B Y : B A R AT H L E N I N
3RD BSC PSYCHOLOGY
U N D E R T H E G U I D A N C E : FAT H I M A N A S M I YA
DEFINITION OF VARIABLES
OCCUPATIONAL
STRESS
Occupational stress, also known as work-related stress, is a type of
psychological and emotional strain that results from the demands,
pressures, and challenges individuals experience in their workplace. It
occurs when there is a perceived imbalance between the demands of a
job and an individual's ability to cope with those demands.
JOB SATISFACTION
Job satisfaction refers to an individual's overall contentment,
fulfillment, and positive emotional state resulting from their
experiences, feelings, and perceptions related to their job or work. It
reflects how well an employee's expectations, needs, and desires align
with their actual work conditions and the broader work environment.
1. Ahsan in 2009 conducted a study to uncover the
relationship between occupational stress and job satisfaction
of employees. The data were collected from academicans
form a university in Kang valley. The sample size was 203. The
research was conducted to find relationship of variable job
variables, like job stress, workload pressure, role ambiguity,
homework pressure and performance pressure ,with job
stress. It was then resulted that those variables had a
significant relationship.
2.Williams in 2015 conducted a study to investigate the
relationship between occupational stress and job
satisfaction. This research was conducted by collecting
data from osteopathic physicians working in the USA.
The sample size were 1735. The result of the study
shows that there is a negativity significant relationship
between both the variables, and it was clear that every
employees had aa stress which is not affected by the
job satisfaction
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Research
Participants:
Instruments:
Traffic and investigation police
officers
Total Sample size : 80
• Occupational stress
index
• Index of job satisfaction
• Authors : Srivastava & Singh
• The scale was administered to assess the level of occupational
stress
• RELIABILITY : Coefficient alpha values ranged from. 59to.76
for responsibility pressure, and from. 56to.76 for job vs. Nonjob conflict. Alpha for quality concerns was. 72.Alpha was. 70
for role conflict. 73 for workload stress .
• VALIDITY: Occupational stress was correlated negatively with
social support at work, internal locus of control and job
satisfaction. Stress was correlated positively with role
ambiguity, role conflict and personal discrimination. The five
stress dimensions inter correlated positively. The five
dimensions all correlated positively with employee Type A
personality. Workload, quality concers, and job vs non-job
conflict alll correlated negatively
• SCORING :
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Role overloaded
Role ambiguity
Role conflict
Unreasonable group and political pressure
Responsibility for persons
Under participation
Powerlessness
Peer group relations
Intrinsic impoverishment
Low status
Strenuous working condition
Un profitability
Total
01,13,25,34,44,46
02,14*, 26,37
03,15*, 27,38*, 45
04, 16,28,39
05, 17,29
06*, 18*, 30*,
40*
07*, 19*, 31*
08*, 20,32*, 41*
09,21*, 33*, 42
10*, 22*, 34
12, 24,35,43*
11, 23
46
*False keyed
items
The true keyed items were rated as 5 for strongly agree,4 for a agree, 3 for undecided, 2for disagree
and 1 for strongly disagree while the false keyed items were rated as reversed
• Authors: Cathy King Pike & Walter W. Hudson
• The IJS is a 25 item instrument designed to provide information about job
satisfaction among employees.
• RELIABILITY : The IJS has excellent internal consistency with an alpha of.
9.4. The IJS also has a good,low SEM of 3.46. The data on stability were not
available
• VALIDITY: The IJS has been investigated with regard to content, construct,
and factorial validity. It nearly always validity coefficient of. 60 or greater
• SCORING: Like most WALKER assessment scale instruments the IJS is scored
by first reverse scoring item listed at the bottom of the instrument,
summing these and the remaining scores, subtracting the number of
completed items, multiplying this figures by 100,and dividing by the
number of items completed times 6. This will produce a range from 0
RELIABILITY higher indicating greater magnitude or degree of job
satisfaction
TECHNIQUES OF DATA COLLECTION:
Direct questionnaire method
DATA ANALYSIS:
• Data will be analysed using following statistical
methods
• Descriptive statistic
• Independent t-test
• Karl Pearson's Correlation analysis