Thesis : A study on the impact of job stress on job satisfaction for employees in the southindian healthcare sector

A study on the impact of Job stress on Job
satisfaction for the employees in the
South Indian Healthcare sector
By
AKSHAY V KUMAR
Amrita School of Business
AMRITA UNIVERSITY, AMRITAPURI
A dissertation submitted to Amrita School of Business in
accordance with the requirements of the degree of
MASTER OF BUSINESS ADMINISTRATION.
MAY 2015
Mentor: Mr. Jeayaram S
Doctoral Student at Telecom Ecole de Management
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AUTHOR’S DECLARATION
I
, Akshay V Kumar, the undersigned, hereby declare that the dissertation
entitled A study onthe impact of Job stress on Job satisfaction for
the employees in the SouthIndian Healthcare sector is a record of
the independent thesis work done by me under the guidance of Mr. Jeayaram
S, Doctoral Student, Telecom Ecole de Management, Paris.
I also declare that it has not formed the basis for award to any candidate
for any previous Degree, Diploma, Fellowship, or other similar titles.
SIGNED: .................................................... DATE: ..........................................
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6 May 2015
th
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ABSTRACT
T
his paper investigates the impact of job related stress on Job Satisfaction of em-
ployees who are associated or working with healthcare sector in four SouthIndian
states. Job stress is one of the most important workplace health risks for employ-
ees, and job satisfaction has been considered as a crucial factor in the provision of high
quality services and superior performance at hospitals. Work stress and Job Satisfaction
are vital organizational issues affecting performance and growth of an organization
in emerging competitive healthcare environment. This paper presents a field survey.
Drawing on a sample of 250 employees operating in hospitals, and on site interview with
persons from various backgrounds and the study examined the degree to which stressors
such as conflict, workload, interpersonal relationships, career development, information
access and feedback influence job satisfaction aspects such as physical environment, ca-
reer opportunities, management style, job enrichment, rewards and job security. Survey
showed that conflict, heavy workload and lack of job autonomy are negatively associated
with all job satisfaction dimensions, while shortage in information access and feedback
is positively related to employees‚ satisfaction with rewards and job security.
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DEDICATION AND ACKNOWLEDGEMENTS
I
would like to acknowledge my profound sense of gratitude to God Almighty, for
giving mestrength and ability to successfully complete the study and make this
project on time.
I use it as it privilege to thank to those people who are associated as well as working
in the south Indian healthcare sector.
I am more than obliged to Mr. Jeayaram S, Doctoral Student, Telecom Ecole de
Management, Paris, for being my constant source of encouragement and also keeping me
motivated throughout the course of dissertation.
I would like to express my heartful thanks to my Parents and friends without their
support, Encouragement and suggestion this project will not become successful.
I express my heart full thanks all staff and employees who helped me to do the project
work in Apollo Hospitals in May, 2014.
I express my sincere thanks to all the persons who kindly responded to my survey.
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TABLE OF CONTENTS
Page
List of Tables v
List of Figures vi
1 INTRODUCTION 1
2 LITERATURE REVIEW 3
3 RESEARCH QUESTIONS 10
3.1 Research Questions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
3.2 Qualitative Questions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
4 METHODOLOGY 11
4.1 Data Collection . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
4.1.1 Primary Data . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
4.1.2 Secondary Data . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
4.1.3 Sample . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
5 ANALYSIS AND INTERPRETATION 12
5.1 Interview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
5.2 Questionnaire Survey . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
6 CONCLUSION 27
REFERENCES 28
iv
10
10
11
11
11
11
12
17
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Table No Title Page No
5.1 Classification of respondents based on stressful situation 18
5.2 Classification of respondents based on balance between
work–family life
19
5.3 Classification of respondents based handling stress situation 20
5.4 Classification of respondents based on relationship between
peers and supervisors
21
5.5 Classification of respondents based on factors lead to
unhealthy relationship
22
5.6 Classification of respondents based on pay structure 23
5.7 Classification of respondents based on monthly salary 24
5.8 Classification of respondents based on experience 25
ABLESTIST OFL
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Figure No Title Page No
5.1 Classification of respondents based on stressful situation 18
5.2 Classification of respondents based on balance between
work–family life
19
5.3 Classification of respondents based handling stress situation 20
5.4 Classification of respondents based on relationship between
peers and supervisors
21
5.5 Classification of respondents based on factors lead to
unhealthy relationship
22
5.6 Classification of respondents based on pay structure 23
5.7 Classification of respondents based on monthly salary 24
5.8 Classification of respondents based on experience 25
vi
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CHAPTER: 1
I N T R O D U C T I O N
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CHAPTER
1
INTRODUCTION
S
outhindia has a large, unregulated, poor quality, expensive and dominant private
health sector, and an inadequately resourced, selectively focused and declining
public health sector despite its poverty, with the former having curative monopoly
and the latter carrying the burden of preventive services.Nowadays, with the vigorous
development in the healthcare sector in SouthIndia, An employee spend almost one third
of his life on work, and sometimes he has to face a lot of stress during his/her job. The
nature of the job has gone through extreme changes over the last decade and it is still
changing rapidly.
Healthcare sector is one among the growing sector in India and the employees working
here are highly stressed. Stress is a major factor in bringing down the satisfaction level
of employees. The objective of this research is to study the factors that lead to job related
stressand to study its impact on Job Satisfaction. I would like to analyze the primary
and unique factors that lead to Job related stress and which diminishes Job satisfaction
in employees working in the health care sector of the respective states in South India.
Over the past several decades, research has been growing to understand just how
much individual stress is correlated with the work environment, and what the impacts
are on our physiological and psychological health There is no doubt that the competi-
tion for opportunities in the working population is high as economy struggles through
many reorganizations, rightsizings, and downsizings. These events combined with other
psychosocial environmental conditions can contribute to a great deal of stress for the
working population. Stress is a condition of physical and psychological mental disorder
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CHAPTER 1. INTRODUCTION
which occurs in a situation of pressure, when resources are unable to fulfill the demand
of an individual. Stress is leading in frequency health problem regarding the occupa-
tional environment. Job stress is considered to be a worldwide problem and increasing
steadily in India where the Healthcare Sector industry is growing rapidly. Most of time
of our lives spent at work, job stress is widely experienced and so pervasive, that it’s
been found to effect people in every sector. Employees face sheer volume of work which
results in overwhelming at times. Employees in Healthcare Sector industries are directly
targeted by stress which decreases the productivity at their workplace greatly. Job stress
drastically increases the absenteeism level of employees which downgrades the job per-
formance in the organization. Poor salary packages, long working hours, mistreatment
of supervisors with employees, are the major causes of creating stress among employees.
Stress is a condition of strain that has a direct bearing on emotions, thought process and
physical conditions of a person.
on the other hand, Job satisfaction is defined as a positive feeling about one’s job
resulting from an evaluation of its characteristics. A person with a high level of job
satisfaction holds positive feelings about his or her job, while a person with a low level
holds negative feelings. Along with positive affect, psychologists add a cognitive and
a behavioural component to this definition. The cognitive aspect of job satisfaction
represents an employee’s beliefs about his or her job. The behavioural component repre-
sents an employee’s behaviours or, more often, behavioural tendencies toward his or her
job.Furthermore employee job satisfaction is also reduced and makes them to leave the
ob. Hence it is necessary to find the relationship between absenteeism and employee job
satisfaction. Absenteeism seems to be a behavior that organizations can never eliminate,
but they can rather control and manage it and the factor behind absenteeism is job stress.
Job stress is an unavoidable consequence of modern living.
This research focuses on job stress and job satisfaction and categorizes the employees
in Healthcare Sector. Hence employees will be able to overcome the job stress in the
organization and the peers and supervisors of the organization will focus on employees
to solve their problems and issues which lead to job stress. This can make the employees
satisfied in their job and can increase the profit and productivity of the organization in
accordance with the outcome of research.
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CHAPTER: 2
LITERATURE REVIEW
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CHAPTER
2
LITERATURE REVIEW
R
eview of literature was carried out to report the studies related to Work stress
and Job Satisfaction. Following studies examined the underlying phenomena
and relationship between Work stress and Job satisfaction which provide a basis
to find out the research gap for the present study.
The history of job satisfaction stems back to the early 1900‚Äôs with the situations
perspective on job satisfaction. This perspective states that satisfaction is determined
by certain characteristics of the job and characteristics of the job environment itself.
Job satisfaction represents a combination of positive or negative feelings that workers
have towards their work. Job satisfaction is the key ingredient that leads to recognition,
income, promotion, and the achievement of other goals that lead to a feeling of fulfillment
(Kaliski, 2007). Job satisfaction may serve as a good indicator of employee effectiveness.
High levels of job satisfaction may be sign of a good emotional and mental state of
employees.
Several studies have tried to determine the link between stress and job satisfaction.
Job satisfaction and job stress are the two hot focuses in human resource management
researches. The stress itself will be affected by number of stressors. Amongst some
important factors causing stress one is role conflict (David, Alam, Saini and Nilufar
Ahsan 2009). It has a significant negative impact on job satisfaction. Workload and
professional uncertainty affects employee job satisfaction negatively.
Individuals under excessive stress tend to find their jobs less satisfying. Some of their
intrinsic or extrinsic needs may be thwarted or not met sufficiently. As per many studies
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CHAPTER 2. LITERATURE REVIEW
in the literature (Caplan 1991; Keller, 1975), the findings of the study that done by Ejaz
Ahmed Khan, Muhammad Aqeel, and Muhammad Akram Riaz; 2014 also reveal the
same. The subjects with lower job satisfaction were found to experience more stress in
the form of workload, role conflict and physical environment compared to those with
higher job satisfaction.
According to Panagiotis Trivellas, Panagiotis Reklitisa, Charalambos Platis,2014
reveal that occupational stress stemming from autonomy and career development exerts
a negative impact on nurses‚Äô satisfaction related to job enrichment, management
style and career opportunities. A number of researchers have identified self-growth
and promotion as well as autonomy as key factors influencing nurses‚Äô. They are also
quoting that Yin and Yang‚Äôs meta-analysis in Taiwan found that the strongest factors
related to nurse turnover were job satisfaction, job autonomy and opportunities for
promotion. Much research on the nurses‚Äô roles within their work situations has also
revealed that role ambiguity is another main source of job stress and it significantly
influences job satisfaction of hospital nurses.
The work environment that is able to fulfill employees personal needs is considered
to provide a positive interaction effect, which will lead to an excellent Quality of work life.
T. S. Nanjundeswaraswamy and D. R. Swami; 2014 emphasized that the personal needs
are satisfied when rewards from the organization, such as compensation, promotion,
recognition and development meet their expectations.
Occupational stress and its consequences on nurses‚Äô behavior can create mental
problems such as anxiety, depression, insomnia and feelings of inadequacy. Œïleni
Moustaka, Theodoros C Constantinidis; 2010 points out that the National Institute for
Occupational Safety and Health lists psychological disorders among the ten leading
work-related diseases or injuries and has reported to the World Health Organization
that almost 75percentage of patients seeking psychiatric consultation face difficulties
with job satisfaction and stress
The issue of poor relationship among nurses and nurses with superior, doctors and
the patients is a common problem for the informants. Informants mentioned that such
poor connection among colleagues creates a stressful working environment (Loo-See
Beh; 2012). In order to build a healthy relationship and to reduce misunderstanding
among nurses, informants seek to have common interests with colleagues and regularly
communicate to each other in the workplace.
There is positive relationship between workload and employee satisfaction and there
is positive relationship between physical environment and employee satisfaction. So
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Muttie ur Rehman, Rabbia Irum, Namra Tahi, Zara Ijaz, Uzma;2012, Noor and Ume
Salma stated that "The economic condition of the country people most important in the
determination of satisfaction that why in developing countries satisfaction result shows
the positive relationship with stress."
According to study conducted in public health by Ramesh Kumar, Jamil Ahmed, Babar
Tasneem Shaikh, Rehan Hafeez and Assad Hafeez; 2013, Satisfaction with one‚Äôs job
can affect not only motivation at work but also career decisions, relationships with others
and personal health. Those who work in a profession that is extremely demanding and
sometimes unpredictable can be susceptible to feelings of uncertainty and reduced job
satisfaction. Job satisfaction of public health workers is also an essential part of ensuring
high quality care in the programs they are employed in. We envisage to share the results
of this study with the relevant authorities in the study area as well as with the provincial
health departments to interpret the same in their own context and act upon accordingly.
The message to the policy makers will not only point towards the actions to be taken
but it will attempt to sensitize them on the subject of satisfaction of the public health
workforce and its implications.
According to Muhammad Mansoor, Sabtain Fida, Saima Nasir and Zubair Ahmad;
2011, ‚ÄúIndividuals under excessive stress tend to find their jobs less satisfying. Some of
their intrinsic or extrinsic needs may be thwarted or not met sufficiently.‚Äù The subjects
with lower job satisfaction were found to experience more stress in the form of workload,
role conflict and physical environment compared to those with higher job satisfaction.
To be competitive in today’s increasingly complex and rapidly changing environment,
organizations must retain personnel and promote the well-being of employees. Dupre, K.
E., and Day, A.L. (2007) examine the relationship of both support provided to personnel
and job quality with employee health and turnover intentions among a sample of 450
military personnel. Factors involving the supportive management of personnel (i.e., su-
pervisory support, organizational support, and work-life balance) and factors pertaining
to job quality (i.e., work stimulation and job clarity) were indirectly related to health and
to turnover intentions through the mediating influence of job satisfaction.
Work environment is another significant factor affecting job satisfaction. The influ-
ence of hospital units in terms of whether they are open or closed has a profound impact.
Employees working in open units tend to be less satisfied with their work in general and
experience problems, both with their colleagues and management. On the other hand,
employees who work in closed units generally tend to be more satisfied with their work,
have better relations with their colleagues and also have positive cooperative relations
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with management (Khokher, et al. 2009).
According to Shubhendu S. Shukla, Amrit Pal Singh, Ashutosh Mishara and Swati
Tiwari; 2013, "If you can‚Äôt change the stressor, change yourself. You can adapt to
stressful situations and regain your sense of control by changing your expectations and
attitude. There are four strategies: Reframe problems, look at the big picture, Adjust
your standards and Focus on the positive."
The Job - Workload, Time pressure, Administrative duties, Sleep deprivation, No
regular meals, Threat of malpractice. The Organization: Career structure, Career uncer-
tainties, Inadequacy of resources and staff, Lack of senior support, Culture and climate
of the organization. (Irfana Baba; 2012). The Doctor - Personality, High demands on self
and others, Dealing with death and dying, Confrontation with emotional and physical
suffering Work-life balance - Stress over sill from work to home and vice-versa, Lack of
exercise and other leisure activities, lack of free time, Home demands, Disruptions to
social life.
The study conducted to identify sources of stress in healthcare personnel of each
Opinion showed that the prime sources of stress were underpayment, excessive work-
load, inadequate staff, and being involved in the emotional distress of patients. Dola
Saha, Rajesh Kumar Sinha and Kankshi Bhavsar;2011, has been found that a proper
workload management policy, adequate delegation of authority along with responsibility,
recognition of efforts along with ongoing training, stress and time management will go a
long way in managing stress in these personnel.
Stress management is the need of the hour. However, Harish Shukla and Ms.Rachita
Garg (2013), tried their best to go beyond a stress situation, life seems to find new ways
of stressing us out behavior. Employees are also given career counseling which helps in
reducing their ambiguities with regard to career; Find a fun way to release stress, such
as, cracking jokes, playing tennis, golf, etc. and Do not remain preoccupied with yourself.
Turn your focus outwards. Help others. This will release some stress.
S. Chitra and Dr. R. Arasu; 2014, comes up with a different story according to them
there respondents feel stress at work and organization should take positive steps to make
their employees feel free from stress so that they can work with optimum efficiency and
effectiveness. Guidance and Counseling must be provided to the employees. Organization
should introduce flexible work schedule so that the employees can give more time to
themselves and their family and discharge other social responsibilities. Stress may have
an impact on service productivity and hence it must be managed and controlled by the
organization which transforms employees as "A best service provider"
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According to Mohsin Altaf; 2011, Mostly people left their job because of salary, unfair
reward system, work load etc. Other than this, many of the Pakistani organizations have
no predefined promotion criteria for the personnel’s. These factors create the job stress
at work place and which is ultimately a great hurdle in the path of career satisfaction.
From the research and questionnaire survey, they are also concluded that if these factors
are being removed there will be an opportunity for career growth. While conducting the
questionnaire survey the respondents were hesitant to reveal the information because of
their job insecurity. From this report they proved that there are factors which give job
stress to the employee in the organization and finally there were negative relationship
between job stress and career satisfaction.
The research done by Ommen, et al.; 2009, demonstrated that the social capital of an
organization is a significant predictor of overall job satisfaction for physicians. As well,
their investigation revealed that workload and professional experience are key factors
underlying job satisfaction. It is desirable that colleagues in the health care system
exhibit certain qualities, among them trust, mutual understanding, common goals, and
ethical values. These expressed characteristics create an atmosphere that encourages
employees to work cooperatively
Habib Akhtar Bahalkani, Ramesh Kumar, Abdul Rehman Lakho, Benazir Mahar,
Syeda Batool Mazhar, Abdul Majeed; 2011, from their study they likes to say that -
"Satisfaction with one‚ "Job can affect not only motivation at work but also career
decisions, relationships with others and personal health. Those who work in a profession
that is extremely demanding and sometimes unpredictable can be susceptible to feelings
of uncertainty and reduced job satisfaction. Job satisfaction of healthcare workers is also
an essential part of ensuring high quality care."
A worldwide implication have been put forth by Cemil Kuzey; 2012, The determina-
tion of job satisfaction factors and their impact on organizational performance is very
important in the health care system. Improving performance can significantly improve
the quality and efficiency of patient care. In view of the fact that there are insufficient
numbers of health care workers in Turkey as well as world wide, employee satisfaction
should be given great importance by researchers, policy makers and administrators,
making it imperative for administrators to understand the factors significantly impacting
their organization‚ performance.
Seulki Lee and Soo-Young Lee came up with three strategies, according to them
public organizations may choose the following strategies if they want to enhance job
satisfaction among their employees;
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• First, public organizations can leverage the level of job satisfaction by increasing
employee perceptions of role clarity and improving work environment. Our analysis
results show that role ambiguity and physical environment are negatively related
to job satisfaction. To reduce role ambiguity, organizational managers in the public
sector need to clarify employees’ work procedure and provide performance feedback
(Wright and Davis, 2003). Also, a friendly working environment for employees
should be provided by improving facilities. These strategies would lead to higher
job satisfaction.
• Second, public organizations should build organizational culture, in which employ-
ees can have better ties with others. Closer relationships among employees may
result in more social support at work. As the results of this study indicate, employ-
ees job satisfaction may improve if they have support from supervisor or coworker.
Cooperative organizational culture and supervisor’s attention to employees will be
effective in enhancing job satisfaction.
• Last, I recommend that public sector organizations pay greater attention to counter-
measure of job stress. With pervasive reforms and changes in public organization,
job stress among employees is getting worse (Korunka et al., 2003). In spite of
numerous observations that public organizations have high levels of job stress that
exert major influences on organizational outcomes, little has been known about
how to deal with employees job stress. Public organizations should embrace recent
studies calling for attention to job stress and cope with employeesjob stress actively.
They should explore a variety of coping resources and find the best one suited for
public sector organization
U. Syed Aktharsha and H. Anisa stated that, Job satisfaction factors such as pay
comparison with other hospitals, inter-professional collaboration with doctors, attitude
of co-staff, participation in policy decision, independent thought and action and encour-
agement from supervisor significantly increases over all job satisfaction where as other
factors related to job satisfaction such as pay comparison within the hospital and welfare
facilities erodes the job satisfaction level of nurses.
Tseng; 2010, studied job stress and job satisfaction in primary school teachers of
Kasung city and has found that job stress in teachers of primary school is at a medium
level and also job satisfaction in the teacher of primary school of Kasung city is also at
medium level and mental adaptation of them is higher than satisfaction. This study
shoe that among the teachers of primary schools of Kasung city there is a correlation
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between job stress and job satisfaction and generally there is a close relationship between
interpersonal Communication and job satisfaction.
But according to Ehsan et al; 2009, he was having a different view point, he studied
job stress and job satisfaction among academic committee in Malaysia and have found
that there is a negative and significant relationship between job satisfaction and job
stress. Yeh (2009) studied the relationship between job stress, job commitment and job
satisfaction among nurses and has found that job stress has a significant relationship
with job commitment and that this relationship is negative. Also a positive relationship
has been observed between job commitment and job satisfaction.
David H Peters, Subrata Chakraborty, Prasanta Mahapatra, and Laura Steinhardt;
2010, they have found some common areas of health worker motivation that should be
considered by managers and policy makers,particularly the importance of non-financial
motivators such as working environment and skill development opportunities.But man-
agers also need to focus on the importance of locally assessing conditions and managing
incentives to ensure health workers are motivated in their work.
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CHAPTER: 3
R E S E A R C H Q U E S T I O NS
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CHAPTER
3
RESEARCH QUESTIONS
Key words : Job stress, Job satisfaction, Southindian healthcare, Workload, Employees
3.1 Research Questions
• What all factors which leads to Job stress and which in turn diminishes Job satisfaction?
• What are those unique factors which causes job stress in each south Indian state?
• What are the attitude and perception of the employees towards Job stress and Job satisfac-
tion?
3.2 Qualitative Questions
• How you see that job stress affect your job satisfaction level?
• Do you think job stress will affect the whole carrier of an employee?
• While having a stressful situation during workdays, what all factors that will boost up the
stress again?
• When you felt that you under stress, what kind of an impact it created on your job satisfac-
tion i.e.; does that caused you negatively or positively?
• If you undergone stress, anyway you have found out some ways to overcome it, what are
those steps that you have taken to overcome it and enhanced job satisfaction?
• While undergoing through stress and low satisfaction, does that affect your family life?
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CHAPTER: 4
M E T H O D O L O G Y
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CHAPTER
4
METHODOLOGY
D
escriptive Research method is used in this study because it includes surveys, inter-
views, facts, and ﬁndings, enquire of different kind. The main purpose of this study is
to ﬁnd description of the state of affairs as it exists at present. The researchers can only
report that has happened, and what is happening.
The sample technique adopted for the study is Non Probability Simple Random Sampling
method.
4.1 Data Collection
4.1.1 Primary Data
The primary source of data that have been collected through internship conducted 10 months
back and other primary data collection conducted through interviews; face to face, Telephonic
and other social media platforms.
4.1.2 Secondary Data
The solid foundation of the study which lies in the primary source, to making it’s even stronger
several other literature also referred with respect to the key words used in the study.
4.1.3 Sample
1. Interview : 8 people who are working as well as associated with Southindian Healthcare.
2. Questionnaire : 200 employees from Apollo Hospitals and 50 others.
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CHAPTER: 5
A N A LY S I S A N D I N T E R P R E TAT I ON
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CHAPTER
5
ANALYSIS AND INTERPRETATION
5.1 Interview
P
eople will not share much information through questionnaires survey, they can
open their mind with out any boundaries, this can be only done through interview
with qualitative questionnaire. Here we can see that people from different culture
having worked with other people from different culture as well as demographics.
1. DR. Sethu Sadananadan: MBBS, MDRD
Working as a radiologist in Metro Scans and Laboratory, Karunagapally. Sethu have
undergone enormous experience as well as stress in 6 years of professional career.
Except Andhra and Telengana he worked in other southindian states. According
to sethu stress is having much impact in satisfaction. He undergone stress when
he was working with Apollo hospitals, because of the unexperienced candidate the
work which was not going smoothly and once a recheck that happened in his work
by one of the superior and he found out some error, this happened for more than
4-5 times he was scolded in front of the juniors and other superiors. This made him
to get stressed and it was having a negative impact. He overcome it by giving the
work to an experienced people within the department and engaging into Yoga and
Gymnasium. According to him "JOB is JOB and Home is Home" do not take your
job to your home or to our family it won’t sync, it can only create problem, it is a
booster to job stress. As a doctor sethu have his own strategy in coping up with
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CHAPTER 5. ANALYSIS AND INTERPRETATION
stress and enhance satisfaction; Always keep a good smile, Listen to Music, Read
books, Hang out individually or with Friends.
2. MR. Sreeshan: Ex-Military, Food and Beverages Manager
A miidle aged middle men working with prominent private hospital in kochin. The
first time he feel stress when he joined in military at his early age of 20’s, self
confidence was not their that ultimately resulted in stress. Second time he got
stress when he shift from military to helathcare, according to him, " Life started
again ". It was very difficult for him moving from one sector to other he have taken
3-5 months to sync with the transformation. Stress not effect his satisfaction level
but also performance. He worked their for an overall 1 year which again he shifted
to another hospital which he is currently working for the past eight year. According
to him peers or co workers which plays a vital role in doing a job, in the first
company their was a negative impact, but in the new company it’ s all good. The
salary also is fine as compared with other one. Like sethu he also states that do
not bring job related issues into your family, it will effect your whole family.Some
of his suggestion to overcome stress and enhance job satisfaction is having good
relationship with peers and top authority, make people to feel free to share their
view points and ideas.
" Threatening people to do a job will not work, only making them understand or
communicating the situation will work "
3. DR. Gopalakrishnan: MBBS, MD Ayurveda
A different doctor with different way of engaging with his patients, unlike oth-
ers won’t give much medicines but the words that he spoke is so powerful than
medicines. Working as an ayurvedic doctor for the past 45 years, in this span of
time he had undergone stress several times but he is pretty much satisfied with the
job that he is presently doing which his family is doing generation after generation.
The first time he undergone stress was started his own consulting, for the past
6-8 months not much patients, he thought that he have taken a wrong decision,
thinking about this his daily routine got distracted, soon after some days he came
to know that patients started coming by the "word of mouth". What he is telling
is if things are going like that I will changed from ayurvedic to allopathy. During
that it have effected his family life, at that time his child was born, he stopped
talking much. According to him through the interview which last for about one and
a half hours, came to know that he is so free in talking with his patients, he will
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5.1. INTERVIEW
ask a whole lot of thing from our ancestors to till now and also he won’t give much
medicines, that made him different from others, and that made him to withstand
in this competitive field and doing the job with atmost satisfaction.
4. MS. Sangeetha Devota: Bsc, MBA, Management Trainee
Sangeetha having a good vocabulary made her to work with a leading BPO in
chennai, but the night shift stressed her a lot. Having a 2 years of experience
she resigned from the job in search for a job where she looks for minimal stress
and satisfaction so she joined with leading hospital in chennai. She started as a
management trainee, for about 8 months she was still the management trainee and
she haven’t got any increase in the salary which made her stress and frustration
against the management, she have worked for extra time that haven’t get paid.
She have worked under an executive manager who resigned after four months
of her joining. She don’t know whom to be informed after thinking a lot for more
than one month she have written her resignation letter, hearing this one of the
executive enquired her she have discussed all things that got happened till date.
As hearing all, he told sangeetha to withdraw the resignation and do the job and
promised her no other problems will occur. According to her, it also reflected in her
family life. what she is telling is "If you have any problem with your professional
life, discuss it with the right person whom you think you will get a solution, don’t go
for blabbering things with the other fellow beings."
5. MR. Rajshekaran: Pre-Degree
Rajshekar started up with telling that "I don’t feel stress in my carrer", interview
ended up with lot issues that he was undergoing whom he wasn’t aware. He
was working as a "All-in-all" for a private hospital with in a small street with
in kayamkulam. He was working their for 8 years with an indecent salary with
out much hike, he have worked their in all department still he haven’t given any
promotion, he thought of moving out that also won’t work because he dosen’t have
much qualification and knowledge and also he will force to start his carrier again.
Now, he is a father of two children, still now he haven’t paid much, after the
interview by sharing some information he came in to statement to quit the job and
find a job with in the same industry, where his want will get satisfied, the other
problem which he was currently facing is he is delegated under so many people, so
it was very difficult for him to complete a work.
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6. DR. Krishnakumar: MBBS
Born and bought up in Andhra, started his carrier in kerala in a well known private
hospital. According to him, language problem that made him stressed unable to
capture what was the actual problem of the patients, taken about eight months to
study basics of local language, came out of this by getting the help from the other
staffs with in the hospital. Even though it affected his life, it haven’t got any affect
to his family because they are staying in Andhra, in that period he haven’t gone
to his native place. Now this is his 8th year in the same hospital. Next factor that
got stressed him up is duty in midnight to till morning, that he haven’t undergone.
From that also he have taken some time to overcome. According to him where ever
we are working create our own environment with the others who are working with
us, be calm and alert. During late hour duty he used to sleep even after continuous
consulting, getting good sleep can reduce much tension.
7. MS. Manju Chandran: Owner of well known scanning centre
A typical Indian women who is running her own scanning centre that have been
started by her husband who died 9 years back, from that day onwards she is the
owner ,"it’s a hard time for me without him, my family members ask me to sell the
shop to some one, but it was his dream so, I didn’t give up". Late Mr. Chandran
who was a doctor, so ﬁrstly that affected our scanning centre, only 3 employees
were their, but now things got changed having more than 8 regular employees and
3 professional doctors and having tie up with other 20 plus doctors. Yes it affected
her family life as an owner of the shop, She couldn’t able to look after her children
for about 4-6 months. If she have given up things would be different, Now her
daughter is also a doctor who is also helping her in the long run of the scanning
centre.
8. MR. X: Purachasing Manager of a well known pharmaceutical
The interviewee who don’t want to disclose his name so the name is given as X, he
likes to share a real life experience , when he working with one of the pharmaceuti-
cal, his job was to get the required item needed to produce medicines, his company
came in to a business with other company which used to sell a required medicine
which the company got it from other - which was highly priced, so he got a mail
telling that we are going to stop with so and so company and further decision will
be updated soon. He have seen that mail when he was about to come home, he
thought of doing it for next day because his son who was sick and got hospitalized
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5.1. INTERVIEW
so in a hurry he went their, but he forget after 3-4 days he got a mail stating that
we have shipped items it will reach their by so and so date. He have called them
telling that we don’t need any more product, he sent a detailed report about the
current scenario of the company, but they never convinced, he don’t know what to
do, he discussed with this to his colleague and wife both of them advised him to
meet up with the other company people, so have taken a 5 days leave went abroad
meet up with the MD of that company and they have discussed for about 1-2 days
at last some how he convinced them, otherwise he want to spend around 25 lakhs.
That was a hard time for him he totally stressed up with the support of his family
members and colleagues he got rid of this.
Throughout the interview we can see people from different demography sharing a
lot of experience which we have never heard of. People are oftenly get stressed and
they are recovering from their bad situation and also sharing their own strategies
to overcome this job stress and enhance job satisfaction.
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By classification and tabulation the unwieldy data can be considered in too few manageable
and purposeful groups and TABLEs so that further analysis and interpretation becomes simple.
Analysis of data means critical examination of data for studying the characteristics of object
under study for determining the pattern of relationship among the variables relating to it using
both quantitative and qualitative methods. An interpretation is the outcome of the analysis in
terms of suggestion.
Tabulation
Tabulation means a systematic presentation of numerical data in columns and rows in accordance
with some salient features or characteristics.
Percentage Analysis
Percentage analysis is used to find out the percentage of respondents from the total number of
respondents, responded to each question.
Percentage =
𝑵𝒐:𝒐𝒇 𝒓𝒆𝒔𝒑𝒐𝒏𝒅𝒆𝒏𝒕𝒔
𝑻𝒐𝒕𝒂𝒍 𝒏𝒐:𝒐𝒇 𝒓𝒆𝒔𝒑𝒐𝒏𝒅𝒆𝒏𝒕𝒔
x 100
Diagrams: Diagrams are the pictorial representation of collected data. Pie diagrams are used for
the study
Pie chart: A pie chart shows percentage values as a slice of a pie. It is a circular chart in which
the circle is divided into sectors. Each sector visually represents an item in a data set to match
the amount of the item as a percentage or fraction of the total data set.
5.2 Questionnaire Survey
5.2. QUESTIONNAIRE SURVEY
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TABLE 5.1
CLASSIFICATION OF RESPONDENTS BASED ON STRESSFUL SITUATION
Opinion No. of Respondents Percentage (%)
Very Often 46 18.4%
Often 74 29.6%
Sometimes 79 31.6%
Rarely 51 20.4%
Total 250 100%
Figure: 5.1 shows the employees Stressful situation while working
INFERENCE
From the figure it can be found out that 29.6% are telling that they are often get stressed,
31.60% are sometimes got stressed, 20.4% have stressed rarely and 18.4% are very often got
stressed
18.40%
29.60%
31.60%
20.40%
CLASSIFICATION OF RESPONDENTS
BASED ON STRESSFUL SITUATION
Very Often Often Sometimes Rarely
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TABLE 5.2
CLASSIFICATION OF RESPONDENTS BASED ON BALANCE BETWEEN
WORK–FAMILY LIFE
Completely 48 19.2%
To a certain Extent 98 39.2%
To a satisfactory level 63 25.2%
Not all 41 16.4%
Total 250 100%
Figure: 5.2 shows the employees maintaining balance between Work and Family life
INFERENCE
From the figure it is clear that to a certain extent 39.2% employees are having a nice balance
between work and family life. Only 16.4% are telling that there is no balance between work
and family life
19.20%
39.20%
25.20%
16.40%
CLASSIFICATION OF RESPONDENTS BASED
ON BALANCE BETWEEN WORK–FAMILY LIFE
Completely To a certain Extent To a satisfactory level Not all
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TABLE: 5.3
CLASSIFICATION OF RESPONDENTS BASED HANDLING STRESS SITUATION
Opinion No of Employees Percentage (%)
Completely 45 18%
To a certain Extent 103 41.2%
To a satisfactory level 64 25.6%
Not all 38 15.2%
Total 250 100%
Figure: 5.3 show the opinion about Management handling stress situation
INFERENCE
To a certain Extent about 41.2% employees stress are handled by management, 15.2% are
saying not at all. 25.6% stress is managed to a satisfactory level and 15.2% employees stress is
completely handled.
18.00%
41.20%
25.60%
15.20%
ON MANAGEMENT HANDLING STRESS
SITUATION
Completely To a certain Extent To a satisfactory level Not all
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TABLE 5.4
CLASSIFICATION OF RESPONDENTS BASED ON RELATIONSHIP BETWEEN
PEERS AND SUPERVISORS
Yes 109 43.6%
No 141 56.4%
Total 250 100%
Figure: 5.4 show the Relationship between peers and supervisors
INFERENCE
From the figure we can conclude that 56.4% of the employees are not satisfied with their peers
and supervisors and 43.6% are satisfied with peers and supervisors
43.60%
56.40%
BASED ON RELATIONSHIP BETWEEN
PEERS AND SUPERVISORS
Yes No
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TABLE: 5.5
CLASSIFICATION OF RESPONDENTS BASED ON FACTORS LEAD TO
UNHEALTHY RELATIONSHIP
Back Stabbing 48 19.2%
Gossip / Rumors 82 32.8%
Partiality 64 25.6%
Refusal 56 22.4%
Total 250 100%
Figure: 5.5 show the Factors lead to unhealthy relationship
INFERENCE
32.8% employees are stating that gossip & rumors can ruined their job, 25.6% are for partiality,
22.4% are for refusal and 19.2% are for backstabbing.
19.20%
32.80%25.60%
22.40%
ON FACTORS LEAD TO UNHEALTHY
RELATIONSHIP
Back Stabbing Gossip / Rumors Partiality Refusal
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TABLE 5.6
CLASSIFICATION OF RESPONDENTS BASED ON PAY STRUCTURE
Yes 134 53.6%
No 116 46.4%
Total 250 100%
Figure: 5.6 show the opinion about Pay structure compared with competing firms
INFERENCE
From the figure we can conclude that pay structure existing in most of the hospital is good as
53.6% telling it as yes and only 46.4% are against.
53.60%
46.40%
BASED ON PAY STRUCTURE
Yes No
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TABLE 5.7
CLASSIFICATION OF RESPONDENTS BASED ON MONTHLY SALARY
Rs 5,000 - 10,000 25 10%
Rs 10,000 - 20,000 113 45.2%
Rs 20,000 - 50,000 Rs 79 31.6%
Above Rs 50,000 34 13.6%
Total 250 100%
Figure: 5.7 Monthly Salary
INFERENCE
Majority about 45.2% employees having a salary at the range of 10,000 – 20,000 and only 10%
having the least salary ranging 5,000 - 10,000.
10%
45.20%
31.60%
13.60%
BASED ON MONTHLY SALARY
Rs 5,000 - 10,000 Rs 10,000 - 20,000 Rs 20,000 - 50,000 Rs Above Rs 50,000
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TABLE 5.8
CLASSIFICATION OF RESPONDENTS BASED ON EXPERIENCE
Less than 1 Yr 23 9.2%
1-2 Yrs 75 30%
2-3 Yrs 81 32.4%
Above 3 Yrs 71 28.4%
Total 250 100%
Figure: 5.8 Experience
INFERENCE
Only 9.2% employees having experience for less than 1 year. 32.4% are having experience
between 2 – 3 years and 28.4% are coming under above 3 year.
9.20%
30%
32.40%
28.40%
ON EXPERIENCE
Less than 1 Yr 1-2 Yrs 2-3 Yrs Above 3 Yrs
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CHAPTER: 6
C O N C L U S I O N
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CHAPTER
6
CONCLUSION
S
tress which is a factor that is spreading like a "cancer" in many industries
and through the survey and interview it’s clear that many employees are highly
Stressed, the management is not effective in handling employees stress situation
and their satisfaction level is declining day by day. The retention rate in Kerala’s Hospi-
tals are predominantly high when compared with similar hospitals in other states.
If the employees are treated well and each employee is delegated with respective work it
can reduce stress and later it will enhance job satisfaction which will in turn increase
the productivity and employee turnover.
Organization must begin to manage people at work differently, treating them with
respect and valuing their contribution. If we enhance the psychological wellbeing and
health of the employees, in the coming future the organization would make revenue as
well as employee retention. Because it is said that,
A healthy Employee is a Productive Employee
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R E F E R E N C E S
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REFERENCES
R
REFERENCES
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13. Harish Shukla, ., and Rachita Garg , . (2013). A Study on Stress Management
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17. Irfana Baba, . (2012). Workplace Stress among Doctors in Government Hospitals:
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30
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27. Muttie ur Rehman, ., Rabbia Irum, ., Namra Tahi, ., Zara Ijaz, ., Uzma Noor, ., and
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30. Ommen, O., Driller E., Kohler T., Kowalski C., Ernstmann N., Neumann M., Steffen
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31. Shubhendu S. Shukla, ., Amrit Pal Singh, ., Ashutosh Mishara, ., and Swati Tiwari,
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Take Control of Your Life. International Journal of Business and Management
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33. Swarnalatha , D.C., and Sureshkrishna , M.G. (2014). A Study on Job Stress,
Job Performance, and Employee Job Satisfaction among Female Employees of
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36. Xuan Tran, B., Van Minh , H., and Duc Hinh, N. (2013). Factors associated with
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Thank you for your participation in the survey.
I am Akshay V Kumar 2nd
Year MBA student of AMRITA SCHOOL OF BUSINESS currently
doing my dissertation work on the topic "A STUDY ON THE IMPACT OF JOB STRESS
ON JOB SATISFACTION FOR EMPLOYEES IN THE SOUTHINDIAN
HEALTHCARE SECTOR”
The aim of the study is to investigate the impact of job stress on job satisfaction of employees
and also find out the drivers for the job stress, which contribute to create job stress which
ultimately negatively affect job satisfaction of people working in the four Southindian states.
The questionnaire comprised of 17 questions. PLEASE ANSWER ALL OF THEM. It will take
you approximately 5 minutes to complete the questionnaire. The following questionnaire is
administered by me as a part of my study requirements. You are ensured anonymity and your
participation is completely voluntary. Kindly co-operate with me.
Akshay V Kumar
May 2015
1. Have you encountered any stressful situation while working?
Very often Often Sometimes Rarely
2. Do you maintain a good balance between worklife and family life?
Completely To a certain extent To a satisfactory level Not at all
3. Please indicate whether total workload has changed during last three years?
Workload has decreased Remained the Same Workload increased
4. Are you working in a shift basis?
Yes No
a. If so, what kind of shift do you have?
Hour Shift Day Shift Weekly Shift Monthly Shift
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5. To what level the management is effective in handling your stress situation?
6. Does top management make its employee’s works for longer hours than the scheduled time ?
Yes No
7. Do you feel secured, working with a reputed brand like your hospital?
Strongly Agree Agree Neutral
Disagree Strongly Disagree
8. Does the diversified work culture in your hospital, have any impact in your job?
9. Are you able to maintain a healthy relationship between your peers and supervisors?
Yes No
a. If no, what all factors lead that unhealthy relationship?
Backstabbing Gossip/ Rumours Partiality Refusal
10. Does your job require continuous and rapid physical work?
Never Occasionally Sometimes
Often Regularly
11. Do you feel that you are having a heavy workload one that, you can’t finish during an ordinary
workdays?
Never Occasionally Sometimes
Often Regularly
12. When working with your hospital, have you ever felt that you are not qualified to handle the job
that is assigned to you?
Strongly Agree Agree Neutral
Disagree Strongly Disagree
13. Do you think the pay structure existing in your hospital is attractive when compared with similar
industries ?
Yes No
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14. Are you satisfied with the recognition for your contribution?
Highly Dissatisfied Dissatisfied Neutral
Satisfied Highly Satisfied
15. Do you think promotion is an effective method for job satisfaction?
Strongly Disagree Disagree Neutral
Agree Strongly Agree
16. Are you satisfied with the organizational climate prevailing with your job?
Highly Dissatisfied Dissatisfied Neutral
Satisfied Highly Satisfied
17.
a. Age: 19-24 25-30 31-35
36-40 41 And Above
b. Gender:
Male Female
c. Marital Status :
Single Married
d. Monthly Salary:
5,000 – 10,000 10,000 - 20,000 20,000 -50,000 Above 50,000
e. Native place:
f. Educational qualification:
g. Department:
h. Designation:
i. Experience: Less than 1 yr 1-2 yrs 2-3 yrs Above 3 yrs
Thank you again for your participation
Any and all comments regarding this survey are welcome
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Thesis : A study on the impact of job stress on job satisfaction for employees in the southindian healthcare sector

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Thesis : A study on the impact of job stress on job satisfaction for employees in the southindian healthcare sector