Ejss 90 stress and job satisfaction in wholesale center employees by The Explorer-Islamabad

The Explorer Islamabad: Journal of Social Sciences ISSN: 2411-0132(E), 2411-5487(P) Vol-1, Issue (11): 436-441 www.theexplorerpak.org

STRESS AND JOB SATISFACTION IN WHOLESALE CENTER EMPLOYEES Arfah Ayesha Shahid A Level graduate from Lahore Grammar School, 55-Main Gulberg, Lahore, Pakistan Corresponding Author: Arfah Ayesha Shahid A Level Graduate from Lahore Grammar School 55-Main Gulberg, Lahore, Pakistan arfahayesha15@gmail.com Abstract: The current research explores the relationship between stress and job satisfaction in wholesale center employees. It also investigates the difference on stress and job satisfaction between male and female wholesale center employees. Further, the study also investigates the impact of demographic variables on stress and job satisfaction of wholesale center employees. Private sector plays an important role in the economic development of a country. A general feeling among people is that usually private sector responds more efficiently to the needs of individual’s customers. Private sector is believed to be well-organized because of its efficiency of recruitment, compensation, fund raising and resource allocation in much more controlled way (Peters 1995). Private sector employees face heavy workload but receive low salary. Due to large amount of customers dealing and work pressure, they feel stress and this stress leads towards job dissatisfaction. UNO (1992) described ‘job stress’ as the twentieth century disease because over 70% of worldwide employees describe their job as stressful and more than one in five report high level of stress at work on a daily basis (Akinboye, et al. 2002). In organizational context, occupational stress is alternatively known as job stress. Stress at workplace is common now-a-days. The stress at workplace has gained much importance in the interest of stress researches. Occupational stress in the work place is the growing problem, with general cost to individuals, organization and society. Families have been reported to be affected by long working hours, as it prevents employees from giving sufficient time and attention to their children and partner (Major, et al. 2002). All these factors lead to reduction in job-satisfaction in employees.

Key Words: Economic Growth, Stress, Job Satisfaction INTRODUCTION Significance of the Study In developing countries, the economic growth rate is not at par with developed countries. Therefore, private sector is striving hard to contribute in the economic growth of the developing countries. With the increases of private sector job opportunities also increase. High work load leads to job stress, and therefore the employees remain dissatisfied with their jobs. Literature also contains evidences that job stress negatively effects on job satisfaction. Many researchers have conducted on exploring the relationship between job satisfaction and stress in employees, but the area to study the employees of whole sale center remained neglected in Pakistan. So the present study focuses on exploring the relationship between stress and job satisfaction among whole sale centers’ employees. Further the study is to explore the difference on stress and job

satisfaction between men and women of wholesale center employees. To study the relationship and differences of these variables the research was conducted. The following hypotheses have been generated keeping in view the literature review. Hypothesis H.1: There will be negative relationship between stress and job satisfaction of wholesale center employees. H.2: There will be difference in stress and job satisfaction between men and women wholesale center employees. METHODS Co relational research design was used in the present research. The sample of 100 wholesale center employees were taken from 2 main stores of Lahore (N= 100). Purposive sampling was used for data collection. Age of the participants was

436

ranged from 15-40 years (M = 26.30. SD = 3.48). 75 % of the sample were men and 25 % were women. Fifty four percent and 40% of women were married and 60% were single. 2% of males were accountants, 4% cashier, 18% display officers. 6% display head, 4% electrician, 6% of males were floor in charge, 44% of males were salesman. 10% of males and 4% of females were sales worker. 4% of females were HR officers, 8% of females were in IT department. Experience of the respondents was ranged from 1-30 years. Income of the respondents was ranged from 5000 - 25000. 1.3% of the participants had 6 hours duty, 1.3 % had 7 hours duty per day, 47% had 8 hours duty, 45.3% of them had been performing 9 hours duty per day and 5% of them had 12 hours daily duty. Tools for Data Collection Following instruments will be used for data collection: 1. Demographic Information Form 2. (JSS) Job Satisfaction Scale (Spector 1994) 3. (DASS) Depression Anxiety Stress scale (Lovibond and Lovibond 1995) Demographic Information Form Information regarding the age, experience, education, monthly income, marital status, working hours and working duration of the participants were taken on demographic information form. Job Satisfaction Scale (Spector 1994) The job satisfaction scale (Spector 1994) was used to assess the job satisfaction in male and female employees. The scale includes 36 items. Some of the items are positive and some of the items are negative. Negative items include 2, 4, 6, 8, 10, 12, 14, 16, 18, 19, 21, 23, 24, 25, 29, 31, 32, 34 and 36. Each item is scored from 1to6 (Likert type scale). Higher score on the scale represent high job satisfaction and low score represent lower job satisfaction. Urdu translated version of scale was used in the present research (Shahzad 2011). The nine subscales of this scale include pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, coworkers, nature of work and communication. DASS Scale (Lovibond and Lovibond 1995) The DASS is a 42 item questionnaire which includes three self report scales designed to measure the negative emotional state of depression, anxiety and stress. Only stress items

were included in the existing study which were 1, 6, 8, 11, 12, 14, 18, 22, 27, 29, 32, 33, 35and 39. It has the reliability coefficient of 0.77. Each item is scored from 1to 4 (Likert type scale) Independent Variable Stress of employees was taken as independent variable. Dependent Variable Job satisfaction of employees’ was taken as dependent variable. PROCEDURE The study was conducted to measure the stress and job satisfaction in wholesale center employees in Pakistan. Data was collected from 2 major private wholesale centers of Lahore. Permission was obtained from the concerned authorities for data collection. First of all, the researcher got permission from managers of centers and met with Human Resource manager and got information about employees. Before administration all the participants was briefed about the nature and purpose of study, and their consent was also obtained. HR managers and researcher requested the employees to fill the questionnaires. Researcher visited twenty consecutive days in wholesale center for the purpose of data collection. Participants were assured that information taken from them would be kept confidential. RESULTS Descriptive statistics were used to calculate the preliminary profile of the research participants. Correlation analysis was carried out to explore the relationship between stress and job satisfaction among employees f whole sale centers and independent samples t test was used to find the differences between male and female employees. Table.1: Correlation between Sub Scales of Job Satisfaction and Stress in Wholesale Centers’ Employees (N=100) Variables Pay Promotion Supervision Fringe Benefits Contingent Rewards Operating procedure

Stress (r) -.21* -.26* .08 -.32** -.30*

14.01 14.03 14.00 14.06 14.05

2.80 3.01 2.70 3.01 3.00

0.68 0.71 0.62 0.81 0.78

.05

14.00

2.68

0.61

437

Co-workers Nature of work Communication Job satisfaction X

.07 -.24* -.37** -.46** 30.07

14.01 14.1 14.07 124.6 -

2.69 2.98 3.02 9.53 -

0.70 0.76 0.81 0.80 -

5.10

0.79

Note: **P< .01, *P<.05, X= Arithmetic Mean of variables, SD= Standard deviation, α = reliability coefficient

Results in Table 1 indicate the relationship between stress and sub scales of job satisfaction. It shows statistically significant negative relationship of stress with pay(r = -.21*), promotion (r = -.26*), fringe benefits (r = -.32**), contingent rewards (r = -.30*), nature of work (r = .24*), communication (-.37**) and with jobsatisfaction (-.46**). Which means that in the presence of stress there will be no pleasure from getting pay, promotion, fringe benefits, contingent rewards, nature of work, communication and overall job-satisfaction of the employees of whole sale centers. Table.2: Correlation of Demographic Variables With Stress of Wholesale Centers’ Employees (N= 100) Variables Marital Status Monthly Income Working Hours Night Shifts Spouse Job X

Stress (r) -.22*

50.11

20.16

0.71

-.20*

12905.84

4247.40

0.74

.32**

12.12

2.13

0.62

.30**

20.15

7.21

0.73

income (r= -.20*, p< .05) and with spouse job (r= .32**, p< .05). This indicates that when an employee is married then there is no stress. Similarly monthly income of whole sale centers employees brings no stress in their lives. The results also shows statistically significant positive correlation of stress with working hours (r = .32**, p< .01) and with night shifts (r = .30**, p< .01). This shows that long working hours and night shifts are positively correlated with stress and brings stress to employees’ lives. Table.3: Difference of Stress and Sub Job Satisfaction between Men and Women Employees (N= 100, Df = 98) Variable s

Gender

50.12

12.25

0.80

30.07

5.10

0.79

Table 2 shows correlation of stress with demographic variables of the research participants. The result given in Table 2 indicates statistically significant negative correlation of stress with being married (r= -.21*, *p< .05)

Coh en’s d

C.I 95% LL

U L

2.1 5*

0.5 5

4. 7 8 .4 0

.1 9

Men X S D 30. 5. 69 0 1

Women X S D 28. 4. 20 9 9

Pay

12. 30

2. 8 5

13. 28

3. 4 2

1.4 0

0.3 1

Promoti on

13. 76

13. 12

0.2 1

14. 25

3. 2 1 2. 1 4

.94

Supervis ion

2. 8 4 2. 8 0

1.4 0

0.3 4

Fringe benefits

13. 92

2. 5 2

14. 52

3. 0 0

.98

0.2 1

Conting ent benefits

13. 66

2. 7 9

14. 80

2. 7 3

1.7 6

0.4 1

Operati ng conditio n Coworker

13. 32

3. 4 1

13. 84

2. 2 3

.71

0.1 8

13. 98

2. 9 0

15. 52

2. 5 3

2.3 5*

0.5 6

Nature of work

14. 32

13. 52

0.2 6

13.

2. 9 1 2.

1.1 4

Commu

3. 0 5 3.

0.7

Stress

-.36**

15. 12

14.

.7 0 2. 0 8 1. 8 1 2. 4 0 1. 9 7 2. 8 2 .5 8 -

2. 3 4 1. 9 8 .3 5

.6 1

.1 4

.9 3

.2 4 2. 1 8 -

438

nication

0 1

8 5

1.4 1*

Jobsatisfact ion

10 0.2 9

7. 0 4

12 0.1 0

9. 8 2

3.7 8**

0.8 1

2. 3 3 3. 8 3

.3 8 .7 1

Note: X= Arithmetic Mean of variables SD= Standard deviation, t= t-test, CI= Confidence interval

Independent- sample t- test was used to find the difference of stress and job satisfaction between both genders of the employees. The result in table 3 shows significant differences on stress (t= 2.15*) between men and women employees. Results in table also indicate that there is significant difference on sub scales of job satisfaction co-worker (t= -2.35*) and overall job satisfaction (t= -3.78**) between men and women employees. DISCUSSION This present study was conducted to explore the relationship between stress and job satisfaction in wholesale center employees. The study also examined the difference of stress and job satisfaction among men and women employees. The findings of the first hypothesis of the study reveal that there is negative correlation between stress and job satisfaction of the whole sale centersâ&#x20AC;&#x2122; employees. The present findings are consistent with those researchers who have also reported that stress and job satisfaction are negatively correlated (Mansoor, et al. 2011; De Nobile and McComick 2005; Chaudhry 2011). These findings indicate that high level of job stress is linked with low level of job satisfaction. Job satisfaction represents a mixture of positive and negative feelings that workers have towards their work. Employeeâ&#x20AC;&#x2122;s satisfaction with their job is very important for any organization. Job stress can be caused by different factors including workload and working conditions. According to Beehr and Newman (1978), job stress is defined as a situation in which some features of the work situation can cause poor psychological and physical health problems in workers. Job stress mostly reduces the job satisfaction of employee, because they are not able to perform their jobs properly. Thus, first hypothesis concluded that when stress increases job satisfaction decreases. Next main findings of the first hypothesis reveal that there is significant relationship between

stress and pay, promotions, fringe benefactors, contingent benefits and nature of work. The present findings are consistent with (Bhatti, et al. 2010; Mahmood, et al. 2010) who have also found that these subscales of job-satisfaction and stress are correlated. Stress can be caused by environmental, organizational and individual factors. Among the environmental factors, nature of work is very important factor for employees. If the employees are satisfied with their nature of job, the employee will be productive. Among the many organizational sources of stress, five major variables were investigated namely conflict, blocked career, alienation, work overload and adverse work environment. Nature of job is related with job stress. According to the results of Bhatti, et al. (2010) 33% of overall stress is caused by factors outside organization whereas 67% stress is due to internal factors. It was also found that major cause of stress is workload (25%) because employees are been utilized more than their capabilities. Second major cause for stress is timings (16%) as employees work for long hours, next cause for stress is climate (11%) as employees especially from distribution side have to go outside offices to meet their clients and customers so hot weather, traveling distances and transportation system really give them tough time which result in stress. Thus, it is concluded that nature of work is very important in determining the stress of an employee. If the employee is satisfied with the nature of work than his job stress will be low and vice versa. Additionally, it was also concluded that there is significant relationship between stress and communication. The current findings are consistent with (Bhatti, et al. 2010; Mahmood, et al. 2010; Butt 1990) who have also reported that stress and communication are negatively correlated, which means that when stress increases communication decreases. Many organizational problems are related to job dissatisfaction, lack of teamwork, job-related stress, lack of commitment, and lack of communication, which are the five factors of organizational communication. In a stressful conditions employeeâ&#x20AC;&#x2122;s communication level is considerably become low. Thus, it is concluded that when level of stress is high communication is low.

439

The findings of the second hypothesis reveal that there is significant difference on stress and job satisfaction between men and women employees. Stress is higher in men as compared to women because men facing heavy work load as well as customer dealing in wholesale centers. Due to heavy work they high stress and high dissatisfaction from their jobs. Results also indicate significant difference on sub scale of job satisfaction, coworker between men and women employees. Good communication is very important factor between coworkers in determining level of stress. If the communication level or relationship with coworkers are not good then employees experience stress and job dissatisfaction. Thus, second hypothesis concluded that there is difference in stress and job satisfaction between men and women wholesale center employees. As far demographic variables are concerned marital status appears to be a strong factor in stress. This finding corroborates with (Cano and Miller 2000) who also found the same result. Men are more stressed than women because they are not satisfied with present jobs and want to change their job. They also face heavy economic pressure so; men feel more stress as compared to women. In men employees stress is higher because they are facing heavy workload and customer dealing with low salaries. With excessive pressures, the job demands cannot be met, relaxation turns to tiredness, and a sense of satisfaction replaces with the feelings of stress, motivation sheds away and the workers start losing interest in the work and hence performance chart shows a negative trend. Moreover, gender was also found as significantly negatively correlated with stress. Gender is correlated with stress. It is found that in stressful environment they are not satisfied with their jobs. Causes of stress are many like, work load, cuts in staff, change at work, long work hours, shift work, lack of supervision, insufficient training, unsuitable working conditions, too much heavy responsibilities and poor relations with colleagues. Male wholesale center employees are facing these problems more than femaleâ&#x20AC;&#x2122;s workers. So, they feel stressed and show little satisfaction towards their jobs.

Additionally, income was found as significantly correlated with stress. The findings are consistent with Ali, et al. 2011) who also found significant correlation between income and stress of employees. Extra organization stressor includes variables such as climate, economic conditions, and income and employeeâ&#x20AC;&#x2122;s family. Income is related with stress of employees because mostly they belong to middle socioeconomic families. Findings indicate that men are more stressed than women because their salaries are less than their monthly expenditures. They are facing family burden as well as social responsibilities. Qualitative record was also maintained to investigate the impact of income on employeeâ&#x20AC;&#x2122;s level of stress as well as job satisfaction, which reveals that income is negatively related with stress. Men employees are facing a lot of family pressure and if their income will be low than they feel stress at their job, and this stress leads towards job dissatisfaction. CONCLUSION Thus it is concluded from the present study that stress affects the job satisfaction of wholesale center employees. Stress and job satisfaction are negatively correlates with each other. Limitations 1. Sample was limited due to limited time. A larger sample could provide with more valid results and increase the generalizability of the present research. 2. The participants were taken only from one specific socio-economic classes which could have affect the external validity of the research. Implications This study is an important in providing scientific data on stress and job satisfaction of wholesale center employees finding differences in male and female wholesale center employees.This study is an important source for researchers to understand the relationship between stress and job satisfaction in wholesale center employees. Results of the present study imply that different organizational and psychological factors are responsible for low job satisfaction and high level of stress in employees. REFERENCES Akinboye, J. O., D. O. Akinboye, and D. A. Adeyemo 2002 Coping With Stress in Life and

440

Workplace. Nigeria: Publishers (Nig.)

Stirling-Horden

Ali, F., Farooqi, A., Amin N., and Amjad Z. 2011 Impact of Stress on Job Performance. Journal of Business Studies Quarterly 3(3): 90-105. Beehr, Terry A., and John E. Newman 1978 Job Stress, Employee Health, and Organizational Effectiveness: A Facet Analysis, Model, and Literature Review 1.Personnel psychology 31(4): 665-699. Bhatti, Nadeem, Amir Hussain Shar, Faiz M. Shaikh, and Muhammad Suhail Nazar 2010 Causes of Stress in Organization, A Case Study Of Sukkur. International Journal of Business and Management 5(11):41-46. Butt, Zahir Uddin 1990 The Relationship Between Occupational Stress and Organizational Commitment in Non-governmental Organizations of Pakistan Journal of Psychology 5(3):23-29. Cano, Jamie, and Greg Miller 1992 A Gender Analysis of Job Satisfaction, Job Satisfier Factors, and Job Dissatisfied Factors of Agricultural Education Teachers. Journal of Agricultural Education 33(3): 40-46.

Distress. Journal of Psychology 87(3): 427-436

Applied

Mansoor, Muhammad, Sabtain Fida, Saima Nasir, and Zubair Ahmad 2011 The Impact of Job Stress on Employee Job Satisfaction: A Study on Telecommunication Sector of Pakistan Journal of Business Studies Quarterly 2(3): 50-56. Mahmood, Babak, Shabbir Hussain, Abdul Hannan, and Niaz Muhammad 2010 The Relationship between Stress and Work Performance in an Industrial Environment of Faisalabad District. Pakistan Journal of Life and Social Sciences 8(1):68-72. De Nobile, John J., and John McCormick 2005 Job Satisfaction and Occupational Stress in Catholic Primary Schools. Journal of Psychologies.36(2): 121-149. Peters, B. Guy 1995 The Politics of Bureaucracy. (4th ed.). New York. Longman Publishers. Publication Date: Dec-1-2015 © 2015“The Explorer Islamabad” Journal of Social Sciences-Pakistan

Chaudhry, Abdul Qayyum 2011 The Relationship Between Occupational Stress And Job Satisfaction: The Case of Pakistani Universities. International Education Studies 5(3):212221. Lovibond, S. H., and Peter F. Lovibond 1996 Manual for The Depression Anxiety Stress Scales. Psychology Foundation of Australia. Major, Virginia Smith, Katherine J. Klein, and Mark G. Ehrhart 2002 Work Time, Work Interference with Family, and Psychological

441