A study on organizational stress in ITES employees working in MNC companies of Tamilnadu

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The results indicated that the majority of employees belong to the age group of 20-25years. The result also showed that about two-third of ITES employees belong to the monthly income group of Rs 10000- 15000 and the majority of ITES employees are single.

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International Journal of Management (IJM) Volume 8, Issue 5, Sep–Oct 2017, pp. 93–100, Article ID: IJM_08_05_010 Available online at http://www.iaeme.com/ijm/issues.asp?JType=IJM&VType=8&IType=5 Journal Impact Factor (2016): 8.1920 (Calculated by GISI) www.jifactor.com ISSN Print: 0976-6502 and ISSN Online: 0976-6510 © IAEME Publication A STUDY ON ORGANIZATIONAL STRESS IN ITES EMPLOYEES WORKING IN MNC COMPANIES OF TAMILNADU D Shyamala Research Scholar Department of Management Studies, Periyar Maniammai University, Tamilnadu, India Dr. K.V.R. Rajandran Associate Professor Department of Management Studies, Periyar Maniammai University, Tamilnadu, India ABSTRACT Organizational stress and organization well being have become issues of excessive concern over the last span of decade, both Internationally and Nationally. Given the value of work in this society, the amount of time consumed by people at work and the current changes that are affecting the nature of work, it is not surprising that work stress appears to be increasing. There is collective evidence that physical health too, is adversely affected by repetitive work and dehumanizing environment such as the stepped assembly line. Stress can arise from separation or from conflict. In the latter case, it can curtail from conflict with peers, from harassment or discrimination. Sampling size was taken within ITES MNC companies in Tamilnadu. The data and information was collected from 178 ITES employees through a pilot study. Simple random technique was administrated. As to collect the data from the sample population a structured questionnaire was used. The results indicated that the majority of employees belong to the age group of 20-25years. The result also showed that about two-third of ITES employees belong to the monthly income group of Rs 10000- 15000 and the majority of ITES employees are single. One-third of ITES Employees have the total experience of 1-2 years. The factors influencing the stress were Inadequate Salary, Over Time, Time Pressure, Work Load, Insufficient holidays, Night Shift Key words: MNC Companies, Stress, MNC employees, Tamilnadu, Regression, Frequency and Percentage Analysis, ANOVA. Cite this Article: D Shyamala and Dr. K.V.R. Rajandran, A Study on Organizational Stress in ITES Employees Working in MNC Companies of Tamilnadu. International Journal of Management, 8 (5), 2017, pp. 93–100. http://www.iaeme.com/IJM/issues.asp?JType=IJM&VType=8&IType=5 http://www.iaeme.com/IJM/index.asp 93 editor@iaeme.com
D Shyamala and Dr. K.V.R. Rajandran 1. INTRODUCTION Everyone has to go through stress epidemic regardless of age. The stress is inside everybody but the individual knows how to a control it. Stress did not only conquer human being even animals go through stress as well. According to Brain researcher Bruce [McEwen,2002; McEwen &Wingfield 2010] mentioned that it is both a stimulus and a response of a person that contributes the stress. Human being is a species who has learned how to control the stress or overcome it by doing activities that reduce the stress level.Selye’s first definition of stress was “nonspecificneuron endocrine response” of body (Selye 1936,1956,1971,1974,1976) cited in Sandor, Yvette, and Arpad 2012) Managing the stress in human being would be difficult task. Scientist has carried out experimental studies and shown numerous ways to control stress. Stress can also do a positive attitude change in a person when a person undergoes a stress. Eustress stimulates the systems of the body to function at peak levels. This can even be the case for the kind of growth that can take place for some people after a crisis or trauma (Orloff, 2009). The person do better when stress occurs, butat the same time, if the stress has a negative effect then the result would be reverse action. Mathews, Zeidner, and Robert(2006), added on that a person ability to read and respond sensitively to interpersonal situations and to manage feelings effectively which shows the person ability to manage the stress. This action allows a person not only to deal with internal stress but alsoto prevent conflict with others. Kottler and David(2011)The rapid changes to the nature of work, together with definitional changes in the legislation, have paved the way for an alarming rise in claims that are associated with chronic stress in the workplace. In yester years, stress claims are mostly associated with the experience of a traumatic and/or life threatening event, such as violence, injury or a critical incident of some kind. Sivasubramaniam and Rajandran (2017) mentioned that family contributions do help the person to overcome the stress which assists the person to overcome the stress by sharing their grievances. In recent years, however, the number of claims has been steadily increasing and the reported cause for these claims has moved away from traumatic stress to chronic conditions. This type of stress creates enormous costs, both financially and in to human-terms, although the costs are difficult to quantify as a result of misleading statistics, unreported instances, staff turnover and inconsistent recording. A great deal of work has been done to elucidate the connection of specific job conditions to physical and/or mental health. The poor mental health was directly related to unpleasant work conditions such as the necessity to work fast, the exertion of great physical effort and inconvenient working hours. There is an alarm of increasing evidence that physical health too, is adversely affected by repetitive work and dehumanizing environment such as the paced assembly line. Stress can arise from isolation or from conflict. In the latter case, it can stem from rejection by co-workers, or from perceived discrimination. Contact with the public can also create stress, especially when it involves prejudice, hostility, or physical danger. With this background, the present paper was attempted to identify the factors affecting the stress and influence of stress indicators on levels of organizational stress among the women employees in ITES MNC Companies in Tamilnadu 1.1. Scope of Study Every employee responds to stress in a different way, it only by understands the nature of individual responses that will be useful for fighting stress oneself and others. Reduction or elimination of stress is necessary for psychological and physical wellbeing of an individual. The present study will be helpful to extend certain suggestions incorporating the impact of role stress assessed from the employees and the influence of the stress dimensions of roleset and space on the same that will enable in throwing upon a diagnostic review on the current organizational systems and scope for improvements and growth in several areas, that will http://www.iaeme.com/IJM/index.asp 94 editor@iaeme.com
A Study on Organizational Stress in ITES Employees Working in MNC Companies of Tamilnadu facilitate in employees growth and development and overall increase in employee involvement in organizational activities. 2. REVIEW OF LITERATURE Sangeeta and Nidhi(2013) analyzed on Interrelationships between stress due to Inadequate Salary and Rewards in Indian army officers. The research carried out among Indian army officer. The sampling size was 50. The researcher used 5point likert Scale Questionnaire for primary data collection and used T-Test and Correlation. The researcher found there is a relationship between the dimensions of marital discord, inadequate salary and rewards were connected the level of stress rises because of inadequate Salary and rewards, marital discord also increases. Indian army personnel are dissatisfied with their salary and promotion policies. Darshani (2014) analyzed on Personality Types and Locus of control as moderators of stress Conflict management. The researcher reveals these strategies can be either problem focused on emotional focused Taking decisions are sudden and unexpected. It determines by Personality and the Locus of control simultaneously Practice makes everyone better. Sanjeev and Bhukar(2013) done a research on stress level and coping strategies of college students. The research carried out among Professional students. The sampling size was 60. The researcher used two-way ANOVA. The researcher revealed the girls had higher level of stress than boys as the girls have more challenges to follow Indian Orthodox customs, prevailing in the society. Stress affects the brain with its many nerve connections; the rest of the body feels the impact as well. Abdul.et.al (2014) had done research on Job stress and Job Satisfaction among healthcare professionals. The research carried out among healthcare professionals. The Sampling size was 620 and used Simple Random Sampling Technique, Linear regression analysis, Pearson Correlation test. The researcher reveals the current workplace environment could increase the risk of stress among health care professionals. However the satisfaction rate was high and not negatively associated with low stress levels. Sameera, Shaik and Firoz (2016) had done a research on stress management among the BPO employees in Chennai city. The research was carried among Nationalized BPO employees in Chennai. The sampling size was 100.The researchers used Percentage analysis and MS Excel. The researchers found a large number of the employees fear with the fact that lack quality in their work puts stress on them. It is found that maximum number of employees in BPO remains in stress. More than half of the employees feel that they are overloaded with work. Maximum employees feel tensed due to their non-achievement of target work. Half of the employees accepted that there is fight among the employees. It is a concern for top management. Feel that plans used by BPO Firms to manage stress of employees are effective. Majority of the employees try to find solution to relieve them from stress. Average of the employees practice YOGA or other ways to relieve them from stress, majority of the employees balance in their social life. Direction and counseling, Quality awareness Psychological funding should be provided to the employees. Akbar.et.al (2005) experimented on shift work as an oxidative stressor. The researcher carried out among oxidative stress. The sampling size was 220 male at age of 36 to 57 yrs. The researcher revealed shift work can act as an oxidative stressor. A special dietary regimen including antioxidant agents such as vitamins may be beneficial to shift workers. Gelles (1980) analyzed on violence in the family and social issues. The researcher revealed about family violence became increasingly visible and family issue in the decade of http://www.iaeme.com/IJM/index.asp 95 editor@iaeme.com
D Shyamala and Dr. K.V.R. Rajandran the seventies. There has been major growth of knowledge in the seventies in this field. Formerly conventional wisdom and myths prevailed now there are empirical data and tested Propositions. Data exists on many more aspects of family violence than existed 10 years ago. Ulas.et.al (2012) analyzed on effect of day and night shift due to oxidative stress and anxiety symptoms of the nurses. The researchers carried out among nurses. The Sampling size was 120. The researchers used Independent Sample T-Test, Paired T-Test. The researcher found Long term influences of oxidative Stress on the health of nurses because of oxidative has been implicated in the Patho Physiology of a large number of diseases. 24 hours parameters which have been analyzed in the present study might represent chronobiological characteristic of nurses. 3. STATEMENT OF PROBLEM Today the vast majority of the representatives are encountering worry at work. Adjusting of work and life ended up plainly troublesome for each representative in any area. An ever increasing number of representatives are turning towards Stress Management to handle push issues. Stress Management can empower representatives to enhance their own reaction to push and empower the association to diminish working environment stressors. The present issue is to examine the stress among ITES Employees in Tamilnadu 4. RESEARCH METHODOLOGY 4.1. Objective of the Study The general objective of the present study was understand the factors influencing organizational stress among ITES employees in Trichy city To examine thefactors contributing stress among ITES employees. 4.2. Hypotheses of the Study H0 – There is no significant relationship between inadequate salary and ITES Employees H0 – There is no significant relationship between Overtime and ITES Employees H0 – There is no significant relationship between Time Pressure and ITES Employees H0 – There is no significant relationship between Work Load and ITES Employees H0 – There is no significant relationship between insufficient holiday and ITES Employees H0 – There is no significant relationship between Night Shift and ITES Employees 4.3. Area of the Study Among the different service sectors, ITES sector in Tamilnadu is purposively selected for the present study. The ITES MNC companies in Tamilnadu are randomly selected and the ITES employees in the ITES MNC companies are also randomly selected. Thus, the sector and study area is purposively selected followed by companies and ITES employees have been selected randomly by adopting Simple random sampling techniques. The data and information is collected from ITES employees through Pilot Study, structured interview schedule by direct interview method. The data and information have been collected from 178 ITESEmployees of ITES MNC companies and pertain to the year 2016-2017. 4.4. Sources of Data Primary Data: The data and information was collected from the Primary source of ITES employees through Pilot study and Structured Interview http://www.iaeme.com/IJM/index.asp 96 editor@iaeme.com
A Study on Organizational Stress in ITES Employees Working in MNC Companies of Tamilnadu Secondary Data: The data and information was collected from Journals, research papers, research reports, conference proceedings magazines, newspapers and websites 5. DATA ANALYSIS AND STATISTICAL TECHNIQUES 5.1. Data Analysis The data analysis has been done using IBM SPSS 23 (Statistical Package for Social Sciences) 5.2. Statistical Techniques Descriptive Statistics: In order to identify the various factors which contribute towards increasing the stress level of ITES Employees in MNC Companies Multiple Regressions: In order to study the effect of factors affecting ITES Employees and its impact on stress level in ITES Employees. The functional form of multiple linear regression models is given below. The Likert five point scale (strongly agree to strongly disagree) was used to measure the stress dimensions and stress indicators. 6. RESULT AND DISCUSSION 6.1. Social background of ITES Employees Social background of ITES employees in MNC Companies is collected for the analysis purpose and details are listed in table 1. The result shows that majority of the ITES employees (75.3) are belongs and female (24.7).The majority of the ITES employees 97.8% are belongs to the age group of 20-25and 2.2% are belongs to 25 -30.The majority (96.1%) of the ITES employees have completed their UG followed by PG of 2.2 % and Diploma 1.7%.The 96.1% of ITES employees are having the experience of below 5 years and 5-10 years are 3.9%.The majority(98.3%) ITES employees are single and 1.7% are married .The majority(84.3%) ITES employees are 10000-15000, 5000-10000 are 14.6% and 15000 to 20000 are (1.1.%) Table 1 Social background of ITES Employees in MNC Companies Age (Fre.)Per Exp Per(Fre.) 20-25 174(97.8) Below 5yr 171(96.1) 25-30 4(2.2) 5 to 10 7(3.9) Gender Education Male 134(75.3) UG 171(96.1) Female 44(24.7) PG 4(2.2) Diploma 3(1.7) Marital Status Salary Single 175(98.3) 5000-10000 26(14.6) Married 3(1.7) 10000-15000 150(84.3) 15000-20000 2(1.1) Note: Figure in parenthesis is the Percentage 6.2. Factors Influences Stress level/ ITES Employees in MNC Companies Table 2 shows frequency and Percentage value of dependent variable namely Induces High Stress level and the independent variables such as Inadequate Salary, Over Time, Time Pressure, Work Load, Insufficient holidays, Night Shift http://www.iaeme.com/IJM/index.asp 97 editor@iaeme.com
D Shyamala and Dr. K.V.R. Rajandran Table 2 Strongly Agree Neither Disagree Strongly Factors Influences Stress Agree Agree Disagree level/ITES nor disagree Inadequate Salary 19(10.7) 109(61.2) 33(18.5) 12(6.7) 5(2.8) Over Time 20(11.2) 110(61.8) 33(18.5) 11(6.2) 4(2.2) Time Pressure 52(29.2) 88(49.4) 25(14.0) 10(5.6) 3(1.7) Work Load 26(14.6) 102(57.3) 36(20.2) 10(5.6) 4(2.2) Insufficient holidays 20(11.2) 110(61.8) 33(18.5) 11(6.2) 4(2.2) Night Shift 24(13.5) 102(57.3) 36(20.2) 11(6.2) 5(2.8) The figures in the parentheses are percentage total: primary and computed data The table No 2 shows that 61.2% of the respondents agreed and 10.7% are strongly agreed that inadequate salary has induces high stress level on ITES employees. The 61.8% of the respondents agreed and 11.2% are strongly agreed that Over Time has induces high stress level on ITES employees.49.4% of the respondents agreed and 29.2% are strongly agreed that Time Pressure has induces high stress level on ITES employees.The 57.3% of the respondents agreed and 14.6% are strongly agreed that Work Load has induces high stress level on ITES employees.61.8% of the respondents agreed and 11.2% are strongly agreed that insufficient holidays has induces high stress level on ITES employees.57.3% of the respondents agreed and 13.5% are strongly agreed that Night Shift has induces high stress level on ITES employees. 6.3. Multiple Regression Analysis In order to identify the influences of stress level impact (dependent variable) on customer service Representative of ITES MNC Companies the multiple regression analysis by linear regression carried out and results presented in table 3 Table 3:Influences of factors on stress level of ITES Employees-Multiple Regression Stress Factors Standardized t-value Sig. Coefficient (Beta) Stress level in ITES Employees Stress level increase due to Inadequate .513 3005 .003 Salary Stress level increase due to Over Time .905 7.101 .000 Stress level increase due to Time .066 1.618 .107 Pressure Stress level increase due to Work Load -527 -4.629 .000 Stress level increase due to Insufficient -899 -4.773 .000 holidays Stress level increase due to Night Shift .856 8.556 .000 Dependent Variables stress level in ITES Employees **Indicates significant at 1% level *Indicates significant at 5% level http://www.iaeme.com/IJM/index.asp 98 editor@iaeme.com
A Study on Organizational Stress in ITES Employees Working in MNC Companies of Tamilnadu 6.4. Results of Multi regression and Hypothesis H0 – There is no significant relationship between inadequate salary and ITES Employee, The result shows that B value=0.513, t=3.005 and p=0.003 which is less than 0.05, indicates that there is strong relationship between the inadequate salary and ITES employee. The null hypotheses was rejected and alternative hypotheses was accepted. H0 – There is no significant relationship between Over Time and ITES Employee, The result shows that B value=.905, t=7.101 and p=0.000 which is less than 0.05, indicates that there is strong relationship between the Over Time and ITES employee. The null hypothesis was rejected and an alternative hypothesis was accepted. H0 – There is no significant relationship between Time Pressure and ITES Employee, The result shows that B value=.066, t=1.618 and p=0.107 which is more than 0.05, indicates that there is no significant relationship between the Time Pressure and ITES employee. As such null hypotheses was accepted and alternative hypotheses was rejected H0 – There is no significant relationship between Workload and ITES Employee, The result shows that B value=0.527, t=4.629 and p=0.000 which is less than 0.05, indicates that there is strong relationship between the Work Load and ITES employee. The null hypothesis was rejected and alternative hypotheses was accepted. H0 – There is no significant relationship between insufficient holidays and ITES Employee, The result shows that B value=0.899, t=4.773 and p=0.000 which is less than 0.05, indicates that there is strong relationship between the insufficient holidays and ITES employee. The null hypotheses was rejected and alternative hypotheses was accepted. H0 – There is no significant relationship between Night Shift and ITES Employee, The result shows that B value=0.856, t=8.556 and p=0.000 which is less than 0.05, indicates that there is strong relationship between the Night Shift and ITES employee. The null hypothesis was rejected and alternative hypotheses was accepted. Linear regression analysis was done on the independent factors that induce stress level on the ITES employees. The result shows that co efficient of multiple dimensions R2=0.653 and adjusted R2=0.653 indicating that the regression model is good fit. It inferred that about 65.3% of the variation in dependent variable (stress level) explained by independent variable of stress level factors. The stress level increase due to inadequate Salary, Over time, Time Pressure, Work Load Insufficient holidays, night shift are statistically significant 1%level and these factor have predict the stress level of ITES Employees The ANOVA test was carried out to examine the stress level of ITES Employees due to Night Shift, the F-value of 62.268(p=0.000) indicates that the regression model is good fit between the stress level of ITES Employees and its independent variables. Hence, we reject null hypothesis (H0), and accepted the alternative hypothesis. Except of the factor ”Time Pressure” did not affect the stress level of ITES employee 7. CONCLUSIONS The objective that was set for this research has shown that the stress factors Inadequate Salary, Over Time, Time Pressure, Work Load, Insufficient holidays, Night Shift were influencing the ITES Employees. The Study has also shown that the Time Pressure towards not affecting the ITES Employees http://www.iaeme.com/IJM/index.asp 99 editor@iaeme.com
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