “Monthly income of the respondents and their level of

perception towards job are not associated”, is rejected. From the analysis, it

is concluded that there is a significant relationship between the monthly

income of the respondents and their level of perception towards job.

170

5.3 OCCUPATIONAL STRESS

Occupation stress can be defined as the harmful physical and

emotional response that occurred when the requirements of the job did not

match the capabilities, resources or need of the workers. Job stress worked

lead to poor health problems ranging from cardio vascular disease to cancer.

Stressful working conditions would also interfere with an employee’s ability

to work safely, contributing to work injuries and illness. In the work place of

the 1900s, the mostly highly ranked and frequently reported job stresses

were potential job loss, technological advances and ineffective top

management. At the work unit level work load, poor supervision and

inadequate training have been the top ranking stress (www.sedr.net).

Relationship demand physical as well as mental health problems, pressure at

work places, meeting and deadlines, growing up tension. All these

conditions and situations have been valid causes of stress.

(www.lifepositive.com)

Measurement of job stress prevailing among the employees of paper

industries in Tamil Nadu:

To find out the level of job stress of the employees, the statement

relation to job stress have been quantified which were responded through

range and ANOVA tests.

ANOVA allows for the study of a single factor or several factors but

will only measure on variable ( Bray and Monwall 1985 Towncend 2002).

An ANOVA works by measuring the variance of population in two different

171

ways, the first is by noting the values within the same, the second is by the

spread out of the same means of the samples are from identical population

these methods will give identical results. The basic assumption of ANOVA

are random sampling independent measurement, normal distribution and

equal variance. (Towncend, 2002)

5.3.1 Age and occupational stress

There would be no age at which exempts stress. The significent

relationship was found jib stress and chronological age of employees

(Bilman :1999; Ahmad, Bharadwaj and Narula :1985, pp. 47 - 50).

Therefore the details of age and occupational stress of the employees

depicted in table 5.3.1

TABLE NO. 5.3.1

AGE AND LEVEL OF OCCUPATIONAL STRESS

S.No. Age No. of

Respondents Percen-tage

Ave

rage

Range S.D

Min Max

1 Below 20 52 5.2 30.5 23 36 3.3

2 21 to 25 102 10.2 30.0 19 45 5.5

3 26 to 30 140 14.0 30.0 17 44 4.9

4 31 to 35 203 20.3 29.8 19 40 3.8

5 Above 35 503 50.3 30.3 12 45 4.0

Total 1000 100.0

Source: Primary Data

It is inferred from the above table that the level of occupational stress

by the below 20 years age respondents ranged between 23 and 36 with an

average of 30.5. The level of occupational stress by the 21-25 years age

172

respondents ranged between 19 and 45 with an average of 30.0. The level of

perception by the 26-30 years age respondents ranged between 17 and 44

with an average of 30.0 and 31 to 35 years age respondents ranged between

19 and 40 with an average of 29.8. On the other hand the level of

occupational stress by the above 35 years age respondents ranged between

12 and 45 with an average of 30.3. From the analysis it is identified that the

maximum level of occupational stress perceived by the respondents is

among the below 20 years age category.

Null Hypothesis (H0): There is no significant difference between age and

level of perception towards occupational stress.

Alternative Hypothesis (H1): There is close significant difference between

age and level of perception towards occupational stress.

Two way table

With a view to find the degree of association between age of the

respondents and their level of occupational stress, a two-way table was

prepared and is exhibited in Table No.5.3.2

173

TABLE NO. 5.3.2

AGE AND LEVEL OF OCCUPATIONAL STRESS (TWO-WAY TABLE)

S.No. Age Level of Occupational Stress

Total Low Medium High

1 Below 20 5

(9.6) 28

(53.8) 19

(36.5) 52

(100)

2 21 to 25 29

(28.4) 42

(41.2) 31

(30.4) 102

(100)

3 26 to 30 41

(29.3) 59

(42.1) 40

(28.6) 140

(100)

4 31 to 35 37

(18.2) 125

(61.6) 41

(20.2) 203

(100)

5 Above 35 72

(14.3) 289

(57.5) 142

(28.2) 503

(100)

Total 184 543 273 1000

Source: Primary data

Note: Figures in Parenthesis are percentage

It was observed that more than 50 percent of the employees faced

middle level stress. 28 .2 percent of the employees were in high level stress

in the group of 35 and above years. But only 9.6percent of the employees

were in the low level stress between the age group below 20 years. The same

result reported by Dua(1994, p 64). Thus younger employees faced less than

older employees.

ANOVA TEST

In order to find the relationship between the age of the respondents

and their level of occupational stress, ANOVA test was employed and the

result of the test is shown in the following table.

174

TABLE NO. 5.3.4

AGE AND LEVEL OF OCCUPATIONAL STRESS

(ANOVA TEST)

Source SS DF MS F S

Between Groups

17.716 2 8.858

5.883

Significant at 5

percentage level

Within Groups

1501.275 997 1.506

Total 1518.991 999

Source: As in table 5.3.1

From the above table indicates that the calculated ‘F’ value is greater

than the table value and the result is significant at 5percentage level. Hence,

the null hypothesis, “there is no significant difference between age of the

respondents and their level of occupational stress”, is rejected. From the

analysis it is identified that there exists significant difference between the

age of the respondents and their level of occupational stress .

5.3.2 GENDER AND LEVEL OF OCCUPATIONAL STRESS

A general tendency existed in the literature according to which female

employees supervised higher level job stress regarding gender specific

stresses and have different ways of interpreting and leading with problems

related to their whole environment (offerman and Armitage : 1993, p.688).

Murply (1995, pp. 41 - 50); Shapleyetal (1996, p.78); Cooper and Marchall

(1996, pp. 11 - 28) found that made employees have statistically significant

lower job stress. But Madan Mohan Tripathy (2002 pp. 88 - 110) found that

made employees faced move stress than female employees.

175

TABLE NO. 5.3.5

GENDER AND LEVEL OF OCCUPATIONAL STRESS

S.No. Gender No. of

Respondents Percentage

Ave

rage

Range S.D

Min Max

1 Male 936 93.6 30.2 12 45 4.3

2 Female 64 6.4 29.7 24 37 3.5

Total 1000 100

Source :Primary Data

It is inferred from the above table that the level of occupational stress

by the male respondents ranged between 12 and 45 with an average of 30.2

and female respondents ranged between 24 and 37 with an average of 29.7.

From the analysis it is identified that the maximum level of occupational

stress perceived by the male respondents than female respondents.

Null Hypothesis (H0): There is no significant difference between gender

and level of perception towards occupational stress.

Alternative Hypothesis (H1): There is close significant difference between

gender and level of perception towardsoccupational stress.

Two way table

With a view to find the degree of association between gender of the

respondents and their level of occupational stress, a two-way table is

exhibited in table no.5.3.6.

176

TABLE NO. 5.3.6

GENDER AND LEVEL OF OCCUPATIONAL STRESS (TWO-WAY TABLE)

S. No.

Gender Level of Occupational Stress

Total Low Medium High

1 Male 171

(18.3)

509

(54.4)

256

(27.4)

936

(100)

2 Female 13

(20.3)

34

(53.1)

17

(26.6)

64

(100)

Total 184 543 273 1000

Source: As chi – square test 5.3.5

Note : Figures in Parenthesis are percentage

It was portrayed that 54.4 percent of the male employees were in

medium level stress, 18.3 percent of male employees are having low level of

occupational stress and the same 27.4 percent of the male employees were in

high level stress. 53.1 percent of the female employees were in medium

level stress, 20.3 percent of female employees are having low level of

occupational stress and 26.6 percent of female employees only were in high

level stress.

ANOVA TEST

In order to find the relationship between the gender of the respondents

and their level of occupational stress, ANOVA test was employed and the

result of the test is shown in the following table.

177

TABLE NO. 5.3.7

GENDER AND LEVEL OF OCCUPATIONAL STRESS (ANOVA TEST)

Source SS DF MS F S

Between Groups

1.000E-02 2 5.000E-03

0.083 Not

significant Within Groups

59.894 997 6.007E-02

Total 59.904 999

Source: As in table 5.3.5

It is inferred from the above table that the calculated ‘F’ value is less

than the table value and the result is not significant. Hence, the null

hypothesis, “there is no significant difference between gender of the

respondents and their level of occupational stress”, is accepted. From the

analysis it is identified that there is no significant difference between the

gender of the respondents and their level of occupational stress.

5.3.3 MARITAL STATUS AND LEVEL OF OCCUPATIONAL

STRESS

It was observed that marital status of the employees play significant

role in generating stress Ahamad, Bharadwaj and Norula: 1980, pp 47-50;

Zagreb, Croatia: 2005, p – 13) Further Madan Mohan Tripathi (2002, pp 89

– 110) found that married employees faced more stress than unmarried

employees.

178

TABLE NO. 5.3.8

MARITAL STATUS AND LEVEL OF OCCUPATIONAL STRESS

S. No.

Marital Status

No. of Respondents

Percen-tage

Ave

rage

Range S.D

Min Max

1 Married 793 79.3 30.2 12 45 4.2

2 Unmarried 129 12.9 29.8 17 45 4.9

3. Widow 48 4.8 30.3 23 36 2.8

4. Widower 30 3.0 30.3 25 39 3.6

Total 1000 100.0

Source: Primary Data

It could be noted from the above table that the level of occupational

stress by the respondents who got married ranged between 12 and 45 with an

average of 30.2. The level of occupational stress by the respondents who are

not married ranged between 17 and 45 with an average of 29.8. On the other

hand the level of occupational stress by the respondents who are widowed

ranged between 23 and 36 with an average of 30.3 and the respondents who

are widower ranged between 25 and 39 with an average of 30.3. From the

analysis it is found that the maximum level of occupational stress is

perceived by the respondents who are not married.

Null Hypothesis (H0): There is no significant difference between marital

status and level of perception towards occupational stress.

Alternative Hypothesis (H1): There is close significant difference between

marital status and level of perception towards occupational stress.

179

Two way table:

With a view to find the degree of association between marital status of

the respondents and their level of occupational stress, a two-way table was

prepared and is exhibited in table no.5.3.9.

TABLE NO. 5.3.9

MARITAL STATUS AND LEVEL OF OCCUPATIONAL STRESS

(TWO-WAY TABLE)

S. No.

Marital Status Level of Occupational Stress

Total Low Medium High

1 Married 139

(17.5)

435

(54.9)

219

(27.6)

793

(100)

2 Unmarried 33

(25.6)

62

(48.1)

34

(26.4)

129

(100)

3. Widow 6

(12.5)

30

(62.5)

12

(25.0)

48

(100)

4. Widower 6

(20.0)

16

(53.3)

8

(26.7)

30

(100)

Total 184 543 273 1000

Source: As in table 5.3.8

Note: Figures in Parenthesis are percentage

The present study showed that 27.6 percent of the married employees

were in the higher level of stress and 54.9percent of the married employees

were in Moderate level of stress. But 25.6percent of unmarried employees

were in low level stress. Whereas more than 25 percent of the widow and

widower employees were in high level stress.

180

ANOVA test

In order to find the relationship between the marital status of the

respondents and their level of occupational stress, ANOVA test was

employed and the result of the test is shown in the following table.

TABLE NO. 5.3.10

MARITAL STATUS AND LEVEL OF OCCUPATIONAL STRESS

(ANOVA TEST)

Source SS DF MS F S

Between Groups

.195 2 9.758E-02

0.198 Not

Significant Within Groups

491.580 997 .493

Total 491.775 999

Source: As in table 5.3.8

It was identified from the above table that the calculated ‘F’ value is

less than the table value and the result is not significant. Hence, the null

hypothesis, “there is significant difference between marital status of the

respondents and their level of occupational stress”, is accepted. From the

analysis it is identified that there is no significant difference between marital

status of the respondents and their level of occupational stress.

5.3.4 EDUCATIONAL QUALIFICATION AND LEVEL OF

OCCUPATIONAL STRESS

Concerning relationship between educational qualification and job

stress there was significant relevance found Ahamad, Bharadwaj and

Norula: 1985, pp 47-50). But Sundararajan (2007, p 76) found that there was

181

no significant relationship between job, stress and educational qualifications.

The detail of educational qualification and occupational stress is depicted in

table 5.3.11.

TABLE NO. 5.3.11

EDUCATIONAL QUALIFICATION AND LEVEL OF OCCUPATIONAL STRESS

S.No. Educational Qualification

No. of Respondents

Percen-tage

Average

Range S.D

Min Max

1 School education

168 16.8 30.1 20 45 4.9

2 ITI 257 25.7 30.1 17 39 3.9

3 Diploma 193 19.3 30.0 19 44 4.2

4 Graduate 194 19.4 29.8 12 40 4.6

5 Post Graduate 188 18.8 30.7 24 45 3.5

Total 1000 100.0

Source: Primary Data

The employees (graduates) were ranged between 12 and 40 with an

average of 29.8 But the post graduate employees were ranged between 24

and 45 with an average of 30.7 It is perceived that the employees who

educated having more stress than other employees.

Null Hypothesis (H0): There is no significant difference between

educational qualification and level of perception towards occupational stress.

Alternative Hypothesis (H1): There is close significant difference between

educational qualification and level of perception towards occupational stress.

182

Two way table:

With a view to find the degree of association between educational

qualification of the respondents and their level of occupational stress, a two-

way table is exhibited in table no. 5.3.12.

TABLE NO. 5.3.12

EDUCATIONAL QUALIFICATION AND LEVEL OF

OCCUPATIONAL STRESS (TWO-WAY TABLE)

S.No. Educational Qualification

Level of Occupational Stress Total

Low Medium High

1 School education 40

(23.8)

80

(47.6)

48

(28.6)

168

2 ITI 44

(17.1)

144

(56.0)

69

(26.8)

257

3. Diploma 43

(22.3)

102

(52.8)

48

(24.9)

193

4. Graduate 38

(19.6)

106

(54.6)

50

(25.8)

194

5. Post Graduate 19

(10.1)

111

(59.0)

58

(30.9)

188

Total 184 543 273 1000

Source: As in table 5.3.11

Note : Figures in Parenthesis are percentage

It was observed that more than 27.3percent of the employees in paper

industry irrespective of their educational qualification were sever level stress

than others. Except the employees having qualification in Diploma. But at

the same time more than 54.3percent of the employees having middle level

stress irrespective of their educational qualification except the employees

183

having school level education and only 18.4 percent of employees in paper

industry are having low level of occupational stress.

ANOVA TEST

In order to find the relationship between the educational qualification

of the respondents and their level of occupational stress, ANOVA test was

employed and the result of the test is shown in the following table.

TABLE NO. 5.3.13

EDUCATIONAL QUALIFICATION AND LEVEL OF OCCUPATIONAL STRESS (ANOVA TEST)

Source SS DF MS F S

Between Groups

13.057 2 6.529

3.497 Significant 5percentage

level

Within Groups

1861.414 997 1.867

Total 1874.471 999

Source: As in table 5.3.12

The result of ANOVA test indicated that there was significant

association found between educational qualification of the employees and

occupational stress.

5.3.5 SPAN OF SERVICE OCCUPATIONAL STRESS

Studies on occupational stress proved that number of years in service

in the present occupation was found to have direct relationship with the

stress. The employees who are in less than 10 years of service faced more

stress than others (Madan Mohan Tripathy: 2002, pp 89-110). Therefore the

details of span of service and occupational stress is presented in table 5.34

184

TABLE NO. 5.3.14

EXPERIENCE AND LEVEL OF OCCUPATIONAL STRESS

S.No. Experience No. of

Respondents Percen-

tage Average

Range S.D

Min Max

1 Below 10 years 439 43.9 29.9 17 45 4.0

2 11 to 15 years 293 29.3 31.1 21 44 4.0

3 16 to 20 years 77 7.7 30.7 22 45 4.7

4 21 to 25 years 54 5.4 30.6 19 39 4.4

5 Above 25 years 137 13.7 28.2 12 40 4.4

Total 1000 100.0

Source :Primary Data

It could be identified from the above table that the level of

occupational stress by the respondents who had below 10 years of working

experience ranged between 17 and 45 with an average of 29.9. The

employees who were 11 to 15 years of span of service ranged between 21

and 44 with an average of 31.1. The level of occupational stress by the

respondents who had 16 to 20 years of work experience ranged between 22

and 45 with an average of 30.7.and the respondents between 21 to 25 years

of work experience ranged between 19 and 39 with an average of 30.6. The

employees who were above 25 years of service were ranged between 12 and

40 with an average of 28.2 Through the above analysis it was found that the

employees who had 11 to 15 years of work experience were in high level

stress.

Null Hypothesis (H0): There is no significant difference between working

experience and level of perception towards occupational stress.

Alternative Hypothesis (H1): There is close significant difference between

working experience and level of perception towards occupational stress.

185

TWO WAY TABLE:

With a view to find the degree of association between working

experience of the respondents and their level of occupational stress, a two-

way table is exhibited in table no. 5.35.

TABLE NO. 5.3.15

EXPERIENCE AND LEVEL OF OCCUPATIONAL STRESS

(TWO-WAY TABLE)

S.No. Experience Level of Occupational Stress

Total Low Medium High

1 Below 10 years 83

(18.9)

250

(56.9)

106

(24.1)

439

(100)

2 11 to 15 years 34

(11.6)

160

(54.6)

99

(33.8)

293

(100)

3 16 to 20 years 20

(26.0)

27

(35.1)

30

(39.0)

77

(100)

4 21 to 25 years 6

(11.1)

27

(50.0)

21

(38.9)

54

(100)

5 Above 25 years 41

(29.9)

79

(57.7)

17

(12.4)

137

(100)

Total 184 543 273 1000

Source: As in table 5.3.14

Note : Figures in Parenthesis are percentage

The above table found that the percentage of high level of

occupational stress was the highest (39.0percentage) among the respondents

who have 16 to 20 years of working experience and the same was the lowest

(11.1percentage) among the respondents above 21 - 25 years of working

experience. The percentage of medium level of occupational stress was the

186

highest (57.7percentage) among the respondents above 25 years of working

experience and the same was the lowest (35.1percentage) among the

respondents who have 16 to 20 years of working experience. On the other

hand, the percentage of low level of occupational stress was the highest

(29.9percentage) among the respondents who have above 25 years of

working experience and the same was the lowest (11.1percentage) among

the respondents of 21 to 25 years of working experience.

ANOVA TEST

In order to find the relationship between the experience of the

respondents and their level of occupational stress, ANOVA test was

employed and the result of the test is shown in the following table.

TABLE NO. 5.3.16

EXPERIENCE AND LEVEL OF OCCUPATIONAL STRESS (ANOVA TEST)

Source SS DF MS F S

Between Groups

13.099 2 6.550

3.388

Significant at 5

percentage level

Within Groups

1927.252 997 1.933

Total 1940.351 999

Source: As in table 5.3.15

It is divulged from the above table that the calculated ‘F’ value is

greater than the table value and the result is significant at 5percentage level.

Hence, the null hypothesis, “there is no significant difference between

experience of the respondents and their level of occupational stress”, is

rejected. From the analysis it was observed that there exists significant

187

difference between the experience of the respondents and their level of

occupational stress.

5.3.6 NUMBER OF EARNING MEMBERS AND LEVEL OF

OCCUPATIONAL STRESS

Family income has been the major sources for satisfying the basic

needs. It includes the earnings and the employees and their family members

from various sources like employment, business and agriculture etc.

Therefore the details of the earning persons of the employee and the level of

occupational stress is depicted in table 5.3.17

TABLE NO. 5.3.17

NO. OF EARNING PERSONS IN THE FAMILY AND LEVEL OF OCCUPATIONAL STRESS

S.No. No. of Persons No. of

Respondents Percen-

tage

Average

Range

S.D Min Max

1 Only one 457 45.7 30.4 12 45 4.7

2 Two 394 39.4 30.3 19 41 3.6

3 Three 98 9.8 29.4 12 39 4.3

4 More than three 51 5.1 27.8 22 36 2.9

Total 1000 1000

Source: Primary Data

45 percent of employees who had only one earning person in their

family ranged between 12 and 45 with an average of 30.4 But 39.4 percent

of the employees who had two earning person were ranged between 19 and

41 with an average of 30.3. This analysis revealed that majority of the

employees (45.7 percent)

188

Null Hypothesis (H0): There is no significant difference between number of

earning members in the family and level of perception towards occupational

stress.

Alternative Hypothesis (H1): There is close significant difference between

number of earning members in the family and level of perception towards

occupational stress.

Two way table

With a view to find the degree of association between no. of earning

persons in the family respondents and level of occupational stress, a two-

way table was prepared and is exhibited in table no. 5.3.18.

TABLE NO. 5.3.18

NO. OF EARNING PERSONS IN THE FAMILY AND LEVEL OF OCCUPATIONAL STRESS (TWO-WAY TABLE)

S.No. No. of Persons Level of Occupational Stress

Total Low Medium High

1 Only one 90

(19.7)

223

(48.8)

144

(31.5)

457

(100)

2 Two 57

(14.5)

234

(59.4)

103

(26.1)

394

(100)

3 Three 24

(24.5)

56

(57.1)

18

(18.4)

98

(100)

4 More than three 13

(25.5)

30

(58.8)

8

(15.7)

51

(100)

Total 184 543 273 1000

Source: as in table 5.3.18

Note : Figures in Parenthesis are percentage

189

It was realized that majority (31.5 percent) of the employees having

only one earning person were in sever level of stress. Around 59 percent of

the employees having two earning persons had moderate level of stress.

ANOVA TEST

In order to find the relationship between the no. of earning persons in

the family and level of occupational stress, ANOVA test was employed and

the result of the test is shown in the following table.

TABLE NO. 5.3.19

NO. OF EARNING PERSONS IN THE FAMILY AND LEVEL OF OCCUPATIONAL STRESS (ANOVA TEST)

Source SS DF MS F S

Between Groups

13.787 2 6.894

10.120

Significant at 5

percentage level

Within Groups

679.164 997 .681

Total 692.951 999

Source: As in table 5.3.18

From the above table indicates that that the calculated ‘F’ value is

greater than the table value and the result is significant at 5percentage level.

Hence, the null hypothesis, “there is no significant difference between no. of

earning persons and their level of occupational stress”, is rejected. From the

analysis it is identified that there is a significant difference between the

number of earning persons and their level of occupational stress .

190

5.3.6 MONTHLY INCOME LEVEL AND LEVEL OF OCCUPATIONAL

STRESS

The family income of the employees has been directly linked to

occupational stress. Ahamad, Bharadwaj and Norula (1980, pp 47-50);

Soundarajan (2007, p 78) found that high income group were faced low

stress than other income categories.

The distribution of the sample respondents according to monthly

income level of the respondents and their occupational stress is discussed in

the following table.

TABLE NO. 5.3.20

MONTHLY INCOME AND LEVEL OF OCCUPATIONAL STRESS

S.No. Monthly Income No. of

Respondents Percen-

tage Ave rage

Range S.D

Min Max

1 Below Rs.5000 134 13.4 30.3 21 45 4.1

2 Rs.5001-10000 416 41.6 30.2 17 44 4.5

3. Rs.10001-15000 240 24.0 30.7 19 40 4.0

4. Rs.15001-20001 102 10.2 30.1 12 39 4.5

5. Above Rs.20001 108 10.8 28.4 20 36 2.8

Total 1000 1000

Source :Primary Data

41.6 percent of the employees whose income was Rs.5001-10000

ranged between 17 and 44 with an average of 30.2.24 percent of the

employees falling under the income group of Rs.10001-15000 were ranged

between 19 and 40 with an average of 30.7. Around 10 percent of the

employees earning above the income of Rs. 15000 were ranged between 12

and 39 with an average of 30 percent. This analysis portrayed that the

191

employees falling under income categories of Rs 10001 – 15000 were in

maximum level of stress.

Null Hypothesis (H0): There is no significant difference between monthly

income and level of perception towards occupational stress.

Alternative Hypothesis (H1): There is close significant difference between

monthly income and level of perception towards occupational stress.

Two way table:

With a view to find the degree of association between monthly of the

respondents and their level of occupational stress, a two-way table was

prepared and is exhibited in table no.5.3.21.

TABLE NO. 5.3.21

MONTHLY INCOME AND LEVEL OF OCCUPATIONAL STRESS (TWO-WAY TABLE)

S.No. Monthly Income Level of Occupational Stress

Total Low Medium High

1 Below Rs.5000 21

(15.7) 75

(56.0) 38

(28.4) 134

(100)

2 Rs.5001-10000 94

(22.6) 198

(47.6) 124

(29.8) 416

(100)

3 Rs.10001-15000 34

(14.2) 128

(53.3) 78

(32.5) 240

(100)

4 Rs.15001-20001 16

(15.7) 60

(58.8) 26

(25.5) 102

(100)

5 Rs.20001 & above 19

(17.6) 82

(75.9) 7

(6.5) 108

(100)

Total 184 543 273 1000

Source: As in table 5.3.20

Note : Figures in Parenthesis are percentage

192

Around 32 percent of the employees falling under the income

categories of Rs.10001-15000 were in high level stress. More than 50

percent of the employees were in middle level stress in respective of their

income level other than the employee having age group between 5001-

10000.

ANOVA TEST

In order to find the relationship between the monthly income of the

respondents and their level of occupational stress, ANOVA test was

employed and the result of the test is shown in the following table.

TABLE NO. 5.3.22

MONTHLY INCOME AND LEVEL OF OCCUPATIONAL STRESS (ANOVA TEST)

Source SS DF MS F S

Between Groups

24.677 2 12.339

9.268

Significant at 5

percentage level

Within Groups

1327.367 997 1.331

Total 1352.044 999

Source: As in table 5.3.21

From the above table indicates that that the calculated ‘F’ value is

greater than the table value and the result is significant at 5percentage level.

Hence, the null hypothesis, “there is no significant difference between

monthly income of the respondents and their level of occupational stress”, is

rejected. From the analysis it is identified that there is a significant

difference between the monthly income of the respondents and their level of

occupational stress.

193

5.3.6 ANALYSIS OF OCCUPATIONAL STRESS THROUGH

PERCENTAGE ANALYSIS:

Occupational stress occurs when there is a discrepancy between the

demands of the environment / workplace and an individual’s ability to carry

out and complete these demands. Often a stressor can lead the body to have

a physiological effect which in turn will result in a strain on a person

physically as well as mentally. To evaluate the perception of respondents

towards occupational stress, the following four statements have been taken

and their opinions are furnished in the following table.

TABLE NO. 5.3.23

PERCEPTION OF RESPONDENTS ON OCCUPATIONAL STRESS

S.No. Statements Agree Neutral Disagree Total

1 Job is stressful 544

(54.4)

233

(23.3)

223

(22.3)

1000

(100)

2 Feel stress very often 461

(46.1)

286

(28.6)

253

(25.3)

1000

(100)

3 Occupational Stress has a negative impact on their performance

382

(38.2)

282

(28.2)

336

(33.6)

1000

(100)

4 Occupational stress does not have any impact on their performance at work

316

(31.6)

301

(30.1)

383

(38.3)

1000

(100)

Source: Primary data

Note : Figures in Parenthesis are percentage

194

The above table shows that around (54 percentage) of the respondents

agreed that their job is stressful whereas 22.3 percentage of the employees

were felt that the job is not stress full. Whereas 25.3Percent of employees

where felt that the stress is not very often. 46.1 percent of the employees

were felt that the stress was very often and 38.2 percent of employees were

agreed that the negative impact on their performance. But only 31.6 percent

of the employees were felt that there was no impact on their performance at

work and the work environment. Finally the above analysis concluded that

majority of the employees felt that their occupation is stressful.

5.4.1 PERSONALITY TRAITS OF THE RESPONDENT

Traits are distinguishing qualities or characteristics of a person. Traits

are a readiness to think or act in a similar fashion in response to a variety of

different situations. 110In general, trait theory assumes that people differ on

variables or dimensions that are continuous. People are seen to differ in the

amounts or quantities of a characteristic rather than differ in the quality of

their characteristics. To find out the personality traits of the respondents it is

discussed with ten statements which are given in the following table.

110 http://wilderdom.com/personality/traits/PersonalityTraitsDefinitions.html.

195

TABLE NO. 5.4.1

PERSONALITY TRAITS OF THE RESPONDENT

S.No. Statements Yes No

1 Having self-confidence 942

(94.2)

58

(5.8)

2 Able to adapt to changes 596

(59.6)

404

(40.4)

3 Aggressive 447

(44.7)

553

(55.3)

4 Competitive 718

(71.8)

282

(28.2)

5 Have positive image of self 622

(62.2)

378

(37.8)

6 Have patience 639

(63.9)

361

(36.1)

7 Have Mild mannered 675

(67.5)

325

(32.5)

8 Have high self-esteem 647

(64.7)

353

(35.3)

9 Suspicious of others 425

(42.5)

575

(57.5)

10 Have tolerance 548

(54.8)

452

(45.2)

Source: Primary data

Note : Figures in Parenthesis are percentage

The above table implied that most of the employees are having self-

confidence. But only least of employees were not aggressive and suspicious

of others of the respondents are not aggressive and suspicious and others.

196

5.4.1 PERCEPTION ABOUT JOB

Conflicting job perceptions can hinder career decisions, work

performance and job satisfaction. It identifies the behavior requirements of

the job. Perception, as used here, is something conscious that is deliberate

and intentional, such as the instantaneous flash of insight that can come

when the employees intentionally look at something in a new way. To

examine the perception of the job, eighteen statements have been selected

and opinion collected from the sample respondents and which is analyzed by

using five point scaling technique.

197

TABLE NO. 5.4.2

PERCEPTION ABOUT JOB

S.No. Statements SA A N D SD

1 On the whole, get well along with others at work 501

(50.1) 296

(29.6) 88

(8.8) 78

(7.8) 37

(3.7)

2 There is conflict within team 327

(32.7) 170

(17.0) 152

(15.2) 176

(17.6) 175

(17.5)

3 Able to share their feelings with boss/colleagues 351

(35.1) 216

(21.6) 199

(19.9) 156

(1.56) 78

(7.8)

4 Confidence that will succeed in their job 420

(42.0) 176

(17.6) 151

(15.1) 184

(18.4) 69

(6.9)

5 The shift work creates stress 192

(19.2) 140

(14.0) 213

(21.3) 265

(26.5) 190

(19.0)

6 Intellectual / Technical demands of a job are the source of stress for them

300 (30.0)

147 (14.7)

193 (19.3)

218 (21.8)

142 (14.2)

7 The work assigned to them is monotonous 246

(24.6) 86

(8.6) 170

(17.0) 278

(27.8) 220

(22.0)

8 Interruption makes it difficult to complete all their work

273 (27.3)

187 (18.7)

189 (18.9)

210 (21.0)

141 (14.1)

9 They are satisfied by the corrective measures given by the organization

304 (30.4)

187 (18.7)

166 (16.6)

229 (22.9)

114 (11.4)

10 The employees feel that the leadership style in their organization is appropriate

363 (36.3)

200 (20.0)

152 (15.2)

149 (14.9)

136 (13.6)

11 They are able to complete the work assigned to them

328 (32.8)

199 (19.9)

157 (15.7)

197 (19.7)

119 (11.9)

12 The things they need to know they are informed 353

(35.3) 179

(17.9) 180

(18.0) 168

(16.8) 120

(12.0)

13 They have too many work demands at the same time

416 (41.0)

250 (25.0)

171 (17.1)

100 (10.0)

63 (6.3)

14 They do feel anxious and apprehensive when they are at work

288 (28.8)

165 (16.5)

152 (15.2)

197 (19.7)

198 (19.8)

15 For all new tasks, they are receiving adequate training

307 (30.7)

176 (17.6)

235 (23.5)

187 (18.7)

95 (9.5)

16 Their opinion is not sought in solving organization problems

275 (27.5)

168 (16.8)

174 (17.4)

254 (25.4)

129 (12.9)

17 The levels of physical effort required in job cause stress for them

274 (27.4)

163 (16.3)

183 (18.3)

222 (22.2)

158 (1.58)

18 Job stress leads to physical as well as mental health problems

279 (27.9)

150 (1.50)

185 (1.85)

245 (24.5)

141 (1.41)

Source: Primary data Note : Figures in Parenthesis are percentage

198

Employees Perception on Occupation

It was portrayed that around 50 percent of the employees were

strongly perceived about their job. 42 percent of the employees were

strongly agreed that their self confidence directed them to perform the work.

Whereas 35.1 percent of the employee were opined that they able to share

the feeling with their boss and colleagues. 41 percent of the employees were

perceived that they have assigned more of work at the work place. But 24.6

percent to 35.3 percent of the employees were felt that job stress leads to

physical as well as health problem, inadequate training reduced the job

involvement and they felt that the management should implement the proper

leadership style in their organisation and the management should analyse

each every activities of organisation and the employees problem to

overcome the stress.

5.4.3 PERCEPTION ABOUT FAMILY

Perception about the family creates stress in their work among the

employees. To examine the perception in their family life is studied with ten

statements and discussed in the following table.

199

TABLE NO. 5.4.3

PERCEPTION ABOUT FAMILY

S.No. Statements SA A N D SD

1 Drugs becoming part of their life 340

(34.0)

122

(12.2)

142

(14.2)

166

(16.6)

230

(23.0)

2 Their work is cutting into their family life

247

(24.7)

127

(12.7)

123

(12.3)

247

(24.7)

256

(25.6)

3 Problems in family gives stress 256

(25.6)

152

(15.2)

215

(21.5)

235

(23.5)

142

(14.2)

4 Financial problems give stress 286

(28.6)

166

(16.6)

181

(18.1)

234

(23.4)

133

(13.3)

5 Low social support leads to stress 275

(27.5)

145

(14.5)

196

(19.6)

236

(23.6)

148

(14.8)

6 They feel uncomfortable to adjust with the society when they are in stress

294

(29.4)

169

(16.9)

177

(17.7)

227

(22.7)

133

(13.3)

7 Their qualification is more for their present job

279

(27.9)

154

(15.4)

155

(15.5)

271

(27.1)

141

(14.1)

8 They have a close and warm relationship with family and friends

394

(39.4)

193

(19.3)

175

(17.5)

167

(16.7)

71

(7.1)

9 They are satisfied with their family members co-operation in their work life

452

(45.2)

167

(16.7)

113

(11.3)

136

(13.6)

132

(13.2)

10 Their journey to work place is stressful

192

(19.2)

129

(12.9)

203

(20.3)

286

(28.6)

190

(19.0)

Source: Primary data

Note : Figures in Parenthesis are percentage

200

Employee’s perception about Family:

It was analysed that around 45 percent of the employees were satisfied

with their occupation and their family relation. 19.2 percent to 34 percent of

the employees were felt that their job was more stress in different angles like

travelling, educational qualification, financial problem, low social support,

lack of interest with their work and family, drugs was being a part of their

life. Whereas around 12 percent to 19.3 percent of the employees were

agreed that the 10 factors which were influenced occupational stress apart

from the family life. On the other hand 13percent to 28.6 percent of the

employees were disagreed that there was no relationship between their job

and their family.

This analysis concluded that the employees perception were closely

related with the attitude and emerging financial needs and other basis needs

of the employees of paper industry.

5.4.4 IMPACT OF OCCUPATIONAL STRESS

No doubt, occupational stress changes every one’s life. The impact of

occupational stress was studied with the help of nine selected statements and

the results are furnished in the following table.

201

TABLE NO. 5.4.4

IMPACT OF OCCUPATIONAL STRESS

S.No. Statements SA A N D SD

1 I feel completely exhausted at the end of the day at the work place

456

(45.6)

180

(18.0)

154

(15.4)

97

(9.7)

113

(11.3)

I look irritated, nervous, angry and tensed while performing my job

218

(21.8)

148

(14.8)

184

(18.4)

238

(23.8)

212

(21.2)

3 I feel dissatisfied with my job 311

(31.1)

130

(13.0)

234

(23.4)

177

(17.7)

148

(14.8)

4 I often think of quitting my job 235

(23.5)

143

(14.3)

225

(22.5)

215

(21.5)

182

(18.2)

5 I feel calm and relaxed at work 288

(28.8)

179

(17.9)

229

(22.9)

177

(17.7)

127

(12.7)

6 I have taken a number of days of leave due to severe stress

261

(26.1)

122

(12.2)

236

(23.6)

212

(21.2)

169

(16.9)

7 I am able to complete my work in the stipulated time

376

(37.6)

210

(21.0)

182

(18.2)

133

(13.3)

99

(9.9)

8 I feel that I am doing work in the best way.

332

(33.2)

214

(21.4)

179

(17.9)

163

(16.3)

112

(11.2)

9

I feel that my official assignments are more important than my personal interests.

320

(32.0)

223

(22.3)

216

(21.6)

146

(14.6)

95

(9.5)

Source: Primary data

Note : Figures in Parenthesis are percentage

202

Impact on Occupational Stress:

It was found that out of sample respondent around 45 percent of the

employees were strongly agreed that there job was completely exhausted at

the end of day. Whereas 21.8 percent to 37.6 percent of the employees

opined that their work environment was stressful in different aspects. But

13-22 percent of the employees were agreed that their occupation was

stressful. Whereas 13-23.8 percent of the employees were felt that there was

no stress and around 10-18 percent of the employees where felt that, there

was stress free environment. This analysis concluded that the employees

were working in stressful environment. But impact of stress was varied

person to person based on their nature of work.

5.4.5. WORK RELATED CAUSES

Sometimes work causes difficulties that can affect other aspects of our

life. At some point in their career, respondents will experience burnout. It

would be far less aversive than facing their boss, co-workers, clients, and

desk. Almost one third of employees in a company feel overworked, or

overwhelmed by the amount of work they have to do. For finding their

causes while at work nine work related problems have been considered viz.,

Temperature, Noise, Lighting, Technology, Accidents at work place,

Cleanliness, Overcrowding, Air Pollution and Excess work load. The

factors causing stress in a person has been called as stressors. As the social

and organizational demands on us tends to increase with complexities, there

intensity of stressors for an employee. In the employee’s view point, factor

which more caused to generate stress during the work was presented in

table 5.4.5.

203

TABLE NO. 5.4.5

WORK RELATED CAUSES

S.No. Factors Total Score

Mean score

Rank

1 Temperature 48377 48.38 IX

2 Noise 53815 53.82 I

3 Lightening 50425 50.43 IV

4 Technology 48755 48.76 VI

5 Accidents at work place 48464 48.46 VIII

6 Cleanliness 49397 49.40 V

7 Overcrowding 48578 48.58 VII

8 Air Pollution 51361 51.36 III

9 Excess work load 53750 53.75 II

Source: Primary data

The above table it is identified that noise is the main problem and

employees while working in paper industry (with Garret score of 53815),

where as excess work load and air pollution were the next two major

problems of employees (Garrett Score of 52750 and 51361 points). But

accident at work place and temperature were in the occasional problems of

employees. Hence this placed in least two ranks. Other problems of

employees were placed between fourth to seventh rank. Therefore the above

analysis indicate that majority of the employees were in the problems of

noise and excess work load.

204

5.4.6. ORGANIZATIONAL RELATED CAUSES

The term organization would be a positive and dynamic organization

concept. In common performance, healthy organization would imply

absence of disease. However industrial health implied much more than more

absence of disease. The world health organization (WHO) has defined health

as: a state of complete physical mental and social well being and not merely

the absence of disease or illness or infirmity (Khamlea: 2007, p 231)

An important function of organization has been to select the

employees and to provide them healthy working condition in an

organization. So that the employees efficiently and productivity could be

increased and maintained and the problems of absenteeism could be

minimized. The details of organization related causes are furnished in

table 5.4.6.

TABLE NO. 5.4.6

ORGANIZATIONAL RELATED CAUSES

S.No. Factors Total Score

Mean score

Rank

1 Interpersonal relations 48777 48.78 VIII

2 Poor organization structure 50457 50.46 III

3 Job turnover 52279 52.28 I

4 Low morale 49974 49.97 VI

5 Poor organization climate 49391 49.39 VII

6 Low self-esteem 50153 50.15 V

7 Rare promotions 50197 50.20 IV

8 Insufficient holidays 48526 48.53 IX

9 Financial problems 51018 51.02 II

Source: Primary data

205

The above table discusses the organizational related problems. The

selected sample respondents faced the nine organizational related causes.

From these nine problems, most of the respondents faced the major problem

‘Job turnover’ which was ranked as first by them with Garrett scored as

52279 points. The respondents faced the second and third problems

‘financial problems’ and ‘Poor organization structure’ with Garrett scored as

51018 and 50457 points respectively. ‘Rare promotions’, ‘Low self-esteem’

and ‘Low morale’ occupied the fourth, fifth and sixth positions which are

faced by the selected sample respondents with Garrett scores of 50197,

50153 and 49974 points. Further, the two problems ‘Poor organization

climate’ and ‘Interpersonal relations’ are faced by the employees which are

ranked in the order of seventh and eight positions with the Garrett score of

49391 and 48777 points. On the other hand, the respondents faced the final

problem of ‘Insufficient holidays’ with Garrett scores of 48526 points. It is

found from the above analysis that majority of the respondents are mostly

affected by the organizational related problems ‘Job turnover’ followed by

‘Financial problems’.

5.4.7 PSYCHOLOGICAL CONSEQUENCES

Psychological complaints affect one third of all employees, and

consequently increasing numbers of employees the paper industry. Between

50 percent and 70 percent of these cases involve problems arising in the

workplace, such as mounting stress and workloads. The number of

individuals declared unfit for work as a result of psychological complaints

rose during 1990s. These problems are categorized into eight factors that are

Anxiety, Boredom, Low self esteem, Forgetfulness, Depression, Angry,

206

Apathy / worry and Insomnia (Sleepless). The detailed results of the analysis

are furnished in the following table.

TABLE NO. 5.4.7

PSYCHOLOGICAL CONSEQUENCES

S.No. Factors Total Score

Mean score

Rank

1 Anxiety 46264 46.26 VIII

2 Boredom 50847 50.85 IV

3 Low self esteem 49985 49.99 V

4 Forgetfulness 49175 49.18 VI

5 Depression 51470 51.47 II

6 Angry 51317 51.32 III

7 Apathy / worry 48847 48.85 VII

8 Insomnia (Sleepless) 52366 52.37 I

Source: Primary data

The above table throws light on the psychological consequences. The

selected sample respondents opined about the psychological consequences

with eight factors. Out of these eight factors, most of the respondents faced

the major psychological consequence is ‘Insomnia (Sleepless)’ which is

ranked first by them with Garrett scored as 52366 points. The respondents

faced the second and third consequence factors ‘depression’ and ‘angry’

with Garrett scores of 51470 and 51317 points respectively. ‘Boredom’,

‘Low self esteem’ and ‘forgetfulness’ occupied the fourth, fifth and sixth

consequences which are faced by the selected sample respondents with

Garrett scored as 51317, 50847 and 49985 points respectively. On the other

hand, the two problems ‘Apathy / worry’ and ‘Anxiety’ are faced by the

207

employees which are ranked in the order of seventh and eight positions with

Garrett scores of 48847 and 46264 points respectively. It is found from the

above analysis that majority of the respondents are mostly affected with

psychological consequence factors such as ‘Insomnia (Sleepless)’ followed

by ‘Depression’.

5.4.8. PHYSICAL CONSEQUENCES

Several physical problems are faced by the employees when they have

stress in their work. These physical problems are categorized into seven

factors viz., Headache, Diabetes, Hypertension, Chest & Back pain, Ulcers,

Hair loss and Upset stomach. These problems are listed in rank order and

discussed in the following table.

TABLE NO. 5.4.8

PHYSICAL CONSEQUENCES

S.No. Factors Total Score

Mean score

Rank

1 Headache 51355 51.36 III

2 Diabetes 52286 52.29 II

3 Hypertension 52440 52.44 I

4 Chest & Back pain 51315 51.32 IV

5 Ulcers 48555 48.56 V

6 Hair loss 48349 48.35 VI

7 Upset stomach 48259 48.26 VII

Source: Primary data

From the above table we come to know about the physical

consequence factors that are faced by the selected sample respondents. It is

208

revealed from the above analysis that majority of the respondents faced the

main problem towards physically that ‘Hypertension’ which ranked first by

them with Garrett scored as 52440 points. The selected respondents faced

the second and third physical problems ‘Diabetes’ and ‘Headache’ with

Garrett score of 52286 and 51355 points respectively. The fourth and fifth

physical problems are ‘Chest & back pain’ and ‘Ulcers’ which are faced by

the sample respondents with Garrett score of 51315 and 48555 points. The

sixth and seventh problems are ‘Hair loss’ and ‘Upset stomach’ with Garrett

scores of 48349 and 48259 points respectively. It is found from the above

analysis that majority of the respondents mostly faced the physical problem

‘Hypertension’ followed by ‘Diabetes’.

5.5.1. COPING STRATEGY FOLLOWED FOR REDUCE THE

STRESS

Coping Strategy is a behavior that helps us to function better in a

given situation. 111Coping skills can be positive or negative. Positive coping

skills help us get through situations at nearly the same level as those which

do not have the disadvantage. Negative coping skills, however, may provide

short-term relief or distraction, but ultimately worsen our disadvantage.

While considering the details about the coping skills the researcher made an

attempt to find the coping strategies followed by the selected sample

respondents in the study area. For this purpose twelve coping strategies like

Prayer, Laugh, Listening to Music, Share with colleagues, Moving from the

place, Meditation, Exercise, Smoking / Chewing, Drinking water, Rest and

feel fresh, Ignoring the problems and Keeping quiet and Cool have been

111 http://depression.about.com/od/copingskills/Coping_Skills.htm

209

selected and ranked by the selected sample respondents. The distribution of

the sample respondents according to their coping strategies is discussed in

the following table.

TABLE NO. 5.5.1

COPING STRATEGY

S.No. Sources Total Score

Mean Score

Rank

1 Prayer 75267 75.3 I

2 Laugh 65318 65.3 II

3 Listening to Music 50887 50.9 V

4 Share with colleagues 47523 47.5 VII

5 Moving from the place 53576 53.6 IV

6 Meditation 39886 39.9 VI

7 Exercise 37225 37.2 IX

8 Smoking/Chewing 57704 57.7 III

9 Drinking water 45034 45.0 VIII

10 Rest and feel fresh 49307 49.3 VI

11 Ignoring the problems 40493 40.5 X

12 Keeping quiet and Cool 40909 40.9 IX

Source: Primary data

The above table discussed the coping strategies followed by the

sample respondents. From the above discussion it could be found that

majority of the respondents are using the strategy ‘Prayer’ which is ranked

first by them with Garrett score of 75267 points. It is followed by the second

and third ranks with the coping strategies ‘Laugh’ and ‘smoking / chewing’

with Garrett scores of 65318 and 57704 points respectively. The respondents

ranked fourth, fifth and sixth coping strategies, moving from the place,

210

listening to Music and Rest and feel fresh with Garrett scores of 53576,

50887 and 49307 points respectively. The respondents use the seventh,

eighth and ninth coping strategies Share with colleagues, Drinking water and

Keeping quiet and Cool with Garrett scores of 47523, 45034 and 40909

points respectively. The tenth and eleventh coping strategies are Ignoring

the problems and Meditation with Garrett scored as 40493 and 39886 points.

On the other hand, the respondents followed the last cope is exercise with

Garrett score of 37225 points. It is concluded from the above analysis that

majority of the respondents are using the coping strategy prayer followed by

laugh.

5.5.2 MULTIPLE REGRESSION ANALYSIS

A regression is a statistical tool used to find out the relationship

between two or more variables. In simple regression there will be only two

variables; one variable is caused by the behavior of another one. The former

variable is defined as independent and the latter is defined as dependent.

When there are two or more independent variables, the analysis that

describes such relationship is called the Multiple Regression. The main

objective of using this technique is to predict the variability of the dependent

variable based on its co-variants with all the independent variables. It is

useful to predict the level of dependent phenomenon through Multiple

Regression Analysis model, if the levels of independent variables are given.

LEVEL OF PERCEPTION TOWARDS JOB

The following analysis shows the relationship between the employees’

opinion towards perception of job, and seven independent variables that

211

were studied. It was found that of the seven factors like Age, Gender,

Marital Status, Educational Qualification, Experience, No. of earning

persons and Monthly Income, six factors were closely associated with the

employees’ opinion towards perception of job. In order to measure the inter

dependence of independent factors and their level of perception towards job,

the results of the analysis were put into Multiple Regression Analysis. The

results of Multiple Regression analysis are shown in Table No.5.5.2.

TABLE NO. 5.5.2

MULTIPLE REGRESSION ANALYSIS

Sl.No. Variables

Unstandardized coefficients

Standardized coefficients

T Sig.

B Std.

Error Beta

(Constant) 0.353 0.241 1.469

1 Age 0.402 0.031 0.354 12.973 1percentage

2 Gender 0.697 0.155 0.122 4.499 1percentage

3 Marital Status 0.393 0.055 0.197 7.180 1percentage

4 Educational Qualification

-0.185 0.027 -0.181 -6.822 1percentage

5 Experience 0.286 0.028 0.284 10.229 1percentage

6 No. of earning persons

-0.378 0.048 -0.225 -7.949 1percentage

7 Monthly Income

0.063 0.035 0.052 1.805 NS

R-Value R

2 -

Value

Degree of freedom –

V1

Degree of freedom –

V2 F Value Significance

0.840 0.706 7 992 340.673 1 percentage

Level

Source: Primary data

212

The Multiple linear regression component (dependent variable) is

found statistically a good fit as R2 is 0.706. It shows that seven independent

variables contribute about 71percentage on the variations in employees’

opinion towards perception of job, and this is statistically significant at

1percentage level.

The table indicates that the co-efficient of age, gender, marital status

and experience are positively associated with the level of perception.

Further, it indicates that these variables that contribute to the level of

perception are statistically significant implying that their influence is

stronger than that of other variables.

The rate of increase in employees’ level of perception towards their

job could be increased with better performance of the independent variable

such as the unit change in experience of the respondents with 0.286; with

0.393 units change in marital status; with 0.697 unit change in gender and

with 0.402 unit change in age.

Thus from the above analysis the following observations could be

made. The perception perceived by the employees towards their job is

positively associated with the factors like age, gender, marital status and

experience.

5.5.3 LEVEL OF OCCUPATIONAL STRESS

In the following analysis, the relationship between the respondents’

level of occupational stress in paper industry and seven independent factors

was studied. It was found that out of seven variables only four variables

were closely associated with the level of occupational stress among the

213

selected sample respondents. The seven independent variables used in

multiple regression analysis are Age, Gender, Marital Status, Educational

Qualification, Experience, No. of earning persons and Monthly Income. In

order to measure the inter dependence of independent factors and the

respondents’ level of occupational stress, the results were subjected to

multiple regression analysis. The result of multiple regression analysis is

shown in the following table.

TABLE NO. 5.5.3

MULTIPLE REGRESSION ANALYSIS

Sl.No. Variables

Unstandardized coefficients

Standardized coefficients

T Sig.

B Std.

Error Beta

(Constant) 0.409 0.119 3.438

1 Age 0.056 0.015 0.053 3.674 1percentage

2 Gender -0.028 0.076 -0.005 -0.361 NS

3 Marital Status -0.016 0.027 -0.009 -0.603 NS

4 Educational Qualification

0.013 0.013 0.014 1.006 NS

5 Experience 0.852 0.014 0.903 61.713 1percentage

6 No. of earning persons

-0.069 0.023 -0.044 -2.943 1percentage

7 Monthly Income -0.040 0.017 -0.035 -2.324 1percentage

R-Value

R2 -

Value

Degree of freedom –

V1

Degree of freedom –

V2 F Value Significance

0.903 0.816 7 992 628.295 1percentage

Level

Source: Primary data

214

The multiple linear regression co-efficient (dependent variable) is

found to be statistically a good fit since R2 is 0.816. It shows that the

independent variables contribute 81 percentage of the variations in the level

of perception towards their job, and this is statistically significant at

1 percentage.

The table indicates that the co-efficient of Age and Experience are

positively associated with the level of perception towards their job.

On the other hand, the co-efficient of number of earning persons and

Monthly Income are negatively associated. Further, it indicates that the

factors like Age, Experience, No. of earning persons and monthly income

are statistically significant at 1percentage level. Both of these imply that

their influence on the level of occupational stress is stronger than that of

other variables.

5.5.4 FACTOR ANALYSIS

Factor analysis is a branch of multivariate analysis that is concerned

with the sharp internal relationship of a set of variables. The numerous

variables used in a multi item scale such as that utilized in the thesis, can be

analyzed of those variables could be seen approximately explaining a single

factor (De Groot et.al. 1982). Both Exploratory Factor Analyses (EFA) and

Confirmatory Factor Analyses (CFA) were used in this thesis. EFA refers to

the determination of the number of common factors necessary and sufficient

to account for the inter correlations of a given set of variables (De Groot

et.al. 1982). It is traditionally used to explore the possible underlying

structure of a set of items without imposing any structure (Child 1990).

215

CFA on the other hand is where the number of factor is assumed to be

known and the main issue is to fit a postulated pattern of zero and non zero

loading to a given correlation matrix (De Groot et.al. 1982). CFA more of a

theory testing, rather than a theory rating method as it is based on strong

theoretical and empirical foundation (Hair jr.et.al; 1998). Data obtained were

investigated by an exploratory factor analysis to determine the number of

latent constructs underlying the variables. This was then used in the CFA

carried out by utilizing the first or second order CFA for the various scales

used in the tests.

TABLE NO. 5.5.4

VARIABLE WITH EXTRACTED COMMUNALITY FACTOR VALUE – PERCEPTION OF THE JOB

Variables Initial Extraction

FACTOR 1 1.000 0.385

FACTOR 2 1.000 0.992

FACTOR 3 1.000 0.992

FACTOR 4 1.000 0.655

FACTOR 5 1.000 0.704

FACTOR 6 1.000 0.987

FACTOR 7 1.000 0.934

FACTOR 8 1.000 0.626

FACTOR 9 1.000 0.992

FACTOR 10 1.000 0.611

FACTOR 11 1.000 0.992

FACTOR 12 1.000 0.843

FACTOR 13 1.000 0.859

FACTOR 14 1.000 0.992

FACTOR 15 1.000 0.971

FACTOR 16 1.000 0.619

FACTOR 17 1.000 0.981

FACTOR 18 1.000 0.667

216

Where,

Factor 1 - On the whole, they get well along with others at work

Factor 2 - There is conflict within team

Factor 3 - They are able to share their feelings with boss/colleagues

Factor 4 - They have confidence that they will succeed in their job

Factor 5 - The shift work creates stress

Factor 6 - Intellectual / Technical demands of a job are the source

of stress for them

Factor 7 - The work assigned to them is monotonous

Factor 8 - Interruption makes it difficult to complete all their work

Factor 9 - They are satisfied by the corrective measures given by

the organization

Factor 10 - The employees feel that the leadership style in their

organization is appropriate

Factor 11 - They are able to complete the work assigned to them

Factor 12 - The things they need to know they are getting informed

Factor 13 - They have too many work demands at the same time

Factor 14 - They feel anxious and apprehensive when they are at

work

Factor 15 - For all new tasks, they are receiving adequate training

Factor 16 - Their opinion is not sought in solving organization

problems

Factor 17 - The levels of physical effort required in job are stress for

them

Factor 18 - Job stress leads to physical as well as mental health

problems

217

The following table reveals that the extraction has been undertaken by

using principal-component method and the initial Eigen values are

formulated from the communalities table and the same has been developed

as extraction sums of squared loadings with percentage of variance and the

relative cumulative percentage. From the initial Eigen values and the

extraction sums of squared loadings values, the rotation sums of squared

loadings has been formulated and shown in the following table.

218

TABLE NO. 5.5.5

TOTAL VARIANCE – PERCEPTION OF THE JOB

Component

Initial Eigen values Extraction Sum./s of Squared

Loadings

Rotation Sums of Squared

Loadings

Total

percentage

of

Variance

Cumulative

percentage Total

percentage

of

Variance

Cumulative

percentage Total

percentage

of

Variance

Cumulative

percentage

1 9.125 50.695 50.695 9.125 50.695 50.695 8.961 49.786 49.786

2 1.854 10.300 60.995 1.854 10.300 60.995 1.788 9.931 59.717

3 1.477 8.207 69.202 1.477 8.207 69.202 1.386 7.700 67.417

4 1.259 6.994 76.197 1.259 6.994 76.197 1.383 7.684 75.101

5 1.088 6.046 82.243 1.088 6.046 82.243 1.286 7.142 82.243

6 .845 4.694 86.936

7 .728 4.042 90.978

8 .632 3.508 94.486

9 .576 3.199 97.685

10 .274 1.521 99.206

11 .072 .400 99.607

12 .043 .238 99.844

13 .013 .071 99.916

14 .011 .062 99.978

15 .004 .022 100.000

16 .000 .000 100.000

17 .000 .000 100.000

18 .000 .000 100.000

Extraction Method: Principal Component Analysis

219

The extraction process has been carried out by using principal-

component method, and it is found from the rotation sums of squared

loadings and the total sum of twenty five variables has been extracted and

the same has been grouped into five components which have Eigen value of

more than one. It ranges from component no. 1 to component no. 5 with the

cumulative percentage from 50.695 percent to 82.243 percent. The

percentage of variance ranges from 49.786percentage to 7.142percentage.

For the fifth component of initial Eigen values, the total, percentage of

variance and the cumulative percentage values are 1.088, 6.046percentage

and 82.243 respectively. The extracted sum of squared loadings for the

same are 1.088, 6.046percentage and 82.243percentage respectively. The

rotation sums of squared loadings for the above are 1.286, 7.142 and 82.243

respectively.

From the analysis, it is inferred that the factor analysis has been

supported up to 82.243percentage in this study. This is an excellent result

and made the study reliable to the analysis.

The following table has been formulated by using ‘principal-

component method’ for extraction of variables into components and

Varimax with Kaiser Normalization has been done by using ‘rotation

method’. All the eighteen variables have been grouped into five components

and each component consists of sets of factors and the analysis has been

made to identify the influence of one variable over another.

220

TABLE NO. 5.5.6

ROTATED COMPONENT MATRIX a –

PERCEPTION OF THE JOB

Variable No.

Component

1 2 3 4 5

FACTOR 1

FACTOR 2 .992

FACTOR 3 .992

FACTOR 4 .750

FACTOR 5 -.838

FACTOR 6 .989

FACTOR 7 .952

FACTOR 8 .760

FACTOR 9 .992

FACTOR 10 .744

FACTOR 11 .992

FACTOR 12 .912

FACTOR 13 .924

FACTOR 14 .992

FACTOR 15 .977

FACTOR 16 .780

FACTOR 17 .986

FACTOR 18 .809

Extraction Method: Principal Component Analysis

Rotation Method: Varimax with Kaiser Normalization

a. Rotation converged in 5 iterations

It is observed from the above table that the following are the results

extracted from the rotated component matrix among eighteen variables.

Among the eighteen variables the Component factor 1 consisted of nine

221

variables which have high influence with one another. They are variable no.

2,3,6,7,9,11,14,15 and 17. Component factor 2 consisted of two variables

which have high influence with one another and they are 12 and 13.

Component factor 3 has two closely influencing variables and the numbers

are 4 and 5. Component factor 4 has two high influencing variables and the

variable numbers are 16 and 18 respectively. Component factor 5 consisted

of two closely related variables and their numbers are 8 and 10.

From the above factor analysis, it has been identified that all the

eighteen factors are very much closely associated with one another and the

same has been analyzed by using factor analysis and the influence of one

factor with another has been tested and the same has succeeded in measuring

the correlation between the particular variable and the factor with 82.243

percent reliability and the factor analysis supported the study.

FACTOR ANALYSIS – 2

TABLE NO. 5.5.7

VARIABLE WITH EXTRACTED COMMUNALITY FACTOR VALUE – IMPACT OF OCCUPATIONAL STRESS

Variables Initial Extraction

FACTOR 1 1.000 .695 FACTOR 2 1.000 .991 FACTOR 3 1.000 .692

FACTOR 4 1.000 .991 FACTOR 5 1.000 .989 FACTOR 6 1.000 .769

FACTOR 7 1.000 .981 FACTOR 8 1.000 .989 FACTOR 9 1.000 .748

222

where,

Factor 1 - They feel completely exhausted at the end of the day at

their work place

Factor 2 - They look irritated, nervous, angry and tensed while

performing their job

Factor 3 - They feel dissatisfied with their job

Factor 4 - They often think of quitting their job

Factor 5 - They feel calm and relaxed at work

Factor 6 - They have taken a number of days of leave due to severe

stress

Factor 7 - They are able to complete their work in the stipulated

time

Factor 8 - They feel that they are doing work in the best way.

Factor 9 - They feel that their official assignments are more

important than their personal interests.

The following table reveals that the extraction has been undertaken by

using principal-component method and the initial Eigen values are

formulated from the communalities table and the same has been developed

as extraction sums of squared loadings with percentage of variance and the

relative cumulative percentage. From the initial Eigen values and the

extraction sums of squared loadings values, the rotation sums of squared

loadings has been formulated and shown in the following table.

223

TABLE NO. 5.5.8

TOTAL VARIANCE – PERCEPTION OF THE JOB

Component

Initial Eigen values Extraction Sum./s of Squared

Loadings

Rotation Sums of Squared

Loadings

Total

percentage of

Variance

Cumulative

percentage Total

percentage of

Variance

Cumulative

percentage Total

percentage of

Variance

Cumulative

percentage

1 5.031 55.898 55.898 5.031 55.898 55.898 5.004 55.602 55.602

2 1.803 20.030 75.928 1.803 20.030 75.928 1.816 20.173 75.775

3 1.013 11.251 87.179 1.013 11.251 87.179 1.026 11.405 87.179

4 .636 7.069 94.248

5 .466 5.181 99.430

6 .037 .411 99.841

7 .013 .139 99.980

8 .001 .015 99.995

9 .000 .005 100.000

Extraction Method: Principal Component Analysis

224

The extraction process has been carried out by using principal-

component method, and it is found from the rotation sums of squared

loadings and that total sum of nine variables has been extracted and the same

has been grouped into three components which have Eigen value of more

than one. It ranges from component no. 1 to component no. 3 with the

cumulative percentage from 55.898 percent to 87.179 percent. The

percentage of variance ranges from 55.898percentage to 11.251percentage.

For the third component of initial Eigen values, the total percentage of

variance and the cumulative percentage values are 1.013, 11.251percentage

and 87.179 respectively. The extracted sum of squared loadings for the

same are 1.013, 11.251percentage and 87.179percentage respectively. The

rotation sums of squared loadings for the above are 1.023, 11.405 and

87.179 respectively.

From the analysis, it is inferred that the factor analysis has been

supported up to 87.179percentage in this study. This is an excellent result

and has made the study reliable to the analysis.

The following table has been formulated by using ‘principal-

component method’ for extraction of variables into components and

Varimax with Kaiser Normalization has been undergone by using ‘rotation

method’. All the nine variables have been grouped into three components

and each component consists of sets of factors and the analysis has been

made to identify the influence of one variable over another.

225

TABLE NO. 5.5.9 ROTATED COMPONENT MATRIX

a – PERCEPTION OF THE JOB

Variable No.

Component

1 2 3

FACTOR 1 .830

FACTOR 2 .994 FACTOR 3 .832 FACTOR 4 .994 FACTOR 5 .993

FACTOR 6 .741 FACTOR 7 .989 FACTOR 8 .993

FACTOR 9 -.675 Extraction Method: Principal Component Analysis

Rotation Method: Varimax with Kaiser Normalization

a. Rotation converged in 6 iterations

It is observed from the above table that the following are the results

extracted from the rotation component matrix among nine variables. Among

the nine variables the Component factor 1 consisted of five variables which

have high influence with one another. They are variable no. 2,4,5,7 and 8.

Component factor 2 consisted of two variables which have high influence

with one another and they are 1 and 3. Component factor 3 has two closely

influencing variables and the numbers are 6 and 9.

From the above factor analysis, it has been identified that all the nine

factors are very much closely associated with one another and the same has

been analyzed by using factor analysis and the influence of one factor with

another has been tested and the same has succeeded in measuring the

correlation between the particular variable and the factor with 87.179

percent reliability and the factor analysis supported the study.

226

CHAPTER – VI

SUMMARY OF FINDINGS, SUGGESTIONS AND CONCLUSION

6.1 INTRODUCTION

The present study was undertaken in paper industry in Tamilnadu. It

has been purposively selected for its familiarity and unique performance in

utilization of manpower productivity. During the recent years, the whole

environment has undergone significant changes regarding working times,

years of employment, role of organization, type of employment contracts

and working conditions. In this thesis, consequence of these changes on

occupational stress and employee’s health and safety have been examined.

These include the disruption of human biological rhythms, the increase of

whole fatigue due to changes in pattern of working hours and years of

employment, job insecurity and occupational stress, which have a serious

impact on workers health and may result in an increase in occupational

stress. Unsafe work practices related to work load and time pressure, the

impact of work changes on public safety and the deterioration of worker’s

living conditions with respect to income, social-family life and health and

benefit are also described.

6.2 FINDINGS

The findings derived at from the foregoing chapters of the study

would be summarized below:

227

6.2.1 Findings based on major sources of employee’s occupational stress

1) Considering the age and the level of perception of employees on their

job the level of perception was high among the employees, whose age

is between 26 to 30 years.

2) 21.8 percent of the male employees were in low level of perception of

job and there was no significant association found between gender and

level of perception.

3) It was inferred that 22.4 percent of married employees had low level

perception of job where as 34.1 percent of the unmarried employees

were highly perceived on their job. It was observed that the

employee’s perception towards occupation is associated significantly

with regard to marital status of all categories of employees.

4) It was indentified that 15.5 percent of the employees having education

up to HSC (School education) were in the low level of perception of

their jobs. More than 25 percent of the employees having different

level of education except ITI holder were in the high level of

perception. It is concluded that there was a significant association

between educational qualification and the level of perception of job.

5) 27.3 percent of the employees, below 10 years of service, had low

level of perception. Above 50 percent of the employees having

between 11 to 25 years of service was in middle level of perception.

There was significant association found between span of service and

occupational perception of employees.

6) It was observed that 51 percent of the employees having more than

four earning persons in their family were in low level perception on

228

job. Thus, employee’s perception on occupation had significantly

associated with the number of earning person in the family of the

employees in paper industry.

7) It was found that 30.8 percent of the employees earning between

Rs.5000-10000 were in the high level perception on job, whereas 52.9

percent of the employee’s in the income range of Rs.15001-20000

were in middle level perception. There was significant association

between the monthly income and level of perception of employees on

occupation.

8) It was observed that general 52 percent of the employees felt that their

occupation was more stressful. 36.2 - 46.1 percent of the employees

were in negative impact on their occupational performance. Thus, this

analysis indicates that there was more stress among the employees of

paper industries due to the nature of work and work environment.

9) It was identified that around 94 percent of the employees have self

confidence on their work performance. 71 percent of the employees

felt that their job was highly competitive, about 60.5 percent of

employees were in positive image, good patience, high self esteem

and tolerance towards their occupation. 44.7 percent of the employees

turned aggressive due to their occupation. It was concluded that the

employees experienced changes their attitude along with the change in

work environment of the paper industry.

10) All the employees irrespective of their qualification do have job

stress. However, employees with PG qualification have more stress

compared to others with qualification such as school education, ITI

diploma, UG degrees.

229

11) Though employees have different years of experience, the employees

having experience between 11 to 15 years are affected by the

occupational stress. It is proved by the ANOVAs test.

12) While analyzing the number of earning members in their family, the

respondents who have only one earning member in his family, had

severe stress than other categories of the respondents. The result of

ANOVAs test also supported the result.

13) Among the five group of the income level of the respondents,

employees with income range of Rs.10001 to 15000 are having severe

occupational stress than others, which is also proved by the ANOVAs

test.

14) Most of the respondents have self-confidence, ability to change,

competitive mind, positive image of their self, patience, mild

mannerism, high self-esteem and tolerance.

15) To a question about successful completion of the works, the

respondence replied that they were able to complete the work assigned

to them with the help of good leadership and receiving of required

information. However they felt that to many work demands at the

same time created anxious and apprehensiveness.

16) Majority of the respondents strongly agree that drugs are one of the

main parts of their life, their job cuts their involvement in their family

life, family and financial problem create stress in their jobs.

17) It is clear from the analysis that of the statements, eight statements

like they feel completely exhausted at the end of the day at their work

place. Employee felt dissatisfied with their occupation.

230

18) Out of seven factors, six factors are closely associated with the level

of perception towards job. The factors are age, gender, marital status,

educational qualification, experience and no. of earning persons. The

factors like age, gender, marital status and experience are positively

associated with the level of perception. This shows that the level of

perception towards job is at high level and their relationship with the

company is good.

19) It could be observed from the multi-regression analysis that out of

seven factors, four factors are closely associated with the level of

occupational stress. The factors are age, experience, no. of earning

persons and monthly income. The factors like age and experience are

positively associated with the level of occupational stress.

20) To study the perception of respondents about their job, eighteen

statements were considered and the opinions of the correspondents

about these statements were analyzed through factor analysis which

has reported that all these eighteen statements were very much closely

associated with one another. It is evident from the results of the factor

analysis with 82.2438% reliability.

21) To study the impact of occupational stress, nine factors were

considered and their relationship with one another are studied through

factor analysis which has reported that all the nine factors are very

much closely associated with one another and the influence of one

factor with another has been tested and the same has succeeded in

measuring the correlation between the particular variable and the

factor with 87.179 percent reliability and the factor analysis supported

the study.

231

6.2.2 Findings based on level of occupational stress of employees

1) High percent (36.5 percent) of employees in the below 20 years of age

group were in sever level of stress. It also revealed that the job stress

had not significantly associated among age group of employees and

the level of occupational stress.

2) It was portrayed that 54.4 percent of the employees were in mild

stress and 7.4 percent of the employees were in severe level of stress.

Further, the job stress had not associated significantly with the male

and female employees of paper industry.

3) 54.9% of the married employees and 48% of the unmarried employees

were in the moderate level of stress while 27.6%of the married

employees and 26% of the unmarried employees were in severe level

of stress. Further in the case of widow and widower employees 53%

in moderate level of stress and 26% were in severe level of stress thus,

job distrust had significantly associated with the marital status of the

employees.

4) When the relationship between the educational qualifications of the

respondents and their level of stress, it was observed that more than

27 percent of the employees in paper industry are having high level of

stress, 54 percent have medium/moderate stress and 18 percent have

low level of stress. The result of ANOVA test indicated that there was

significant association between educational qualification and

employee’s occupational stress.

5) 56 percent of the employees having service below 10 years had

moderate level of stress. 39 percent of the employees having

experience between 16-20 years had higher level of stress. 11.1

232

percent of employees between 21-25 years of experience have low

level stress. The job stress had significantly associated with the

employees experience in the paper industry.

6) 31.5 percent of the employees having only one earning person were in

severe level of stress. Around 59 percent of the employees having two

earning person were in moderate level of stress. Job stress and number

of earning persons had not significantly associated among employees.

But it was significantly associated with the employees having 3 or

more earning persons in their family.

7) 75.9 percent of the employees falling under income categories of

more than Rs.20001 were in moderate level of stress. 32.5 percent and

29.8 percent of the employees falling under income categories

Rs.10001-15000 and 5001-10000 respectively had severe level of

stress. It was revealed that family income of the employees had not

significantly associated with the employees.

8) It was analyzed that the major problems of employees were heavy

noise, air pollution and overwork load and. Hence, there was

significant relationship between the employees and the level of

occupational stress on their related work in paper industry.

9) It was concluded that finance was the basic factor for creating stress

than the other problems like, promotions, lesser holidays, poor

interpersonal relationship between employees, employees turnover,

etc. These problems were registered as predetermining factors for

causes of stress in an organisation.

10) It was observed from the analysis that due to workforce, the

employees were mostly affected by loss of sleep, anger, depression.

This psychological consequence resulted in the increase of the

233

employees stress level. Hence, the significant relationship between

the occupational stress of employees and the factors of psychological

consequences.

11) It was analyzed that irrespective of various occupational stress, the

employees were affected by hypertension, diabetes and headache

rather than the other physical problems like chest pain, back pain,

ulcers, hair loss and upset stomach etc,.

6.2.3 Findings based on impact of occupational stress and coping

strategy

1) Majority of the respondents agreed that their job is stressful, They feel

stress very often Occupational Stress has a negative impact on their

performance whereas the statement ‘Occupational stress does not have

any impact on their performance at work’ was disagreed by the

sample respondents.

2) It was observed from the analysis that the work force of employees

were mostly affected by sleep, anger, depression. This psychological

consequences were resulted that increasing the employees stress level.

Hence, there was significant relationship between the occupational

stress of employees and the factors of psychological consequences.

3) It was found that irrespective of various occupational stresses, no

particular method was adopted by the employees to reduce the stress

level. Employees expressed that prayer, chatting with friends and

their family members, smoking and drinking water were the dreamful

methods followed by them to reduce the stress level. On the other

hand, it is noted that very few of them only engaged in little yoga and

meditation.

234

6.3 SUGGESTIONS

From the foregoing analysis and findings of the study, it can be

understood that the paper industry of Tamilnadu plays a vital role in our

country. However, it can also be understood that the performance of the

various units of the industry is not that much satisfactory, owing to some

inherent problems of stress. To overcome such problems and to make the

paper industry successful, the following suggestions are made.

1. EXTERNAL COUNSELORS: Identification of factors leading to

stress is not so easy for all. Hence it is suggested that external

counselors may be appointed to identify the problems faced by the

employees which could result in stress and take steps to reduce such

stress.

2. AWARENESS PROGRAMMES ON ILL EFFECTS OF DRUGS:

The workers are under misconception that using narcotic drugs and

cigars will reduce the degree of the stress. But, they are least bothered

of the fact that these practices are injurious to health. So, it is

suggested that the company should periodically organize awareness

programs for the employees on ill effects of using drugs and cigars.

3. YOGA, MEDITATION AND EXERCISE: It has been scientifically

proved that yoga, meditation and physical exercise will release stress.

Hence, it is suggested that the organization should arrange proper

training programs on yoga, meditation and physical exercise for their

employees. Such training programs may be arranged especially for the

employees in the age group of 26 to 30 years as, according to one of

our findings, they have more stress.

235

4. STRESS MANAGEMENT TRAININGS: The sample units

concentrate only on their growth through production and sales. They

hardly care for the physical and mental strains of their workers this

result in the presence of stress in their employees. Hence it is

suggested that proper training program on stress management must be

organized in order to create confidence in the minds of the employees

to face the situation and handle problems independently.

5. PROMOTIONAL POLICIES: The employees, whose experiences

exceed 12 years, feel unhappy over their position, on the ground that

they are deprived of promotion. This feeling increases the intensity of

stress and leads to psychological problems. So, to avoid this, it is

suggested that the promotional polices should be renovated so that

even the more experience person feels happy over his position it is

further suggested that apart from efficiency based promotions, time-

bound may also be introduced. This will help the employees to get

promotion periodically. Further, the managements should evolve clear

promotional policies on merit cum seniority or seniority alone. It

would pave the way to reduce the stress and the entry of young and

new talents to the industries.

6. SCIENTIFIC SYSTEM OF PERFORMANCE APPRAISAL: As

a majority of the workers feel that the Performance Appraisal system

which is presently in use is not open and frank. Hence it is suggested

that the companies may devise the performance appraisal system

scientifically in consultation with experts. This will reduce the stress

of the workers due to the unknown outcome of performance appraisal.

7. GRIEVANCES REDRESSAL PROCEDURE: There is grievances

redressal procedures in all sample units. But they are not followed

236

properly. For example, the agreaved persons directly approach the

trade unions for their grievances redressal instesd of approaching the

appropriate authority. This results in either redressing the grievance

after a long period or not at all redressed. Hence it is suggested that

employees must be made aware of the grievances redressal procedures

and must be encouraged to express their feeling and grievances freely.

8. WAGES AND SALARY ADMINISTRATION: In fixing wages

and salary to their employees, the companies were unmindful of

educational qualification and experiences. This has created

dissatisfaction among the highly qualified and more experienced

workers. Hence, it is suggested that the companies should give

weightage for educational qualification an and length of service while

revising wages and salary. Take this into account while fixing salary.

9. PARTICIPATIVE MANAGEMENT: At present, the employees are

not given opportunity to participate in decision making process. This

does not make the employees involve in organizational activities and

help make the organization successful. Hence it is suggested that the

concept of Participative Management may be followed by the

management to involve their employees in making the organizations

successful.

10. CORDIAL EMPLOYER-EMPLOYEE RELATIONS: It is felt

that there is no cordial relationship between the management and the

employees. These exists a gap between these two. This gap must be

lessened for this it is suggested that participative management,

grievances redresses schemes, etc.. must be implemented and

improved.

237

11. RECOGNITION OF TRADE UNIONS: Presently, there are

different trade unions functioning in each units the managements

have recognized some trade unions of their organizations. Though

the Trade Unions Act and other labour laws in our country require the

managements of organizations to take decisions on labour matters in

consultation with recognized trade unions, it has been practice of

managements to consult only the trade unions backed by ruling

political parties, whether such unions are recognized or unrecognized.

This creates many problems between the management and the labour

resulting in loss of production and even leading to the closure of

organizations. Hence it is suggested that the managements must

consult only the recognized trade unions of their companies for

tacking decision on labour matters.

12. INCENTIVES: The sample units have limited themselves in giving

incentives only to the finishing house department where paper

counting and packing are done. As the employees of other

departments are not happy with the non-availability of incentive

system for them, it is suggested that if possible, incentive system may

be implemented in other departments of the units. The assistance of

external agencies such as Productivity Council, Management

Association, etc, may be availed to fix work standard and their by to

implement incentive system, either for individuals or groups.

13. WELFARE MEASURES: We know that the various welfare

measures available to the workers of the Indian paper industry in

general and of Tamilnadu in particular may be broadly classified as

statutory welfare measures and non-statutory welfare measures.

Though there is no problem in the provision of statutory welfare

238

measures, the employees of the sample units are not satisfied with the

provision of non-statutory welfare measures. Hence it is suggested

that the management should improve the non-statutory welfare

measures provided them to their employees. An example where

welfare measures could be improved is given below

As paper industry is a continuous process industry, the

factories work round the clock and hence the factory workers have to

attend to their work at different times in day and night times

depending upon their shifts. Under this circumstance, if the workers

are provided with transport facility and /or quarters, they will feel free

and experience less stress.

It is understood that some of the units are not providing

transport facility and quarters either to all or a portion of their

employees. Hence ti is suggested that the all the employees may be

given quarters or transport facilities depending upon the financial

condition of the respective units.

14. RECREATIONAL FACILITIES: It is a fact that recreation will

reduce stress. Hence, it is suggested that the organization to take steps

to provide recreational facilities to their employees. This facility may

be provided either in the office complex or residential quarters or

both. In view of the benefits to organization from tension free

employees, it is suggested that a reasonable pat of the net profits of

the companies may be spent in providing recreation facilities. What is

reasonable part of profit depends upon the net profits of accompanies

and it’s number of employees.

239

15. REFRESHMENT AND MENTAL EASE FACILITIES: The

responsibilities of workers become high due to their overloaded work,

which in turn increases stress of workers. Hence, to reduce the

tension of the stressed workers, it is suggested that company may

provide facilities, in the work place, such as playing music, installing

vending machines to supply refreshing beverages, etc. Further, the HR

department may conduct work measurement studies and on the basis

of results, if necessary, additional workers may be appointed to

balance the works of each employee.

16. CRECHE: As women are also employed in paper industy, it is

suggested that crèches may be established in each unit to help them

maintain their children below the age of 3.

17. SCHOLARSHIPS AND EDUCATIONAL ASSISTANCE: To help

the employees reduce their tension about the education of their

children It is suggested that the managements may grant scholarships

or extend financial assistance on liberal interest and repayment

condition.

18. JOB ROTATION: It is understood that most of the workers are

doing the same job for long periods. They feel that it has bored them

and has resulted in the creation of stress. Hence it is suggested that,

wherever possible, job rotation scheme may be implemented.

19. MEDICAL CHECK-UPS: It has been proved that stress leads to

physical and mental illness. No doubt that this illness must necessarily

be cured. Hence, for this purpose, it is suggested that periodical

medical checkups must be conducted for each worker. During the

check up if any health mental problem is identified, such worker(s)

240

may be subject to proper treatment (either by the management or the

concerned worker).

20. GROUP INSURANCE: Statistics shows that some of the employees

working in the paper industries were prone to acute disease such as

cancer , paralysis, ulcer, tuber culosis, ets.. such people could not

continue their service and also could not be offered to spend huge

amounts for treatment. Hence it is suggested that the managements

may introduce group insurance systems by collecting a very nominal

insurance premium. This will create confidence in the minds of

workers about their treatment for the deceases and also their life.

21. HEALTH SAFETY MEASURES: There is more opportunity to

spoil the health of the work man in the chipper house, boiler plant and

paper production department. In chipper house more dust is emitted as

wood chipped in this area. In the case of boiler plant, enormous heat is

emanated. In paper production department much noise is produced.

No doubt, these will affect the health of the workers employed in this

department. Hence for the purpose of maintaining normal health by

this workers of the area, it is suggested that the workers in the chipper

house may be provided with dust masks, an A/C room may be

provided works of boiler plant and ear stubs may be provide to the

workers employed in the paper production department.

22. FOUR A-MODEL: Presently programs to inform employees about

the reasons for and the effects of symptoms like, cognitive symptoms,

emotional symptoms, physical symptoms and behavioral symptoms

are absent. Hence, it is suggested that managements may train the

employees with positive stress stimulators by adopting four A-model

241

viz., Avoid the stressor, Alter the stress, Adopt the stress, and Accept

the stress.

23. WORK-LIFE BALANCE: The imbalance between life at work

place and life at house leads the workers to face stress-related

problems. Hence, it is suggested that the companies may organize get-

together meetings, picnics, mini tours etc. For the employees and their

family members. This will ease their mind and bring them back to

have control over mind and body. The cost of such programme may

either be wholly borne by the managements or shared between the

managements and the workers on an agreed basis.

24. RELATIONSHIP AMONG EMPLOYEES: The lack of

interrelationships among the staff yields less productivity and more

stress. Zohar and Dov opine that the interrelationships among the co-

workers is inevitable for the sustenance and success of organizations.

So, it is suggested that the organizations should take initiatives to

strengthen interrelationship of staff by conducting orientation

programmes, sports, introduction of group incentives, etc..

The suggestions listed above are only a sample based on the findings

and the study. It is hoped that if these suggestions are implemented in their

real sense and sprit, it is certain that the employees working in the factory

site of the paper industry of Tamil Nadu will be free from stress to the

maximum extent and this will result in increased production and

productivity for the organization.

242

6.4 CONCLUSION

Most of the employees in the paper industry get stress due to their and

working conditions, management policies, irrational promotional policies,

work load disproportionate to salary and favoritism.

Inter-personal relationship is a vital HRD system which creates a

conducive HRD climate. The flaws in this relationship lead to stress among

the employees.

Employee’s personal health and family circumstances are crucial

factors for the quality of work life and stress. The maximum percentage of

employees for their poor performance is due to physiological and

psychological problems.

The organisational climate influencing stress in the paper industry is

predominant. It was found that the demographic variables like education,

age, salary and experience of in the employees in paper industry have been

creating stress among the employees and especially the experience of

employees force them to practice stress management to avoid unnecessary

impediments to developmental activities.

The top level executives are very much enthusiastic in implementing

the stress management elements. The management policies in favour of

stress management, performance appraisal and organisational development

are useful for the smooth conduct of the organisation without stress.

Organisation climate influences stress in the paper industry. The top

level executives implement stress management techniques in the

243

organisation to accrue the benefits in the form of individual efficiency,

organisational efficiency, productivity and environmental change.

Maintaining an optimistic organisational climate conditions bring a

simultaneous change in organisational development. So, this innovative

method brings more weight age to the organisational climate, influencing the

employee’s stress.

The stress experienced by the employees in their job often reflected in

behaviour and attitudes. The stresses have been recognised as a disease

which spoils the health of the employees and reduce their level of job

performance. In short, a set of satisfactory human resource practices would

result in stress free work life and high jab satisfaction.

6.5 SCOPE FOR FURTHER RESEARCH

The present study has aimed at the identification of the relavant

factors influencing the level of occupational stress of employees.

Employee’s job satisfaction related to total involvement along with stress

free work environment. In this study, the researcher has concentrated more

on the level of occupational stress of employees in paper industry. The

findings of the present study offer scope for further research on the

following topics.

1. A comparative study on the level of employee’s occupational stress in

public sector paper industry and private sector paper industry in India.

2. A study may be conducted to identify how occupational stress

influences the morale and motivation of employees of the paper

industry.

244

3. Also the job stress among all level of employees in paper industry

may be studied.

4. A study on the effects occupational stress on the various human

resource development practices in paper industry may be conducted.

5. A comparative study on employee’s attitude towards human resource

management in selected public and private sector paper industry.

245

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259

PROFILE OF THE COMPANY

TAMIL NADU NEWSPRINT AND PAPERS LIMITD.

1. Year of establishment : 1979

2. Registered office : 67, Mount road, Guindy

Chennai – 600 032

Tamil nadu.

3. Phone with STD code : 044 22354415-18, 22301094-98

Fax : 044-22350834,22354614

E-mail : response@tnpl.co.in

Website : www.tnpl.co.in

4. Mills/Factory address : Kagithapuram, 639136,

Karur Dt. Tamil nadu.

5. Phone with STD code : 04324 277001-020

Fax : 04324-277025-029

Website : www.tnpl.co.in

6. Senior Executives : Designation and Address

Mr. V. Moorthy IAS : Managing Director

Mr. A. velliangiri : Director(Finance)

Mr. M. Arunachalam : CGM (finance)

Mr. T.V.V. Sathyanarayana: CGM (operations)

Mr. c. Padmanabhan : GM (MOL)

Mr. P. Vasudevan : GM (HR)

Mr. R. Mani : GM (Operations)

Mr. s. Krishnamurthy : GM (Marketing)

7. Annual installed capacity : 2,30,00 TPA

260

8. Production in last 3 years : 2004 2005 2006

182215 196241 230079

9. Grades of paper/Board

Being manufactured : Printing and Writing, Copier,

Newsprint

10. Raw materials beings

Used : Bagasse, eucalyptus hardwood

11. Brief description of the

Manufacturing

Process : Hardwood Kraft process followed by

CE(p) HH bleaching.

Bagasse karft followed by CE(p) H

bleaching. ECf conversion of Both

bleach plant underway.

12. Total Manpower : 3625

13. Export (if any) : 45,000 TPA

14. ISO certification : ISO 9001:2000 and ISO 14001:2004

certified

15. Effluent treatment plant : Yes

16. Co-generation : Yes

17. Paper machine

M/C CAPACITY

(TPD) GRAMMAGE

(G/M2) DECKLE

(M) SPEED

(M/MIN)

1 350 40-80 6.8 700

2 400 40-80 6.6 900

261

SESHASAYEE PAPER AND BOARDS LTD.

1. Year of establishment : 1962

2. Registered office : Pallipalayam, Cauvery RS P.O.,

Erode 638 007,

Tamil nadu.

3. Phone with STD code : 91-4288-2402221,240228

Fax : 91-428-240229

E-mail : edoff@spltd.com

Website : www.spltd.com

4. Mills/Factory address : Pallipalyam, Cauvery RS PO,

Erode 638 007,

Tamil nadu.

5. Phone with STD code : 91-4288-2402221,240228

Fax : 91-428-240229

E-mail : edoff@spltd.com

Website : www.spltd.com

6. Senior Executives : Designation and Address

Mr. V. Gopalarathnam : Chairman and Managing Director

Mr. K.S. Kasiviswanathan: Director(Operations)

Mr. V. Pichai : Director(finance) and Secretary

Mr. A.K. Mehortra : GM (production)

Mr. P.K. Vasist : Head (Marketing)

Annual installed capacity: 1,95,000 TPA

7. Production in last 3 years : 2004 2005 2006

262

147271 148854 152003

8. Grades of paper/Board

Being manufactured : Printing and Writing, Poster, Kraft,

Pulp Board, Copier,

Coated paper, graphic, Super fine

paper, Base paper for no carbon

required (NCR)

9. Raw materials beings

Used : Wood, Bagasse, Imported Pulp and

Waste paper

10. Brief description of the

Manufacturing

Process : Sulphate process

11. Total Manpower : 2950

12. Export (if any) : 50,000 TPA

13. ISO certification : ISO 9001:2000

14. Effluent treatment plant : Yes

15. Co-generation : Yes

16. Paper machine

M/C CAPACITY

(TPD) GRAMMAGE

(G/M2) DECKLE

(M) SPEED

(M/MIN)

1 40 45-95 3.1 235

2 60 70-290 3.1 130 3 20 28-80 2.4 155 4 55 45-140 3.1 315

5 160 45-120 2.8 850

263

SUN PAPER MILL LTD

1. Year of establishment : 1961

2. Registered office : 86, EVK, Sampath road,

Chennai- 600 007,

Tamil nadu.

3. Phone with STD code : 044-26618503, 26618504

Fax : 044-26618259

E-mail : spmfm@dt.co.in

4. Mills/Factory address : P.B. No.2, Cheranmahadevi,

Tirunelveli, Distt. 627 414,

Tamil nadu.

5. Phone with STD code : 04634-261229,260156

Fax : 04634-260166

E-mail : sunpaper@sancharnet.in

6. Senior Executives : Designation and Address

Mr. G. Viswanathan : Finance Manager and Secretary

Mr. V.Ramasamy : Administrative Manager

Mr. R. Padmanabhan : Production Manager

7. Annual installed capacity: 1,22,000 TPA

8. Production in last 3 years: 2004 2005 2006

75433 86317 94770

9. Grades of paper/Board

Being manufactured : Newsprint, Printing and Writing paper

264

10. Raw materials beings

Used : Wood and Waste paper

11. Brief description of the

Manufacturing

Process : CTMP

12. Total Manpower : 1875

13. Export (if any) : NIL

14. ISO certification : ISO 9001:2000

15. Effluent treatment plant : Yes

16. Co-generation : Yes

17. Paper machine

M/C CAPACITY

(TPD) GRAMMAGE

(G/M2) DECKLE

(M) SPEED

(M/MIN)

1 29 48 183 230

2 57 48 266 310 3 20 28-80 2.4 155

265

SUBBURAJ PAPERS LTD.

1. Year of establishment : 1998

2. Registered office : Madurai Road, Sankar Nagar,

Tirunelvelli 627 357,

Tamil nadu.

3. Phone with STD code : 91-462-2300296,2300647

Fax : 91-462-2300497

E-mail : subburaj@subburaj.com

Website : www.subburaj.com

4. Mills/Factory address : North Ariya Nayaki Puram (VI),

Mukkudal Ambasamudram (TK),

Tirunelvelli DT,

Tamil nadu.

5. Phone with STD code : 91-4634-293631,293631,293633

Fax : 91-4634-325544

E-mail : Paper@subburajindustries.com

Website : www.subburajindustries.com

6. Senior Executives : Designation and Address

Mr. B. Chalapathi Rao : V.P. Operatorions

Mr. Arun Kumar Subbai : Director/CEO

Mr. Badinath Atmaram : Director/COO

7. Annual installed capacity : 90,000 TPA

8. Production in last 3 years : 2004 2005 2006

266

9. Grades of paper/Board

Being manufactured : Writing and Printing papers, Surface

sized and non surface Sized.

10. Raw materials beings

Used : Waste paper- coated Book Stock,

sorted Office Pack, Mixed

White Ledger, Mixed Office Waste

etc.

11. Brief description of the

Manufacturing

Process : Flotation Deinking from Metso paper

with contnious Drum pulper

12. Total Manpower : 1550

13. Export (if any) : Envisaged

14. ISO certification : Being applied

15. Effluent treatment plant : Under construction with latest

equipments.

16. Co-generation : 6.0 MV

17. Paper machine

M/C CAPACITY

(TPD) GRAMMAGE

(G/M2) DECKLE

(M) SPEED

(M/MIN)

1 320 50-120 4.4 750

267

A STUDY ON OCCUPATIONAL STRESS AMONG THE EMPLOYEES IN PAPER INDUSTRY, WITH SPECIAL REFERENCE TO

TAMIL NADU

QUESTIONNAIRE

PART-A

PERSONAL DATA

Please tick (����) the appropriate box

1. Name

2. Age

(a) Below 20 yrs. � (b) 21 to 25 yrs. �

(c) 31 to 35 yrs. � (d) 31 to 35 yrs. �

(e) 36 & above �

3. Gender

(a) Male � (b) Female �

4. Marital Status

(a) Married � (b) Unmarried �

(c) Widow � (d) Widower �

5. Educational Qualification

(a) School education � (b) ITI �

(c) Diploma � (d) Graduate �

(e) Post Graduate � (f) Others �

268

6. Years of Experience

(a) Below 10 years � (b) 11 to 15 years �

(c) 16 to 20 years � (d) 21 to 25 years �

(e) Above 25 years �

7. No. of earning persons in your family

(a) Only one � (b) Two �

(c) Three � (d) 4 and above �

8. Monthly Income

(a) Below Rs.5000 � (b) Rs.5001-10000 �

(c) Rs.10001-15000 � (d) Rs.15001-20000 �

(e) Rs.20001 & above �

PART-B

PERCEPTION OF RESPONDENTS ON OCCUPATIONAL STRESS

The following statements aim at measuring the perception of employees on Occupational Stress. Kindly tick (����) the appropriate box

S.No. Statements Agree Neutral Disagree

B1 Your job is stressful

B2 You experience stress very often

B3 Occupational Stress has a negative impact on your performance

B4 Occupational stress does not have any impact on your performance at work

269

PART-C

OPINION OF RESPONDENTS ON OCCUPATIONAL STRESS

S.No. Statements Yes No

C1 Do you have self-confidence

C2 Are you able to adapt to changes

C3 Are you aggressive

C4 Are you competitive

C5 Do you have positive image of your self

C6 Do you have patience

C7 Do you mild mannered

C8 Do you have high self-esteem

C9 Are you suspicious of others

C10 Do you have tolerance

270

PART-D

PERCEPTION ABOUT JOB

Given below are some statements describing how you feel about your job. Please tick the appropriate box against each phrase which best describes how you feel about the statement. The phrases are Strongly Agree (SA), Agree (A), Neutral (N), Disagree (N), Disagree (D), and Strongly Disagree (SD).

S.No. QUESTION ABOUT JOB SA A N D SD

D1.1 On the whole, you get well along with others at work

D1.2 Is there conflict within your team

D1.3 You are able to share your feelings with your boss/colleagues

D1.4 You have confidence that you will succeed in your job

D1.5 The shift work you do is a source of stress for you

D1.6 Intellectual / Technical demands of a job are the source of stress for you

D1.7 The work assigned to you is monotonous

D1.8 Interruption makes it difficulty to complete all your work

D1.9 You are satisfied by the corrective measures given by the organisation

D1.10 You feel that the leadership style in your organisation is appropriate

271

S.No. QUESTION ABOUT JOB SA A N D SD

D1.11 Are you able to complete the work assigned to you

D1.12 The things you need to know you are getting informed

D1.13 Do you have too many work demands at the same time

D1.14 Do you feel anxious and apprehensive when you are at work

D1.15 For all new tasks, you are receiving adequate training

D1.16 Your opinion is not sought in solving organisation problems

D1.17 The levels of physical effort required in job are stress for you

D1.18 Job stress leads to physical as well as mental health problems

272

S.No. QUESTION-ABOUT FAMILY SA A N D SD

D2.1 Drugs becoming part of your life

D2.2 Your work is cutting into your family life

D2.3 Problems in your family gives you stress

D2.4 Financial problems gives you stress

D2.5 Low social support leads you to stress

D2.6 You feel uncomfortable to adjust with the society when you are in stress

D2.7 You agree that your qualification is more for your present job

D2.8 You have a close and warm relationship with family and friends

D2.9 You are satisfied with your family members co-operation in your work life

D2.10 Your journey to work place is stressful

273

PART-E

IMPACT OF OCCUPATIONAL STRESS

The following statements are aimed at measuring the effect of

Occupational Stress. Please (����) the most appropriate box.

S.No. Statements SA A N D SD

E.1 You feel completely exhausted at the end of the day at your work place

E.2 You look irritated, nervous, angry and tensed while performing your job

E.3 Do you feel dissatisfied with your job

E.4 You often think of quitting your job

E.5 You feel calm and relaxed at work

E.6 You have taken a number of days of leave due to severe stress

E.7 You are able to complete your work in the stipulated time

E.8 You feel that you’re doing work in the best way?

E.9 You feel that your official assignments are more important than your personal interests?

274

PART-F

CAUSES OF OCCUPATIONAL STRESSES

The following are some of the factors that lead to occupational stress. Give your ranking.

S.No. WORK RELATED CAUSES Rank

F1.1 Temperature

F1.2 Noise

F1.3 Lightening

F1.4 Technology

F1.5 Accidents at work place

F1.6 Cleanliness

F1.7 Overcrowding

F1.8 Air Pollution

F1.9 Excess work load

S.No. ORGANISATIONAL RELATED

CAUSES Rank

F2.1 Interpersonal relations

F2.2 Poor organization structure

F2.3 Job turnover

F2.4 Low morale

F2.5 Poor organization climate

F2.6 Low self-esteem

F2.7 Rare promotions

F2.8 Insufficient holidays

F2.9 Financial problems

275

PART-G

CONSEQUENCES OF OCCUPATIONAL STRESS

The following are some of the psychological and physical consequences when you are in stress? Please rank the following.

S.No. PSYCHOLOGICAL

CONSEQUENCES Rank

G1.1 Anxiety

G1.2 Boredom

G1.3 Low self esteem

G1.4 Forgetfulness

G1.5 Depression

G1.6 Angry

G1.7 Apathy / worry

G1.8 Insomnia (Sleepless)

S.No. PHYSICAL

CONSEQUENCES Rank

G2.1 Headache

G2.2 Diabetes

G2.3 Hypertension

G2.4 Chest & Back pain

G2.5 Ulcers

G2.6 Hair loss

G2.7 Upset stomach

G2.8 Others

276

PART-H

The following are some statement that employers do to reduce stress at work place. Mark your opinion as Yes or No

S.No Statements Yes No

H1.1 The equipment you use within your job is out dated

H1.2 There is risk of physical injury/illness in your working environment.

H1.3 The top management commitment and support for the problems will only tend to more positive results.

H1.4 Do you think changes in the work place will prevent stress

H1.5 Do you feel improving communication will prevent stress

H1.6 Do you feel that developing strategies that DO NO HARM will prevent stress

H1.7 Do you feel that stress management programmes and training for employees will reduce the stress?

H1.8 Do you feel providing opportunities for social interaction among employees?

277

The following are some statement that you self handle a situation to reduce stress at work place. Mark your opinion (Rank the following.)

Give your suggestions for overcoming the occupational

__________________________________________________________

__________________________________________________________

S. No SOURCES RANK

H2.1 Prayer

H2.2 Laugh

H2.3 Listening to Music

H2.4 Share with colleagues

H2.5 Moving form the place

H2.6 Meditation

H2.7 Exercise

H2.8 Smoking/Chewing

H2.9 Drinking water

H2.10 Rest and feel fresh

H2.11 Ignoring the problems

H2.12 Keeping quite and Cool

H2.13 Others.